Work Life Factors Research Articles

Quality Of Work Life Factors Affects Employee Performance & Employee Satisfaction

Health is the best gift, peace is the best wealth. HR is a dynamic concept and so are the HR policies. Work Life Balance has gained tremendous importance since few years. Gone are the days of 9 to 5. When we coin the concept of Business Process Outsourcing or BPO; the thing which strikes our minds is odd timings. It is vital that attention be given to work life balance. Enjoyment and achievement are the two major factors which relate to the overall success of a person in whole. A person works for family & his own satisfaction. If the right balance is struck between work & personal life, it can result into miracles. The study is undertaken to study the effects of quality of work life on the employee performance and employee satisfaction. The factors considered for study are work family conflict, organizational commitment, work exhaustion, work overload, fairness reward, participative decision making, performance enhancement. The findings show that the five factors (Participative Decision making, Work exhaustion, Work overload, Fairness of reward and Performance enhancement) of quality of work life effects the performance of the employees of the banking sector in Nagpur. The four factors (Performance enhancement, Organization Commitment, Fairness of reward and Work family conflict) of quality of work life effect the satisfaction of the employees of the banking sector in Nagpur.

Effect of Work-Life Balance and Welfare Level on Millennial Employee Performance Through Work Engagement

Industrial Revolution 4.0 is a phenomenon that collaborates with cyber technology and automation technology. this research aims to conduct scientific research on the role of work-life balance and the level of welfare of millennial employees through work engagement as a variable intervening. The participation of respondents to this study is the general of millennials who has worked in the Jakarta area, aged 21-36 years. Researchers used the purposive sampling method. This study uses a work-life balance measurement tool with a balance dimension in time management, engagement balance, balance in expectation fulfillment, and satisfaction balance. Besides, at the level of well-being with meaningful work-life factors, good social relationships, work attachment, self-actualization, comfortable circumstances, self-acceptance. While employee performance is measured through the work environment, ability to do work, and motivation. Work Engagement is measured by vigor, dedication, and absorption indicators. The analysis technique used is Structural Equation Modeling based on VB-SEM using SmartPLS software. The results showed that five hypotheses of direct influence were accepted and one rejected. While the two hypotheses of indirect influence are each rejected and accepted. Work Engagement variables as intervening variables are only capable of mediating Work-Life Balance against Employee Performance.

Examining the association between work-life factors and health disorders/excessive fatigue among Japanese truck drivers

Karoshi problems (overwork-related deaths and disorders caused by cerebrovascular and cardiovascular diseases) still occur in Japan. Truck drivers, who are in one of the riskiest occupations, are reported to show an increased prevalence of hypertension, obesity, hyperlipidemia, and diabetes, which are characteristic of Karoshi. Their health problems also include excessive fatigue. This cross-sectional study aimed to examine the association between work-life factors and health disorders/excessive fatigue among Japanese truck drivers. We distributed a questionnaire regarding work hours, health status, lifestyle, burden of driving, and excessive fatigue to 5,410 truck drivers and collected a total of 1,947 responses, all from males. The association between work-life factors and health outcomes was evaluated by multivariable logistic regression analysis adjusted for age, drinking, and smoking status. The prevalence rates of obesity, hypertension, hyperlipidemia, diabetes, cardiovascular disease, cerebrovascular disease, and excessive fatigue were 22.2%, 19.3%, 8.5%, 5.6%, 2.5%, 0.7%, and 6.0%, respectively. Significant associations were observed for long-haul trips (two days or more) with obesity (adjusted odds ratio 1.5 [95% Confidence Interval 1.1-2.1]), local and night trips with hypertension (1.5 [1.0-2.2]), early morning awakening on workdays with obesity (1.5 [1.1-2.1]), being indoor-oriented on weekends with hypertension (1.5 [1.1-2.0]); and heavy burden of driving at night with hyperlipidemia (2.0 [1.3-3.0]). The adjusted odds ratios were significant for waking after sleep onset (2.6 [1.2-5.3]) and lack of sleep satisfaction (2.7 [1.4-5.1]) on workdays, less than six hours of sleep (2.8 [1.0-7.8]) and lack of sleep satisfaction (2.8 [1.5-5.2]) on weekends, 0-3 days off per month (3.6 [1.3-10.2]), and heavy burden of driving at night (2.2 [1.0-4.8]) with excessive fatigue. The present findings highlight that night and early morning work, heavy burden of night driving, and the resultant decreases in the quality and quantity of sleep may represent shared risk factors for health disorders and excessive fatigue among truck drivers. Adequate measures should be taken to limit the amount of night and early morning work, reduce the burden of night driving, and ensure days off for sleep opportunities and leisure activities, with the goal of preventing Karoshi.

