Work Environment Research Articles

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Thriving minds, thriving workplaces: unleashing creativity through psychological wellbeing and psychological capital

PurposeThis study examines the complicated relationship between psychological wellbeing, joy at work, creative ability and the mediating influence of psychological capital, drawing insights from self-determination theory within the context of the banking sector.Design/methodology/approachThe study utilized random sampling to gather comprehensive data from 465 banking employees. Following data collection, structural equation modeling was employed to test the hypotheses formulated based on the collected data.FindingsFindings underscore a significant association between psychological wellbeing and both joy at work and creative ability within the banking sector. Moreover, the study elucidates that psychological capital acts as a crucial mediator, illuminating the pathway through which psychological wellbeing influences joy at work and subsequently enhances creative ability.Practical implicationsThis research offers valuable insights for organizational leaders and policymakers, emphasizing the imperative of prioritizing psychological wellbeing initiatives and nurturing positive work environments to enhance employee satisfaction, productivity and innovative contributions within the banking sector.Originality/valueThe application of self-determination theory as a theoretical framework provides a robust foundation for understanding the dynamics between psychological factors and workplace outcomes. The banking industry, often characterized by high stress levels and demanding work environments, stands to benefit substantially from interventions aimed at fostering psychological wellbeing. By cultivating positive mental health and capitalizing on joy at work, organizations can stimulate employee creativity ability, thereby fostering innovation and adaptive problem-solving capabilities crucial in the contemporary banking landscape.

التّحوّلات المجتمعيّة ومردوداتها على التّوجّهات القيميّة للعمّال

Societal transformations play a pivotal role in shaping and changing the values among workers. These transformations are influenced by several factors such as: economic development, technological changes, cultural and political shifts. This study aims to understand the relationship between cultural and social values and work behaviors, as well as individual performance in the workplace. It also examines how customs, traditions, and beliefs influence values such as commitment, discipline, and dedication to work. Additionally, the study seeks to identify the factors that affect work-related values in Libyan society by understanding the dynamics of societal transformations, and how they can directly or indirectly impact stability in the work environment.

Religious coping and maternal work-conflict: uncovering the pathways to well-being

ABSTRACT Most studies examining work-family conflict have utilized quantitative methodologies, which do not provide sufficient narrative information about participants’ experiences. This qualitative descriptive study describes both the religious and non-religious coping strategies employed by Twelve (N = 12) Conservative Protestant Working Mothers with school-aged children to manage work-family conflict. The CPWM shared their experiences of how they found balance and well-being. Two research questions guided this study: How do Conservative Protestant Working Mothers with school-aged children describe their experiences of work-family conflict when transitioning between the work and home environments? How do Conservative Protestant Working Mothers with school-aged children describe the coping strategies they use to reduce or resolve work-family conflict? Prayer was found to be a coping strategy used by all of the mothers in this study, it helped to reduce their stress levels and enhance their emotional well-being.

Occupational Safety and Health of Riders Working for Digital Food Delivery Platforms in the City of Milan, Italy.

The rapid growth of the digital economy has transformed various labor markets, including the food sector. The transient nature and the peculiar work environments of food delivery workers raise concerns about occupational safety and health (OSH). This study aims to better understand these issues by conducting a comprehensive exploratory survey on OSH among food delivery riders in Milan, Italy. The study employed structured interviews based on a validated questionnaire developed through a literature review, expert interviews, and input from riders and health and safety professionals. The survey was performed from July to November 2022 by interviewing riders at their main gathering points. We interviewed 240 riders, 97% males, 81% less than 35 years old, and 83% with extra-European origin. Delivery was performed mainly by traditional bicycles (40%) and e-bikes (46%), with 44% working seven days per week and 23% working more than 8 hours daily. Road accidents were reported by 39% of riders, influenced by type of vehicle, fatigue, and number of daily deliveries. Physical and verbal assaults (12% and 28%, respectively) were reported, as well as health-related issues, particularly musculoskeletal disorders. The findings underscore food delivery riders' complex challenges, emphasizing the need for targeted interventions. The study calls for collaborative efforts between policymakers, employers, OSH professionals, and stakeholders to enhance OSH standards and promote decent working conditions, aligning with the 2030 Agenda for Sustainable Development.

