We used national-level data to compare worker demographic and socioeconomic characteristics, work arrangements, psychosocial working conditions, safety and health, job security, wages and benefits, and worker health and well-being before the COVID-19 pandemic, in 2018, and in the late stage of the pandemic, in 2022. Understanding these changes helps inform some of the potential ways these factors may shape the future of work. We analyzed self-reported and publicly available data from the 2018 and 2022 waves of the General Social Survey (GSS)-Quality of Worklife (QWL) module, focusing on adults working part-time or full-time. We describe differences in the broad categories of interest mentioned above, as well as subcategories within each. For example, we assessed changes in psychosocial working conditions by focusing on subcategories that included job demands, job control, role conflict, resource adequacy, job support, work flexibility, and work and family interface, that is, the boundaries between work and family life. We used Mann-Whitney tests to assess statistically significant changes, using weighted, nationally representative worker samples (N = 1473 in 2018; N = 2112 in 2022). Between 2018 and 2022, we observed two changes in work arrangements; the share of independent contractors increased (from 12.4% to 14.4%) while the share of those working full-time decreased (from 81.3% to 78.5%). Psychosocial conditions exhibited mixed trends; job demands and control showed marginal improvement, while role conflict, resource adequacy, and job support worsened. The share of workers who mainly worked at home increased (6.6%-17.2%), alongside those experiencing family-work conflict (from 26% to 32%). Health and well-being also worsened, with more workers reporting lower job satisfaction and very often feeling used up (from 13.1% to 16.0%). In addition, workers reported more days in poor mental health (from 3.6 to 4.4 days) and days with activity limitations (from 1.6 to 2.2) in the past 30 days. The quality of worklife in 2022 differed meaningfully from 2018, though not uniformly for better or worse. For example, increases in working at home and the share of independent contractor arrangements suggest different potential long-term consequences for worker well-being. Continued monitoring and more nuanced analyses are essential to understanding the evolving future of work.

To facilitate the vocational rehabilitation of colorectal cancer patients, more information is needed on the influencing factors related to the quality of work life of colorectal cancer patients after their return to work. This study examines the Quality of Working Life (QWL) among the patients with colorectal cancer (CRC) survivors after returning to work and identifies influencing factors. A cross-sectional study from January to May 2023 followed 290 CRC survivors from a Chinese hospital's oncology outpatient department. The General Questionnaire, Quality of Working Life Questionnaire for Cancer Survivors (QWLQ-CS), Simplified Coping Style Questionnaire, and the Social Support Revalued Scale were used for data collection. Descriptive statistics, T-tests, ANOVA, correlation, and multiple linear regression analyses were conducted with the Statistical Package for the Social Science (SPSS) version 25.0. The QWL score of CRC survivors was (67.72 ± 12.21). Factors such as the per capita monthly family income, medical payment method as self-employment, basic medical insurance system for urban residents, stoma status, positive coping strategies, passive coping strategies, and social support utilization emerged as significant QWL determinants, while passive coping strategies was inversely related to QWL. CRC survivors have greater room for improvement in their work life (QWL) after returning to work. To enhance their reintegration and QWL, healthcare professionals should implement individualized interventions that reflect the various challenges these individuals face. It is important to provide special attention to colorectal cancer survivors who pay for their medical care directly, have residential health insurance, have an ostomy, or have a per capita family income of less than 281⁄ per month, as they tend to report worse levels of quality of work life. Clinical personnel should rapidly detect these risk factors and offer the required assistance and resources to ensure that these patients are adequately prepared to resume employment and enhance their overall quality of work life.

Servant leadership, job commitment, and resource satisfaction as predictors of teachers' quality of work life in Peruvian basic education.

The role of age diversity has increased attention in organizations with the focus of collaboration between younger and older employees. The present study aims to investigate the perceptions of younger generation towards others with respect to organizational commitment, trust and job satisfaction in the healthcare field, particularly in nursing. A quantitative survey was conducted to collect data from 696 working young professionals in nursing within the healthcare sector in Pakistan. Structural equation modeling was employed to examine the relationships among the variables using Smart-PLS Software version 4.1.0.9. The obtained results show that the perceptions of working professionals from Generation Z with respect to generational stereotyping, positive effect and inclusiveness about other generations are positively correlated with trust and job satisfaction by mediating role of organizational commitment in the nursing sector. Research highlights perception of Generation Z at workplace impacted on trust, satisfaction, and commitment and closely connected to improved quality of work life. The study contributes to the existing literature on nursing management of intergenerational interactions. It advocates for redesigning systems to focus on development and well-being within the nursing sector.