Women in Otorhinolaryngolgy in Nigeria

<p class="abstract"><strong>Background:</strong> Surgery has a predominantly male-dominated population, especially in Otolaryngology. Efforts have been made worldwide to improve gender equality in medicine, including Otolaryngology. Knowing the experience will help the curriculum develop.</p><p class="abstract"><strong>Methods:</strong> An anonymous web-based survey was distributed via the WhatsApp group of the Otorhinolaryngological Society of Nigeria (ORLSON) platform using the survey monkey. A questionnaire-based study using a 10 stem questions, assessing demographics, academic progression, work life balance and factors affecting women in Otolaryngology in Nigeria was carried out in April 2020 for four weeks. All information gathered from the study was entered into Statistical Package and Service Solution (SPSS) version 20 and analyzed.</p><p class="abstract"><strong>Results: </strong>A total of 37 women responded out of 48 women in Otolaryngology practice. Twenty-nine (78%) had complete responses to all the ten stem questions. Mean age of responders is 39±7.28 years ±7.27 S.D. Thirty-eight percent are consultant cadre, 86% are married. The average duration of residency is 7 years. A quarter of responders are interested in Head and Neck as a subspecialty. Thirteen-point eight percent experienced some form of sexual harassment during the course of residency training, 62% believe women lack mentorship in Otolaryngology while 59.46% did not feel disadvantaged as females in otolaryngology compared to their male counterparts.</p><p class="abstract"><strong>Conclusions:</strong> Despite increase in women in surgical practice and a growing number of women joining residency programs, the number of female Otolaryngologists remains just a fraction of what it should be. The curriculum has many problems affected by gender.</p>

Nursing higher education mergers: Do the benefits outweigh the risks?

Merger as an organizational change has the potential to create turmoil, unrest, and uncertainty among the employees. Despite the shortage of nursing education workforce, global economic hardships have brought on a recent increase in nursing higher education mergers. The focus on integrated operations of the newly merged organization can burden all involved. Financial and business survival factors can create an unintentional oversight of the employee feelings. Nursing education faculty and administrator’s quality of work lives are related to their performance, which ultimately determines organizational performance. The purpose of this qualitative case study was to evaluate the influence of a nursing higher education merger on the quality of work lives of faculty and administrators. Principal results of this research revealed that faculty and administrators perceived the influence of the nursing higher education merger to be negative in the beginning with a transition to a positive influence over 5 years. Challenges in this merger were related to cultural integration and the magnitude of work required for operationalization. Exact timing of transition of the negative influence to positive was not established and needs further research. These results have implications on the nursing higher education institutions planning future mergers. Nursing education leaders must utilize strategies to address the quality of work life factors during the nursing higher education mergers. Implications of maintaining quality of work lives during an organizational change has the potential to address the nursing and nursing education workforce issues.

Burnout in the Pharmaceutical Activity: The Impact of COVID-19

Objectives: Pharmacists are among the healthcare professionals involved in the response to COVID-19 pandemic, maintaining essential services. The study aimed to assess the occurrence of pharmacist’s burnout and determine outcomes for each of its dimensions; identify potentially associated characteristics; and determine profiles and critical limits.Design and Setting: Cross-sectional observational study comprising an electronic survey addressed to Portuguese Pharmaceutical Society members.Participants: From a total of 1362 participants, 91.4% were involved in direct and 7.7 % in non-direct patient care activity.Outcome measures: The statistical analysis, performed with 2-tailed significance set at PResults: Concern for the future (77.2.5%), workload (72.7%), scarcity of resources (62.4%), and loss of control over the activity (54.6%) were the main influencing factors on work-related feelings. Pharmacists who had been trained in COVID-19 were the most confident and showed a higher efficacy/outcome rate. Workload appears only as a predictor of high EE, with great impact on those who worked during the 3-month period more than 50 hours per week and on those who worked almost every weekend. The latter with greater predictive power of high EE (p≤0,001).Conclusions: The new profile-based approach provides an understanding of the burnout experience and distinct relationships with various work-life factors and suggests that each profile reflects a different work-life crisis that would require a unique intervention strategy. Pharmacists who have been involved in direct care activities are at the highest risk of burnout. However, they were able to avoid depersonalisation and cynicism and thereby burnout syndrome.Funding Information: This work was supported by the Portuguese Pharmaceutical Society. This research did not receive any specific grant from funding agencies in the public, commercial, or not-for-profit sectors.Declaration of Interests: None.Ethics Approval Statement: The institutional review board of the of the Portuguese Pharmaceutical Society approved the project as exempt and without ethical reservations to its resolution, since (i) the procedures concerning the anonymity of the data and the information provided to the volunteers are foreseen and (ii) the nature of the elements to be collected does not carry the risk of revealing weaknesses unknown to the volunteer and thus triggering unpredictable reactions. Selecting the electronic link served as first consent to participate voluntarily in the study.

