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.

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.

The mediating role of employee commitment in the relationship between quality of work life and the intention to stay

2020 ◽  
Vol 42 (6) ◽  
pp. 1231-1248
Author(s):  
Arawati Agus ◽  
Rajni Selvaraj
Keyword(s):  
Employee Commitment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Intention To Stay ◽  
Private Hospitals ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

PurposeThe aim of this study is to investigate the relationship between quality of work life (QWL), employee commitment and the intention to stay of nurses in private hospitals in Malaysia.Design/methodology/approachA cross-sectional survey design was used in this study. Primary data were collected through self-administered questionnaires with nurses as the respondents from four private hospitals in the states of Selangor and Kuala Lumpur, Malaysia. Out of 300 questionnaires distributed, 202 valid responses were received. Statistical analyses employed were descriptive statistics, Pearson's correlation, confirmatory factor analysis and structural equation modeling (SEM).FindingsThe strongest QWL construct that contributed significantly to the intention to stay among respondents is work context, followed by work world, work design and work life/home life. The findings further indicate that employee commitment partially mediates the relationship between QWL and the intention to stay. In conclusion, if employees are contented with their QWL, the stronger will the employee commitment be in the organization and ultimately their intention to stay.Originality/valueThis study provides robust evidence for private hospital administrators to enhance their employees' QWL, especially if they are opting to ensure that the turnover of the staff is contained.

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.

scholarly journals Achieving growth-quality of work life ambidexterity in small firms

2015 ◽  
Vol 25 (5) ◽  
pp. 529-550 ◽  
Author(s):  
Lan Snell ◽  
Phyra Sok ◽  
Tracey S. Danaher
Keyword(s):  
Small Firms ◽  
Work Life ◽  
Quality Of Work Life ◽  
Service Firms ◽  
Content Type ◽  
Quality Of Work ◽  
Growth Quality ◽  
The Relationship ◽  
Passion For Work

Purpose – The purpose of this paper is to investigate the individual mechanisms that mediate the relationship between marketing practices and growth-quality of work life ambidexterity. Design/methodology/approach – Data were collected from small service firms via an online survey questionnaire electronically distributed to 7,271 owners of small firms in Australia. Partial least squares was used to test our mediation hypotheses on the data obtained. Findings – The authors demonstrate the mediation effect of entrepreneurial self-efficacy and passion for work in enhancing the relationship between marketing practices and growth-quality of work life ambidexterity. Practical implications – The findings indicate that being good at marketing does not always lead directly to achieving growth-quality of work life ambidexterity. The results suggest that achievement in both domains requires owners of small service firms to have a strong self-belief that they can perform their job successfully (entrepreneurial self-efficacy) as well as a strong passion to do the job they are doing (passion for work). Policy makers or small firm advisors can include this information to develop enactive mastery measures to promote efficacy and passion for work which can increase small firm survival rates. Originality/value – The high percentage of business terminations reported without financial loss underscores the importance of including both financial and non-financial goals for small firms. The approach to conceptualize and operationalize growth-quality of work life ambidexterity as a dependent variable representing firm performance assists by providing a more detailed and practical understanding of the organizational and individual variables that enable small firms to realize both.

The moderating effects of gender and income between leadership and quality of work life (QWL)

2018 ◽  
Vol 30 (3) ◽  
pp. 1419-1435 ◽  
Author(s):  
Derya Kara ◽  
Hyelin (Lina) Kim ◽  
Gyumin Lee ◽  
Muzaffer Uysal
Keyword(s):  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Moderating Effect ◽  
Quality Of Work Life ◽  
Moderating Effects ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

Purpose The purpose of this study is to explore the moderating effects of gender and income on the relationship between leadership style and quality of work life (QWL). This study provides meaningful implications for the hospitality industry in terms of gender and income between leadership and QWL. Design/methodology/approach Data are collected from five-star hotel employees (n = 443) in Turkey. The hypotheses are tested using hierarchical linear regression. The independent and dependent variables used to test the hypotheses involving the dependent variable of QWL are centered prior to the empirical analysis to avoid potential multicollinearity. Findings Transformational and transactional leadership styles were significant predictors of QWL, controlling for the demographic variables (i.e. age, employment statistics and education level), but gender and income were not significant antecedents of QWL. When it comes to the interaction effect of leadership styles and gender, gender showed a statistically significant moderating effect between transformational leadership and QWL, but not between transactional leadership and QWL. Income had a statistically significant moderating effect between both leadership styles and QWL. Practical implications The findings of the study potentially affect hotel management by identifying the moderating effect of gender and income of the employees and demonstrating how quality of life of the employees can be improved by leadership styles of managers. Originality/value Previous literature has addressed the issue of leadership and its outcomes. However, there has been limited research on examining the relationship among gender, income, leadership style and QWL in the case of hospitality management.

