Ethics institutionalization, quality of work life, and employee job-related outcomes: A survey of human resource managers in Thailand

2010 ◽  
Vol 63 (1) ◽  
pp. 20-26 ◽  
Author(s):  
Kalayanee Koonmee ◽  
Anusorn Singhapakdi ◽  
Busaya Virakul ◽  
Dong-Jin Lee
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Quality Of Work Life ◽  
Human Resource Managers ◽  
Quality Of Work ◽  
Resource Managers ◽  
Ethics Institutionalization

Examining the quality of work life: empirical testing indicators in the public organisation

2021 ◽  
Vol 1 (2) ◽  
pp. 99-111
Author(s):  
Mohammad Reza Zahedy ◽  
◽  
Seyyed Asghar Jafari ◽  
Majid Ramezan ◽  
◽  
...  
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Theoretical Research ◽  
Human Resource Managers ◽  
Quality Of Work ◽  
Organisational Effectiveness ◽  
Study Results ◽  
Public Organisations

Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations. Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique. Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors. Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions. Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.

scholarly journals Quality of Work Life, Job Satisfaction, and the Facets of the Relationship between the Two Constructs

2017 ◽  
Vol 10 (4) ◽  
pp. 167 ◽  
Author(s):  
Ramawickrama J. ◽  
H. H. D. N. P. Opatha ◽  
PushpaKumari M. D.
Keyword(s):  
Job Satisfaction ◽  
Human Resource ◽  
Research Strategy ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Original Contribution ◽  
The Relationship ◽  
Desk Research

Quality of Work Life (QWL) and job satisfaction are critical concepts in the field of Human Resource Management (HRM). An intellectual puzzle was chosen by the researchers with regard to whether QWL and job satisfaction are the same or different, and if different, how they are differed. By using the desk research strategy a systematic attempt was made to solve the intellectual puzzle to a reasonable extent. Both constructs were found to be different and related. Four facets of the relationship between the two constructs were revealed: Job satisfaction being a dimension of QWL; job satisfaction not being a dimension of QWL; job satisfaction working as an antecedent of QWL; and finally job satisfaction being a consequence of QWL. Formulated synthesis is perceived as an original contribution to the concepts of QWL and job satisfaction.

HR interventions and quality of work life of healthcare employees: an investigation

2016 ◽  
Vol 48 (5) ◽  
pp. 234-240 ◽  
Author(s):  
Tanaya Nayak ◽  
Chandan Kumar Sahoo ◽  
Prabodh Kumar Mohanty ◽  
Bijaya Kumar Sundaray
Keyword(s):  
Health Care ◽  
Human Resource ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Content Type ◽  
Quality Of Work ◽  
Human Resource Interventions ◽  
Relationship Of

Purpose – The purpose of this paper is to examine the predictors of perceived quality of work life (QWL) by accentuating on human resource interventions in healthcare units. Design/methodology/approach – Primary data were accumulated from 158 health care employees through a structured questionnaire from healthcare organisations in India. Statistical analysis was done using tools like factor analysis and multiple regression analysis by using SPSS (version 20). Findings – A total of 18 independent variables was used in the study, only four factors were extracted specifically work life balance, communication, teamwork and empowerment were found to be significant predictors of perceived QWL. The proposed hypotheses for this study are significant. Research limitations/implications – This work provides a pragmatic view about the compendium of human resource interventions pivotal for better QWL in healthcare organisations. The survey also offers insights to healthcare managers, administrators and practitioners for implementing these interventions. Originality/value – This work clearly reflects on the relationship of HR intervention and QWL in the new context of health care.

scholarly journals Mediation Effect of Career Planning and Development and Organizational Development on Quality of Work Life: using Structural Equation Modeling

2020 ◽  
Vol 8 (6) ◽  
pp. 1649-1653
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Career Planning ◽  
Resource Development ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Survey Method ◽  
Quality Of Work

The aim of the study is to identify the association between human resource development practices with respect to quality of work life. The researcher has taken various factors like: performance appraisal, training and development, coaching and counseling and career planning and development. The study is concerned to all levels of management in APSRTC-NELLORE zone. The survey method is applied to procure the data from various responses. Identified various factors which will impact on work life of employees. The total 546 respondents were collected from various categories of employees in the organization. A Conceptual model has been developed which explains quality of work life of an employee. The outcome of the research explores about what are the various human resource development factors which impact on individual work life of employees.