Employees' perception of quality of work life: a case study

The purpose of this research is to investigate the factors which affect quality of work life (QWL) in organisations and to find out if there is any difference in the perception levels of employees working in the public sector and private sector. The study used a structured questionnaire to collect and analyse employees' perceptions of their quality of work life and how QWL is influenced by job satisfaction, morale and motivation, employee commitment and involvement, equitable compensation and benefits, immediate opportunities for using abilities at work, opportunities for training, development and continued growth, communication and relationship with supervisors, workload and working conditions and by work and family life factors. The findings indicate that all these factors affect the perceived quality of work life of the employees and that there is no significant difference in the perception of employees in public sector and the employees in the private sector. The research offers insights towards implementing suitable solutions for encouragement and enhancement of employee performance.

Emotional intelligence, areas of work life and Burnout Syndrome among selected university academic staffs in Ethiopia

The primary purpose of this study was to examine the prevalence of burnout among university academicians in Ethiopia in relation with emotional intelligence and areas of work life factors. Descriptive survey study design, specifically cross-sectional survey was employed. 375 academic staffs were selected by using proportionate stratified random sampling method. Purposive sampling was followed to select 6 universities and two universities from each generation of universities. Maslach Burnout Inventory 22 items of Educators Survey, 28 items of the Areas of Work life Survey and 33 items of Brief Emotional Intelligence Scale (BEIS-10) were used to collect information from respondents. Relationship of variables with burnout was tested using Pearson correlation coefficients and two sample t-test. The findings of the present study showed that there was moderate level of burnout on the university academicians. Emotional intelligence have significant association at 0.01 and the association is positive and very strongly with burnout. Work area life has positive and very strong association with burnout level among university academic staff which is significant at 0.01 two tailed test. Finally the concerned bodies should consider different direction to prevent academicians from burnout and it is also recommended that administrators and the educationists utilize these findings to develop and improve teacher performance and prevent the on-set of burnout.

Identifying burnout in young oncologists: The sooner the better.

11010 Background: Professional burnout is an important issue for the healthcare systems with potentially relevant consequences in the quality of patient care. Young oncologists are a special risk population, due to high workload, academic pressure and other specific factors related to cancer care. Work life and lifestyle factors are related with burnout levels and may define specific interventions to reduce and prevent burnout. Methods: A survey based on the validated Maslach Burnout Inventory Human Services Survey for Medical Personnel (MBI-HSS MP) was conducted. Additional questions to explore work life and lifestyle factors were included. We studied potential burnout amongst young Spanish oncologists (residents and oncologist in the first 5 years of professional performance). Statistical analyses, including linear regression, were carried out to test the relations between overall burnout score and work and lifestyle factors. Results: We obtained 243 responses to the survey. The sample was representative in terms of age, sex, geographic region, professional profile (residents and young oncologists) and a homogeneous distribution per year of residence (final participation rate was of 26.6%). Regarding 5 Burnout profiles, 32.1% of the participants were classified as Ineffective, 25.1% as Burnout, 21% as Engaged, 17.3% as Overextended and 4.5% as Disengaged. Percentage of Burnout profile is higher in medical oncology residents (28.24%) than in young oncologists (19.79%). The highest percentage of burnout profile was observed in the second-year residents (35,71%) and gradually decreases, in parallel to an increase in the engaged profile. The multivariable linear regression analysis showed a significant correlation between not having a good work life balance and adequate vacation time and the burnout score. Conclusions: Burnout affects a significant number of young oncologists with significantly different profiles and differences across regions. Adapted interventions to the most frequent profiles and at different stages of the training and professional career may be necessary particularly at the early beginning. Actions towards achieving a better work and personal life balance and stress management could be effective. These results are the basis for the prospective part of our study that aims to design an intervention and to assess its efficacy in this population.

