Employee Quality Of Life Research Articles

Enhancing employee sustainability through employee quality of life: the role of top management support

PurposeThis study aims to focus on how the design of an organization influences employee sustainability. It also highlights how top management support can mediate this relationship.Design/methodology/approachIn order to examine the role of employee quality of life on performance sustainability, a quantitative survey approach was adopted. A questionnaire was distributed using simple random sampling to the employees working in the hotel sector.FindingsResults suggest that organizations can enhance employee sustainability, including performance, commitment, motivation and retention, by investing in values that align with their employees, providing suitable health and wellness initiatives, and adopting in career growth policies. In that, values, health and wellness and human development are confirmed to be core determinants of employee sustainability, with a negligible role of fair compensation and physical artifacts. Top management support is found to mediate the relationship between employee quality of life and sustainability.Research limitations/implicationsThis study contributes to a better understanding of how organizational design for quality of life can assist employee sustainability with the mediation role of top management support. The study recommends that the hotel organizations should consider designing their work environments to promote their employee quality of life, which affects their sustainability within the hotel industry.Practical implicationsThis study contributes to a better understanding of how organizational design for quality of life can assist employee sustainability with the mediation role of top management support. The study recommends that the hotel organizations should consider designing their work environments to promote their employees’ quality of life, which affects their sustainability within the hotel industry.Originality/valueWhile there is ample research in business and management literature on the economic and environmental factors of sustainability, social sustainability has received less concentration. This study gives more attention to how employee social sustainability can be affected by the managerial and organizational factors of ensuring work life balance and top management support.

Farmers' Perceptions on Implementing Automatic Milking Systems in Large USA Dairies: Decision-Making Process, Management Practices, Labor, and Herd Performance.

Automatic Milking System (AMS) installations are increasing in the USA despite the higher investment cost than conventional systems. Surveys on AMSs conducted outside the USA focused on small-medium herds, specific regions, or aspects of AMS milking. This study described farmers' perceptions about the decision-making process of adopting an AMS in the USA's large dairies (≥7 AMS boxes) regarding changes in technology, housing, management practices, labor, herd performance, and health. After being contacted, 27 of 55 farmers from large AMS herds completed the survey. The main reasons for adopting an AMS were labor costs, cows' welfare, and herd performance. Most farms constructed new barns, used a free-flow traffic system, and changed their feed management. Increases in water and energy use were perceived by 42% and 62% of farmers, respectively. Farmers estimated decreases in labor costs of over 21%, and AMS employees worked 40-60 h/week. Milk production increases were reported by 58%, with 32% observing higher milk fat and protein content. Easier sick cow detection, better mastitis management, and improvements in pregnancy rates were reported. Thus, farmers transitioning to AMSs perceived altered resource utilization, labor cost savings, and improvements in employee quality of life, animal welfare, and farm management. While 54% of respondents would recommend an AMS to other farms, 38% suggested considering additional aspects prior to adoption.

Impact of Work from Home on Employee Work and Life

Work from Home has become an increasingly common working mode in the modern working environment. The COVID-19 pandemic moved a significant shift to working from home (WFH), and it has become the only option for many industries to keep their business running. This sudden shift makes us wonder whether home working is a positive or negative change. However, many studies have analyzed the economic benefits and productivity impacts of telecommuting. There is still a limited exploration of how it affects employees' quality of life, work-life balance, family relationships, and mental health. The research aims to examine the impact of home from work on employees' quality of life and its acceptance. First, I explored employees' acceptance of telecommuting and its possible implications for work-personal life balance. Then, I examined whether prolonged time spent with family in a home-based work environment strengthened parent-child and couple bonds or increased relationship friction and tension. Ultimately, this study assessed home-based work's positive and negative effects on employee mental health and identified key factors that may increase or decrease psychological stress. While the economic and productivity benefits of telecommuting have received extensive research attention, there is a gap in how it affects employee quality of life. This research provides novel and in-depth analyses in this area. It suggests strategies for companies, policymakers, and other stakeholders to meet employees' needs better and, in turn, enhance their job satisfaction and productivity. Given that home-based work is becoming an ongoing work pattern, a deeper understanding of its long-term impact on employees' quality of life will provide valuable insights for society to help them adapt more smoothly to this work pattern.

