Organizational Work Life Research Articles

The Effect of Perceived Organizational Support and Work Life Balance on Employee Job Loyalty at PT Alamjaya Wirasentosa

Human resources are a supporting factor in achieving organizational goals and also the most valuable asset in the organization. Good human resource management will be advantageous to the business. Human resources have a very important role in the wheels of industry and organization because human resources are the main driving force for all resources in an industry and organization. This study's research methodology is quantitative research with an associative approach. Sampling was done through simple random sampling technique with 68 respondents as samples. The investigation's findings demonstrate that the variables of perceived organizational support and work life balance have a significant effect on employee job loyalty and all independent variables simultaneously affect employee job loyalty. The coefficient of determination test shows that there is a fairly close relationship between perceived organizational support and work life balance on employee work loyalty with an R value of 0.653. Through the adjusted R square value, it is also recognized that the variable between perceived organizational support and work life balance contributes 40.9%, to the remaining employee work loyalty variable of 59.1% which is influenced by other variables not discussed in this study.

Investigating the Relationship between Organizational Happiness and Quality of Work Life in Teaching Hospitals of Yazd in 2023

Background: A healthy organization is a place which is productive, capable, and efficient enough to deal with the competitive world. The quality of work life is important, not only to improve life at working environment but also the life outside work place; there the present study examines the relationship between organizational happiness and work life in teaching hospitals in Yazd city in 2023.
 
 Methods: This cross-sectional study was conducted in the form of a multi-stage random sampling on 215 people and among the personnel of teaching hospitals in Yazd city. Data collection tool included two standard questionnaires regarding an organizational happiness and the quality of work life. Data were analyzed using descriptive statistics and independent t-student test, one-way ANOVA and Pearson's correlation coefficient test with SPSS 26 software.
 Results: The findings indicated that there was no significant relationship between organizational happiness and any of the demographic variables. In addition, only the education variable (p = 0.011) had a significant relationship with the quality of life variable. Pearson's correlation test also showed that there was a positive and significant relationship between all the components of organizational happiness and the quality of work life.
 Conclusion: According to the results of this study, it is necessary for managers and officials to consider organizational happiness and its important components in organizations by adopting appropriate strategies and providing necessary conditions for its promotion.

Pengaruh beban kerja perceived organizational support dan work life balance sebagai prediktor turnover intention di cv tirta fertindo pratama

Examining the problems in CV Tirta Fertindo Pratama, which has a high employee turnover rate so this research was conducted. This study uses a quantitative approach with four variables: Workload, Perceived Organizational Support and Work Life Balance are independent variables, while Turnover intention is the dependent variable. All employees of CV Tirta Fertindo Pratama, a total of 119 people, were used as respondents in this study. This study shows that each independent variable affects its dependent variable. The decision was: (1) workload has an influence on turnover intention, meaning more workload can make turnover intention increase; (2) Perceived Organizational Support has an influence on turnover intention, meaning more organizational support will reduce turnover intention; and (3) Work-life balance has an effect on turnover intention, meaning that more life balance will reduce turnover intention. (4) Workload, Perceived Organizational Support and work life balance simultaneously have an influence on turnover intention

Quality of Work-Life and Employee Job Satisfaction in Nepalese Organizations

The purpose of this study is to explore and examine the factors of quality of work life in different organizations in the context of Nepal. In this study, causal comparative research design is used to determine the causes and consequences of selected variables. Information is gathered from 422 staff working in different organizations in different sectors of work and job positions using a set of structured questionnaires. For the analyses, mean, standard deviation, f-test, and multiple regression are used. The study revealed that career development and growth, empowerment and teamwork are found to be statistically significant

Pengaruh Budaya Organisasi dan Work Life Balance terhadap Kinerja Pegawai (Studi pada Wanita Pekerja di Jawa Timur)

This research was conducted with the aim of analyzing the influence of organizational culture and work life balance on the performance of female employees in the East Java region. Data collection was carried out by observing and distributing questionnaires. The sampling technique in this study used purposive sampling with the criteria of women working in the East Java region. The number of samples used was 100 respondents who were working women in the East Java Region. The analysis tools used are multiple linear analysis test, coefficient of determination test, and hypothesis test. The results of this study indicate that: 1) organizational culture variables partially have a significant effect on employee performance, 2) work life balance variables partially have a significant effect on employee performance, 3) organizational culture and work life balance variables have a simultaneous effect on employee performance.