Work status and work ability after radical prostatectomy or active surveillance for prostate cancer

Objective: Being able to work is important for health-related quality of life (HRQoL), and little is known about work life after radical treatment for prostate cancer (PCa). The aim was to investigate work status (WS) and work ability (WA) after radical prostatectomy (RP) or active surveillance (AS) for PCa, and to identify factors associated with reduced WA.Materials and methods: This is a retrospective cross-sectional study of 606 men treated with RP (n = 442) or AS (n = 164) at two Norwegian general hospitals. In 2017, they were asked to complete questionnaires measuring adverse effects (AE), HRQoL, aspects of work life and psychological factors at a median of 4.1 (range 1.3–8.1) years after diagnosis. Clinical data were retrieved from medical records. WS was categorized into employed, unemployed or retired. WA was rated using the Work Ability Index. Regression analyses were performed to find factors associated with reduced WA.Results: WS was similar for the RP and AS groups at diagnosis and survey. There was a small reduction in WA from diagnosis to survey and the difference between the RP and AS groups was non-significant. Older age, poorer self-rated health, poorer incontinence score, more chronic fatigue, and increased anxiety and depressive symptoms were associated with reduced WA, while treatment method, urinary bother and use of pads were not.Conclusion: The impact of RP and AS on WS and WA was almost similar. Age and psychological variables were more strongly associated with reduced WA than cancer-related variables.

Strateški razvoj ljudskih resursa - manevar za buduće kompetencije

The changing role and function of Human Resource Development professionals due to social, economic, political and technological alterations lead the way for strategic HRD practices in organizations. In this current world of industrialization, this term relates to the achievement of competitive benefits by aligning organizational goals and priorities with structured and future-oriented activities. A study on strategic HRD lends a hand to eliminate the hitches of an organization by rational planning and people development with a focus on predictability and consistency. This research not only enlightens the implication of strategic activities but also it strengthens individual creativity, knowledge management, career planning, and individual competencies amongst employees in industrial sectors. It highlights on the employee perception about these SHRD practices of companies, which is a fundamental factor for the employee contentment, performance, and for the necessity of socio-technical systems. Accordingly, the study is focused at Dubai, U.A.E., in the shape of "Strategic Human Resource Development - A manoeuvre for future competencies" with a sample size of 300 from various companies by quantitative and qualitative analysis. Accordingly, it has been statistically confirmed that four independent variables show a positive relationship with strategic HRD activities. Along with this, it identifies the extent to which the HRD and its related work-life factors are provided by the selected companies. The result of the survey generated a key model and a framework for SHRD by creating a valuable contribution to the organization in facing the future challenges.

Time Pressure During Primary Care Office Visits: a Prospective Evaluation of Data from the Healthy Work Place Study.

The relationship between worklife factors, clinician outcomes, and time pressure during office visits is unclear. To quantify associations between time pressure, workplace characteristics ,and clinician outcomes. Prospective analysis of data from the Healthy Work Place randomized trial. 168 physicians and advanced practice clinicians in 34 primary care practices in Upper Midwest and East Coast. Time pressure was present when clinicians needed more time than allotted to provide quality care. Other metrics included work control, work pace (calm to chaotic), organizational culture and clinician satisfaction, stress, burnout, and intent to leave the practice. Hierarchical analysis assessed relationships between time pressure, organizational characteristics, and clinician outcomes. Adjusted differences between clinicians with and without time pressure were expressed as effect sizes (ESs). Sixty-seven percent of clinicians needed more time for new patients and 53% needed additional time for follow-up appointments. Time pressure in new patient visits was more prevalent in general internists than in family physicians (74% vs 55%, p < 0.05), women versus men (78% vs 55%, p < 0.01), and clinicians with larger numbers of complex psychosocial (81% vs 59%, p < 0.01) and Limited English Proficiency patients (95% vs 57%, p < 0.001). Time pressure in new patient visits was associated with lack of control, clinician stress, and intent to leave (ESs small to moderate, p < 0.05). Time pressure in follow-up visits was associated with chaotic workplaces and burnout (small to moderate ESs, p's < 0.05). Time pressure improved over time in workplaces with values alignment and an emphasis on quality. Time pressure, more common in women and general internists, was related to chaos, control and culture, and stress, burnout, and intent to leave. Future studies should evaluate these findings in larger and more geographically diverse samples.

