Work Life Factors Research Articles

Unequal Ground: Gender Disparities at Work Life in the Construction Industry

This research intends to explore how gender impacts different aspects of the quality of work life, emotional intelligence, and the work–family interface among professionals in the Indian construction industry. This study employs quantitative methodology using a questionnaire survey. The questionnaires were circulated to 900 construction professionals, and 724 valid responses were received, resulting in a response rate of 80.44%. The data were analyzed using descriptive analysis and independent sample t-Tests. The independent samples t-Test revealed significant (p < 0.05) gender disparities in various quality of work life factors, emotional intelligence, and work–family interface. Males had a more positive perception of career growth, management, and the working environment. In contrast, females experienced higher job satisfaction, work commitment, personal satisfaction towards their workplace and personal life, a higher work–family interface, and a better work–life balance. Females also experienced a higher level of physical exhaustion and had a higher level of emotional intelligence, while males experienced a higher level of mental exhaustion. There were no significant gender differences in satisfaction towards remuneration and fringe benefits, work culture, or the level of psychological exhaustion. The findings suggest that construction industry organizations could implement policies and practices that promote equal opportunities, provide support for work–family integration, and foster a culture of emotional intelligence. This research adds to the current body of knowledge by igniting novel empirical proof of gender-based differences in the Indian construction industry. It highlights the importance of addressing these disparities to improve the quality of work life, emotional intelligence, and work–family interface among professionals in the industry.

Evaluating the influence of work environment on job satisfaction: Data analysis in the banking sector using structural equation modeling

In today's rapidly evolving work environment, understanding the intricate web of factors influencing job satisfaction is paramount to fostering employee well-being and organizational success. This research employs structural equation modeling (SEM) to analyze the effects of various workplace factors on job satisfaction in the organizational context of the banking sector in the state of Andhra Pradesh, India. This study examined the relationships between job satisfaction and career growth and development, motivation, and compensation, the nature of the job, quality of work life (QWL) factors, relationships and support, safety and welfare, and work factors. This study analyzed the relationships among job satisfaction, employee engagement, internal branding, and emotional commitment in the banking industry. The findings reveal that internal branding directly impacts employee engagement, job satisfaction, and commitment. Employee engagement positively affects job satisfaction and affective commitment, with job satisfaction mediating the relationship between employee engagement and affective commitment. Furthermore, internal branding directly affects job satisfaction and emotional commitment. Investments in internal branding can enhance job satisfaction, employee engagement, and commitment. The study establishes construct reliability and validity, including discriminant validity. The analysis also explored the mediating role of QWL factors in these relationships. The findings indicate that specific workplace factors significantly impact job satisfaction, with QWL factors mediating some of these effects. This research offers valuable insights for organizations pursuing improved employee job satisfaction and well-being.

Key factors for sustainable working conditions in emergency departments: an EUSEM-initiated, Europe-wide consensus survey.

Modern emergency medicine (EM) is a complex, demanding, and occasionally stressful field of work. Working conditions, provider well-being, and associated health and performance outcomes are key factors influencing the establishment of a sustainable emergency department (ED) working environment. This multinational European Delphi survey aimed to identify unequivocal major factors for good and poor ED working conditions and their possible effects on health care provider well-being. A total of 18 experts from six European countries (Belgium, Finland, Germany, Italy, Romania, and the UK) covering three different hospital sizes (small, medium, and large) in their respective countries participated in the two-round Delphi survey. All panelists held leadership roles in EM. The first step involved conducting an extensive literature search on ED working conditions. The second step involved the first Delphi round, which consisted of structured interviews with the panelists. The survey was designed to obtain information concerning important working conditions, comments regarding work-life factors identified from the literature, and ratings of their importance. Interviews were transcribed and analyzed following a standardized protocol. In the second Delphi round, experts rated the relevance of items consolidated from the first Delphi round (classified into ED work system factors, provider health outcomes, and ED work-life intervention approaches). A nearly unequivocal consensus was obtained in four ED work condition categories, including positive (e.g. job challenges, personal motivation, and case complexities) and negative (e.g. overcrowding, workflow interruptions/multitasking, medical errors) ED work conditions. The highly relevant adverse personal health events identified included physical fatigue, exhaustion, and burnout. Concerning intervention practices, the panelists offered a wide spectrum of opportunities with less consensus. Work system conditions exert positive and negative effects on the work life of ED providers across Europe. Although most European countries have varying health care systems, the expert-based survey results presented herein strongly suggest that improvement strategies should focus on system-related external stressors common in various countries. Our findings lay the scientific groundwork for future intervention studies at the local and systemic levels to improve ED provider work life.