Strategi Manajemen Konflik Dalam Meningkatkan Kinerja Dosen Di Perguruan Tinggi

This study aims to analyze effective conflict management strategies in improving the performance of lecturers in higher education. Workplace conflicts often affect productivity, teaching quality, and job satisfaction among lecturers. Using a descriptive qualitative approach, this research examines how strategies such as mediation, open communication, and collaboration can create a conducive working environment. Data were collected through in-depth interviews with lecturers and university leaders, as well as observations and document analysis. Data analysis was conducted using triangulation. The results show that effective conflict management strategies can improve lecturer productivity, enhance the quality of peer interactions, and foster workplace innovation. Well-managed conflicts not only reduce tension but also increase job satisfaction and motivation.

New protocol for early robot-assisted gait training after spinal surgery

IntroductionEarly rehabilitation post-spinal surgery is vital for patients' recovery. Robot-assisted gait training (RAGT) shows promise but requires further study to establish a specific protocol and gauge its effects on both patients and physical therapists. This study aimed to determine the impact of a newly developed protocol for early RAGT on patients' functional enhancement and satisfaction levels after spinal surgery, as well as on the physical therapists who implemented the therapy.MethodsFirst, we developed the protocol in collaboration with three physiatrists and two physical therapists with extensive experience in musculoskeletal rehabilitation. The protocol was updated three times, each after three rounds of face-to-face meetings. Afterward, we conducted a cross-sectional study involving five physical therapists and 32 post-spinal surgery patients at a tertiary hospital rehabilitation center. The intervention consisted of five sessions of RAGT. Main outcome measures included the Functional Ambulation Category (FAC), the ambulation item of the Modified Barthel Index (MBI ambulation), and satisfaction surveys for both patients and physical therapists.ResultsRAGT typically started 17.91 ± 9.76 days postoperatively and was successfully applied with no remarkable adverse effects. The FAC scores increased from 2.65 ± 1.21 to 3.78 ± 0.71 (p = 0.006), and MBI ambulation increased from 7.69 ± 2.71 to 10.66 ± 2.90 (p < 0.001) between transfer and discharge. Satisfaction with the robot, RAGT, and treatment, assessed using a 5-point Likert scale, were 3.30 ± 0.79, 3.72 ± 0.85, and 3.08 ± 0.84, respectively. Satisfaction was notably the highest for alleviating fear of falling, whereas managing pain and discomfort during position changes scored the lowest. Physical therapists rated RAGT satisfaction, impact on the working environment, and treatment stability at 3.0 ± 0.65, 2.80 ± 0.67, and 3.50 ± 0.61, respectively.ConclusionEarly spinal surgery rehabilitation with RAGT improved patients' functionality and gait satisfaction. While physical therapists considered RAGT safe, its impact on their work environment was limited. Integrating RAGT into post-spinal surgery rehabilitation demands ongoing protocol refinement, custom robot development, and efficacy evaluations.

Living and learning in the retail sector: transactions of young adults’ life course experiences and workplace learning opportunities

This paper seeks to bridge the existing knowledge gap between workplace learning and life course studies by investigating how young adults in the retail industry identify, pursue, and actualise learning opportunities in their workplaces. It considers the elements from their life course that either facilitate or impede these learning opportunities. The study contributes to workplace learning and life course studies by constructing a nuanced understanding of young adults’ agency in navigating their learning and development within the work context. The research is based on an exploratory single case study of young adults working in the Danish retail sector, specifically in non-specialised food handling. Learning biography vignettes (LBV) serves as the empirical foundation for analysis. The findings highlight the complex interplay between personal life events, social support, work environments, and individual agency in shaping the learning and development trajectories of young adults. The research underscores the need for workplaces to be supportive and flexible, providing a range of learning opportunities. It is vital that these environments recognise individual agency and cater to both the personal and professional growth needs of young adults.

A Study on Work Environment and its Impact on Employees Performance at Boston Business Solutions

This research presents a thorough examination of the supermarket's sales data, focusing on customer behaviour, regional performance, and payment preferences. The supermarket has successfully cultivated a diverse customer base, with a nearly equal split between normal customers and members. This balanced customer distribution suggests a stable foundation for growth, particularly through strategic initiatives aimed at increasing membership and enhancing customer loyalty. The supermarket's regional presence is well-balanced across major cities, including Mandalay, Naypyitaw, and Yangon. Sales are dispersed equally among these regions, indicating that the supermarket has established a strong foothold in each market. This balanced distribution provides an opportunity to tailor strategies to the specific characteristics and preferences of each city, potentially driving increased market share and customer satisfaction through localized approaches. Analysing supermarket sales data is necessary for selecting wisely in business situations and ensuring long-term success. Sales data can also uncover issues in the supply chain, helping supermarkets run more smoothly and efficiently. By examining sales in different regions, supermarkets can adjust their products and promotions to better fit local preferences, improving sales in specific areas. Financially, analysing sales data helps with accurate budgeting and pricing strategies, leading to higher profits. Additionally, it allows supermarkets to evaluate their performance in relation to rivals and quickly adapt to changes in the market, helping them stay ahead. Analysing sales data helps supermarkets understand their customers, operate more efficiently, tailor strategies to different regions, and make better financial decisions, all of which contribute to their growth and success

