Using discrepancies to predict the perceived quality of work life

1991 ◽  
Vol 6 (1) ◽  
pp. 39-55 ◽  
Author(s):  
Robert W. Rice ◽  
Robert S. Peirce ◽  
Reed P. Moyer ◽  
Dean B. McFarlin
Keyword(s):  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work

scholarly journals Occupation and correlation between perceived quality of work life, emotional intelligence and coping strategies in university graduates

2019 ◽  
Vol 67 (4) ◽  
pp. 419-427
Author(s):  
Martha Luz Páez-Cala ◽  
José Jaime Castaño-Castrillón
Keyword(s):  
Emotional Intelligence ◽  
Coping Strategies ◽  
Work Performance ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Stress Coping ◽  
Quality Of Work ◽  
Stress Coping Strategies

Introduction: Emotional intelligence is a decisive factor for adaptation to the work environment.Objective: To inquire into the employment location and the correlation between perceived quality of work life, emotional intelligence and stress coping strategies in graduates of a university from Manizales.Materials and methods: Analytical cross-sectional design. From a population of 1 245 graduates, 149 were asked about their working conditions using the CVP35 questionnaire on quality of work life, the TMMS-24 questionnaire on emotional intelligence, and the CRI-Y questionnaire on stress coping strategies.Results: 88.6% of the respondents work; 51.7% of them have a full-time job. In the CVP35, 53% of the participants were classified in the “quite a lot” category for the workload domain, 63.1% for the intrinsic motivation domain, 51.7% for the managerial support domain, and 4% for the perceived quality of life domain. Regarding the TMMS-24 questionnaire, 59.1% should improve their perception, 48.3% have an adequate level of comprehension, and 51% have adequate regulation. The level of emotional intelligence positively influences both the perception of quality of work life (QWL) and the type of stress coping strategies that are used.Conclusions: Emotional intelligence has a significant influence on young professionals’ perception of QWL, and thus on their work performance; therefore, their comprehensive training requires the inclusion of emotional competences in the different curricula in order to counteract the negative effects of work stress to improve their perception of QWL, so that, this way, they have a better work performance and a higher productivity when they enter the labor market.

Does incivility impact the quality of work-life and ethical climate of nurses?

2020 ◽  
Vol 13 (3) ◽  
pp. 301-319 ◽  
Author(s):  
Yariv Itzkovich ◽  
Niva Dolev ◽  
Moran Shnapper-Cohen
Keyword(s):  
Organizational Climate ◽  
Ethical Climate ◽  
Qualitative Data ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe purpose of this study is to assess the relationship between incivility and two organizational and personal attitudes, namely, perceived ethical climate and perceived quality of work-life of nurses, in the framework of organizational climate.Design/methodology/approachQuantitative data of 148 nurses working in a medium-sized hospital in Israel were collected. Furthermore, qualitative data were collected through semi-structured interviews with 12 nurses and 14 doctors from the same hospital, constructing a mixed-method approach.FindingsFindings revealed that witnessing or experiencing incivility affected the nurses' perception of the ethical climate of their work unit and their perceived quality of their work-life. Additionally, we found that the relationship between incivility and nurses' perceived quality of work-life was partially mediated through their perceived ethical climate. The qualitative data supported some of the findings.Originality/valueThe article stretches the incivility theory beyond its dyadic boundaries, prominently showing the spillover effect of incivility as an organizational problem. Additionally, it offers some evidence-based support for the multidimensionality of incivility, strengthening the need for a construct cleanup.

scholarly journals What is in the name? Content analysis of questionnaires on perceived quality of one’s work life

2021 ◽  
Author(s):  
Renaud Gaucher ◽  
Ruut Veenhoven
Keyword(s):  
Content Analysis ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Setting ◽  
Quality Of Work ◽  
Great Demand ◽  
Information Demand

AbstractThere is a great demand for information on how workers evaluate the quality of their jobs. In response to this demand, a multitude of questionnaires has been developed, which are presented under different names and stress different aspects of work life. It is therefore difficult to see what questionnaire is best suited to one’s information demand. This problem can be solved by considering the content of the different questionnaires through the same conceptual lens, focussing on the meaning of each of the constituting questions separately. In this paper, we adapted Veenhoven’s conceptualization of qualities of life in general to the work setting, which gave us a matrix of 9 nested notions of perceived quality of a worker’s work life, and then used this matrix to classify the meaning addressed in 12 questionnaires. Some of these questionnaires appear to address a clear meaning, while others cover a mix of meanings. These contents are presented in a tabular overview here to allow users to select the questionnaire the most adapted to their needs. This approach can also be used to develop new questionnaires on perceived quality of work life.

