Quality Of Work Life Research Articles

Examining the Burnout of Audiologists in Türkiye: Relationships With Quality of Work Life and Psychological Well-Being.

Although burnout among audiologists has been studied in various countries, there is no research yet that examines this issue in Türkiye, where working conditions and sociodemographic factors may differ from those in other countries. Considering the unique working conditions and sociodemographic factors, this study aimed to investigate the burnout levels of Turkish audiologists. Additionally, this study will explore the impact of various sociodemographic variables on burnout, work-related quality of life, and depression to gain a deeper understanding of the specific challenges faced by audiologists in Türkiye. A total of 193 audiologists, with a median age of 27 (interquartile range: 25-29) years, working in different working areas, such as clinical practice, academic institutions, rehabilitation centers, and amplification services in Türkiye, were included. Audiologists were invited to participate in this study via several online forums and hospital notice boards. All participants completed the sociodemographic data form and then the Maslach Burnout Inventory (MBI), Work-Related Quality of Life Scale (WRQoL), and Beck Depression Inventory (BDI). Differences between MBI, WRQoL, and BDI scores were analyzed according to gender, level of education, area of work, and title of audiologist. There are significant differences in the subscale scores of the MBI and WRQoL scales and in the BDI scores between groups according to gender, education, and area of work. There are also significant differences in BDI scores according to title. There is a significant correlation between the MBI, WRQoL, and BDI scores of audiologists. This study represents the initial exploration of burnout, quality of work life, and depression levels among audiologists employed in Türkiye. A low quality of work life can increase the risk of burnout and depression. Enhancements in the work environment can lessen burnout and depression while also improving employees' general quality of life.

EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT PRACTICES ON QUALITY OF WORK LIFE OF THE EMPLOYEES IN MSME SECTOR IN COIMBATORE DISTRICT, TAMIL NADU, INDIA

Quality of work life (QWL) of employees is necessary in MSME sector because it is significantly influencing performance, competitiveness, profitability and reputation of MSMEs and it is affected significantly by working conditions, fulfillment of personal requirements of the employees, security of job, better compensation, proper training and development, performance and satisfaction in their jobs and balancing personal and work life in MSME sector. Meanwhile, efficient implementation of HRM practices is providing better QWL to the employees working in MSMEs. The findings reveal that significant difference is found in HRM practices in MSME sector amidst profile of the employees. Significant difference is also prevailed in QWL in MSME sector amidst profile of the employees. Besides, recruitment and selection, performance appraisal, compensation and career planning are significantly and positively affecting QWL of the employees in MSME sector. Further, interaction between training and development and career planning and interaction between performance appraisal and career planning are also positively and significantly affecting QWL of the employees in MSME sector. Thus, it is also concluded that career planning moderates the relation between training and development and QWL and performance appraisal and career planning and QWL of the employees in MSME sector. Therefore, all the hypotheses are proved by the findings. Therefore, all the hypotheses are proved by the findings and limitation of the study is also presented.

Pengaruh Quality of Work Life dan Karakteristik Pekerjaan Terhadap Kinerja dengan Komitmen Organisasional Sebagai Variabel Mediasi pada Dinas Kesehatan Kota Semarang

This research aims to analyze the influence of quality of work life, job characteristics, quality of work life, and organizational commitment on the performance of Semarang City Health Service employees. This type of research is explanatory research. The results of the quality of work life variable, job characteristics variable, organizational commitment variable, and performance variable have a KMO value which indicates that the criteria for adequacy of this research sample have been met. Based on hypothesis testing and mediation effect testing results obtained: 1). Quality of work life has a positive influence on organizational commitment; 2). Job characteristics have a positive effect on organizational commitment; 3). Quality of work life influences performance; 4). Job characteristics have a positive effect on performance; 5). Organizational commitment has no effect on performance; 6). Organizational commitment is not a variable that mediates the influence of quality of work life on performance; 7). Organizational commitment is a variable that mediates the influence of job characteristics on performance.

