Quality of Work Environment and Frequency of Work-Related Dermatitis Among Dust-Exposed African Informal Coltan Miners

2018 ◽  
pp. 53-62
Author(s):  
Ngombe Leon-Kabamba ◽  
Nlandu Roger Ngatu ◽  
Etongola Papy Mbelambela ◽  
Melaku Haile Likka ◽  
Sakatolo Jean-Baptiste Kakoma ◽  
...  
Keyword(s):  
Work Environment ◽  
Quality Of Work ◽  
Work Related

scholarly journals Quality of work community and workers’ intention to retire

2022 ◽  
Author(s):  
Subas Neupane ◽  
Saila Kyrönlahti ◽  
Hanna Kosonen ◽  
K. C. Prakash ◽  
Anna Siukola ◽  
...  
Keyword(s):  
Work Environment ◽  
Postal Service ◽  
Quality Of Work ◽  
Work Related ◽  
Environment And Health ◽  
Binomial Regression ◽  
Work Community ◽  
Postal Services ◽  
Composite Variables

Abstract Purpose To study the workers’ perception of the quality of work community and its association with intention to retire early, separately among women and men working in Finnish postal service. Methods A questionnaire survey was sent to all Finnish postal services employees aged ≥ 50 years in 2016 and 44% (n = 2096) replied to the survey (mean age 56.3, 40% women). Employee’s intention to retire before statutory retirement was measured on a scale of 1–5 and dichotomized. The quality of work community was defined by four composite variables: equality at work, flexibility at work, supportive work environment and health or other reason and trichotomized by their tercile values. Odds ratio (ORs) and their 95% confidence intervals (CIs) for associations of quality of work community with intention to retire were calculated separately for men and women using log binomial regression models adjusted for potential confounders. Results About one-third of respondents intended to retire early with no significant gender difference in retirement intention. Low equality at work (women OR 2.77, 95% CI 1.60–4.81; men 2.84, 1.80–4.48) and low flexibility at work (women 3.30, 1.94–5.60; men 2.91, 1.88–4.50) was associated with higher likelihood of intention to retire. Among women intention to retire was found less likely due to low supportive work environment (0.52, 0.31–0.89) and among men due to intermediate health or other reason (0.65, 043–0.98). Conclusion The results highlight the importance of the quality of work community as well as the promotion of work-related health in order to encourage employees to remain at workforce for longer.

scholarly journals THE INFLUENCE OF CULTURE ORGANIZATION,CAREERDEVELOPMENT, WORK ENVIRONMENT, COMPENSATION POLICY AND ATTITUDE OF EMPLOYEES OF THE WORKING LIFE QUALITY ON THE ENVIRONTMENT OF THE SECRETARIAT OF COORDINATING MINISTRY FOR ECONOMIC AFFAIRS

2016 ◽  
Vol 7 (1) ◽  
pp. 117
Author(s):  
Agung Setywan
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Latent Variables ◽  
Working Life ◽  
Work Life ◽  
Quality Of Work Life ◽  
Compensation Policy ◽  
Quality Of Working Life ◽  
Quality Of Work

Based on the condition and circumstance of quality of work life at  the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, which is based on preliminary research show its not satisfactory, the purpose of this study was to: (1) determine the influence of organizational culture on quality of work life, (2) the effect of career development on the quality of work life, (3) the effect of the work environment on the quality of work life, (4) the effect of compensation policy and benefit on the quality of work life, and (5) the effect of employee attitudes to job towards the quality of working life. Methodologically, the research approach is a quantitative approach. The method research instrument is a questionnaire containing 89-point declaration from the six latent variables in the study, using the Likert Scale 1-5. The independent latent variable is the quality of work life, while independent latent variables are organizational culture, career development, work environment, compensation policy and benefit, and employee attitudes to work. Location of the study at the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, with a population of 116 employees.Data were analyzed using Partial Least Square (PLS) Structural Equation Modeling (SEM), with software SmartPLS 3. The result showed that the fifth independent variable only one influential positive and significant on the quality of working life Which means the fifth independent variable having value predictive (predictive relevance) on the quality of working life.Meanwhile the fifth regression variable indepedenshow different results: ( i ) insignificant between cultures organization with the quality of working life, ( ii ) there is a positive connection between development and significant career with the working life , ( iii ) insignificant between the workplace with the working life , ( iv ) insignificant policy of compensation and benefit with the working life; ( v ) insignificant between the employees to the quality of working life.   Keywords:   Quality of work life, cultural organization, career development, work environment, compensation policy and benefit, employee attitude to work.