The Work-life Check-ins randomized controlled trial: A leader-based adaptive, semi-structured burnout intervention in primary care clinics

BackgroundBurnout in primary care undermines worker well-being and patient care. Many factors contribute to burnout, including high workloads, emotional stress, and unsupportive supervisors. Formative evidence suggests that burnout might be reduced if clinic leaders hold quarterly and brief (∼30 min) one-on-one check-ins with team members to acknowledge and address work-life stressors (e.g., schedules, workflow breakdowns, time off requests). This paper describes the intervention protocol for a randomized controlled trial (RCT) designed to evaluate the effectiveness and process of the check-ins in reducing burnout among primary care professionals. MethodsTwo-arm RCT conducted at 12 primary care clinics of a healthcare system in the Pacific Northwest. Six clinics received an adaptive design, semi-structured intervention, including predefined training modules with evidence-based tactics to reduce burnout through the check-ins, followed by clinic-specific feedback sessions prior to offering and conducting quarterly leader-employee check-ins. Six clinics were randomized as waitlist controls. Burnout was measured using the Maslach Burnout Inventory (MBI) at baseline and at the 12-month follow-up. Secondary outcomes include organizational constraints, psychological safety, and supervisor support. Multilevel modeling and qualitative methods were applied to evaluate the effects and process of the intervention. ConclusionBy focusing on modifiable work-life factors such as stressors and supervisor support, the check-ins intervention aims to reduce burnout rates among primary care professionals. Findings from this trial will shed light on the conditions upon which check-ins might reduce burnout. Results will also inform policies and interventions aimed at improving mental health and well-being in primary care settings.ClinicalTrials.gov: ID NCT05436548

Proposal for measuring the impact of the quality of work life on business competitiveness: expert panel method

Objetive. Validate an instrument for determining the quality of work life factors that affect business competitiveness, taking several companies in the industrial sector as a case study through the Content Expert Panel method. Methodology. The research approach is quantitative, the aim is to contrast the theory found with the empirical evidence in the field. As the research developed, 3 research techniques were used in order to comply with methodological rigor: 1) Documentary technique. Reference materials: books, database, techniques and studies. 2) Bibliographic technique. Those used as support were: bibliographic and electronic files. 3) Field Technique, structured interviews for the Expert Panel. Contribution. In the literary review, it was found that there is statistically significant evidence on how improving the quality of life of the members of the organization has a direct impact on its performance, which is why, the better the quality of life, the employees can become more competitive. For future research, other validation techniques of the proposed instrument could be implemented, as well as the analysis of other theories related to quality of life and competitiveness.

An interdisciplinary study of quality management and human resource management using quality of work–life factors

PurposeInterrelationships among some common factors of human resource (HR) management and quality management are still unexplored. Changes in work patterns due to the Covid-19 pandemic have aroused interest in some of these factors, such as working-hours, work pressure, work–life balance practices, job satisfaction. The purpose of this study is to explore the interrelationships among such factors. Specifically, the influence of work hours, work pressure, job rotation and work–life balance on job satisfaction is evaluated both directly and under the mediating influence of working conditions.Design/methodology/approachA questionnaire-based survey was conducted in Indonesia among diversified organisations. A total of 432 responses were gathered, and they were examined using hypothesis testing and partial least square based structural equation modelling.FindingsThe study confirms the statistically proven impact of work pressure, job rotations and work–life-balance practices on working conditions. Job rotations, work–life balance practices and working conditions directly influenced job satisfaction. Work pressure did not influence job satisfaction directly, but it significantly influenced working conditions, which eventually affected job satisfaction. Working hours neither affected working conditions nor job satisfaction in a significant manner.Practical implicationsCovid-19 necessitated working from home, which is a peculiar work–life balance situation. The findings are helpful for organisations in planning strategies related to work–life-balance, working hours, multi-skilling, working conditions and other quality of work life factors in both regular working conditions and under Covid-19 conditions.Social implicationsThe proven influence of work pressure and work–life-balance practices may result in the formation of informal organisations, social groups and increased social networking. As working hours are not diagnosed as an influencing factor for job satisfaction, organisations may think about increasing them, affecting the social fabric of the working community.Originality/valuePreviously unexplored interrelationships among various quality of work life factors are established. Under Covid-19 circumstances, factors such as working hours, work–life-balance and work pressure are investigated in a novel manner. The factors and their interrelationships are important to both quality management professionals and HR professionals.

