A Review of: “Quality of Work Life Perspectives for Business and the Public Sector”. Edited by DANIEL J. SKROVAN. (London: Addison-Wesley, 1983.) [Pp.xv+192.] £14-85. ISBN O-201-O7755-8.

Ergonomics ◽  
1984 ◽  
Vol 27 (2) ◽  
pp. 233-233
Author(s):  
FRAN CARTER
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
The Public ◽  
Quality Of Work

Decrypting the nexus between organisational culture, quality of work life, job satisfaction and employee productivity in the public sector

2019 ◽  
Vol 40 (1) ◽  
pp. 59-82
Author(s):  
Chengedzai Mafini
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Organisational Culture ◽  
Work Life ◽  
Quality Of Work Life ◽  
Employee Productivity ◽  
Convenience Sample ◽  
The Public ◽  
Quality Of Work

The recent recognition of the importance of the public sector as a major driver of economic success in any given country underlines the need to focus on strategies for enhancing the productivity of public sector employees. The aim of this paper is to examine the influence of organisational culture and quality of work life on job satisfaction and employee productivity among employees in the South African public sector. Using the quantitative survey research design, a questionnaire was developed and administered to a convenience sample of 264 employees drawn from central government departments in Gauteng. A confirmatory factor analysis was conducted to test the psychometric properties of measurement scales and hypotheses were tested using structural equation modelling. Organisational culture and quality of work life positively and significantly influenced job satisfaction. In turn, job satisfaction positively and significantly influenced employee productivity. Organisational culture exerted greater influence on job satisfaction than quality of work life. By implication, the labour relations environment in the public sector may be improved by nurturing healthy cultures and enriching quality of work life, thereby improving both job satisfaction and employee productivity.

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

2021 ◽  
pp. 009102602110127
Author(s):  
Min Young Kim ◽  
Hyo Joo Lee
Keyword(s):  
Quality Of Life ◽  
Public Sector ◽  
Work Motivation ◽  
Well Being ◽  
Employee Motivation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Long Run

To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials ( N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee’s quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.

scholarly journals Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Oluyinka Ojedokun ◽  
Erhabor S. Idemudia ◽  
Mercy Desouza
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
Organisational Commitment ◽  
Quality Of Work ◽  
Mediating Role ◽  
Perceived External Prestige ◽  
The Relationship

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

scholarly journals Employee assistance programmes (EAPS) and quality of work life in a public sector organization: Biographical influences

2015 ◽  
Vol 12 (3) ◽  
pp. 242-249 ◽  
Author(s):  
N R Bophela ◽  
Patsy Govender
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Employee Perceptions ◽  
Quality Of Work Life ◽  
Employee Assistance ◽  
Length Of Service ◽  
Quality Of Work ◽  
Public Sector Organization ◽  
Significant Difference

This study aims to determine biographical influences on facets of employee assistance programmes (EAPs) and the quality of work life of employees in a public sector organization. Employee perceptions were conducted via questionnaire distribution and the data was analyzed using descriptive and inferential statistics. A sample 85 employees was drawn using the stratified random sampling. Significant differences surfaced with the length of service and with the three components of the study, that is, the programme on stress-related problems, the programme on personal issues and, mentoring programmes. Also, a significant difference emerged for the programme for substance abuse and the highest educational level. The literature review and the results highlight a compelling need for quality of work life and for spearheading EAPs programmes effectively in organizations

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

2018 ◽  
Vol 31 (2) ◽  
pp. 352-370 ◽  
Author(s):  
Fauzia Jabeen ◽  
Heather Lynn Friesen ◽  
Kilani Ghoudi
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Turnover Intention ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Public Sector Organizations ◽  
Female Employees

Purpose The purpose of the paper is to examine the quality of work life (QoWL) and its influence on job satisfaction and turnover (job-leaving) intention of Emirati women employed in various public sector organizations in the United Arab Emirates (UAE). Design/methodology/approach Data were collected through a structured questionnaire gleaned from literature, and were analyzed through partial least squares structural equation modeling. Findings QoWL was found to have a significant relationship with all variables in the model, and was found, as hypothesized, to have a positive effect on job satisfaction and a negative effect on turnover intention. Research limitations/implications One of the main limitations of this study is that the sample is drawn from only Emirati female employees who were working in public organizations based in the Abu Dhabi region, the capital of UAE, and hence, cannot be generalized. Practical implications This study helps policy makers by identifying crucial points that can improve Emirati female employees’ QoWL with a commensurate reduction in turnover intention in a collectivistic society. Public sector organizations should address the factors that directly affect Emirati women’s QoWL and job satisfaction, as it will ultimately result in less staff turnover, greater productivity, and will also support the localization strategy. Originality/value The study is one of the first enquiries which stresses the importance of understanding how Emirati female employees perceive and categorize themselves as a valuable element of the workplace alongside the significance of augmenting their sense of belongingness to their organization.

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