Quality Of Work Life Research Articles

Work stress and its influence on female performance: a systematic review

Introduction: work stress is a crucial factor that influences organizational performance, affecting both professional performance and quality of life at work; can affect workers' productivity, occupational health, and work-related well-being. This article aims to systematically analyze the influence of work stress on female performance in order to promote more equitable and healthy work environments. Methods: a systematic search was carried out in academic databases and was complemented with bibliometric techniques, selecting relevant studies that analyzed the relationship between work stress and female performance. Results: work stress negatively impacts female work performance, causing decreased productivity, greater job dissatisfaction, and physical and emotional exhaustion. In addition, it is evident that work stress is associated with occupational health problems, such as insomnia and anxiety. Organizational factors, such as the lack of balance between work and personal life and the absence of well-being policies, are fundamental in increasing stress in female workers. Conclusions: work stress has a significant impact on female performance, affecting both occupational health and quality of work life. Organizations must implement strategies for stress management, such as creating healthy work environments and promoting gender equality, with the purpose of improving the well-being of female workers and, in turn, optimizing their professional performance

The Relationship between Mental Workload and Job Satisfaction of Faculty Members with their Educational Performance

Introduction: Workload and job satisfaction are among the most influential factors affecting job performance. Therefore, this study aims to assess the cognitive workload and job satisfaction and their impact on the quality of education faculty members provide. Method: This study was conducted among 34 faculty members through a census. The NASA-TLX tool was used to assess cognitive workload, and a job satisfaction scale was employed to evaluate job satisfaction. Moreover, the training quality score was considered a criterion for assessing the educational performance of the participants. To determine the role of explanatory variables on the level of mental workload, multiple linear regression was used at a 95% confidence level. Result: The mean cognitive workload of faculty members was 52.94 ± 24.48. Efficiency and time demand scored the highest and lowest among the subscales of workload, respectively. Job satisfaction was 56.85 ± 27.61, with satisfaction with the department head and colleagues ranking highest and satisfaction with salary being the lowest in job satisfaction. The cognitive workload had a non-significant relationship with job satisfaction (P = 0.08, r = 0.56). However, the relationship between teaching quality and both cognitive workload and job satisfaction was not statistically significant. Conclusion: No significant relationship was observed between cognitive workload, job satisfaction, and teaching quality scores. However, it is recommended that measures be taken to improve the quality of work life for faculty members to enhance the quality of education they provide.

The Influence of Job Satisfaction and Quality of Work Life on Employee Performance: The Mediating Role of Organizational Commitment

This study examines the influence of job satisfaction (JS) and quality of work life (QWL) on employee performance (EP), with organizational commitment (JS) as a mediating variable at PT Asia Pacific Fibers Kendal. Through a quantitative approach, data were obtained from 211 employees of PT Asia Pacific Fibers Kendal. The test results indicate that JS has a non-significant positive influence on EP, while the QWL and OC have a significant positive influence. The findings suggest that OC mediates JS and QWL towards EP. This research provides an understanding of the factors and conditions of EP, JS, QWL, and OC at PT Asia Pacific Fibers Kendal and other stakeholders to enhance competitiveness and sustainability in the manufacturing industry. Future research is expected to be able to use supervisor/peer-rated questionnaire methods and generalize the ratio between males and females to strengthen previous research; it is expected to generalize the research findings

The Synergistic Effect of Job Satisfaction as A Mediator between Quality of Work Life and Organizational Commitment on Job Performance

The Synergistic Effect of Job Satisfaction as A Mediator between Quality of Work Life and Organizational Commitment on Job Performance

Перспективы развития традиционного хозяйства в контексте цифровой трансформации экономики арктического региона

Technological and digital equity remains an elusive goal for rural areas and agribusinesses operating in the Russian Arctic, where digitalization is still insufficient and progressing at a much slower pace compared to businesses in other regions of the country. At the legislative level, the role of digital technologies and the modernization of traditional farms (e.g., reindeer herding, fishing, etc.) has not yet been adequately assessed. The purpose of this study is to analyze the prospects for developing the traditional economy of small Indigenous minorities in the North in the context of the digital transformation of the Arctic economy. The scientific novelty of this study lies in examining the current use of digital technologies in northern reindeer husbandry, specifically in the Nenets Autonomous District. It explores factors affecting the digitalization of production processes and identifies promising areas for introducing new digital technologies to preserve and improve the efficiency of this economic activity. Using non-linear logit regression, the study reveals that the greatest risks to the availability of digital technologies on farms are linked to factors such as digital literacy, access to high-speed Internet, and the quality of equipment, while factors like access to transport and the age distribution of the workforce are less influential. The study also analyzes the digital technologies used by traditional farms, such as the Internet of Things (IoT), satellite communications, and digital platforms. It identifies promising directions for the digitalization of production management processes, including reducing economic risks associated with agrometeorological assessments, forecasting pasture conditions, automating processes, introducing additive technologies, enhancing communication, and improving the quality of life for workers on traditional farms.