Psychosocial areas of worklife and chronic low back pain: a systematic review and meta-analysis

BackgroundThe aim of this review was to synthesize the evidence on the potential relationship between psychosocial work factors from the Areas of Worklife (AW) model (workload, job control, social support, reward, fairness, and values) and chronic low back pain (CLBP; unspecific pain in the lumbar region lasting 3 months or longer).MethodsWe conducted a systematic literature search of studies in Medline, PsycINFO, Web of Science, and CINAHL (1987 to 2018). Three authors independently assessed eligibility and quality of studies. In this meta-analysis, we pooled studies’ effect sizes using a random-effects model approach and report sample size weighted mean Odds Ratios (ORs).ResultsData from 18 studies (N = 19,572) was included in the analyses. We found no studies investigating associations between fairness or values and CLBP. CLBP was significantly positively related to workload (OR = 1.32) and significantly negatively related to overall job control (OR = 0.81), decision authority (OR = 0.72), and two measures of social support (ORs = 0.75 to 0.78), even in prospective studies. Skill discretion and reward did not significantly relate to CLBP. Moderation analyses revealed several variables (e.g., exposure time, mean age and sex) affecting these relationships.ConclusionsOur results support employees’ workload, job control, and social support as predictors of CLBP. In this line, these work factors should be considered when developing programs to prevent chronic low back pain. Future studies should apply measures of CLBP that are more precise, and investigate the full areas of work life (AW) factors in combination.

A Research on the Factors that Impact the Effectiveness of Organizations in IT AND ITES in Coimbatore

Organization effectiveness determines how well an organization achieves its objectives with the given resources. In the present study the factors that influence organization effectiveness like organization culture, quality of work life, organization change and demographic factors have been considered for the study. The study was conducted in Coimbatore City as it is the second largest software producer in Tamil Nadu, contributing to around 8% of the total GDP. 400 respondents were selected randomly and questionnaires were collected from them. The collected data have been analyzed using regression analysis, and it is found that among all the demographic factors, gender and total workforce in the organization have influence on organization effectiveness. Organization culture, quality of work life and Organization change also play a part. Based on the findings, suggestions and conclusion have been given.

A Study On Impact Of Work Life Related Factors On Employee Engagement In Health Care Sector Workers In Dindigul District.

this research aims to find out the intensity of Employee Engagement of the health care sector workers and the relationship between the Work life factors and Employee Engagement of Health care sector workers in Dindigul District. Primary data were used in this research, were collected from 298 Health care workers from Dindigul District. Questionnaire was the major tool used to gather the primary data from the selected sample respondents. For this purpose, a well structured questionnaire was constructed with the help of professionals and the practiced employees of various health care units in Dindigul District. The health care employees were chosen by simple random sampling method. The investigative measures of regression Path analysis, and simple percentage analysis were utilized to find the impact of work life related factors with the Employee Engagement. The maximum Health care workers were generally satisfied with their jobs. The analytical procedure of path analysis multiple regressions was utilized to determine the predicting strength among Work life factors and the employee engagement. This study provides an another view about the importance of Work life factors and Employee engagement for organizational effectiveness and performance .

Quality of nursing work life and related factors among emergency nurses in Jordan.

ObjectivesThe objective of this study is to assess quality of nursing work life (QNWL) and related factors among nurses working in emergency room (ER).MethodsA cross‐sectional descriptive design was employed. Data were collected from a convenient sample of nurses working in ER Eligible participants were required to complete a demographic and work related variables sheet, the Brooks Quality of Nursing Work Survey (BQNWLS).ResultsA total of (186) nurses participated in the study. Study participants reported a BQNWL mean score of (M = 140.15, SD = 28.34) indicating a moderate BQNWL. Additionally, the participants scored moderate levels on all BQNWL subscales. The mean score of BQNWL was statistically better for nurses who had training courses on emergency department (t = −2.663, P = 0.008). However, no other statistically significant differences were found in BQNWL scores in regarding to demographic and work related variables.ConclusionThe results of this study reported a noticeable alteration in QNWL among nurses working in ER. The nurses had a moderate QNWL levels. Also, the results emphasized on the importance of conducting further interventional research studies in the future to establish effective measures to enhance nurse QNWL. Consequently, this may improve the provided nursing care for the patients and their families.

Low ICU burnout in a safety net hospital.