scholarly journals Exploring the Quality of Work Environment at Saudi Aerospace Engineering Industries (SAEI)

2015 ◽  
Vol 5 (4) ◽  
pp. 125
Author(s):  
Ayman Abdulaziz Alghamdi ◽  
Nasser Akeil Kadasah
Keyword(s):  
Work Environment ◽  
Employee Satisfaction ◽  
Safety Climate ◽  
Management Practices ◽  
Aerospace Engineering ◽  
Safety Hazard ◽  
Quality Of Work ◽  
Job Title ◽  
Engineering Industries

<p>This study aims to evaluate the Quality of Work Environment (QWE) in Aircraft Maintenance Sector of Saudi Aerospace Engineering Industries (SAEI). It covers safety climate (safety, hazard, and injury), employee satisfaction about their jobs and employee satisfaction about management practices. For that purpose, 314 questionnaires were collected and analyzed. The study revealed that SAEI employees have neutral evaluations regarding safety climate in the organization and have neutral evaluations regarding their jobs at SAEI as well. On the other hand, the overall values statically indicate that SAEI employees are unsatisfied regarding SAEI management practices. In conclusion, SAEI employees are unsatisfied about the quality of work environment in general with overall median equal 2 and 95% of confidence. The majority of respondents (60.1%) were between unsatisfied and strongly unsatisfied regarding the QWE. Also, the study indicated that there were statistically significant differences in the employees’ evaluation regarding the QWE according to their job grades, job title, and their departments. These differences can be concluded as following; employees with higher grades were more satisfied with QWE at SAEI, managers, instructors, and auditors were more satisfied with QWE at SAEI and finally TQA employees were the most satisfied employees with QWE at SAEI while Hangar employees were the most unsatisfied. The study suggests some practical recommendations based on the outcomes of this study.</p>

scholarly journals A study on impact of job satisfaction on quality of worklife: with special reference to it professionals in bangalore city

2012 ◽  
Vol 1 (3) ◽  
pp. 191-197
Author(s):  
GOMATHI S ◽  
SWAPNA M
Keyword(s):  
Quality Of Life ◽  
Job Satisfaction ◽  
Work Performance ◽  
Working Life ◽  
Quality Of Work Life ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Work Related ◽  
Wide Range

Quality of working life has been differentiated from the broader concept of quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by quality of life as well as quality of working life. However, the specific attention to work-related aspects of quality of life is valid. Whilst quality of life has been more widely studied, quality of working life remains relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its core constituents. Various authors and researchers have proposed models of quality of working life which include a wide range of factors. This paper concentrates on the role of job satisfaction in quality of work life.

scholarly journals Role of Work Environment in Enhancing Quality of Work Life [A Study with Reference to ONGC, Cauvery Basin

2011 ◽  
Vol 1 (12) ◽  
pp. 17-20
Author(s):  
Dr. K. Krishnakumar Dr. K. Krishnakumar ◽  
◽  
P. M. Sugavaneswari P. M. Sugavaneswari
Keyword(s):  
Work Environment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Cauvery Basin ◽  
Quality Of Work

KUALITAS KERJA BIDAN DALAM PROGRAM PENCEGAHAN PENULARAN HIV IBU KE ANAK DI KOTA DEPOK

2018 ◽  
Vol 17 (2) ◽  
pp. 10-21
Author(s):  
Hani Rosiana ◽  
Irma Jayatmi
Keyword(s):  
Work Environment ◽  
Direct Effect ◽  
Hiv Transmission ◽  
Primary Data ◽  
Cross Sectional ◽  
Quantitative Research Methods ◽  
Quality Of Work ◽  
Support Organization ◽  
Mother To Child

