Psychometric evaluation of need-based quality of work life scale in an Indian sample

Purpose The purpose of this paper is to examine the psychometric properties of the need-based measure of quality of work life (QWL) in the Indian context. Design/methodology/approach The need-based QWL instrument was validated using the 380 samples collected from public and private sector employees working in India. The data were obtained via self-administered structured questionnaires. The data were examined conducting exploratory and confirmatory factor analyses with the help of SPSS AMOS (version 21). Findings The two-factor model confirmed the superiority over the seven-factor model in the Indian context. The results are strongly supported by the extant literature in organizational behavior domain. Originality/value Despite being the second highest populated country and one of the largest skill labor facilitator to the work economy, India lags behind in well-being-related studies as compared to its Western and Asian counterparts. This study has validated and simplified the complex need-based QWL measure in the Indian context. This is easily understandable that QWL instrument is believed to encourage the well-being research in India.

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Information professionals' quality of work-life and its impact on their job performance

Library Management ◽

10.1108/lm-08-2021-0071 ◽

2022 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Saira Hanif Soroya ◽

Tehmina Sarwar ◽

Muhammad Shahid Soroya

Keyword(s):

Job Performance ◽

Well Being ◽

Work Life ◽

Work Behavior ◽

Quality Of Work Life ◽

Content Type ◽

Quality Of Work ◽

Key Indicator ◽

Information Professionals

PurposeJob performance (JP) of employees is a key indicator of success for any organization; however, job performance is dependent on many factors including personal and organizational. The current study aims to investigate this phenomenon concerning the quality of work-life (QoWL).Design/methodology/approachThe study design was quantitative, and a questionnaire was filled by 130 professional librarians based on a convenient sampling technique. The research population was academic information professionals (IPs) serving the university libraries of Lahore, Pakistan. Data were analyzed using SPSS (20.0).FindingsJob career satisfaction is proved a key indicator of JP along with job control and general well-being (GWB). Counterproductive work behavior (CWB), which is a negative behavior, is significantly affected by poor job satisfaction (JS), stress, feelings of unhappiness and low workplace autonomy.Practical implicationsThe study suggests that if poor JS, stress, feelings of unhappiness and low workplace autonomy could be manipulated positively, CWB may be reduced and there are chances to improve the JP of IPs.Originality/valueThis is one of the first attempts that focuses on QoWL and its impact on JP of IPs. The study findings may help leaders and library administration to take employees' friendly decisions to provide a conducive work environment.

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

Public Personnel Management ◽

10.1177/00910260211012713 ◽

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.

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Fear of COVID-19 and work-quality of life among nurses: The mediating role of psychological well-being

Management Science Letters ◽

10.5267/j.msl.2021.3.011 ◽

2021 ◽

pp. 1985-1990

Author(s):

Ahmet Maslakçı ◽

Lütfi Sürücü ◽

Harun Sesen

Keyword(s):

Quality Of Life ◽

Well Being ◽

Work Life ◽

Self Report ◽

Quality Of Work Life ◽

Psychological Well Being ◽

Work Quality ◽

Quality Of Work ◽

Quality Of Life Scale

This study was conducted in order to analyze the effect of the nurses’ quality of work life based on fear about COVID-19 and examine the psychological well-being as a moderating variable in this relationship. The survey questionnaire was administered among nurses between 1 November 2020 and 14 November 2020. The self-report survey comprised the nurse information survey, Fear of COVID-19 Scale, work quality of life scale, and psychological well-being scale as data collection tools. Data were obtained from 339 nurses. The findings show that fear of COVID-19 negatively affects nurses’ quality of work life. It has been determined that PWB plays a moderating role in this relationship. While the fear of COVID-19 negatively affects the quality of work life in nurses with low psychological well-being, there is not any kind of significant effect on the quality of work life in nurses with high psychological well-being. This result shows that as the psychological well-being of nurses’ increases, fear of COVID-19 effect on quality of work life decreases. The results of the study show that responses designed to enhance psychological well-being can enhance nurses' working conditions that could reduce the negative effects of the fear of COVID-19. There is an urgent need for clinical and policy strategies to help increase nurses’ PWB in order to increase the quality of work life by reducing fear and also anxiety among nurses fighting on the front line during COVID-19.