How felt obligation and organization engagement mediate the relationship between perceived organizational support and work life balance amid COVID-19 pandemic: empirical evidence from emerging countries

How felt obligation and organization engagement mediate the relationship between perceived organizational support and work life balance amid COVID-19 pandemic: empirical evidence from emerging countries

The Relationship Between Perceived Workload and Perceived Organizational Support and Work Life Balance Among Electronic Service Employees in Bojonegoro

This research aims to determine whether there is a relationship between perceptions of organizational support and perceptions of workload and work-life balance among electronic service employees in Bojonegoro. A quantitative approach was used in this research. The sampling technique used was saturated sampling using electronic service employees in Bojonegoro who were tasked with handling electronic service in workshops and on call, totaling 30 employees. The instruments used in collecting data were a scale of perceptions of organizational support, a workload scale, and a work-life balance scale, which were presented in the form of a Likert scale. Hypothesis testing the data analysis method used is the multiple correlation test using SPSS 22 software. Based on the results of the analysis, it can be seen that the significance value (p value) is 0.002 with a significance level of 0.05. So, it can be concluded that p < 0.05. From the calculation results, the calculated F is obtained at 5,881. The F table value with three variables and N=30 respondents obtained a value of 3.316. So that F count > F table. Thus, it can be concluded that one research hypothesis can be accepted, namely that there is a relationship between perceptions of organizational support and perceptions of workload and work-life balance. At the correlation coefficient level, it is known that this research has a correlation coefficient value that is included in the moderate relationship level, namely 0.551. This means that there is a relationship between perceived organizational support, perceived workload, and work-life balance.

ORGANIZATIONAL SOCIALIZATION AND WORK LIFE BALANCE AMONG IT EMPLOYEES

Work-life balance and Organizational socialization were very important for an employee.When a person was able to maintain a proper work life balance in the organization the person will feel actually motivated and the job performance will be good which will be beneficial for the organization.According to the variables, the literature review was added. For organizational socialization “The Organizational Socialization Inventory”by Robert J.Tamorina (2004) the resulting inventory had a total of 20 items,with five items composing each of the four subscales.Another scale by Hayman (2005) work life balance consists of 15 statements about work life balance. For this study the sampling design was purposive sampling,the data was taken with the help of Google Forms.For statistical techniques,Pearson Correlation,and students' t-test were used.The findings showed that there is a significant relationship between Organizational Socialization and Work Life Balance among IT employees.In the student's t-test, it showed that there is no significant difference between males and females in Organizational socialization.Work life balance also, shows that there is no significant difference between males and females.Future workplaces will be influenced by this study

Employee Engagement: Strategies for Reducing Turnover Intention at Mosque Marbot

This study aims to obtain clarity about the Perceived Organizational profile Support and Work Life Balance profiles, turnover intention profiles, marbot Mosque employee engagement profiles, as well as obtaining clarity on the relationship between Perceived Organizational Support and Work Life Balance to turnover intentions through marbot masjid employee engagement. The research method used is the Explanatory Survey Method, the object of this research is all marbot Mosques in East Banjarmasin District, then a sample is drawn and gets as many as 63 respondents who are represented by each mosque in North Banjarmasin District. Analysis using Partial Least Square (PLS). The results showed that Perceived Organizational Support partially had a significant effect on employee engagement and turnover intention, Work life Balance partially had a significant effect on employee engagement and turnover intention, Perceived Organizational Support and Work life Balance simultaneously had a significant effect on turnover intention through employee engagement. The results of this study are important for takmir masjid and marbot masjid to understand and create a strong relationship between the two so that marbot masjid 's desire to move or stop working can be reduced.

Individual and Organizational Correlates of Morale Among Workers in a Youth and Family Court Agency

Morale is an important feature of organizational work life; however, few studies in criminal justice settings consider measuring morale in organizational surveys, nor how morale might link to other employee characteristics, like personal attitudes. The current study surveys 180 workers in a youth and family court setting to examine the relationship between morale and organizational- and individual-level factors. Survey results reveal positive feelings of morale overall; however, interaction effects suggest that type of staff and attitudes toward punishment impact morale, providing evidence that morale is a context dependent construct. By reconsidering dimensions of morale and situating it within a joint custodial and community supervision agency context, we contribute to the growing literature on organizational behavior in the youth justice setting.

Effect of Quality of Work-Life on Employee Morale with Organizational Commitment as a Mediation Variable in a Food Company

Good management of human resources in the company is one form of investment to increase competitive competitiveness. PT. Ital Fran's Multiindo Food Industries is one of the companies that is experiencing competitive pressure and problems with employee morale. This study aims to analyze the mediating role of organizational commitment on the effect of work life quality on employee morale. This research was conducted at PT. Ital Fran's Multindo Food Industries, with a sample of 55 people determined by saturated sampling. Data was collected using interviews and surveys, while the instrument of this research was a questionnaire measured by a Likert scale. The data analysis technique used in this research is path analysis with SPSS 25.0. The results of this study indicate that work life quality and organizational commitment have a positive and significant effect on employee morale. Work life quality also has a positive and significant effect on organizational commitment. Organizational commitment mediates the relationship between work life quality and employee morale. The implications of this research theoretically support the findings of previous studies. Practical implications for PT. Ital Fran's Multiindo Food Industries are to maintain employee morale by maintaining organizational commitment and work life quality of its employees.