This study examined whether intrinsic spirituality was associated with nurses' perceptions of their work environment and their quality of work life. Nurses work in demanding settings that may shape perceptions of the work environment and quality of work life. Intrinsic spirituality may be an internal resource linked to these appraisals. A cross-sectional study in Türkiye (n = 378) was reported in line with STROBE. Data were collected using the Intrinsic Spirituality Scale, Work Environment Scale, and Quality of Work Life Scale for Nurses. Analyses were performed using regression-based mediation with 5,000 bootstrap resamples within a generalized linear modelling framework. Intrinsic spirituality was positively associated with perceived work environment (B = 0.660, β = 0.549, p < 0.001). Perceived work environment and intrinsic spirituality were both positively associated with quality of work life (B = 0.647, β = 0.507, p < 0.001, and B = 0.357, β = 0.233, p < 0.001, respectively). Bootstrap mediation indicated a significant indirect association of intrinsic spirituality with quality of work life through perceived work environment (B = 0.427, p < 0.001), consistent with a partial mediation pattern. The findings provide preliminary evidence that both individual spiritual resources and organizational factors are relevant to nurses' professional well-being. Supporting intrinsic spirituality may be associated with more favourable perceptions of the work environment and a higher quality of work life among nurses. Addressing nurses' spiritual resources and workplace conditions may support well-being. Policies that support spiritual well-being initiatives and working conditions may be relevant to healthier environments and quality of work life; further longitudinal research is needed.

This study compares the quality of working life (QWL) and the emotional exhaustion between workers in different public administrations and the private sector. The second objective is to examine the mediating role of QWL in the relationship between the sectors and emotional exhaustion. Using a sample of 985 workers from Quebec (Canadian province) collected online, multivariate linear models and structural equation modeling (SEM) were used to analyze the impact of sectors on these outcomes. The mediating role of QWL was tested with Stata medsem package. The results show that the QWL of workers in Quebec’s public administrations is lower than that of workers in the private sector, apart from those in the higher education network. Moreover, workers in the health and social services and the elementary and high school education networks have higher emotional exhaustion than those in the private sector. The results also reveal that QWL plays a mediating role in the relationship between sectors and emotional exhaustion. The results suggest that QWL is a major issue in public administration, since it is lower than in the private sector and strongly influences emotional exhaustion. Public administrators should therefore strive to improve QWL in their organizations.

This study examines the quality of work life (QWL) of food delivery riders in China and its implications for job satisfaction and intention to stay from a quality management perspective. Drawing on ERG and self-determination theories, we view QWL as a human-centered internal quality component shaped by work system design. Five QWL dimensions, such as pay, autonomy, competence, flexibility, and relational challenge, are examined to understand how they influence riders’ satisfaction and retention. Survey data were collected from 253 food delivery riders. Structural equation modeling (SEM) assesses the net effects of QWL dimensions on job satisfaction and retention, while fuzzy-set qualitative comparative analysis (fsQCA) identifies combinations of conditions associated with high and low job satisfaction. The results show that all five QWL dimensions are related to job satisfaction, but only autonomy and relational challenge influence intention to stay indirectly through satisfaction. The fsQCA reveals seven paths to high job satisfaction and three paths to low job satisfaction. Overall, the findings provide insights into how platforms can improve workforce sustainability by supporting diverse work conditions.

Nurses, as central providers of healthcare, face considerable occupational stress that threatens both their well-being and the quality of patient care. This study investigates the relationship between caring stress management and quality of working life (QWL) among Iranian nurses, with a focus on the mediating role of hope. Using a cross-sectional design, 300 nurses from two Tehran hospitals completed validated instruments measuring Caring stress management, QWL, and hope. Data were analyzed with SPSS and AMOS, employing structural equation modeling and bootstrapping methods. Structural equation modeling revealed that caring stress management significantly predicted hope (β = 0.65, p < 0.001), and hope significantly predicted quality of working life (β = 0.45, p < 0.001). The direct effect of caring stress management on quality of working life was significant (β = 0.38, p < 0.001), and the indirect effect through hope was also significant (β = 0.29, 95% CI [0.23, 0.36], p < 0.001), confirming hope's partial mediating role. The model demonstrated good fit (χ²/df = 1.95, CFI = 0.96, RMSEA = 0.05). Findings highlight that caring stress management is not only directly associated with quality of working life but is also indirectly associated with it through higher levels of hope. These results underscore the importance of implementing caring stress management and hope-promoting strategies to support nurses' psychological resilience, which is linked to better quality of working life and healthcare outcomes. Not applicable.