Mediators of Work-Life Quality and Happy Workplace to the Link between Transformational Leadership and Employees' Organizational Commitment

The research used a quantitative methodology to examine the impact of work-life quality and a positive environment on employees' organizational commitment. The role of work-life quality (WLQ) and a happy workplace (HWP) is regarded as a mediating variable and their significant contributions to the relationship between transformational leadership and organizational commitment of employees are verified. The research involved 202 participants employed at rubber industries in southern Vietnam. The findings validated the existence of WLQ and HWP as mediators. This represents the novel focus of the research.

Indirect Effect of Organizational Commitment on The Relationship Between Quality of Work Life and Job Performance Among Academics in Malaysia

Indirect Effect of Organizational Commitment on The Relationship Between Quality of Work Life and Job Performance Among Academics in Malaysia

Employee ownership for union workers: positive outcomes and negative perceptions

ABSTRACT Unions have a complicated history with employee ownership. Prior to the institutionalisation of collective bargaining, several nascent U.S. union movements in the late 19th century put worker ownership at the centre of their thinking and practice. Since formalised collective bargaining, unions have often resisted participating in employee ownership plans due to concerns about worker financial risk and blurring labour-management boundaries. However, more recently, some unions have experimented with employee ownership as a way to increase job security, income, and worker influence on company decisions. In this exploratory paper, we first assess the prevalence and trends in unionised workers participation in employee ownership plans using Department of Labour data on collectively bargained Employee Share Ownership Plans (ESOPs), plus employee-level data from the 2002–2022 General Social Surveys (GSS). We then use GSS data to compare the effects of employee ownership on union and non-union employee outcomes such as job satisfaction, turnover intention, and quality of work life. The results show that the combination of employee ownership and unions is linked to higher wages, training, and job security but also to more critical views of the workplace and relationships with managers. Importantly, employee ownership does not diminish the perceived need for unions.

The relationship between organizational justice and job outcomes: examining the mediation of quality of work-life and psychological capital

PurposeThis study investigates the indirect effect of organizational justice on key job outcomes, namely, job satisfaction (JS) and organizational commitment (OC) through employees’ quality of work-life (QWL) and psychological capital (PsyCap) by invoking the social exchange and conservation of resources theories.Design/methodology/approachThis study used survey method. The data were collected from 440 respondents across two points in time.FindingsWe found support for a direct effect of organizational justice on employees’ satisfaction and commitment and found that QWL and PsyCap mediated the relationship between organizational justice and its outcomes.Research limitations/implicationsThe study offers insight into underlying mechanisms governing this relationship by positioning QWL and PsyCap as mediators. The findings contribute to the extant literature, including ratifying that justice perceptions strengthen positive job attitudes of employees.Practical implicationsThe study discusses the implications for practice and makes a case for organizations to conduct audits to assess employee fairness perceptions.Originality/valueThis paper explores the underlying relationship between organizational justice and job outcome, and empirically examines the mediation QWL and PsyCap.