Analisis Teoritis Tren Work From Home di Era Digital: Kelebihan dan Kekurangan

The COVID-19 pandemic of 2020 significantly altered various aspects of human life, including work dynamics. Work from home (WFH) emerged as a new and increasingly popular trend across various industries. WFH brings numerous benefits, such as increased productivity, cost efficiency, and enhanced quality of life for employees. However, it also poses several challenges, such as difficulties in coordination and communication, as well as the risk of burnout. This research aims to theoretically analyze the WFH trend in the digital era, focusing on the factors driving and hindering it, along with its implications for organizations and employees. The study employs a literature review method, gathering data from diverse sources, including scholarly journals, books, and online articles. The collected data are then descriptively analyzed to examine the WFH trend in the digital era. The research findings indicate that WFH trends have arisen due to advances in information technology, shifts in societal consumption patterns, and government policy support. Despite providing flexibility, this trend encounters challenges such as coordination and communication difficulties, burnout risks due to excessive workloads, and decreased employee productivity. The implications of these findings underscore the need for careful management strategies to maximize the benefits of WFH while addressing emerging obstacles.

The implications of the COVID-19 pandemic on employment trends

The worldwide crisis triggered by the COVID-19 pandemic forced companies providing non-essential services to adapt to the WHO's recommended social isolation measures. Consequently, there was a need to develop the ability to reorganize work away from traditional company locations, leading to the widespread adoption of practices such as freelancing, remote work, "single office," or "home office." This article investigates the impact of this evolving trend on the quality of life for employees in comparison to the conventional work model. To gather data, the research employed survey-type questionnaires constructed with statements grounded in relevant literature. Managers overseeing remote teams from various sectors were objectively queried about their agreement levels regarding themes related to the effects of home office on employee quality of life during the pandemic. The findings were then discussed using a SWOT analysis, focusing on the strengths, weaknesses, opportunities, and threats associated with this new work context. The article concludes by outlining a post-pandemic scenario for companies and employees, particularly in the continued adoption of home office practices.

Occupational health and safety management policies and employee quality of life in developing countries: Insights from Ghana

AbstractThis study explores the formulation and implementation of occupational health and safety management (OHSM) policies by multinational manufacturing firms operating in sub‐Saharan Africa and how they influence employees' quality of life (QOL). We used Afrifoods (pseudonym), a food manufacturing multinational company in Ghana as a case. Gathering qualitative data through interviews, focus group discussions, and archival sources, we found that despite the prevailing institutional deficiencies in sub‐Saharan African countries especially in ensuring the implementation of health and safety policies, food manufacturing multinational companies formulate and implement health and safety policies. And, the high rates of unemployment notwithstanding, employees of manufacturing companies prioritize safe and healthy working environment and consider it the first and most important attribute of their QOL. Employees also consider being able to provide their family needs as well as being recognized for the efforts expended at work as other determinants of their QOL. Multinational firms operating or intending to go into sub‐Saharan Africa should consider health and safety policies as indispensable in their business strategy formulation, if they wish to get the maximum benefit from their employees. Governments must also intensify monitoring to ensure firms' compliance with national health and safety laws at their work sites.