Exploring occupational fatigue in Illinois pharmacy technicians: Thematic analysis.

The relationship between quality of work life and distractions in operating room nurses: a correlational study.

The entire psychosocial working environment for loco pilots (railway train drivers) in India is extremely demanding, isolating, and devoid of socialization. In addition, loco pilots are subject to a great deal of responsibility to be on time and safe. There are few opportunities for personal freedom due to the rigorous schedules and technical constraints, which include the kind of trains and route configurations. Long work hours, strange and inappropriate schedules, and heavy workloads all contribute to the workload, which can lead to serious work-family conflicts. The paper examines work-life quality among Indian Railway train drivers, identifies primary conditions underpinning the problem of work-life imbalances, and clarifies the possible impact on the well-being of drivers and safety in their activities. It considers the applicable concepts regarding work-life balance and studies the impact of working conditions on the well-being of loco pilots, which in turn has an impact on the efficiency and development of the Indian Railways. This study also has theoretical implications for organizations' policies and practices, particularly as the experiences of railway drivers can inform new organization-wide work/life integration policies. The advantages of having a happy and healthy workforce are passed on to both passengers and employees through increased productivity at the workplace, reduced employee absence, and fewer accidents. Subsequently, the enhancement of WLB among railway drivers could be an important source of future research and concern, as it can result in a less hazardous and more efficient experience with the use of public transportation.

Purpose of StudyThis study aimed to determine the effect of a holistic intervention, integrating painting, and music activities, on the perceived stress and burnout levels of nurses working in frontline conditions during extraordinary crises.Design of StudyA quasi-experimental pretest/post-test control group design was utilized, grounded in holistic nursing principles.Methods UsedThe intervention consisted of three online art-based sessions designed to facilitate emotional expression and cognitive relief. Data were collected from nursing staff via an introductory form, the Perceived Stress Scale (PSS), and the Burnout Scale (BS). Statistical analyses were performed using SPSS, including nonparametric tests and effect size calculations.FindingsFor the intervention group, the BS median values showed a significant improvement following the sessions (p < .05), moving from a pretest median of 3.00 to 4.00 (indicating lower burnout). While PSS scores decreased from 33.00 to 31.50, this change did not reach statistical significance (p > .05). Participants in both groups reported a high baseline interest in music.ConclusionsNurses experience dangerously high levels of burnout during prolonged extraordinary circumstances. Short-term, holistic art-based interventions can significantly reduce perceived burnout. Integrating creative arts into the workplace serves as a vital holistic strategy to enhance psychological resilience and work-life quality.

Quality of working life (QWL) is widely recognized as a central domain of adult quality of life; however, conceptual fragmentation and reliance on satisfaction-based proxies have limited theoretical integration and robust measurement. This study formalizes QWL as a hierarchically structured, multidimensional construct and develops a stakeholder-grounded instrument to support comprehensive psychological assessment. Item development followed a bottom-up construct-elicitation approach using focus groups and Delphi procedures, yielding 48 items. The scale was administered to 407 employees from a large non-profit social services organization. Exploratory and confirmatory factor analyses were conducted using polychoric correlations and WLSMV estimation. Internal consistency, measurement invariance across sex, job tenure, and professional group, and convergent and discriminant validity were examined. Analyses supported a six-factor structure organized under a higher-order QWL factor. The hierarchical model demonstrated acceptable fit, substantial standardized loadings, and high internal consistency. Configural and metric invariance were supported across groups, with generally acceptable scalar invariance. Correlation patterns provided evidence of convergent validity with engagement, job satisfaction, organizational support, and wellbeing, while supporting discriminant validity from personality traits and stress-related constructs. Findings provide initial evidence for a theoretically integrated and psychometrically robust QWL instrument, advancing conceptual clarity and offering a structured framework for research and applied organizational assessment.