The Relationship Between Nursing Work Environment and Breastfeeding Prevalence During Child Hospitalization: A Multicenter Study

Background/Objectives: Breastfeeding during pediatric hospitalization is often challenging, especially in a setting where nursing work environments can affect breastfeeding support. This study examines the relationship between nursing work environments and the prevalence of breastfeeding during child hospitalization, focusing on aspects such as nursing workload, stress levels, and quality of work life (QoWL). Methods: A cross-sectional multicenter study was conducted in Italian pediatric hospitals from October 2023 to January 2024. Each ward head nurse completed a form daily for 30 consecutive days to record the number of children breastfed. Nurses’ workload, stress, and QoWL were measured using validated self-report questionnaires. Multivariate regression was employed to examine the associations between organizational variables and breastfeeding prevalence. Results: A total of 256 nurses from low- and medium-intensity pediatric wards completed the survey (86.7% female, mean age = 39.2, SD = 9.96). Nurses reported low stress levels (M = 2.74; SD = 0.54) and a good QoWL (M = 3.03; SD = 0.50) despite high workloads (M = 3.34; SD = 0.95). The breastfeeding prevalence mean was 1.12 (SD = 1.38), which was highest in surgical units. Regression analysis revealed that higher breastfeeding prevalence was associated with nurses’ female gender (β = 0.17), clinical setting, and higher levels of nurses’ QoWL (β = 0.14) (R2 = 0.23; p < 0.001). Conclusions: To enhance breastfeeding support during child hospitalizations, healthcare policies should address workload management, stress reduction, and work–life balance. Future longitudinal research should expand to other clinical settings and include detailed patient data to understand these relationships.

Quality of Work Life’s Factors and Its Effect on Organizational Commitment of Workers in Da Nang City, Viet Nam

This research examines the impact of various factors on the quality of work life and their effects on employee commitment. The research model includes 8 factors and 19 hypotheses, developed based on theoretical foundations and empirical studies. The quantitative research involved 400 formal labors working in organizations in Da Nang city, Vietnam. The study processed and analyzed employee survey data using Smart PLS-4 software with the partial least squares structural equation modelling (PLS-SEM) method. The results indicate that four statistically significant factors impact the quality of work life: the workplace environment (WE, Beta = 0.276), the balance between personal and work life (PWB, Beta = 0.249), financial rewards and remuneration (FRW, Beta = 0.197), and job security and stability (JSS, Beta = 0.127). The results of the mediation analysis show that the quality of work life (QWL) mediates the relationships between job security and stability, financial rewards and wages, the work environment and the balance between personal life and work life in terms of organizational commitment (OC). Regarding the factors affecting organizational commitment (OC), job security and stability (JSS) have the greatest impact (Beta = 0.203), followed by financial rewards and wages (FRW) (Beta = 0.160) and participation (PA) (Beta = 0.110), in descending order of influence. These recommendations will assist organizations in designing effective welfare programs, enhancing the work environment, and developing human resource policies that foster employee engagement and reduce turnover rates.

A STUDY ON WORK LIFE BALANCE AND QUALITY OF WORK LIFE WITH REFERENCE TO PANTALOONS

The performance review is an important tool for enhancing the competence of both individuals and the Company as a whole. Quality of work has been applied in businesses to keep an eye on team Dynamics, employee advancement and organizational change for the sake of better productivity and Development of allstaff members. keeping employees, especially those who are valuable assets like Those with skills and experience, has become more difficult. An individual`s goal-directed actions are initiated, Directed, and maintained by their level of motivation. Quality of work and work life balance is the single most important factor in Whether or not an organization is successful at keeping its employees. Quality of work life Balance Standards are used in pantaloons company to evaluate workers, cultivate their competence, enhance their performance, and reward Personnel to motivate and keep them. This study focuses on the Quality of work and work life balance techniques already in use inside organization. They examine the Research done on Quality of work and work life balance and outcomes. Key word: balanced work life, quality of work life, promotion, employee performance.

The Moderating Role of Emotional Intelligence on the Relationship Between Nurses' Preparedness to Care for COVID-19 Patients and Their Quality of Work Life.