Quality of life in employees exposed to organic solvents: A study of 196 cases

IntroductionOccupational exposure to organic solvents remains a real risk for exposed employees, particularly in mental health and quality of life.Objectives- To evaluate the quality of life of employees exposed to organic solvents- To research the professional and extra-professional determinants of this quality of life.MethodsThis is a descriptive cross-sectional study that compared 196 employees exposed to organic solvents with 64 non-exposed employees from the same socio-professional environment. The investigation took place in four different companies in the governorate of Tunis. An environmental study combining an evaluation of working conditions and atmospheric monitoring was carried out to identify and quantify exposure to solvents. Quality of life was assessed using the SF36 questionnaire in its Arabic version.ResultsThe solvent mixtures to which the employees were exposed mainly contained hexane, toluene, ethyl acetate, methyl ethyl ketone, cyclohexane, and perchloroethylene. Exposure to these solvents is primarily from glues and paint products. The study population was relatively young (34.1 years +/-9.8), predominantly male (sex ratio=2.2), with an education level of no more than secondary school in 90% of cases, with an average work experience of 10.3 years (+/-8.2) and represented mainly by manual workers (75.4%). The pathological history of the exposed patients was dominated by chronic neuropsychological disorders (48.1%). The global score of SF36 (SFG) was significantly poorer in the solvent-exposed group (SFG= 64.1+/- 21.1 versus 70.1+/-23.3) (p=0.05). Among the eight dimensions of the SF36, a very significant alteration of the dimensions: “perceived health ”, “psychological health” and “repercussion of psychological health on daily activities ” was noted in the solvent-exposed group.The main determinants of the quality of life of workers exposed to solvents were: level of education, frequency of exposure, length of exposure, and company.According to the job-exposure matrix, only “perceived health” appeared to be impaired by high levels of cumulative solvent exposure (p= 0.0006).ConclusionsAccording to this study, organic solvents can affect the quality of life of exposed employees by acting essentially on perceived health, psychological health, and the “impact of psychological health on daily activities”.Disclosure of InterestNone Declared

The Implantation of a Dance Workshop on the Quality of Life in the Work Environment

Dance routines and sensations are meant to stimulate the body to create circuits to refine perceptions and expressions. Movement experimentation may develop creativity, which produces and expresses dance. Some researches suggest that dance is a tool that might enhance the quality of life. Therefore, this research aimed to evaluate the “Movement Workshop: A Body-Space Experience (MWBSE)” implementation in Company A to promote health and improve their employees quality of life through the Paola Rettore Method (PRM), which was based on the spontaneity proposed by Isadora Duncan to observe nature and the Laban/Bartenieff System. Forty employees engaged in a two-year program of the PRM with sessions twice a week for 20 minutes each. Results suggested that a method based on dance and movement positively affected the work environment.

Human Resources Practices and Employees Quality of Life in Tanzania Mining Industry: A Qualitative Study

The purpose of this study was to determine the effect Human Resource Practices on mineworkers Quality of Life in the mining industry. A multiple-case study research design in a single industry was adopted. Qualitative data from multiple sources were collected through interview, focus group discussion and observation. The study found that in Mererani mines workers are not properly trained, adequately compensated, given employment contracts, and there is no appraisal of performance conducted on employee. The outcome is that mineworkers lack job skills, better pay, and many have succumbed to death and injuries. This has affected their quality of life as majority are unable to meet the costs of medical care, education of their children, housing, water supply, and other social amenities. The study presents new data that contributes to theoretical development of economic variant of social exchange theory, an area that has been largely underdeveloped. It is recommended that Human resource practitioners and policy makers in organizations should design HR practices that enhances workers needs and organizational requirements in order to achieve performance. The collection of data from Tanzanite mines only limits the generalization of findings to other settings. Keywords - Human Resource Management, Human Resource Practices, Quality of Life, Mineworkers, Tanzanite

Mental health, functioning, and quality of life in employees who worked in the office vs. from home during the first wave of COVID-19 in Brazil.