This study examines the changes in the role of labor unions on objective and subjective assessments of work-life qualities, retirement plans, and choice of retirement pathways by comparing 2 birth cohorts of older U.S. adults with 18-year differences. The first 5 waves of the initial HRS cohort (born 1937-1942, n = 960) and Mid Baby Boomers (born 1954-1959, n = 805) from the Health and Retirement Study 1992-2018 were used. The Current Population Survey was used for obtaining industry-level union shares, the percentage of union-covered workers, for each cohort. Propensity score matching was used to examine the assessments of work-life qualities and retirement plans. Clustered competing risk analysis with propensity score matching was used to examine the choice of retirement pathways. Although decreasing over time, the objective aspects of later work-life qualities remain better for union-covered workers. Yet, union-covered workers are more likely to negatively assess the subjective aspects of work-life qualities. The historical shifts in retirement norms negatively impacted the subjective assessment of work-life qualities and retirement plans. The share of labor unions had differential impacts on later work-life qualities and retirement plans from union coverage status. The choice of retirement pathways differs by union coverage and birth cohort. Labor unions played important roles in shaping American workers' later work lives and retirement transitions. These roles have changed over the last several decades due to the historical shifts in labor unions and retirement norms.

BackgroundQuality of work life (QoWL) is a construct assessing the relationship between working conditions and employee well-being. Resident physicians are a vulnerable group due to high-risk hospital environments and demanding academic-labor dualities. This study is based on the premise that “it is impossible to prevent or optimize what has not been measured.” This study aimed to characterize and identify the environmental, organizational, and personal factors associated with a satisfactory QoWL among resident physicians in a tertiary care hospital.MethodologyAn analytical cross-sectional study was conducted among 210 resident physicians. QoWL was measured using the validated CVT-GOHISALO instrument, which evaluates seven multidimensional domains through 74 items. The primary outcome, “satisfactory QoWL,” was defined as a McCall T-score ≥60. Additional data on clinical and occupational history were collected via the Epidemiological Survey of Quality and Life at Work. Bivariate analyses and a multivariate logistic regression model (backward stepwise method) were employed to identify independent predictors, with model fitness assessed via the Akaike information criterion.ResultsOf the 210 residents, 151 (71.9%) reported a satisfactory QoWL. Multivariate analysis identified the following as significant protective factors: not smoking (odds ratio (OR) = 6.88, 95% confidence interval (CI) = 1.99-23.85), a work environment free of extreme temperatures (OR = 5.12, 95% CI = 1.49-17.63), adequate space distribution (OR = 4.17, 95% CI = 1.40-12.39), and the absence of work-related stress (OR = 7.34, 95% CI = 2.56-21.02).ConclusionsThis study demonstrates that specific environmental factors, primarily temperature control and spatial layout, alongside the mitigation of work-related stress, are the strongest predictors of a satisfactory QoWL. To foster a culture of prevention, hospital administrations should prioritize ergonomic workplace modifications and implement psychological support.

Background/Objectives: Burnout among academic health professionals affects well-being and performance of critical responsibilities-clinical, research, administrative, and teaching. Despite growing attention, study limitations hinder understanding the mechanisms of burnout among health professionals fully. This study identifies individual and institutional factors associated with faculty burnout at a U.S. academic cancer center. Methods: From 2019 to 2021, all faculty at a large research hospital, regardless of rank, were invited to complete employee surveys, which assessed institutional support, work-life balance, and job demands. Burnout in 2021 served as the primary outcome, measured using a validated single-item scale with five response options: 1-2 were classified as "not burned out" and 3-5 as "burned out." Using classification and regression tree (CART) analysis, a flexible, non-parametric approach that does not require distributional assumptions of the outcome variable and is well-suited for handling complex, non-linear relationships and interactions among multiple predictors, we explored without a priori hypotheses factors contributing to burnout status in 2021, using prior burnout experience and institutional factors assessed in both years as predictors. Results: This cross-sectional analysis revealed both report of burnout in 2019 and perceptions of low institutional inclusion linked to burnout in 2021, while higher report of job accomplishment and of empowerment was associated with lower burnout in 2021. Past burnout did not doom faculty to future burnout when they felt a strong sense of institutional inclusion and support in adapting to institutional change, indicating that burnout can be mitigated, even after a pandemic. Conclusions: Patterns of burnout were related to faculty engagement with the institution and leadership and their perceptions of work-life quality and control over their work, revealing opportunities for intervention. Strengthening support systems, promoting strategies for managing professional and personal demands better, and optimizing workloads may mitigate risk for faculty in academic health centers.