Factors Affecting the Quality of Work Life for MBA Faculty In Kerala

Objectives: The primary objective of this study is to identify and examine the factors influencing the quality of work life (QWL) for MBA faculty members in Kerala, India. The study aims to assess elements such as workload, physical workspace, compensation, opportunities for advancement, flexibility in scheduling, recognition, decision-making participation, student interactions, organizational culture, technology access, ethnic compliance, and adherence to legal requirements. By identifying these influencing factors, the study seeks to offer insights that can help improve job satisfaction and work-life balance for MBA faculty, thereby supporting their professional well-being and academic effectiveness. Methods: To achieve these objectives, the study utilizes a factor analysis methodology, a statistical technique designed to identify underlying relationships among various variables. This method helps determine which specific factors significantly impact the quality of work life for MBA faculty members. Data for the analysis was collected through surveys administered to faculty members across several educational institutions in Kerala. Factor analysis was then applied to the collected data to categorize the factors and understand their impact on work-life quality for faculty. Results: The results of the factor analysis reveal several critical factors that substantially impact the quality of work life for MBA faculty members in Kerala. Key findings include the importance of manageable workloads, supportive organizational culture, adequate physical workspace, and a fair compensation structure. Additionally, factors such as flexible scheduling options, opportunities for professional growth, and recognition for achievements were shown to contribute positively to faculty satisfaction. The findings suggest that these elements collectively influence faculty job satisfaction and their overall quality of work life. Conclusion: The study concludes that enhancing the quality of work life for MBA faculty in Kerala requires a comprehensive approach addressing multiple work environment factors. Educational institutions should focus on optimizing workloads, improving workplace facilities, offering competitive compensation, and fostering an inclusive and supportive organizational culture. Implementing such improvements is anticipated to result in higher levels of job satisfaction, which could positively impact faculty performance and academic success in Kerala’s educational institutions. The insights gained from this study are expected to be valuable for policymakers and administrators aiming to create a supportive and productive work environment for MBA faculty.

Influence of a cardiac rehabilitation programme on the return to work of workers with ischaemic heart disease: Influence of a cardiac rehabilitation programme

This study aimed to examine the employment status of patients who have experienced ischemic heart disease one year after undergoing cardiac rehabilitation. For this, a quasi-experimental pre-post study without a control group of active workers aged 18 to 65 years diagnosed with ischemic heart disease and included in a cardiac rehabilitation programme was conducted. Sociodemographic and occupational data, cardiovascular risk factors and clinical-therapeutic data on heart disease were collected. A total of 214 patients were included, of which 115 patients returned to work. Several clinical factors contributing to return to work were identified: preserved left-ventricular ejection fraction (≥55%), < 3 obstructed coronary vessels, and stent revascularisation. Socio-occupational factors that may positively influence return to work were identified: age < 50 years, absence of anxious-depressive symptoms, higher level of education, and occupations with low physical strain. Cardiac rehabilitation is effective in improving cardiac function and health-related quality of life in workers with ischemic heart disease. Return to work and duration of temporary incapacity were associated with clinical-therapeutic variables and psycho-socio-occupational factors, such as type of job, physical strain, anxiety and depression, and age of the worker.

Quality of work life and turnover intention among auditors: evidence from Morocco

Purpose The purpose of this study is to model the relationship between quality of work life factors and turnover intention for auditors in Morocco. Design/methodology/approach The proposed research model gleaned from the literature is empirically tested using a structured questionnaire completed by 60 auditors working for Moroccan audit firms. Findings Tests results of partial least squares structural equation modelling provide evidence that “compensation and benefits” and “colleague support” have a significant negative impact on turnover intention while the “work–life balance,” “organizational prestige” and “workload pressure” are not predictive of turnover intention. Taken together, these results show that auditors are already aware of the work pressure they are under, and that adequate compensation and benefits and support from colleagues can alleviate and compensate this pressure. Originality/value This study adopted a non-previously tested research model, including quality of work life factors directly related to the auditing profession and their impact on turnover intention, examined in Morocco, which may provide new evidence to contemporary research conducted in developing countries with similar characteristics to the Moroccan auditing market.