Coronavirus disease 2019 (COVID-19) was declared a global pandemic early in 2020, followed by a period during which governments imposed strict social distancing measures to slow transmission. However, most essential services remained open, and those working in offices faced a higher risk of infection compared to those working at home. We compare the occurrence and potential determinants of mental health outcomes, functioning, and quality of life (QoL) in a subset of a sample of Brazilian individuals who worked from home and a subset who worked in the office during the first wave of COVID-19. Data were collected during the first wave of COVID-19, using an online survey to assess sociodemographic and clinical variables, functioning with the Digital Functioning Assessment Short Test (D-FAST), QoL with the European Health Interview Surveys QoL instrument (EUROHIS-QOL), depression with the Patient-Reported Outcomes Measurement Information System (PROMIS) depression instrument, anxiety with the PROMIS anxiety instrument, and stress symptoms with the Impact of Event Scale-Revised (IES-R) in a large sample comprising individuals who worked in offices (n = 1685) or worked from home (n = 1,338). Analysis revealed that depressive and post-traumatic stress symptoms were less prevalent in individuals who worked from home and showed that they had higher functioning and QoL than those working in the office. Individuals who worked in the office were younger, more likely to be female, had lower household income, had low educational level, and were more likely to be unmarried than the home working group. Our findings support the notion of the negative impact of the COVID-19 pandemic on mental health in both office workers and those working from home. However, the group who worked from home seem to be more resilient with fewer psychiatric symptoms and better functioning.

Assessing the Correlation Between the Level of Depressive Disorder and Quality of life in Employees Working in Covid-19 Reference Hospital in 2020

Background and Objectives: The widespread prevalence of new coronavirus (COVID-19) worldwide can lead to many mental disorders. COVID-19 Care Frontline Staff, are one of the groups most strongly affected by the mental disorders caused by this disease. This study aimed to assess the correlation between the level of depressive disorder and quality of life in employees working in Covid-19 reference hospital in 2020. Methods: This was descriptive-correlation census study performed on 496 employees of Hazrat Ali Asghar (AS) Hospital in Shiraz as the reference hospital for treatment of COVID-19 in southern Iran. Data collection tools were standard Beck Depression Inventory (BDI) and WHOQOL-BREF quality of life questionnaires. Data were analyzed using descriptive and inferential statistical methods, Pearson correlation coefficient and t-test and ANOVA by SPSS v. 23 software at a significance level of α=0.05. Results: The Mean±SD score of depression and quality of life of the studied employees were 35.8±9.2 (out of 63), 60.7±14.8 (out of 120) respectively. 49.6% and 87.5% of the employees had moderate levels of depression and quality of life, respectively. There was a significant and inverse correlation between depression and employees' quality of life (r=-0.612, P<0.001). Also between depression with education level (P=0.04), marital status (P=0.01), and type of occupation (P=0.03), and between quality of life and marital status (P=0.03) were observed a statistically significant relation. Conclusion: Depression and quality of life of the employees were moderate level. Planning is recommended to improve the mental health of employees, use psychotherapy techniques such as cognitive behavioral therapy and mindfulness, develop and implement stress and anxiety management programs, and provide counseling services.

The Introduction of a Framework for the Implementation of Civil Rights Based on Public Policy in Iranian Government Organizations

As one of the most important components of individual rights and a representative of the inequality of rights, citizenship rights contributes greatly to the sense of social justice and ultimately results in political development. If citzenship rights continue to be observed, they will accomplish the main pillars of sustainable development in the system and government. The purpose of this study is to develop a framework for the implementation of civil rights based on public policy in Iranian government organizations. This research is exploratory in terms of purpose and employed the method of building data theory and the method of Strauss and Corbin. Participants in the study, who were selecetd using the method of purposeful judgment sampling, included experts, policymakers, managers, and researchers active in the field of civil rights. Based on the results of open and central coding, causal factors affecting the implementation of citizenship rights include: employee quality of life, freedom of expression, accountability, organizational culture and upstream documents; factors including background and developmental skills and team building; cultural requirements consisting of social and legal requirements, executive power and information technology infrastructure; and intervening factors comprimising of managerial challenges, organizational challenges, legal barriers, and policy-governance. Furthermore, the strategies required to enforce civil rights include discovering talent, thinking, self-confidence, new media, networking, and constructive communication. In addition, the consequences of enforcing civil rights consisted of responsibility and love of work, cohesiveness, uplifting behaviour, maintaining dignity, self-esteem, and the human values of the employees.