Objectives:Burnout tends to be high in ICU settings. Stressors include serious patient illness, round-the-clock acute events, and end-of-life (nonbeneficial) care. We report on an ICU with very low burnout scores. We sought to understand factors that might be responsible for these favorable outcomes.Design:We compared ICU scores on burnout and its predictors with scores in non-ICU providers, merging scores in four ICUs (burn, medical, surgical, and pediatrics). Analyses included descriptive statistics, as well as general estimating equations to assess odds of burnout in ICU clinicians versus non-ICU clinicians.Setting:Annual wellness survey performed in October 2017 at Hennepin Healthcare System, an integrated system of care that includes an urban safety net hospital in Minneapolis, MN.Subjects:Six-hundred seventy-nine providers (physicians and advanced practice providers).Interventions:None.Measurements and Main Results:Annual surveys are performed using the validated Mini-Z 10 item wellness instrument. The Mini-Z assesses stress, satisfaction, and burnout, as well as known predictors including work control, chaos, teamwork, values alignment, and electronic medical record-related stress. Response rate in ICUs was 70% (64% elsewhere). Ten percentage of ICU clinicians reported burnout versus 37% of other providers (p = 0.015). ICUs were characterized as having lower chaos, less stress, and very high teamwork and values alignment between clinicians and leaders. Odds of burnout were four times lower in ICU clinicians (odds ratio, 0.24; 95% CI, 0.06–0.96; p = 0.043). Of all Hennepin Healthcare System providers, those with values not aligned with leaders had 3.28 times the odds of burnout (95% CI, 1.92–5.59; p < 0.001).Conclusions:Low burnout can be present in a busy, safety net ICU. Explicitly aligning values between clinicians and leaders may hold promise as a remediable worklife factor for producing these favorable results.

TALENT MANAGEMENT IN WORK-LIFE - A LIGHTNING BOLT TO YOUR PROFESSIONAL DEVELOPMENT!

Organizations in this 21rst century face numerous challenges as a result of increased demographics and diversity of the workforce. In this context, companies require an organized and strategic effort to use various human resource management practices, including acquiring employees, learning and development, performance management, and compensation to attract, retain, motivate, and develop highly skilled work-force.This research not only helps to explore the relationship between HRD in a Public and a Private organization, also it facilitates a framework to develop employee self-confidence and cheerfulness by a constructive work environment. Simultaneously, it is vital to depict the outcomes of two independent variables viz. Talent management and, Professional development towards its dependent variable, HRD. It highlights on the employee perception about working conditions of the two companies, which is a fundamental factor for the leadership skills, employee commitment, high performance work systems, and the necessity of socio-technical systems. Accordingly, the study is concentrated at Kochi, Kerala, India, in the shape of ‘Comparative Analysis of HRD in a Public and a Private’ (quantitative and qualitative analysis) with a focus on the Plant level workers and the Managerial staff (stratified proportional sampling) with a sample size of 481 and 475 from both companies. Furthermore, it has been statistically verified that two factors show a positive relationship with HRD. Along with this, it identifies the extent to which the HRD and its work-life factors are provided by the selected companies. &nbsp;The outcome of the survey has generated a relationship between dependent variable (HRD) and independent variables (work-life factors), different opinion in their HRD, their outlook about HRD and work-life factors with respect to demographic factors, personal satisfaction about their HRD, varying satisfaction level with respect to the demographic factors, and the influence of HRD variables in the selected companies.&nbsp

Measuring of job satisfaction: the use of quality of work life factors

PurposeBanking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.Design/methodology/approachThis study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) andχ2statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.FindingsThe results of the study show the presence of variance (R261.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.Research limitations/implicationsThe opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.Practical implicationsA planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.Originality/valueThe paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.

Emotional Intelligence and Quality of Working Life at Federal Institutions of Higher Education in Brazil

People have prioritized even more the quality of life in the most diverse places of work. Quality of Working Life (QWL) can be analyzed from some indicators and factors that help to evaluate the workplace and the people who work on it. In addition, the personal characteristics also interfere in the QWL perception level. In this context, in this article, the objective is to analyze the emotional intelligence (EI) and Quality of Working Life factors in the professors’ work at federal institutions of higher education in Brazil. The data were collected by a questionnaire composed of scales to identify some variables of individual differences and QWL factors. The survey instrument was sent via Survey Monkey to university professors from 16 federal higher education institutions in the Southeast, Midwest, and Federal District. Once downloaded, the data were analyzed using SPSS software version 21. After the analysis, it is realized that EI can be analyzed from five components: well-being, self-control, emotionality, sociability and emotions recognition. It was observed that there are significant correlations between Emotional Intelligence and QWL factors. Furthermore, there are significant relations between the life events, EI and QWL factors.