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Health care providers' experiences with delivering person centred care in an Integrated Care Program for thoracic surgery patients in Ontario, Canada

Journal of Integrated Care ◽

10.1108/jica-10-2020-0068 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Kathy Kornas ◽

Meghan O'Neill ◽

Catherine Y. Liang ◽

Lori Diemert ◽

Tsoleen Ayanian ◽

...

Keyword(s):

Health Care ◽

Integrated Care ◽

Health Care Providers ◽

Work Life ◽

Quality Of Work Life ◽

Care Providers ◽

Content Type ◽

Quality Of Work ◽

Provider Experiences

PurposeThe purpose of this study is to understand health care providers' experiences with delivering a novel Integrated Care (IC) Program that co-ordinates hospital-based clinical services and home care for thoracic surgery patients, including perceptions on the provision of person-centred care and quality of work life.Design/methodology/approachThe authors conducted a process evaluation using qualitative methods to understand provider experiences in the Integrated Care (IC) Program and to identify areas for programme improvement. Study data were collected using a focus group with thoracic surgeons, open-ended survey with home care providers, and semi-structured interviews with lead thoracic surgeons and IC leads, who are nurses serving as the primary point of contact for one consistent care team. Data were analysed using thematic analysis.FindingsThe IC Program was successful in supporting a partnership between health care providers and patients and caregivers to deliver a comprehensive and person-centred care experience. Informational continuity between providers was facilitated by IC leads and improved over time with greater professional integration and adaptation to the new care delivery processes. Differential impacts were found on quality of work life for providers in the IC Program.Originality/valueThis study describes provider experiences with delivering integrated and person-centred care across the hospital to home continuum, which can inform future integrated care initiatives.

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How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

Leadership & Organization Development Journal ◽

10.1108/lodj-11-2019-0476 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Shazia Nauman ◽

Connice Zheng ◽

Ameer A. Basit

Keyword(s):

Job Performance ◽

Work Life ◽

Mediating Effect ◽

Quality Of Work Life ◽

Content Type ◽

Quality Of Work ◽

Study Results ◽

Harmful Effects ◽

Practical Implications

PurposeThis study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.Design/methodology/approachWe used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.FindingsThe results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.Practical implicationsFor individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.Originality/valueThis study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

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

International Journal of Workplace Health Management ◽

10.1108/ijwhm-01-2019-0003 ◽

2020 ◽

Vol 13 (3) ◽

pp. 301-319 ◽

Cited By ~ 1

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.

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Does hotel employees’ quality of work life mediate the effect of psychological capital on job outcomes?

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-04-2016-0224 ◽

2017 ◽

Vol 29 (6) ◽

pp. 1638-1657 ◽

Cited By ~ 17

Author(s):

Taegoo (Terry) Kim ◽

Osman M. Karatepe ◽

Gyehee Lee ◽

Seungjae Lee ◽

Kyungsuk Hur ◽

...

Keyword(s):

Turnover Intentions ◽

Psychological Capital ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Frontline Employees ◽

Content Type ◽

Quality Of Work ◽

The Impact

Purpose This study aims to investigate quality of work life (QWL) as a partial mediator of the impact of psychological capital (PsyCap) on service recovery performance (SRP) and turnover intentions (TI). Design/methodology/approach Data were obtained from 288 frontline employees in ten five-star hotels with a one-month time lag in three waves in Busan, Korea. Structural equation modeling was used to assess the direct and mediating effects. Findings As expected, PsyCap heightens QWL and SRP, while it reduces propensity to leave the current organization. QWL partially mediates the association between PsyCap and the two critical outcomes. Practical Implications Management of hotels should recognize the importance of PsyCap and assess candidates’ PsyCap during selection process. Using the PsyCap questionnaire, organizations can select candidates who possess positive personal resources. In addition, hotels may consider the assessment of frontline employees’ PsyCap to ascertain which employees can succeed in challenging situations. It is also important to create a healthy and happy environment where employees are willing to be more productive and contribute more to organizational performance. Originality/value The extant hospitality research is devoid of empirical evidence about the outcomes of PsyCap and QWL such as SRP.