Analysis of Children's Development Pathways based on Bronfenbrenner's Ecological Systems Theory

Childhood is a critical stage in human life, during which an individual's cognitive, emotional, social, and physical development progresses rapidly. Early development is not only essential for children's future achievements but also plays a significant role in societal structure, economic growth, and cultural transmission. Promoting the holistic development of children is the responsibility not only of families and educational systems but also of society as a whole. This study, grounded in Bronfenbrenner's Ecological Systems Theory, aims to analyze how various ecological system levels influence children's cognitive, emotional, and social development, and explores the impact of these systems' interactions on overall child growth. The research encompasses the microsystem (e.g., family and school), mesosystem (e.g., family-school interactions), exosystem (e.g., parental socioeconomic status and work environment), macrosystem (e.g., cultural background and social policies), and chronosystem (e.g., significant life events and historical context). The findings reveal that the interactions between these ecological systems play a pivotal role in children's development and influence their holistic development.

Psychosocial work environment in Swedish primary healthcare: a cross-sectional survey of physicians’ job satisfaction, turnover intention, social support, leadership climate and change fatigue

BackgroundPrimary healthcare, the first line of care in many countries, treats patients with diverse health problems. High workload, time pressure, poor job control and negative interpersonal experiences with supervisors have been documented in primary healthcare. The work environment in primary healthcare is also affected by several types of changes.AimWe aimed to explore the levels of job satisfaction, turnover intention, social support, leadership climate and change fatigue according to physicians in Swedish primary healthcare. We also aimed to identify and characterize physicians exhibiting both high turnover intention and low job satisfaction, i.e., “discontent with current job”.MethodsA cross-sectional survey based on a random sample of physicians working in Swedish primary healthcare.ResultsApproximately one-quarter of the respondents were discontented with their current job. Discontent was negatively associated with poor general health and change fatigue among the respondents; social support from colleagues and a favorable leadership climate showed positive associations in terms of reducing the levels of discontent with current job.ConclusionsThe findings of this study highlight the association between low levels of job satisfaction and high levels of turnover intention (i.e., discontent with current job) among physicians in primary healthcare. Moreover, these variables exhibited a strong association with physicians’ general health; poor health significantly increased the likelihood of discontent with current job. Our findings also show that experiencing change fatigue is associated with discontent with current job among physicians in primary healthcare. This knowledge can help identify and improve shortcomings within the psychosocial work environment in Swedish primary healthcare.

Cultivating Organizational Commitment among Outsourced Workers: A Resource-Based View Perspective

This study aims to identify and analyze the construction of organizational commitment among outsourced workers through the perspective of Resource-Based View (RBV) theory. Organizational commitment is employees’ orientation towards the company, linking one's identity with the organization. It is crucial due to its strong relationship with employee performance and turnover. This research employs a qualitative descriptive method with a case study approach, focusing on outsourced employees at PT. Mitra Karya Prima. Data were collected through semi-structured interviews and processed using qualitative data analysis techniques. The findings indicate that work environment, individual characteristics, and perceived organizational support (POS) are critical to forming individual commitment. These empirical findings are expected to contribute to developing a model for organizational commitment among outsourced employees and provide managerial insights for formulating policies to enhance field workers’ commitment to the company.

Human Resource Management Based On Islamic Values At Madrasah Aliyah Nurul Qarnain In Facing The Challenges Of The Digital Era

In order to meet the difficulties of the digital age, this study intends to examine how Islamic educational institutions apply Human Resource management based on Islamic principles.. This study uses a qualitative method with a case study approach on an educational institution that applies Islamic principles in human resource management, such as trust, justice, and excellence. The research results show that the integration of Islamic values in human resource management significantly improves the performance, loyalty, and satisfaction of educators. However, the challenges in digital literacy are still felt by most educators, even though institutions have provided regular technology training. The implementation of a collaborative culture through deliberation has proven effective in enhancing innovation and the involvement of educators in the decision-making process. The use of digital technology tailored to Islamic values, such as sharia-compliant human resource management applications, also strengthens aspects of transparency and justice in institutional management. In conclusion, Human Resource management based on Islamic values, supported by digital technology, is capable of improving performance quality and creating a harmonious work environment that is relevant in addressing the challenges of the digital era.