A Descriptive study on effect of work life factors on personal and social life of workforce at Hyderabad Police Division”

WLB plays a very important role in directly affecting the personal and work life of the employees and indirectly affects the productivity of the organization. Work pressure and increasing stress up on the police in the modern days has been identified as the cause for the problems at work and personal life. Some of the problems identified were stress related diseases, less productivity, work conflict with family engagements, inadequate time spent with the children etc. The study is an attempt to identify some of the causal factors which will till to the work life balance because identification will enable us to plan strategies to manage balance.
 The police men and the police stations chosen are through simple random method the sample includes police men working in Hyderabad police stations with an experience of 3 to 4 years in their respective field located in Hyderabad. Hyderabad is the fast growing area in India with large number of police stations catering service not only the Hyderabad people but also to different places of Telangana like cyber-crimes, white color offences etc. Hence it was felt worth studying work life balance of the critical police work force of this Hyderabad unit. The main sample comprised of 110 policemen and was collected in the year 2022.The selection of police stations and policemen from the police stations was as per the criteria of statistical sample selection. The tools which would be administered are two 1) Personal data schedule 2) Interview schedule

Quality of Work Life of Private Banking Sector in Kerala Based on the Fee Based Modern Banking Services

At present modern banking services, particularly fee-based services, is an unavoidable part of the banking business ensuring a significant income for banks with little capital outlay. It is accomplished through the efficient use of manpower within a bank. They are now being considered in the performance evaluation of bank branch managers in the private sector. A study carried out to determine effect of including fee-based modern banking services in the performance target on the quality of work life of private sector bank branch managers in Kerala. It should be noted that the modern fee-based services targets have a significant impact on their satisfaction, commitment, and productivity. This study investigates the effect of modern banking services on the quality of work life of bank employees in Kerala's private sector and to identify the quality of work life factors most influenced by the inclusion of fee-based banking services in the targeted performance.

Examining the relationship between the Role of Personality Traits and Work-Life Balance

The aim of the paper is to analyse the significance of work life balance factors of IT Sector of NCR on the basis of their personality traits.This study is based on primary method of data collection.. Data was collected through questionnaire method of 350 employees working inIT sector. Questionnaires was based on demographic characteristic, work- life factors and personality traits. First the Big five Personlitytraits were analysed, then ANOVA was used to measure significance between BFP and work-life factors. Results suggest thatagreeableness were the most balanced one trait while other traits faced challenges and conflict in managing work and life. Secondly in theanalysis it was determined that there was significant relation between personality and work and life balance factors. This meanspersonality is one of the important factor that directly or indirectly affects work and life. This findings will help organization in managingemployee work-life interface for maximizing individual and organizational outcomes by knowing their personality trait. The study islimited to the only employees of NCR so results cannot be generalized.Keywords: Big five Personality (BFP), Work-life, work-family, personality, organization culture, work family conflict.

Differences in self-perception of productivity and mental health among the STEMM-field scientists during the COVID-19 pandemic by sex and status as a parent: A survey in six languages.

The COVID-19 pandemic has caused unprecedented challenges for working conditions for scientists, but little is known for how the associations of these challenges with scientists' mental health and productivity differ by sex and status as a parent. This online survey study in six languages collected data from 4,494 scientists in Science, Technology, Engineering, Mathematics, and Medicine fields across 132 countries during October-December 2021. We compared the type of challenges for work, changes in work hours, and perception in productivity during the pandemic by sex and status as a parent (children <18 years living at home). Regression analyses analyzed the impacts of changed working conditions and work-life factors on productivity and mental health. We found that the percentage of participants with increased work hours was the highest in female participants, especially without children. Disproportionately higher increases in work hours were found for teaching and administration in women than men and for research/fundraising in non-parent participants than parent participants (p-value<0.001). Female participants were more concerned about the negative impacts of the pandemic on publications and long-term career progress, and less satisfied with their career progress than their male counterparts. There were differences in the type of institutional actions for the pandemic across study regions. The identified obstacles for work and home-life factors were associated with higher risks of experiencing depression, anxiety, and stress. Decision makers should consider the gender differences in the pandemic's adverse impacts on productivity in establishing equitable actions for career progress for scientists during pandemics.

Workplace stressors and PTSD among psychiatric workers: The mediating role of burnout.