The Effect of Matching Between Job and Occupation on Job Burnout and Quality of Life in Employees of a Military Organization

The Effect of Matching Between Job and Occupation on Job Burnout and Quality of Life in Employees of a Military Organization

Do HRM systems impose restrictions on employee quality of life? Evidence from a sustainable HRM perspective

Sustainable human resource management (HRM) as an emerging discipline facilitates businesses to improve employees’ quality of life to achieve a social sustainability outcome. A moderated-mediation study using data from large organizations in India attempts to establish that bundles of motivation enhancing practices of an HRM system used to improve organizational performance increase the health harm of work among employees. The health harm of work is about the restrictions imposed by work on employees to improve quality of life and it is different from work stress and strain. It is demonstrated that perceived organizational support as a mediator reduces the health harm of work imposed by bundles of practices of an HRM system. However, there is limited evidence to support that employee level exchange ideology moderates the relationship between perceived organizational support and the health harm of work. Theoretical contributions and future research directions to promote sustainable HRM system are discussed.

The Impact of Smartwork Activation on Organizational Performance - Focusing on Mediating Effects of Quality of Life and Moderating Effects of Manager’s Interest

Background/Objectives: The interest in work-life balance has increased in Korea since the low birthrate problem intensified in the 2000s, and recently, a 52-hour workweek has been implemented depending on the size of the company to ensure work-life balance. Companies are also adopting the direction and policies of the government to spread job redesign or organizational culture that can bring work-life balance. Work-life balance is seen as a paradigm for high performance in modern society. Activation of smart work, which is a system that can work anytime and anywhere without being bound by time and place, is inevitable. It is assumed that the quality of life of the members of the organization will be improved through smartwork activation, and that the improvement of the quality of life will soon increase the organizational performanceMethods/Statistical analysis: This study utilizes the original data from the 2018 Smartwork Survey conducted by the Korea Information Society Agency, targeting employees of businesses with five or more business units and CEOs of businesses or heads of departments responsible for introducing and operating smart work. The survey collected samples using stratified sampling methods, and the survey was conducted online and in writing to 1,700 people from October 8, 2018 for 27 days. Finally, 566 data were hypothesized through SPSS 21.0 and AMOS structural model analysis.Findings: As a result of analyzing the effect of smart work on organizational performance through the effect of quality on life, Smartwork activation affects organizational performance, and the improvement of quality of life through time saving and work efficiency due to smartwork affects organizational performance. Managers' interest was found to play a moderating role in the structural relationship between smartwork activation, quality of life and organizational performance.Improvements/Applications: This study suggests smartwork activation by empirically analyzing the effect of smartwork activation on organizational performance by the mediating effect of quality of life for employees of companies working in smart office environment.

PROPOSED LABOR MASSAGE FOR A WELL BEING ROO

Introduction: The significant increase in the number of work-related musculoskeletal disorders has left entrepreneurs and labor institutions in a state of concern. The growing phenomenon of the D.O.R.T is becoming increasingly prominent in the news and on remoteness. Objective: The present study aimed to evaluate the implementation of Labor Massage in the Sala Estado do Bem Estar, in the Business Group in Sao Paulo, through the Labor Massage Program by the Nessi Institute of Massage Therapy, a program that has been widely used as a method of WMSD prevention Methodology: A total of 234 employees were evaluated over a three-month period: 145 female employees (62.00%) and 89 male employees (38.00%). The Labor Massage Program was coordinated and applied by the staff of the Nessi Institute of Massage Therapy five times a week for 15 minutes daily. Results: Through this research that deploying the State Welfare Room, within a Business Graphic Group, to promote Labor Massage to employees, favored a 72% reduction in muscle pain, had an 80% improvement in domestic and professional activities without limitations, After the three months of evaluation and care, only 14% were in medical consultation, and only 13% were still in pain. Conclusion: The Labor Massage, can promote many benefits for the welfare and quality of life for employees.

Sustained Long-Term Effectiveness of an Energy Management Training Course on Employee Vitality and Purpose in Life.