Examining the Prevalence and Effects of Gender-based Violence in Academic Settings: A Systematic Review and Meta-analyses.

Gender-based violence (GBV) in the academic job sector is a critical issue that intersects with broader systemic and structural inequities, but research is limited. To study the prevalence, effects, and prevention measures of interpersonal GBV within the academic job sector, a meta-analysis and systematic review was conducted in accordance with the Preferred Reporting Items for Systematic Review and Meta-Analysis protocol. Rigorous searches were conducted across the databases PubMed, OVID, Scopus, Web of Science, and CINAHL, using specific keywords related to GBV, workplace, and virtual work environments, identifying papers published between January 2013 and February 2023. Studies were evaluated based on the Population, Intervention, Comparison, Outcomes framework. Data from papers were extracted and grouped by reported instances, and prevalence data for interpersonal GBV were reported in university settings, including in-person, hybrid, and virtual environments, and among men, women, and those who identify as 2SLGBTQ+. A random effects meta-analysis of proportions was conducted to evaluate the reported point prevalence rates of interpersonal GBV in academia between 2012 and 2015. Subgroup analyses were performed for university staff only, females only, and males only. Out of the 1,290 records, 16 studies met the inclusion criteria. The types of violence identified include sexual harassment, workplace bullying and online harassment, which affects career advancement, and employee well-being. The meta-analyses, conducted with a 95% confidence interval [CI], identified that 51.4% (95% CI [39.9%, 63.0%]) of university staff members experience GBV, with females, 59.3% [38.1%, 80.5%], experiencing greater rates than males, 44% [28.1%, 44.1%]. The findings underscore the need for institutional interventions to address interpersonal GBV in academic workplaces.

AN INNOVATIVE CONCEPTUAL MODEL FOR HUMAN RESOURCE MANAGEMENT IN EDUCATIONAL INSTITUTIONS BASED ON THE UTILIZATION OF DIGITAL TECHNOLOGY

Educational institutions are faced with new challenges and opportunities in human resource management (HR). This research aims to develop an innovative conceptual model in HR management in educational institutions by utilizing digital technology. This model is expected to increase the effectiveness of the management of educators and education personnel by strengthening their digital capabilities and aiding their adaptation to the rapidly evolving digital landscape. The novelty of the research lies in the innovative approach that integrates digital technology in HR within educational institutions, creating a more dynamic, flexible, and collaborative work environment in the education sector, which is still rarely fully adopted. The research offers a novel approach by addressing the gap in the field of HR, where the integration of digital tools in HR is still underdeveloped. It provides a dynamic and flexible framework that can serve as a foundation for future HR strategies in education, contributing to the modernization and digital transformation of educational institutions.

'Development and Psychometric Testing of the Lean Management Scale for Nursing Services in Hospitals'.

The aim of this study is to develop a new instrument (The Lean Management Scale for Nursing Services in Hospitals- LMS-N) to evaluate the lean levels of nursing services in hospitals and to evaluate its psychometric properties. A three-phase construct was used to develop this scale and to determine its psychometric properties: (1) creating the item pool, (2) preliminarily evaluating items and (3) evaluating psychometric properties. This methodological study evaluated the scale's face, content and construct validities, internal consistency, and temporal stability. The psychometric properties of the scale were tested with a total of 695 nurses in different sample groups. Data were collected between 18 November 2020 and 15 May 2021. The scale's content validity index was 0.75. According to principal component analysis, the scale included 22 items and five subdimensions, and the total variance was 60.32%. In confirmatory factor analysis, the fit indices were good or acceptable for this construct. Its internal consistency was good or acceptable according to reliability analysis. Test-retest showed that the scale had temporal stability. Lean Management Scale in Nursing Services in Hospitals is a valid and reliable tool that can evaluate the level of leanness of nursing services. It provides a comprehensive evaluation with five subdimensions: management support, visual stock management, work environment layout, preventive notification system and waste detection.