Perceived Quality of Work Life and Risk for Compassion Fatigue Among Oncology Nurses: A Mixed-Methods Study

2016 ◽  
Vol 43 (3) ◽  
pp. E121-E131 ◽  
Author(s):  
Ellen Giarelli ◽  
Jami Denigris ◽  
Kathleen Fisher ◽  
MaryKay Maley ◽  
Elizabeth Nolan
Keyword(s):  
Mixed Methods ◽  
Compassion Fatigue ◽  
Perceived Quality ◽  
Oncology Nurses ◽  
Work Life ◽  
Mixed Methods Study ◽  
Quality Of Work Life ◽  
Quality Of Work

scholarly journals Influence of Upward Mobility and Organizational Culture on Employees’ Perceived Quality of Work Life and Work Identification

2017 ◽  
Vol 4 (2) ◽  
Author(s):  
Dr Masood ul Hassan
Keyword(s):  
Upward Mobility ◽  
Working Life ◽  
Perceived Quality ◽  
Regression Method ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Multiple Regression Method

The study was intended to examine the effect of upward mobility on employee’s perceived quality working life and work identification of Engineers of Kashmir division. The sample consists of 300 Engineers whose age ranged from 24-58 years. Work identification was measured through a questionnaire developed by Shrivastava and Dolke (1978). Quality of working life and upward mobility was measured through the questionnaires developed by Shah and Ansari (2000). The data was analysed by the Multiple Regression method.

Does ‘gender’ mediate or moderate the relationship between ‘quality of work life’ and ‘organizational commitment’?

2018 ◽  
Vol 33 (4) ◽  
pp. 332-348 ◽  
Author(s):  
Tarek A. El Badawy ◽  
Ravi Chinta ◽  
Mariam M. Magdy
Keyword(s):  
Organizational Commitment ◽  
Perceived Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Mediating Effects ◽  
Content Type ◽  
Quality Of Work ◽  
Primary Relationship ◽  
The Relationship

Purpose Literature on organizational commitment of employees has long established that quality of work life (QWL) is a significant determinant. However, the strength of the relationship between organizational commitment and QWL is more complicated given the diversity of employees and the broad scope of organizational commitment as a construct. The researchers break down organizational commitment into three distinct measures as extant literature suggests and then explore the role played by gender in a culturally rich context as in Egypt. Design/methodology/approach This paper is based on a sample of 117 respondents from small and medium enterprises (SMEs). Items used in the survey were extracted from previous research studies. The survey consisted of 39 questions to measure the three research variables. QWL was measured using Zin’s (2004) developed questionnaire. The items covered seven dimensions: growth and development, participation, physical environment, supervision, pay and benefits, social relevance and workplace integration. The reported Cronbach’s alpha for the scale was 0.93. Items were measured on a five-point Likert scale. Findings The researchers empirically found that gender plays only a minor and moderating role in the relationship between QWL and affective commitment. The researchers conclude the study with implications for policy, practice and future research. Research limitations/implications This study had several limitations. First, the sample size was relatively small. Second, the sample composition (singular focus on SMEs in Egypt) was not diverse enough. Third, the tools used in collecting the data were not adjusted to the national cultural context. Fourth, the study lacks an experimental design which is a limitation (Shadish et al., 2002). These limitations, taken together, limit the generalizability of the results and conclusions from the study. Thus, the results are suggestive rather than definitive. Additionally, only the association between variables was investigated, and the researcher did not clearly explore the cause–effect relationships. Whether QWL is the antecedent or the consequence is another research question yet to be explored. Practical implications It is recommended for future researchers to enlarge and diversify the sample. Additional investigations of the role of gender as a mediator or moderator need to be explored. Researchers should also study the roles of other demographic variables to highlight behavioural and attitudinal variables that significantly affect QWL. Originality/value While the primary relationship between “perceived quality of work life” and “organizational commitment” is well established in existing literature across many organizational contexts, there is a paucity of research on the moderating and/or mediating effects of third attitudinal variables on this primary relationship. Hence, the main focus of this study was to empirically test the moderating and/or mediating effects of gender on the relationship between “perceived quality of work life” and “organizational commitment.” The researchers examine organizational commitment more granularly in terms of its components, namely, affective, continuance and normative commitments.

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