    Kualitas Kerja Bidan dalam Program Pencegahan Penularan HIV Ibu ke Anak di Kota Depok   Hani Rosiana1, Irma Jayatmi2   1Puskesmas Abadijaya, Jl. Kerinci Raya No.1, Abadijaya, Sukmajaya, Kota Depok, Jawa Barat, Indonesia 2Program Magister Kesehatan Masyarakat Sekolah Tinggi Ilmu Kesehatan Indonesia Maju. Jl. Harapan, RT.2/RW.7, Lenteng Agung, Jagakarsa, Kota Jakarta Selatan, Daerah Khusus Ibukota Jakarta 12610, Indonesia Tlp : 0811822578. Email: [email protected], [email protected]   Abstrak   Angka prevalensi dan penularan HIV dari ibu ke bayi masih terbatas, jumlah ibu hamil yang terinfeksi HIV cenderung meningkat. Infeksi HIV dari ibu ke anak dapat dicegah, melalui upaya pencegahan penularan dari ibu ke anak. Penelitian ini bertujuan untuk mengetahui kualitas kerja bidan dalam program pencegahan penularan HIV ibu ke anak di Kota Depok tahun 2017. Metode yang digunakan dalam penelitian ini adalah menggunakan metode penelitian kuantitatif, desain penelitian cross sectional dan metode SEM. Sampel dari penelitian ini sebesar 65 orang. Data yang digunakan dalam penelitian ini adalah data primer dengan instrumen penelitian berupa kuesioner. Hasil penelitian menunjukan bahwa pengaruh langsung antara dukungan oganisasi terhadap kualitas kerja bidan sebesar -39,76%. Lingkungan kerja berpengaruh secara langsung terhadap kualitas kerja bidan sebesar 83,23%. Sarana dan prasarana berpengaruh secara langsung terhadap kualitas kerja bidan sebesar 11,89%. Demikian juga untuk variabel persepsi berpengaruh secara langsung terhadap kualitas kerja bidan sebesar 22,69%. Nilai Q square adalah 82,25% dan sisanya sebesar 17,75% dijelaskan variabel lain yang tidak ada dalam penelitian ini. Dapat disarankan bahwa Dinas kesehatan dan kepala Puskesmas berperan aktif untuk memberikan konseling dan informasi tentang program pencegahan penularan HIV ibu ke anak serta mengevaluasi secara berkelanjutan sehingga dapat mengetahui sampai dimana kekurangan bidan dalam melaksanakan tugas.   Kata kunci: bidan, kerja, kualitas, dukungan organisasi, lingkungan kerja,   Abstract   The prevalence and transmission of HIV from mother to baby is still limited, the number of HIV-infected pregnant women is likely to increase. HIV infection from mother to child can be prevented, through the efforts of prevention of mother to child transmission. This study aims to determine the quality of the work of midwives in prevention programs of HIV transmission mother to child in the City of Depok 2017. The method used in this research is using quantitative research methods, cross-sectional study design and methods SEM. The sample of this research amounted to 65 people. The Data used in this research is primary data of the research instrument questionnaire. The results showed that the direct influence between the support organization to the quality of the work of midwives by -39.76%. Work environment directly affect the quality of work of midwives by 83.23%. Facilities and infrastructure have direct effect on the quality of the work the midwife of 11.89%. Likewise for the perception variables have direct effect on the quality of the work the midwife of 22.69%. The value of Q square is 82.25% and the rest of 17.75% described other variables that do not exist in this study. Can be advised that the department of health and the head of the health center plays an active role to provide counseling and information about programs of prevention HIV transmission mother to child as well as evaluate in a sustainable manner so that it can determine the extent to which the shortage of midwives in carrying out the task.   Keywords : quality, of work, of midwives, said support organization, work environment,

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