Abuse of Authority by Village Head in Cases of Sexual Violence against Women

The government's efforts to combat sexual violence in society are embodied in the Law on the Elimination of Sexual Violence, reflecting the State's responsibility to protect and improve the psychological well-being of victims, whether they have experienced physical or psychological harm. Protection of women in the workplace is crucial, and ensuring their rights is a legal imperative. The prevalence of sexual violence against women in work environments, often driven by power imbalances, highlights the urgent need for effective legal protection. This research aims to examine the influence of power relations on sexual violence crimes committed by regional officials and to identify optimal legal protections for women who are victims of sexual violence. Employing a normative juridical approach, the research finds that while existing laws are generally adequate for addressing sexual violence, their implementation falls short of expectations. Recommendations include enhancing legal protection to be more victim-centered, as current regulations primarily focus on penalizing perpetrators. There is a need for policies that provide comprehensive protection and justice for female victims of sexual violence.

The Performance of Employees of The Secretariat of The General and Public Relations Section In The Office of The Regional People's Representative Council (DPRD) Gorontalo City

This study aims to determine the performance of employees of the secretariat of the general and public relations section at the Gorontalo City Regional People's Representative Council (DPRD) office. This type of research is descriptive research using a qualitative approach. Data collection techniques were conducted through interviews with a number of informants, observation and documentation. The research focus consists of discipline, ability and work environment The results showed that: 1) Employee discipline in the general and public relations section is not optimal because there are still some employees who are not disciplined about working time. due to lack of awareness of the responsibilities given even though each employee is bound by a Work Agreement (PK) which requires employees to be orderly in carrying out their duties to prepare secretarial administration and sterilize meeting or session rooms. 2) The ability of employees in the general and public relations sections is in accordance with their respective duties and functions but has not been maximized when carrying it out. Because there are still some employees who do not understand the tasks distributed, one of which is secretarial administration. 3) The work environment in the general and public relations section is not conducive because there is noise during working hours in the form of booming voices and music everywhere, making work disturbed.

A longitudinal pre-post study: An evaluation of the Department of the Air Force bundled occupational fall prevention efforts.

Fall injuries are the second leading cause of traumatic injury and death for all US workers and are a leading injury concern for the Department of the Air Force (DAF). Bundled interventions can improve the likelihood of injury reduction, especially in large, heterogeneous working populations. In 2013, the DAF implemented the "Air Force Fall Prevention Focus," a bundled intervention of prevention efforts designed to reduce occupational fall injury events among DAF members. The purpose of this study is to describe the burden and risk factors associated with fall injuries and evaluate the effectiveness of the Fall Prevention Focus in reducing the burden of fall injuries. The National Institute for Occupational Safety and Health (NIOSH) partnered with the US Air Force Safety Center (AFSEC) to examine the impact of the Fall Prevention Focus as a bundled intervention. Injury events included a narrative description of the injury event, demographics, work environment, job tasks, and other structured details. Descriptive statistics and pre-post longitudinal modeling were used to evaluate changes in fall injury rates. The Fall Prevention Focus Implementation (2013-2018) resulted in an annual 10.4% (95% confidence interval [CI]: 8.5%, 12.2%) reduction, and a 6-year cumulative 48.3% (95% CI: 41.4%, 54.3%) reduction in fall injury event rates by 2018. Safety in the DAF involves a comprehensive approach. Documenting the impact of the Fall Prevention Focus may help translate these findings to improve fall prevention efforts in other sectors of the military and high fall-risk industries in the private sector, such as construction.

Relationship between employer branding and employee performance: Mediating and moderating effects of supportive work environment and compensation and benefits

Employer branding is a complex idea that is important in many different industries. It represents a company's ability to attract, engage and retain talent as well as its status as an employer. A strong employer brand transcends industry boundaries to impact the success and sustainability of businesses in today's competitive job market. The authors examined the effect of employer branding on employee performance by mediating and moderating roles of a supportive work environment and compensation and benefits respectively. The authors followed the quantitative methodology with a set of strategies and hypotheses and gathered numerical data. The data were gathered by surveying employees working in information technology sector companies in the city of Bangalore. The data analysis includes descriptive statistics, factor analysis and structural equation modeling analysis using SPSS and IBM AMOS version 28. The Cronbach’s alpha values of the reliability statistics ranged from 0.920 to 0.930 indicating the questionnaire’s internal consistency and reliability. The model fit indices CMIN/DF 1.389, CFI 0.966, GFI 0.952, TLI 0.961, IFI 0.966, NFI 0.904, SRMR 0.060, RMSEA 0.051 and PClose 0.448 indicate an excellent fit of the model. The constructs of compensation and benefits and a supportive work environment partially mediate employee performance through employer branding. The moderator’s supportive work environment strengthens the positive relationship between employee branding and employee performance. Strong employer branding is important for attracting top talent and improving employee performance in various industries but it is especially important in the IT sector.