Relationships between the characteristics of oncohematology services providing palliative care and the sociodemographic characteristics of caregivers using health indicators: social support, perceived stress, coping strategies, and quality of work life

2011 ◽  
Vol 20 (3) ◽  
pp. 607-614 ◽  
Author(s):  
Anne-Marie Pronost ◽  
Amélie Le Gouge ◽  
Daniele Leboul ◽  
Martine Gardembas-Pain ◽  
Christian Berthou ◽  
...  
Keyword(s):  
Social Support ◽  
Perceived Stress ◽  
Health Indicators ◽  
Work Life ◽  
Quality Of Work Life ◽  
Sociodemographic Characteristics ◽  
Stress Coping ◽  
Quality Of Work ◽  
Stress Coping Strategies

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.

scholarly journals Relationship between work‐family conflict and quality of life

2010 ◽  
Vol 25 (1) ◽  
pp. 58-81 ◽  
Author(s):  
Samsinar Md‐Sidin ◽  
Murali Sambasivan ◽  
Izhairi Ismail
Keyword(s):  
Quality Of Life ◽  
Social Support ◽  
Family Conflict ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Content Type ◽  
Quality Of Work ◽  
Work Family

PurposeThe main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.Design/methodology/approachThe SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.FindingsThe main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.Research limitations/implicationsThe research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.Originality/valueThe research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

Effects of masculinity-femininity on quality of work life

2014 ◽  
Vol 29 (4) ◽  
pp. 229-253 ◽  
Author(s):  
Sarlaksha Ganesh ◽  
Mangadu Paramasivam Ganesh
Keyword(s):  
Social Support ◽  
Goal Orientation ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Moderating Effects ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

Purpose – The purpose of this paper was to attempt to understand the effects of gender, masculinity-femininity and social support from three sources (supervisor, co-worker and family) on the quality of work life (QWL) of an employee. In addition, the paper tried to explore the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Relevant background variables such as age, marital status, parental status and sector have been included as control variables in the study. Design/methodology/approach – Data were collected from a sample of 307 bank employees in India (208 males and 99 females) working in private and public sector banks using the purposive sampling technique. Prior permission was obtained from the relevant authorities. To test the hypotheses, t-tests and hierarchical regression analyses were performed. In addition, the Baron and Kenny (1986) approach was used to test the moderating effects of gender and social support in the relationship between masculinity-femininity and QWL. Findings – Masculinity-femininity was not found to be significant predictor of QWL, while gender emerged as a significant predictor of QWL. Also, gender moderated the relationship between masculinity-femininity and QWL. All three sources of social support significantly predicted QWL. Results of t-test showed that female employees experienced better QWL than male employees. Furthermore, supervisory category employees and parent employees reported significantly better QWL than non-supervisory and non-parent employees. Practical implications – The key implication for organisations is that employees with both masculine and feminine tendencies are required to strike a balance between goal orientation and people orientation within the company. Also, employees should understand that their gender as well as their individual orientations towards masculinity or femininity will affect the dynamics of any interaction. Hence, being aware of the tendencies that are typical of their gender role orientations both while dealing with themselves as well as while dealing with customers, colleagues or supervisors would help in improving the quality of their work, as well as their QWL, especially in customer service professions. Originality/value – This is one of the few studies that have tried to answer the “why” part of gender differences in QWL. In addition, this study contributes to an understanding of the relative importance of different sources of social support in improving an employee's QWL. Finally, this is the first study to understand the relationship between masculinity-femininity, social support, gender and QWL in the Indian context, where the overall cultural orientation towards gender roles is currently changing.

scholarly journals OCCUPATIONAL STRESS AND DISSATISFACTION WITH QUALITY OF WORK LIFE IN NURSING

2017 ◽  
Vol 26 (1) ◽  
Author(s):  
Bruno Del Sarto Azevedo ◽  
Adriana Alves Nery ◽  
Jefferson Paixão Cardoso
Keyword(s):  
Social Support ◽  
Occupational Stress ◽  
Cross Sectional Study ◽  
Work Life ◽  
Quality Of Work Life ◽  
Total Quality ◽  
Cross Sectional ◽  
Quality Of Work ◽  
Nursing Managers

ABSTRACT Objective: to analyze the association between occupational stress, quality of work life and associated factors among nursing workers. Method: 309 nursing workers of a public general hospital participated in this cross-sectional study. The Total Quality of Work Life and the Job Stress Scale instruments were used to evaluate the quality of work life and occupational stress, respectively. Results: associations were estimated using Poisson regression analysis combined with robust variance. We found association between dissatisfaction with quality of work life and smoking (PR=1.53; 95%CI: 1.02-2.31), work at the care units for highly dependent or critically ill patients (PR=2.47; 95%CI: 1.18-5.19), low social support at work (PR=1.76; 95%CI: 1.29-2.40) and the quadrants of the demand-control model "active job" (PR=1.74; 95%CI: 1.04-2.92) and "high-strain job" (PR=2.54; 95%CI: 1.51-4.27) . Conclusion: these results may help the hospital and nursing managers to develop and implement strategies in order to reduce excessive demands and work overload and increase social support among the nursing staff.