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DEVELOPING ITEMS FOR MEASURING QUALITY OF WORK LIFE AMONG MALAYSIAN ACADEMICS: AN EXPLORATORY FACTOR ANALYSIS PROCEDURE

Humanities & Social Sciences Reviews ◽

10.18510/hssr.2020.83132 ◽

2020 ◽

Vol 8 (3) ◽

pp. 1295-1309

Author(s):

Amauche Ehido ◽

Zainudin Awang ◽

Bahyah Abdul Halim ◽

Chukwuebuka Ibeabuchi

Keyword(s):

Factor Analysis ◽

Exploratory Factor Analysis ◽

Research Universities ◽

High Performance ◽

Well Being ◽

Factor Loading ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work

Purpose of the study: Quality of work life (QWL) is vital for all establishments to continue to hire and retain high-performance workers. However, from the review of previous literature on QWL, little is known about the dimensions that constitute high QWL among academics. Therefore, this study aimed at contributing to the literature by conducting a detailed validation of seven dimensions of QWL through the Exploratory Factor Analysis (EFA) procedure. Methodology: This study employed a cross-sectional research design to establish reliable measures for the QWL construct. The items were adapted and modified to suit this study. Study data was obtained using a structured questionnaire from 100 randomly selected academics from the five Malaysian research universities. The study further conducted the Exploratory Factor Analysis (EFA) procedure using IBM-SPSS version 21.0. Main Findings: A total of 51 items were initially developed to measure QWL construct, however, from the EFA procedure, the study found that 8 items with factor loading below the cut-off point of .60 were deleted and 48 items with a factor loading above the cut-off point of .60 were retained and deemed suitable to measure the QWL construct. Applications of this study: This study validated the dimensions that lead to improved QWL. Therefore, this study is particularly useful to the Malaysian universities' management who aim to obtain benefits from super motivated and high-performance academics by making sure that the workers' overall well-being is protected in the workplace. Novelty/Originality of this study: This study established a validated and reliable instrument for measuring the QWL construct among academics in the Malaysian research universities.

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A Study of the Quality of Work Life Among Magnetic Resonance Imaging Technologists in National Guard Health Affairs Hospitals in KSA

10.21203/rs.3.rs-50756/v1 ◽

2020 ◽

Author(s):

Ghadah Almugren ◽

Haya Zedan

Keyword(s):

Magnetic Resonance Imaging ◽

Magnetic Resonance ◽

Career Satisfaction ◽

National Guard ◽

Well Being ◽

Work Life ◽

Quality Of Work Life ◽

Resonance Imaging ◽

Quality Of Work

Abstract Quality of Work Life (QWL) is a multi-dimensional discipline concerned with the quality of life at the workplace. Objectives: This work aimed to assess the level of QWL of Magnetic Resonance Imaging Technologists (MRITs) at National Guard Health Affairs Hospitals (NGHA) in the Kingdom of Saudi Arabia and identify the correlation between QWL dimensions and Job and Career Satisfaction (JCS). Methodology: This study used the 32-item WRQoL-2 tool, a questionnaire consisting of 6 subscales; Job and Career Satisfaction (JCS), Control at Work (CAW), Home-Work Interface (HWI), General Well-Being (GWB), Stress at Work (SAW) and Work Conditions (WCS). Results: The study respondents were 57 MRITs working in NGHA hospitals across KSA with a 100% response rate. We found a high level of QWL among MRITs (66.2%, 3.31/5). The level of JCS was high (71.6%, 3.59/5) with a significant correlation between JCS and WCS, CAW, HWI, and GWB. There was an inverse relationship between SAW and JCS. Conclusion: Further research in the field of QWL is needed to diagnose shortcomings affecting the quality of healthcare services in KSA.

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