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.

scholarly journals Burnout Ditinjau dari Kualitas Kehidupan Kerja pada Karyawa

PSYCHE 165 ◽  
2020 ◽  
pp. 29-34
Author(s):  
Fendro Chandra ◽  
Rianda Elvinawanty
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Quality Of Worklife ◽  
The Relationship ◽  
Test For Normality

This study aims to determine the relationship between quality of work life and burnout. Subjects used in this study were Workers at PT Multi Sarana Medanv consisting of 94 people who were selected by using purposive sampling technique. Data were obtained from a scale to measure quality of worklife and burnout. The calculation was performed by means of testing requirements analysis (assumption test) that consists of a test for normality and linearity. Analysis of the data used was performed by Product Moment Analysis through SPSS 17 for Windows. The results of data analysis showed that r = -0,839 and p = 0.000 (p < 0.05), indicating that there was a positive relationship between burnout and turnover intention. The results of this study indicated that the contribution (R2) given to the quality of worklife to burnout intention was 70.3 %, the remaining 29.7 % were affected by other factors not examined.

The relationship between quality of work life and work life balancemediating role of job stress, job satisfaction and job commitment: evidence from India

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alex Aruldoss ◽  
Kellyann Berube Kowalski ◽  
Satyanarayana Parayitam
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Work Life ◽  
Quality Of Work Life ◽  
Life Balance ◽  
Content Type ◽  
Job Commitment ◽  
Quality Of Work ◽  
The Relationship

PurposeThe purpose of this study is to investigate the relationship between quality of work-life (QWL) and work-life balance (WLB).Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 445 respondents in cosmopolitan city in southern part of India. First psychometric properties of the instrument were tested, and then hierarchical regression was used as a statistical technique for analyzing the data.FindingsThe hierarchical regression results indicated that QWL is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to WLB, (2) job satisfaction is positively related to WLB and (3) job commitment is positively related to WLB. The results also show partial mediation of job stress, job satisfaction, and job commitment in the relationship between QWL and WLB.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, sufficient care is taken to minimize these limitations. The research has implications for human resource managers in work organizations.Practical implicationsThis study contributes to both practicing managers and the literature on human resource management. The study suggests that employers need to be aware of the importance of quality of work-life and work-life balance in achieving organizational effectiveness.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the antecedents of work-life balance.Originality/valueThis study provides new insights about the effects of QWL on WLB through mediating variables. This is a conceptual model developed and tested and first of its kind in India.

Demographics as moderators between QWL and OCB: Indian study shows gender and type of organization have impact, but not position

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Content Type ◽  
Quality Of Work ◽  
The Impact ◽  
The Relationship

Purpose The purpose was to examine the impact of quality of work life (QWL) on organizational citizenship behavior (OCB) of employees. The study also examined the role of three demographic variables -. gender, position and type of organization as moderators of the relationship between QWL 10; and OCB. Design/methodology/approach The study was based on 373 completed questionnaires sent out to employees of large Indian organizations. There were respondents from junior (27.2pc), middle (53.3pc) and senior positions (19.5pc). Most were based in Western, Central and Northern India. The average age of respondents was 42.5 years and 73.3pc were males. Around two thirds were from public organizations and a third worked in the private sector. Findings The study found that quality of work life (QWL) had a positive impact on the organizational citizenship behavior (OCB) of employees. The relationship was modified by gender and the type of organization, but unchanged by the hierarchical position of employees Originality/value The authors say it is the first research in an Indian context to consider how demographic differences affect the relationship between QWL and OCB. The three Indian academic who authored the report also say their results are helpful for practitioners in designing the right kind of QWL environment for their employees.

Marketers' psychological capital and performance

2014 ◽  
Vol 6 (1) ◽  
pp. 36-48 ◽  
Author(s):  
Nguyen Dinh Tho ◽  
Nguyen Dong Phong ◽  
Tran Ha Minh Quan
Keyword(s):  
Job Performance ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Mediating Role ◽  
The Relationship

Purpose – Realizing the importance of psychological capital of marketers for their work, the authors aim to investigate the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance of marketers in a transitioning market, Vietnam. Design/methodology/approach – To test the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance, the authors used a survey data set collected from 696 marketers working for various types of firms in Ho Chi Minh City, Vietnam. Findings – The authors found that psychological capital has both direct and indirect impacts, mediated by quality of work life, job attractiveness, and job effort, on job performance of marketers. Practical implications – The findings suggest that firms should pay attention to psychological capital in their recruiting, training, and development programs. Originality/value – This study documents the mediating role of quality of work life, job effort, and job attractiveness in the relationship between psychological capital and job performance of marketers in a transitioning market, Vietnam.

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