Impact of HRM on organizational performance and work life balance in small scale industry

Today's business environment is fiercely competitive, and running a company has grown more difficult than ever. As more businesses have realized that a "happy worker is a productive worker," they have begun to search for ways to improve the workplace. Many companies have adopted various work-life programmes to assist employees in improving their quality of life at work. The quality of one's professional life has a significant impact on one's overall quality. People's quality of life improves as a result, and vice versa. It has been regarded as both a means and an end in itself. The purpose of this exploratory study is to provide a brief overview of work-life balance, its importance to organizations, and the numerous developing practices/initiatives related to it. The new study draws on a wealth of knowledge about the idea and practice of work-life balance gleaned from a comprehensive literature review. The findings show that, in today's dynamic organizational circumstances, work-life balance is critical for both the organization and its workers. It assists the company in increasing production, efficiency, competitiveness, and morale, and so gaining a competitive advantage.

ANALISIS PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN WORK LIFE BALANCE TERHADAP KINERJA PEGAWAI KANTOR PERWAKILAN BANK INDONESIA PROVINSI RIAU

This study aims to analyze the influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This research method is quantitative. The population in this study is the entire number of employees at the Representative Office of Bank Indonesia, Riau Province. The sampling technique in this research is using saturated sampling so that the number of samples is the same as the total population of 40 people. Analysis of the data in this study using multiple linear regression using a computer program. The results showed that there was an influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This study provides recommendations to the Representative Office of Bank Indonesia Riau Province to improve employee performance from indicators of innovation made by employees at work and indicators of employee development in addition to organizational culture that still needs to improve attitudes towards risk, action orientation, and power discance, on leadership variables it is necessary to paying attention to indicators of participation in decision making, and showing concern or interaction with the team, as well as on work life balance variables in almost all indicators such as work interfering with personal life, personal life interfering with work, satisfaction with work balance and improvisation of effectiveness at work.

Ontological Security in Times of Global Transformations? Bureaucrats' Perceptions on Organizational Work Life and Migration

Processes of globalization have accelerated over the last decades with profound consequences at the individual and societal level. This article discusses the repercussions of global changes in welfare organizations. In this context, migration is often portrayed as the main cause of the multiple insecurities caused by global transformations. It is examined how ontological insecurity caused by global transformations influences individuals and how these influences manifest themselves in the working life of bureaucrats. The aim is to explore how bureaucrats express themselves regarding their work with migrants and about migration in general and how we can understand these perceptions. A sample of 130 open‐ended responses that were part of a nationwide survey directed towards bureaucrats from two of the main Swedish welfare institutions was analyzed through systematic content analysis. The results show that bureaucrats use different identity strategies, namely, retreatism in the form of distancing oneself, essentialism in the form of resentment towards migrants, and engagement in the form of mutual dialogue. These strategies are used to handle uncertainties and overcome complexities not only as professionals in their work life, but also as private individuals.

Psikolojik Güçlendirme Bağlamında Örgütsel Desteğin İş Yaşam Kalitesine Etkisi

The purpose of this study is to examine the mediator role of psychological empowerment in the effects of organizational support provided by organization managers to employees on employees’ work life quality. In alignment with this purpose, the variables of “organizational support” and “work life quality” were used. Organizational support refers to employees’ perceptions of being values by their organizations and thus, the understanding of their organization takes employee well-being and interests into consideration while “work life quality” refers to an emotional outcome of employees’ evaluation of their jobs and the work environment they are in. In addition to these two variables, “psychological empowerment” which refers to employees’ psychological state on having control of employees on their jobs, was included as the mediator variable in the study. In the study, the data were collected from 242 administrative staff working in a state university through a survey instrument and analyzed with structural equational modelling. The results showed that organizational support has positive effects on work life quality and psychological empowerment. Similarly, a positive relationship was found between psychological empowerment and work life quality. Additionally, a mediator role of psychological empowerment on the interaction between organizational support and work life quality was identified.