Remote employment in the era of modern changes: current legal analysis

The article explores the urgent aspects of remote employment as one of the forms of non-standard employment in contemporary conditions. At first glance, this type of employment offers more flexibility and independence, but in reality, it is associated with numerous challenges and issues. One of the most important aspects is the need for more detailed regulation and governance of remote employment. Adherence to universally recognized labor rights is essential, as the lack of physical contact can lead to various violations in the labor sphere. The current state of legislation has been analyzed and key aspects of problems that need to be resolved to ensure an adequate level of legal protection for employees have been identified. The article particularly expresses the opinion that the existing regulatory legal acts governing the order of remote employment are outdated. Current statistical data and sociological research emphasizing the importance of developing the legislative framework in this area are taken into account. This indicates the necessity for updating these regulations in line with modern realities and challenges posed by contemporary labor relations. Attention is drawn to the rapid development of the digital economy, which underscores the importance of developing relevant legislation. This will not only ensure the dynamic development of labor relations but also contribute to the preservation of employees’ health and safety. Clear regulation of these issues will improve the quality of life for workers and address challenges associated with remote employment. The active participation of Ukrainian companies that implement advanced management practices and experiment with remote employment as one of the alternative forms of employment was also noted. Additionally, the article examines the advantages and disadvantages of remote employment for both employees and employers, considering their views and interests. In general, the article aims to emphasize the importance of legal regulation of remote employment and its impact on the development of modern labor relations. The authors highlight the need to improve legislation in light of current trends and challenges, which will contribute to the stability and development of the labor market amid ongoing technological transformations.

The Mediating Role of the Two Aspects of Job Embeddedness between, Perceived Social Support, the Quality of Work Life and Career Success, an Integrative Model of Organization, Community (Fit-Link-Sacrifice)

The Mediating Role of the Two Aspects of Job Embeddedness between, Perceived Social Support, the Quality of Work Life and Career Success, an Integrative Model of Organization, Community (Fit-Link-Sacrifice)

Bouncing Beyond Adversity in Oncology: An Exploratory Study of the Association Between Professional Team Resilience at Work and Work-Related Sense of Coherence.

Team resilience at work (TR@W) is an important resource for bouncing beyond adverse situations. Adopting a health-promoting salutogenic approach, this cross-sectional study explores whether oncology team resilience, which is significantly associated with work-related sense of coherence (Work-SoC), and examines the roles of team member characteristics, quality of work life, and perceived impact of COVID-19. Team members (n = 189) from four oncology settings in Québec (Canada) completed self-administered e-questionnaires. Structural equation modeling was used to identify the best-fitting model and significant relationships among study variables. The results showed a significant positive reciprocal relationship between TR@W and Work-SoC (R = 0.20) and between Work-SoC and TR@W (R = 0.39). These two variables were influenced by gender, gender roles, age, or COVID-19. The resulting model confirms our initial assumption that a higher level of TR@W is significantly associated with a more positive Work-SoC. Our findings provide new insights into subscale items perceived positively by oncology team members, such as perseverance, connectedness, and capability; and identify areas, such as self-care, within the team that may require greater attention to bounce beyond adversity. They also suggest there may be different levels (individual, team, and organizational) of resources under the health salutogenic umbrella.

Job-related stress, quality of work life, and quality of nursing care among critical care nurses

There is a lack of studies regarding job-related stress, quality of work life, and quality of nursing. This study proposed to examine job-related stress, quality of work life, and quality of nursing care among critical care nurses in Jordan. A cross-sectional study was adopted. Data were collected from 480 registered nurses working in critical care units from three health sectors, including government, private, and educational hospitals, using the Expanded Nursing Stress Scale, Quality of Nursing Work Life Survey, and Quality of Nursing Care Instrument. Findings showed that the mean scores of job-related stress, quality of work life, and quality of nursing care were 2.96 (SD = 0.65), 4.01 (SD = 0.60), and 3.70 (SD= 0.61), respectively. Results indicated that nurses had occasionally to frequent job-related stress, a moderate quality of work life, and a very good quality of nursing care. A positive relationship existed between quality of nursing care and quality of work life (β = 0.638, p < 0.001) in model 1 and quality of nursing care and quality of work life (β = 0.639, p < 0.001) and gender (β = 0.093, p < 0.05) in model 2. Thus, this study reflected the need for induction programs and strategies to control job stress and enhance the quality of work life to achieve high-quality nursing care.