Critical workplace events (e.g., assaults), chronic stressors, burnout, and work conditions all affect nurse well-being. The present study investigated associations among these sources of stress and posttraumatic stress disorder (PTSD) symptoms in psychiatric nurses, hypothesizing that burnout would mediate the paths between workplace stressors and PTSD. Surveys were completed by 611 psychiatric nurses or allied health staff working on inpatient units in three psychiatric hospitals. Participants reported on critical events and chronic stressors specific to providing psychiatric care and completed the Maslach Burnout Inventory (MBI), Areas of Worklife Survey (AWS) (work conditions), and PTSD Checklist for DSM-5. Data were analysed using structural equationmodelling. Burnout had a direct relation to PTSD symptoms and partially mediated the effect of exposure to critical events, but not chronic stressors, on PTSD symptoms. Chronic stressors related to patients' disturbing behaviour (e.g., flooding room, eating non-food items) had a direct effect on PTSD symptoms, but those related to resisting care (e.g., screaming constantly, physically resisting care) had no significant association. Worklife conditions had a negative direct effect on Burnout and indirect effect on PTSD, whereby participants reporting poorer alignment of work conditions with their expectations had higher Burnout and PTSD symptom scores. Different sources of workplace stress have different relations to PTSD symptoms, and Burnout has both direct and mediation effects. Interventions aimed at reducing patients' aggressive and disturbing acts and improving healthcare providers' burnout and worklife factors in hospitals may all be needed to reduce PTSD among psychiatric staff.

Working to leave or living to work?: Employees' quality work life factors and its impact on turnover intention

Working to leave or living to work?: Employees' quality work life factors and its impact on turnover intention

Mobbing as a professional risk factor (on the example of INRTU)

Currently, in labor protection, significant attention is paid to various aspects of the psychological climate in production, namely industrial stress, physical and psychological cruelty, balance between work and private life, psychological and organizational factors affecting the labor productivity. Under stress conditions, humans have disturbed sleep, poorly coordinated movements, they are unable to make decisions, and the efficiency of their labor activity decreases. The study aims to identify the level of mobbing on the example of Irkutsk National Research Technical University staff and develop recommendations for reducing the level of mobbing on the university staff. There are two types of mobbing: vertical (bossing), when psychological terror comes from the leadership and horizontal - when it comes from colleagues. The study was conducted using the methods of questioning, analysis and comparison. The results of the mobbing survey in the staff environment, diagnostics of the mental and motivational states of teachers, as well as methods for assessing the psychological atmosphere are presented. It was established that in some departments elements of mobbing are manifested. Staff aged 36-45 mainly react to the mobbing. Practical recommendations for preventing mobbing were suggested. They include the need to inform the staff of long-term university development goals, the availability of job descriptions, the possibility of career development and an even distribution of responsibilities and teaching load.

Working to Leave or Living to Work? A Study on DCLC Employees' Quality Work Life Factors and its Impact on Turnover Intention

Working to Leave or Living to Work? A Study on DCLC Employees' Quality Work Life Factors and its Impact on Turnover Intention

The Influence of Quality Work Life Factors on Job Satisfaction and Its Implication on Employees Performance at Dinda Jatiuwung Tangerang Hospital

This research aims to find out the partial and simultaneous influence of career development, occupational safety and health, compensation for job satisfaction at Dinda Jatiuwung Tangerang Hospital, to find out the partial influence between job satisfaction variables on employee performance at Dinda Jatiuwung Tangerang Hospital. The method used in this study uses multiple linear regression analysis and simple linear regression, the population in this study is an employee at Dinda Hospital, Tangerang as many as 359 employees, the sample will be calculated using the slovin formula. So the sample in this study is employees at Dinda Hospital, Tangerang as many as 189 employees who will be used as respondents to fill out questionnaires. The results stated that career development variables affect job satisfaction. Occupational safety and health variables affect job satisfaction. Compensation variables affect job satisfaction. Variables of career development, occupational safety and health, compensation have a simultaneous effect on job satisfaction. Job satisfaction variables affect employee performance.

Can They Stay or Will They Go? A Cross Sectional Study of Managers' Attitudes towards Their Senior Employees.

A larger amount of older people need to participate in working life due to the global demographic change. It is the employer, through the manager, who enables employees to have access to measures in the workplace that facilitate and enable a sustainable extended working life. The aim of this study was to evaluate work life factors associated with managers believing their employees can work versus wanting to work until age 65 or older. This cross-sectional study included 249 managers in the Swedish municipality sector. Logistic regression analysis was used to investigate associations between different univariate estimates and in data modelling using the SwAge-model. The result stated that 79% of managers believed their employees ‘can’ work and 58% of managers believed their employees ‘want to’ work until age 65 or older. Health, physical work environment, skills and competence are associated the strongest to managers believing employees ‘can’ work until age 65 or older. Insufficient social support at work and lacking possibilities for relocations associated the strongest to managers believing employees would not ‘want to’ work until age 65 or older. Though, several countries (especially in Europe) have included in their social policy measures that retirement age be increased after 65, proposing ages approaching 70. When these proposals become laws, through obligation, people will have no choice (if they want to or if they can continue working). However, people’s attitudes to work may be different (especially after the COVID-19 pandemic), and this analysis of the participating managers’ attitudes showed there is a difference between why employees ‘can’ versus ‘want’ to work respectively. Therefore, different strategies may be needed to contribute to employees both being able to and willing to participate in working life until an older age. These findings on managers’ perspectives, regarding whether they believe employees would be able to versus would want to work and the SwAge-model, will hopefully contribute to an increased understanding of organisational actions and measures in the process of creating a sustainable extended working life and to increase senior employees’ employability.