Emotional intelligence (EI) is increasingly recognized as a key factor in healthcare, where managing emotions is vital for job satisfaction, productivity, and interpersonal relationships. For nurses, particularly during the COVID-19 pandemic, EI plays a pivotal role in navigating emotional challenges and improving their quality of work life (QoWL). This study examined how EI moderates the relationship between nurses' preparedness to care for COVID-19 patients and their QoWL. A cross-sectional, correlational design was used, involving 267 nurses from various healthcare settings. Data were collected through the Emotional Intelligence Scale, the Quality of Nursing Work Life survey, and demographic questionnaires. The sample was predominantly female (94.4%), with a mean age of 37.47 years (SD = 8.09) and an average of 8.43 years of experience (SD = 6.33). Most nurses (87.3%) attended COVID-19-related workshops, with 76.4% feeling prepared to care for COVID-19 patients. Emotional intelligence levels were high, with 93.6% of nurses reporting good personal competence and 85.4% reporting good social competence. Descriptive results showed that 71% of nurses perceived their QoWL as good, while 29% rated it as fair. Pearson correlation analysis revealed significant positive correlations between both personal competence (r = 0.33, p < 0.001) and social competence (r = 0.34, p < 0.001) with QoWL, but preparedness to care for COVID-19 patients did not correlate significantly with either EI or QoWL. Hierarchical regression analysis demonstrated that, although nurses' preparedness alone did not predict QoWL (β = 0.034, p = 0.57), including emotional intelligence as a moderator explains 41% of the variance in QoWL. Both personal (β = 0.578, p < 0.001) and social competence (β = 0.665, p < 0.001) components of EI had significant buffering effects on the relationship between preparedness and QoWL. These findings suggest that fostering EI in nurses can enhance their resilience and improve their work life quality, particularly in high-stress healthcare environments like those experienced during the pandemic.

Enhancing organizational citizenship behavior using transformational leadership: Role of quality of work life

In today's dynamic landscape, organizations increasingly view organizational citizenship behavior (OCB) as a pivotal element in achieving their corporate objectives seamlessly. Effective leadership plays a critical role in shaping an organization's capacity as a learning entity, fostering enhanced adaptability to change and elevating OCB levels. This study aims to explore the direct and indirect impacts of transformational leadership (TL) on OCB, with a specific focus on the mediating role of quality of work life (QWL). The research involved a sample of 200 respondents from diverse industries across Central Java, Indonesia. Data collection was conducted through questionnaires, and the results were analyzed using Structural Equation Modelling (SEM). The findings reveal a significant and positive direct relationship between TL, QWL, and OCB. Additionally, the study's unique contribution lies in demonstrating that QWL serves as a partial mediator in the relationship between TL and OCB. The analysis underscores the importance of adopting transformational leadership approaches and introducing initiatives that enhance work-life balance to effectively boost OCB within organizations.

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

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

Quality of working life in remote platform work: a systematic review of a fragmented field of research

PurposeRevitalisation of quality of working life (QWL) research points to non-standard work such as remote platform work as a compelling setting where research on QWL is needed. Whereas the literature on working conditions in remote work platforms is rich, knowledge on the topic is fragmented. This systematic review aims to synthesize and integrate findings from existing literature to offer an encompassing and multidimensional understanding of QWL and the managerial practices linked to it in remote work platforms.Design/methodology/approachA systematic review of 24 empirical qualitative studies selected based on a multiple-database search using Boolean search engines. The selection of studies to be included in the review was performed through a four-steps procedure, following the PRISMA protocol. A thematic analysis of the studies was performed to synthesize findings.FindingsWe synthesize and show how remote platform workers experience a degrading QWL along five QWL dimensions, and we illustrate how these QWL dimensions are influenced by platforms’ managerial practices such as client-biased systems, rate-setting mechanisms, reputational systems, global competition schemes, lock-in systems, monitoring and nudging systems and information asymmetry.Originality/valueThe study contributes to reinvigorating QWL literature by producing a systematic synthesis of workers’ experience of QWL in the non-standard work context of remote platform work and the managerial practices that influence QWL. Our study overcomes two main shortcomings of the existing empirical studies published: (1) studies examine only a few QWL dimensions and/or (2) examine some platforms’ managerial practices that influence QWL, overlooking others.

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

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

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

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

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

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

Quality of Work Life and Turnover Intention: Predictive effect of Quality of Work Life Dimensions on Turnover Intention

Quality of Work Life (QWL) is a fundamental area in an organizational context due to the importance it assumes in satisfying the objectives and needs of organizations and their workers. This article seeks to deepen knowledge about the different dimensions that make up QWL and their relationship with turnover intentions. Measures of Quality of Work Life and Turnover Intention were applied to a sample of 473 employed adults. The results show that the dimensions related to employment and career are those that best explain turnover intentions, also proving a negative relationship between the frequency of QWL and turnover intentions. The main limitations of the study are discussed and presented suggestions for future investigations. Implications for the development of human resources management practices aimed at promoting QWL in organizations are examined.

Socio-economic &amp;amp; psychological dynamics and quality of work life: A study of sugar co-operative employees in South Gujarat

Socio-economic &amp;amp; psychological dynamics and quality of work life: A study of sugar co-operative employees in South Gujarat

The Impact of Emotional Intelligence on Quality of Work-Life among Tourism Companies’ Employees: The Mediating Role of Chameleon Leadership Behaviors

The Impact of Emotional Intelligence on Quality of Work-Life among Tourism Companies’ Employees: The Mediating Role of Chameleon Leadership Behaviors

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

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

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

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