Transformational leadership, quality of work life, and organizational citizenship behavior: Work motivation as mediation

This research aimed to investigate the direct and indirect impact of transformational leadership and quality of work life on organizational citizenship behavior OCB, with work motivation as a mediator. An explanatory method was adopted to examine the relationship between antecedent, mediator, and consequences, with seven hypotheses being tested. A total of 216 employees from the St. Regis Hotel in Bali were selected as the participants using a simple random sampling. Data were analyzed using SEM-PLS, which included conducting validity and reliability tests through algorithm methods, followed by hypothesis testing using bootstrapping. The results of the analysis showed that transformational leadership directly impacted OCB. When work motivation acts as a mediator, transformational leadership significantly affects OCB. While QWL did not directly affect increasing OCB, its relationship with OCB became significant when work motivation was introduced as a mediator.

Work-family conflict and job stress as predictors of quality of work-life among nurses

This study investigated predictors of quality of work life among nurses in Ipokia Local Government Area in Ogun State, Nigeria. A cross-sectional survey design was adopted to collect data using the Quality of Life Scale, Work-Family Conflict Scale, and Job Stress Scale. A purposive sampling technique was used to select 182 nurses (Females: 123; Males: 59). Data were analyzed using multiple regression analysis, t-test of independent mean, and one-way analysis of variance. Three hypotheses were generated and tested at a 0.001 level of significance. The result revealed that work-family conflict and job stress jointly predicted the quality of work-life among nurses [R2 = 286, F (2,181) = 37.648, p = .002). Also, job stress independently predicted the quality of work-life among nurses (β = .543, p = .001). However, work-family conflict did not independently predict the quality of work-life among nurses (β =-.001, p &gt;.05). It was concluded that work-family conflict was a significant factor when combined with job stress but not an independent predictor of quality of work-life among nurses. Therefore, the Chief Medical Director and Human Resource Department of hospitals should monitor the stress levels of their nurses to ensure continuous productivity and avoid unnecessary breakdown of nurses at Work and home.

Analysis of Occupational Safety and Health at Oil Plus Filling Station Installations: Literature Review

Background: Public Fuel Filling Station Installation which is an installation for distributing fuel oil into motor vehicle fuel tanks, with a significant risk of danger. The number of work accidents that occur at fuel filling stations continues to increase from 2018-2020. Program Safety and health need to be pursued to protect workers from the possibility of accidents and work-related diseases. Objective: This research aims to determine potential dangers and prevent accidents and occupational diseases among fuel station workers. Method: This research uses the "PRISMA" literature review method (Preferred Reporting Items for Systematic Reviews and Meta-Analyses Guidances and The data source for this research comes from literature search results on the internet from databases from Science Direct and ResearchGate. Using keywords “Occupational health and safety for fuel filling installation workers” “Occupational health and safety for Hydrogen and Gas Refuelling Station” “Occupational health and safety for Electrical Vehicle” published in the last five years, from 2019 to 2024, which are indexed Q1, Q2 and Q3. Results: As many 5,657 journals were found, but 10 journals were selected that met the inclusion and exclusion criteria. Potential dangers that threaten fuel station workers include: physical factors namely physical fatigue and noise and hearing problems. Chemical factors namely toxic gasses, dangerous liquids and BTEX gas (benzene, toluene, ethylbenzene, p-xylene, o-xylene, dan m-xylene). Physiological factors, psychological fatigue and quality of work life. Safety climate as an effort to prevent accidents and work-related illnesses by implementing management safety priority and ability, management safety empowerment and management safety justice. Conclusion: Potential dangers that threaten fuel station workers are: physical factor, chemical factor and psychological factor. Safety climate by implementing safety management priorities and capabilities, management safety empowerment, and management safety justice, as well as compliance with occupational safety and health regulations such as the use of personal protective equipment to reduce the risk of danger and thus reduce the occurrence of work accidents.