The Effect of Organizational Climate on Quality of Work Life With Job Stress as a Mediation Variable

The sample used is the employees of the Bank Indonesia Representative Office of Bali Province, amounting to 70 respondents with sample collection techniques using a sampling census. This study uses PLS (Partial Least Square) analysis techniques. The results of the study found that the organizational climate has a positive effect on quality of work life. Job stress has a negative effect on quality of work life. Organizational climate has a negative effect on job stress, and job stress as a mediator has a significant effect on organizational climate relations and quality of work life. The implications of this study indicate that employees need quality of work life in organizations where it is necessary to consider the prevailing working hours to be in accordance with the legal standards that have been validated, so that employees are able to create synergic relationships between work and other environments. Furthermore, the organization's climate also needs to be considered by the organization in order to fulfill a conducive working atmosphere where organizational support needs to be built, clarity of work, self-expression, making contributions, awards and finally the challenges in the organization. Keywords: Organizational climate, job stress, quality of work life DOI : 10.7176/EJBM/11-24-03 Publication date : August 31 st 2019

Is maternal labor market re-entry after childbirth facilitated by mothers’ and partners’ flextime?

How do national-level work–life balance policies shape the role of flextime in maternal labor market re-entry after childbirth? It is well known that such policies influence the adoption, provision, and support of flexible work arrangements by organizations, but whether they shape the relevance of these arrangements for workers has been neglected in past research. This article analyzes whether mothers’ and partners’ flextime facilitates maternal labor market re-entry after childbirth in Germany, where family policy reforms have been implemented in the last two decades. Event history analysis based on German Socio-Economic Panel (SOEP) data from the years 2003–2013 revealed that mothers were more likely to re-enter the labor market if they had used flextime before childbirth. However, this effect existed only before the implementation of family policy reforms, namely the introduction of parental leave in 2007 and the expansion of public childcare. Moreover, the use of flextime before childbirth did not encourage mothers to maintain previous work hours (the legal right to work part time has existed in Germany since 2001). Partners’ use of flextime before childbirth was found to be less relevant for mothers’ return to work after childbirth. The analysis indicates that generous national-level work–life balance policies can diminish the effectiveness of organizational work–life balance policies for mothers’ employment behavior.

Relationship between Organizational Work Life Balance Factors and Executive Employee’s Performance in Selected IT Organizations in Sri Lanka

Work Life Balance is a challenging concern among many employees. The main purpose of this study was to explore the experiences of IT executives of organizational work life balance factors and to observe the relationship between those identified organizational work life balance factors and employee’s performance. The conceptual framework was developed based on the Social Exchange Theory presented by Thibaut and Kelly (1959). To achieve the main purpose, three hypotheses were developed and tested. Hypothesis testing was chosen as the type of study and it was conducted in non-contrived setting. The study was cross-sectional in time, and primary data were collected by using convenient and random sampling. The sample size of this study was 223 executives who are working in leading Information Technology organizations in Sri Lanka. The unit of analysis was at individual level. Preliminary analysis was performed to test normality, validity and reliability. Findings of the analysis disclosed that all considered organizational work life balance factors significantly and positively related to the employee performance. Among all the relationships, work life balance policies had a weak relationship with employee performance. As per the results obtained via the analysis, this study provides valuable insights to managers, policy makers and others regarding the importance of organizational work life balance factors. This study mainly focused on organizational work life balance factors than other factors such as individual and environmental factors. This was the major limitation of the study and it can be suggested for future studies to conduct research covering those factors. Key Words: Employee Performance, Information Technology, Organizational Work Life Balance Factors

Organizational Work–Life Policies and the Gender Wage Gap in European Workplaces

Many organizations in Europe offer work–life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work–life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work–life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

Quality of Work Life of Officers in Local Administrative Organizations in Khao Kho District, Thailand

Human is considered to be the crucial resource of organizations. The driving of the organizations in their full potentials depends on how well officers are managed to have a happy and better life as well as a good quality of work life. This research aims to study 1) the extent of officers’ satisfaction in quality of work life and 2) the difficulties and needs in developing officers’ quality of work life in local administrative organizations. The participants were 216 officers. The questionnaire was employed to gather the data. For the qualitative study, 7 officers in Nong Mae Na subdistrict administration organization participated in the interview. The quantitative data was computed by using percentage, means, and standard deviations while the qualitative data was analyzed by the descriptive methods. The research findings revealed that officers in the local administrative organizations considerably rated their high satisfaction on the following aspects: 1) safe and healthy working condition; 2) opportunity to growth and security; 3) opportunity to use and develop human capacities; 4) social integration in the work organization; 5) constitution in the work organization; 6) work and total life span; and 7) social relevance of work life, and another aspect that was rated as moderate was an adequate and fair compensation. The results also indicated that the local administrative organizations should be improved their promotion evaluation procedures, and promoted the unity activities as well as to encourage the officers to participate in the training which could lead to the career growth and progress.