Purpose:Programs designed to sustainably improve employee well-being are urgently needed but insufficiently researched. This study evaluates the long-term effectiveness of a commercial well-being intervention in a worksite setting.Design:A pre/postintervention repeated analysis with follow-up at 6, 12, and 18 months.Setting:Office-based worksites (for-profit, nonprofit, and mixed work-type; n = 8).Participants:One hundred sixty-three employees with a mean age of 47 (11) years (57% female).Intervention:A 2.5-day group-based behavioral program emphasizing vitality and purpose in life (PiL).Measures:Rand Medical Outcomes Survey (MOS) 36-Item Short Form (SF-36) with a focus on vitality (primary outcome), Ryff PiL Scale, Center for Epidemiologic Studies Depression Scale, Profile of Mood States, Rand MOS Sleep Scale, physical activity, body weight, blood pressure, and blood measures for glucose and lipids at baseline, 6, 12, and 18 months.Analysis:General linear models with repeated measures for mean values at baseline and follow-up.Results:At 18-month follow-up, sustained improvements were observed for vitality, general health, and mental health domains of SF-36 and PiL (P < .001 for all measures). Sleep, mood, vigor, physical activity, and blood pressure were also improved at 18 months (P < .05 for all measures).Conclusions:An intensive 2.5-day intervention showed sustained improvement in employee quality of life, PiL, and other measures of well-being over 18 months.

Managing job performance, social support and work-life conflict to reduce workplace stress

PurposeWorkplace stress costs £3.7bn per annum in the UK and in excess of $300bn per annum in the USA. The purpose of this paper is to examine the existence, strength and direction of relationships between perceptions of social support, work–life conflict, job performance and workplace stress in an Irish higher education institution.Design/methodology/approachThe selected theoretical framework consisted of a combination of reward imbalance theory, expectancy theory and equity theory. An organizational stress screening survey instrument was used to survey the staff (n = 1,420) of an academic institution. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work–life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress).FindingsThe results showed a negative correlation between social support and workplace stress, a positive correlation between work–life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p < 0.05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress.Practical implicationsThe findings from this research can trigger an organizational approach where educational leaders can enable workplace change by developing and implementing social support and work–life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and enhance performance.Originality/valueThe examination and establishment of particular relationships between social support, work–life conflict and job performance with workplace stress is significant for managers.

Relationship Between Musculoskeletal Disorders and Quality of Life in Employees of Selected Hospitals in Golestan Province

Relationship Between Musculoskeletal Disorders and Quality of Life in Employees of Selected Hospitals in Golestan Province

Effectiveness of an Energy Management Training Course on Employee Well-Being: A Randomized Controlled Trial.

Purpose:Programs focused on employee well-being have gained momentum in recent years, but few have been rigorously evaluated. This study evaluates the effectiveness of an intervention designed to enhance vitality and purpose in life by assessing changes in employee quality of life (QoL) and health-related behaviors.Design:A worksite-based randomized controlled trial.Setting:Twelve eligible worksites (8 randomized to the intervention group [IG] and 4 to the wait-listed control group [CG]).Participants:Employees (n = 240) at the randomized worksites.Intervention:A 2.5-day group-based behavioral intervention.Measures:Rand Medical Outcomes Survey (MOS) 36-item Short-Form (SF-36) vitality and QoL measures, Ryff Purpose in Life Scale, Center for Epidemiologic Studies questionnaire for depression, MOS sleep, body weight, physical activity, diet quality, and blood measures for glucose and lipids (which were used to calculate a cardiometabolic risk score) obtained at baseline and 6 months.Analysis:General linear mixed models were used to compare least squares means or prevalence differences in outcomes between IG and CG participants.Results:As compared to CG, IG had a significantly higher mean 6-month change on the SF-36 vitality scale (P = .003) and scored in the highest categories for 5 of the remaining 7 SF-36 domains: general health (P = .014), mental health (P = .027), absence of role limitations due to physical problems (P = .026), and social functioning (P = .007). The IG also had greater improvements in purpose in life (P < .001) and sleep quality (index I, P = .024; index II, P = .021). No statistically significant changes were observed for weight, diet, physical activity, or cardiometabolic risk factors.Conclusion:An intensive 2.5-day intervention showed improvement in employee QoL and well-being over 6 months.