Impact of General Wellbeing, Working Conditions, Job and Career Satisfaction, Control at Work and Stress at Work on Burnout among Nurses of Pakistan

Purpose: The aim of this research is to focus on the Quality of work life of Nurses and see its impact on burn outs of Nurses especially during the course of Novel Covid -19 Pandemic in Pakistan. Design/Methodology/Approach: There were 257 nurses in the sample (female 149 and 108 male). Replicability is another factor that is taken into consideration for the credibility of this research to gain confidence through research of the same type that has been conducted. The purposive sampling is utilized to ensure that nurses have the necessary specialised knowledge, as well as the desire and potential to take part in the study and an awareness of the issues. Smart PLS version 4.0 for the structural equation mode has been utilized in the study. Findings: This study's findings corroborate that the quality of work life scales discussed here have an impact on the burnout of Pakistani nurses. These findings show that Pakistani nurses take stress at work positively influence their burnout while control at work and job and career satisfaction influence burnout negatively among them. Moreover, other findings reveal that working conditions and general wellbeing doesn’t affect burnout in Pakistani nurses which may be due to nature of their job or they got use to of these working conditions during Covid-19 by using Covid-19 preventive measures. Implications/Originality/Value: Nurse burnout and its psychological and social consequences are a major problem for all health care systems around the world. If we care about the stress at work due to their extra job responsibilities and give them empowerment at work as well as give them more incentives at jobs they will be more than happy to serve patients.

Effects of Resilience and Personal Accomplishment on the Relationship Between Quality of Work Life and Turnover Intention Among Newly Employed Nurses.

Turnover among newly employed nurses is an indicator of workforce stability in healthcare organizations. The factors influencing turnover intention in this group are complex and differ by generation. The relationships among variables including work-life quality, personal accomplishment, resilience, and turnover intention have been explored separately. However, a knowledge gap exists in terms of scholarly understanding regarding the respective impacts of perceived personal accomplishment and resilience on the relationship between work-life quality and turnover intention. This study was designed to explore the respective effects of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. A cross-sectional approach was used, and 387 newly employed nurses who had worked for just 1 month at six medical centers in Taiwan were enrolled as participants. The following four instruments were used for data collection: Quality of Nurse Work-life Scale, Connor-Davidson Resilience Scale, the personal accomplishment subscale of the Maslach Burnout Inventory, and Turnover Intention Scale. Hayes PROCESS analysis method was used to analyze the influence of resilience and personal accomplishment on the relationship between work-life quality and turnover intention. There was a positive correlation among work-life quality, resilience, and personal accomplishment, and a negative correlation was found between all three variables and turnover intention. Resilience was found to negatively mediate the relationship between work-life quality and turnover intention (B = -.032, p < .001). The moderating effect of work-life quality on personal accomplishment was significant (B = .012, p < .05). Work-life quality and sense of personal accomplishment explained 61% of the variance in resilience. Work-life quality and resilience explained 50.5% of the variance in turnover intention. Furthermore, sense of personal accomplishment moderated the mediating effect of resilience on the relationship between work-life quality and turnover intention. Resilience mediates the relationship between work-life quality and turnover intention, whereas personal accomplishment may moderate the mediating effect of resilience in the relationship. Administrators should provide strategies to improve professional competence and improve psychological capacity in new nurses to increase their sense of personal accomplishment and resilience to decrease turnover intention.

Administrative Empowerment among Academic Leaders and its Relationship to the Quality of Work Life of Faculty Members

The current study aimed to reveal the degree to which academic leaders practice administrative empowerment in Jordanian universitiesin Irbid Governorate, and show the quality level of work life of faculty members and the relationship between them. The study adopted the survey correlated method, and the sample consisted of (307) member staff. To achieve the study objectives, the electronic questionnaire was used as the study tool. The results showed that thedegree to which academic leaders practice administrative empowerment came with a moderate degree and the level of quality work life of faculty members came with a high degree. The study results also showed a strong relationship between administrative empowerment and the quality of work life. In light of the results, the researchers recommended encouraging academic leaders to accept the idea of digital empowerment through enhancing the participation methods in taking university decisions.