Work-related musculoskeletal disorders (WMSDs) are a prevalent issue, associated with a complex interaction of occupational risk factors that can be linked to lower quality of work life (QWL). While these relationships are well-established, it remains unclear how age-based differences mediate them, as younger and older workers may respond differently to various workplace hazards. Understanding these age-specific pathways is crucial for developing targeted interventions. This study aimed to investigate the relationships between occupational risk factors, WMSDs, and QWL across different age groups to identify key differences and inform ergonomic practice. A sample of 312 workers, divided into young (under 45 years) and older (45 years and above) groups, was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test hypotheses linking biomechanical, psychosocial, and organizational risk factors to WMSDs and QWL. Significant differences were observed between age groups. Tight deadlines were associated with occupational stress (OS) only in older workers, whereas WMSDs were significantly associated with lower QWL only among younger workers. Physical job demands and OS were associated with WMSDs in both groups, and OS was related to their QWL. The findings indicate that worker age significantly influences how occupational risks are associated with WMSDs and QWL, and that these associations are not uniform. This study validated a model that examined the relationships among occupational risk factors, WMSDs, and QWL across age groups. The model demonstrated robust psychometric properties, enabling the identification of significant differences between young and older workers.

ABSTRACT This study examines the relationship between Quality of Work Life (QWL) and employees’ innovative performance, focusing on the mediating role of creative mind-set. It addresses the growing need for organizations in emerging African economies to enhance innovation while supporting employee well-being. Using a quantitative design, data were collected from 260 service-sector employees in Tunisia, including banking, IT, healthcare, and education. A structured questionnaire based on validated scales was employed, and data were analyzed using SPSS 25 and SmartPLS 4 (PLS-SEM). The results indicate that QWL significantly and positively affects both creative mind-set and innovative performance. Creative mind-set also positively influences innovative performance and partially mediates the QWL–innovation relationship. These findings suggest that supportive work environments foster employees’ creative thinking, leading to improved innovation outcomes. The study underscores the strategic importance of investing in QWL to enhance creativity and innovation, offering practical implications for managers and policymakers aiming to strengthen organizational performance in African contexts.

The working environment of nuclear medicine staff is a critical factor in occupational sustainability, particularly in newly established clinical services where safety systems and workflows are still developing. This study examined the relationship between quality of work life (QWL), job satisfaction, and occupational radiation exposure among healthcare professionals in a newly established cyclotron and molecular imaging nuclear medicine center equipped with a PET/CT facility that has been operational for less than 5 years. A mixed-methods design was applied, integrating a cross-sectional assessment of QWL and job satisfaction with environmental radiation monitoring and personal dose mapping associated with 18F-FDG procedures. Participants included radiochemists, nurses, radiological technologists, and support staff. Qualitative findings indicated strong theoretical knowledge of radiation protection principles following structured training; however, early-stage operational barriers such as limited access to protective equipment, lack of real-time dosimetry, and workflow pressures often hindered consistent safety compliance. These issues motivated a quantitative evaluation of occupational dose distribution across different body regions. Environmental dose mapping and extremity dosimetry revealed significant variation in exposure among professional groups, with radiochemists demonstrating the highest extremity doses, particularly at the right thumb, index finger, and palm (p < 0.05), reflecting direct manual handling during radiopharmaceutical synthesis and dispensing. Despite moderate overall job satisfaction, safety training improved radiation safety awareness by approximately 80% and increased adherence to radiation protection protocols from 14.29% to 87%. The findings suggest that while education may enhance radiation safety awareness, early-stage workflow constraints and manual handling tasks may remain important contributors to occupational exposure. These results emphasize the potential importance of integrating accurate dose monitoring, ergonomic workflow design, and continuous education during the early development of nuclear medicine services to help maintain exposures within ALARA limits and support a resilient and sustainable healthcare workforce. Furthermore, the findings indicate that combining objective radiation monitoring with organizational and psychosocial assessment may help inform proactive occupational health planning in newly established nuclear medicine centers.

The Subjective Quality of Work Life (qwl-s) in informal workers in the agricultural sector is understood as the perception of well-being at work, covering both objective conditions (economic and material) and subjective conditions (meaning and satisfaction). In Latin America, few studies address cvl in the informal agricultural sector, which makes it necessary to further explore the rural context. This study seeks to characterize the qwl-s of informal workers in the agricultural sector in Pasto, Colombia, by analyzing both objective and subjective perceptions of their working conditions. The findings reveal that objective conditions, such as low income and long hours, negatively affect qol, while subjective conditions show a positive perspective regarding the meaning of work, satisfaction, and personal development. The lack of protection measures and low remuneration represent challenges; however, workers value their work for its contribution to society and its role in personal and family stability. In conclusion, this study highlights the importance of cvl in the informal agricultural sector and emphasizes the need to promote public policies that improve working conditions and strengthen well-being and labor dignity in rural contexts.