Leiden Quality of Work Life Questionnaire for Nurses

2005 ◽  
Author(s):  
Tanya I. Gelsema ◽  
Margot van der Doef ◽  
Stan Maes ◽  
Simone Akerboom ◽  
Chris Verhoeven
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Life Questionnaire ◽  
Quality Of Work

Quality of Work Life Questionnaire for Teaching Staff

2019 ◽  
Author(s):  
Arun Vijay Subbarayalu ◽  
Ahmed Al Kuwaiti
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Teaching Staff ◽  
Life Questionnaire ◽  
Quality Of Work

HUBUNGAN KUALITAS KEHIDUPAN KERJA TERHADAP KINERJA PERAWAT PELAKSANA

2019 ◽  
Vol 9 (4) ◽  
pp. 413-420
Author(s):  
Amella Gusty ◽  
Dachriyanus Dachriyanus ◽  
Leni Merdawati
Keyword(s):  
District Hospital ◽  
Simple Random Sampling ◽  
Work Life ◽  
Quality Of Work Life ◽  
P Value ◽  
Work Context ◽  
Cross Sectional ◽  
Quality Of Work ◽  
The Relationship

Kinerja perawat merupakan hasil yang dicapai dalam melaksanakan asuhan keperawatan di rumah sakit. Terciptanya asuhan keperawatan yang optimal sangat diperlukan dukungan dari pihak rumah sakit salah satunya adalah menciptakan kualitas kehidupan kerja baik bagi perawat. Penelitian ini bertujuan untuk mengetahui hubungan antara kualitas kehidupan kerja terhadap kinerja perawat pelaksana di RSUD Teluk Kuantan. Jenis penelitian kuantitatif dengan pendekatan cross sectional. Jumlah sampel 120 responden yang diperoleh melalui proportionate simple random sampling. Hasil penelitian menunjukkan kualitas kehidupan kerja perawat RSUD Teluk Kuantan berada pada kategori sedang, kinerja perawat berada pada kategori kurang baik. Berdasarkan analisis kedua variabel teridentifikasi bahwa tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana dengan  p value 0,817. Dimensi work context merupakan komponen yang memiliki hubungan dengan kinerja perawat pelaksana dengan p value 0,008, dimensi work life  tidak berhubungan secara signifikan dengan kinerja perawat. Kesimpulan penelitian diketahui tidak ada hubungan antara kualitas kehidupan kerja dengan kinerja perawat pelaksana. Ada hubungan dimensi work context dengan kinerja perawat pelaksana. Tidak ada hubungan dimensi work life dengan kinerja perawat.   Kata kunci: kualitas kehidupan kerja, kinerja, perawat pelaksana   THE RELATIONSHIP BETWEEN THE QUALITY OF WORK LIFE AND THE PERFORMANCE OF IMPLEMENTERS NURSES   ABSTRACT Nurse performance is the result achieved in implementing nursing care in a hospital. The creation of optimal nursing care is very much needed support from the hospital, one of which is to create a good quality of work life for nurses. This study aims to determine the relationship between the quality of work life and the performance of nurses at the Kuantan District Hospital. This type of quantitative research with cross sectional approach. The number of samples of 120 respondents obtained through proportionate simple random sampling. The results showed that the quality of work life of nurses at the Kuantan District Hospital was in the medium category, the nurses' performance was in the unfavorable category. Based on the analysis of the two variables, it was identified that there was no relationship between the quality of work life with the performance of implementing nurses with a p value of 0.817. The work context dimension is a component that has a relationship with the performance of nurses implementing with p value 0.008, the dimension of work life does not significantly correlate with nurse performance. The conclusion of the research is that there is no relationship between the quality of work life and the performance of the implementing nurses. There is a relationship between the dimensions of the work context and the performance of the nurses. There is no relationship between the dimensions of work life and nurse performance.   Keywords: quality of work life, performance, implementers nurse

Sign in / Sign up

Export Citation Format

Share Document