Gender Differences in the Impact of Worklife on Executives’ Psychological Health

&lt;bold&gt;The Impact of Worklife on Executives’ Psychological Health Purpose:&lt;/bold&gt; This is the first scientific research studying the impact of worklife factors on executives’ psychological health by gender. The study has a particular focus on the factors of ‘Community’ and ‘Work-life balance’. &lt;bold&gt;Design:&lt;/bold&gt; Survey data were collected from N=481 senior executives to measure seven worklife factors and psychological health. Standardized regression analysis was performed for each worklife in a regression model predicting psychological health by gender. &lt;bold&gt;Findings:&lt;/bold&gt; Results showed significant differences between female and male senior executives in the profiles of seven worklife factors in terms of their relationship with psychological health. ‘Work-life balance’ was the strongest predictor of female executives’ psychological health, ‘Values’ for male executives’ psychological health. ‘Community’ showed similar levels of association for both women and men. &lt;bold&gt;Originality/value:&lt;/bold&gt; This research addresses the literature gap of large-scale, quantitative investigations into the psychology of senior executives. The results can be applied as a guide for organizational design, executive training and development programs accounting for differences by gender.

Work Life Factors and Job Satisfaction in Banking Sector of Nepal

Background: Quality of work-life is a progressive indicator relating to the sustainability of business where positively addressed job satisfaction and quality of work-life motivates employees to contribute to the organizational effectiveness and growth. The present study aims to extract the relationship between job satisfactions on the quality of work-life among the employees in Nepalese commercial banks. More specifically the study explores the extent of work environment and facilities, job security and safety, learning and development, leadership and employee's empowerment on job satisfaction. Methods: Adopting descriptive cum analytical research design this study was carried out from the Nepalese banking industry and targeted sample employees were drawn from the report of Nepal Rastra Bank 2019. Likert type structured questionnaire was designed to collect information from 150 commercial bank employees using simple random sampling techniques. Correlations and regression analysis were carried out to examine the relationship between and among the study variables with the help of SPSS. Results: The result of the study shows that there is a positive impact of job satisfaction on the quality of work-life of employees in Nepalese commercial banks. Moreover, the study reveals that working environment, learning and development, leadership and employee empowerment has relatively more impact on the quality of work-life than pay and job security aspects of the quality of work life. Conclusion: Job satisfaction and quality of work-life motivates employees to contribute to the organizational effectiveness and growth.

Work-life enablers for job satisfaction in healthcare: moderating role of organization type

PurposeThis paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.Design/methodology/approachThe study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.FindingsResults depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.Practical implicationsThe study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.Originality/valueThe study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.

Loneliness and Cyberloafing in the Time of COVID-19: A Psychological Perspective

Abstract Background The COVID-19 pandemic, which has affected the entire world, has driven countries into economic, social, and political uncertainty and has forced quite significant changes, especially in areas such as health, work, education, and social security. Social changes that are occurring as a result of the crisis include the restructuring of businesses and working styles and the shaping of work life along the new-normal axis. Many psychosocial risks such as conflict management, organisational relationships, communications problems, job satisfaction, stress, productivity, and performance are being redefined as the nature of jobs, job descriptions, employee competence, and ways of working are being recreated for a virtual environment. The importance of concepts related to work psychology such as loneliness, cyberloafing, digital mobbing, emotional resilience, psychological resilience, compassion, self-compassion, conscious awareness, design of habits, coping with loneliness, and coping with crisis is becoming apparent. Research aims The aim of this study is to examine cyberloafing and loneliness with its changing structure in terms of work psychology. In addition, the researchers and their results on cyberloafing and loneliness are discussed in terms of both sociodemographic factors and some variables of work life. Methodology The research method of critical analysis of literature on the subject of cyberloafing and loneliness was applied in this study. Common findings of secondary research were used in terms of work psychology. Findings The concepts of loneliness and cyberloafing, which have been evaluated in relation to different sociodemographic and work-life factors and whose mutual relations have been the subject of a very limited number of studies, are examined more intensively in the context of personal and organisational factors applicable to the technology-intensive future.