Perceptions about ethics institutionalization and quality of work life: Thai versus American marketing managers

2013 ◽  
Vol 66 (3) ◽  
pp. 381-389 ◽  
Author(s):  
Janet K.M. Marta ◽  
Anusorn Singhapakdi ◽  
Dong-Jin Lee ◽  
M. Joseph Sirgy ◽  
Kalayanee Koonmee ◽  
...  
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Marketing Managers ◽  
Ethics Institutionalization

Book of readings issues on Quality of Work Life (QWL)

2008 ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Organizational Behaviour ◽  
Broad Concept

This book is a collection of articles related to themes, issues and concerns related to Quality of Work Life (QWL). This book is organized into two separate but related parts. Part A is a collection of articles on how QWL is examined from the perspective of Human Resource Management (HRM). HRM is a broad concept that entails the policies, practices, and systems that influence employees behaviour, attitudes and performance.Topics such as organizational citizenship behaviour, organizational politics, job stress, and interpersonal topics are some issues that are closely related to QWL. Part B, is a collection of articles related to the field of organizational behaviour.Organizational behaviour involves the actions of individuals and groups in an organizational context.As a field of study, organizational behaviour discusses how organizational effectiveness can be achieved through the actions of individuals and groups at the workplace. Topics such as conflicts, workplace deviant, behaviour, organizational learning and job satisfaction are some of the topics being discussed.This book discussed issues related to QWL, especially from the perspectives of human resource management and organizational behaviour.It is hoped that this book is helpful in facilitating better understanding of achieving quality work life among employees and managements in organizations.

scholarly journals THE INFLUENCE OF ZAKAT MAL EXPENDITURE TOWARDS HUMAN RESOURCES PERFORMANCE THROUGH THE ALTRUISM AND THE QUALITY OF WORK LIFE (Case Study in Universitas Islam Sultan Agung Semarang)

2018 ◽  
Vol 3 (1) ◽  
pp. 410
Author(s):  
Putra Anugrah Satria
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Analysis Technique

This study aims to analyze the effect of zakat mal expenditure on� the performance of human resources for lecturers at Sultan Agung Semarang� Islamic� University with Altruism�� �and Quality of Work Life as an intervening variable. The population in this study were lecturers at Sultan Agung Islamic University Semarang. The sampling technique using convenience sampling method and purposive sampling. Samples taken were 223 respondents.The research method used was explanatory research with a quantitative approach because it explained the relationship between variables using questionnaires as a tool in data collection to reveal data on zakat mal expenditures, human� resource� performance with Altruism and Quality of Work Life as intervening. The analysis technique used in this study is linear regression analysis using SPSS version 23.0 for Windows software tools.The results of this study indicate that the expenditure of zakat mal, Altruism and Quality of Work Life has a positive and significant effect on the performance of human resources.keywords: Effect of Spending on Zakat, Altruism , Quality of Work Life , Human Resource Performance

scholarly journals Quality of Life and Quality of Work Life as Determinants of Employee Productivity: Self-reports of Tea Harvesters in Sri Lanka

2021 ◽  
Vol 11 (1) ◽  
pp. 50-59
Author(s):  
Anuruddha Gamage ◽  
Widana Pathiranage Richard Wickramaratne
Keyword(s):  
Quality Of Life ◽  
Sri Lanka ◽  
Human Resource ◽  
Management Practices ◽  
Work Life ◽  
Quality Of Work Life ◽  
Worker Productivity ◽  
Quality Of Work ◽  
Tea Industry

Tea industry plays a prominent and strategic role in Sri Lanka due to its significant impact on national output, employment and socio-economic status. Therefore, the overall worker productivity in tea industry plays an integral role in terms of national income and foreign exchange earnings. Today, the tea industry in Sri Lanka has been facing the burning issue of declining worker productivity which is the lowest among the tea producing countries in the world. In order to increase the level of worker productivity, simply applying conventional Human Resource Management (HRM) practices is not adequate and a sustainable HRM model is a vital requirement as a strategy for dealing with this crisis and sustains the tea industry in the competitive global marketplace. This research was aimed at proposing human care practices (HCPs) and knowledge management practices (KMPs) as sustainable Human Resource Management Practices (SHRMPs) for enhancing the worker productivity through quality of work-life (QWLs) and quality of life (QLs). The study is specifically focusing on the tea industry, since tea is the key contributor for overall performances of the plantation industry. Un-structured and one-on-one interviews were used as the qualitative research technique for this study. 100 randomly selected tea harvesters who are working in well performing tea estates in Sri Lanka reported a list of HCPs and KMPs that enhance QWL and QL, which in return enhance the worker productivity. The responses of tea harvesters were grouped into pre-defined structure according to comparative importance and then were validated with the findings of previous research studies. The findings were well supported by the premises of psychological contract and social exchange theories. The study also provides some implications for policy decisions and future research directions on identified HCPs and KMPs as sustainable HR practices, which has a direct relationship on the worker productivity.

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