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

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

Industrial and Commercial Training ◽

10.1108/ict-02-2015-0019 ◽

2016 ◽

Vol 48 (5) ◽

pp. 234-240 ◽

Cited By ~ 5

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.

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The Effect of Covid-19 on Anxiety, Quality of Work Life and Fatigue of Health Care Providers in Health Care Centers

10.21203/rs.3.rs-76711/v1 ◽

2020 ◽

Author(s):

Ali Hasanpour Dehkordi ◽

Shakiba Gholamzad ◽

Sam Myrfendereski ◽

Ayda Hasanpour Dehkordi

Keyword(s):

Quality Of Life ◽

Health Care ◽

Human Resource Development ◽

Work Life ◽

Quality Of Work Life ◽

Care Staff ◽

Care Providers ◽

Quality Of Work ◽

Significant Difference

Abstract Background and Aim: The aim of this study was to investigate the effect of Covid-19 on anxiety, quality of work life and fatigue of health center staff in southwestern Iran. Materials and Methods: The present study was a descriptive comparative study and the statistical population of the study included the staff of health centers of Shahrekord University of Medical Sciences. Using random sampling method, 181 people who had direct involvement with patients with Covid-19 were selected and compared with 261 staff in other wards who had no direct contact with patients with Covid-19. For data collection, demographic information (demographic characteristics questionnaire) , Covid-19 Anxiety Questionnaire, quality of work life and Rhoten fatigue questionnaires were used.Results: The results showed that the quality of life in both groups decreased and fatigue and anxiety caused by Covid-19 increased, but there was no statistically significant difference between anxiety derived fatigues of personnel involved with Covid-19 with personnel of other wards which were no directly faced Covid-19 patients. Regarding the quality of work life, no significant difference was observed in other components except in the component of human resource development. The results also showed that there was a statistically significant relationship between the level of anxiety caused by Covid-19 with quality of work life and fatigue.Conclusion: According to the results of the present study, Covid-19 had a negative effect on physical, mental and various aspects of quality of life of health care staff and led to increased fatigue and burnout, resulting in absence from work and its consequences.

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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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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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Corporate social responsibility, job pursuit intention, quality of work life and employee performance: case study from Indonesia controversial industry

Asia-Pacific Journal of Business Administration ◽

10.1108/apjba-09-2019-0189 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Josua Tarigan ◽

Amelia Rika Sanchia Susanto ◽

Saarce Elsye Hatane ◽

Ferry Jie ◽

Foedjiawati Foedjiawati

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Employee Performance ◽

Work Life ◽

Quality Of Work Life ◽

Content Type ◽

Quality Of Work ◽

Controversial Industries ◽

Corporate Social

PurposeThis paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.Design/methodology/approachThe target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.FindingsConsistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.Research limitations/implicationsFindings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.Practical implicationsThe findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.Originality/valueThis study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.

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Nurses empowerment at primary health care centers and its relation with quality of work life

Journal of Nursing Education and Practice ◽

10.5430/jnep.v9n10p79 ◽

2019 ◽

Vol 9 (10) ◽

pp. 79

Author(s):

Fatma Rushdy Mohamed ◽

Safaa Rashad Mahmoud ◽

Karima Hosny Abdel Hafez ◽

Thorea Mohamed Mahmoud

Keyword(s):

Health Care ◽

Primary Health Care ◽

Nurse Managers ◽

Work Life ◽

Quality Of Work Life ◽

Quality Of Work ◽

Primary Health ◽

Primary Health Care Centers ◽

Health Care Centers

Background and objective: Nurses in primary health care are a considerable group of professionals working in the health sector and an adequate quality of working life will empower them to provide favorable quality care to their clients. Further, a better quality of working life can keep the employees focused and support them to strive effectively towards the organization’s vision. The aim of the study was to explore the relationship between nurses' empowerment and quality of work life at primary health care centers in Assiut City.Methods: This study was conducted in a descriptive correlated manner; the population consisted of the Assiut city primary health care centers nursing staff (n = 85). Self-administered questionnaire consisted of three parts: 1st part-Personal characteristics data questionnaire, 2nd part-Work Empowerment Promoting Factors Scale, and 3rd part: Quality of Nurses' Work Life questionnaire.Results: There were significant negative correlations between quality of work life and empowerment factors among studied nurses.Conclusions and recommendations: Workshops on the quality of work life skills for nurses and nurse managers should be done periodically, nurse managers in MCH centers should provide nurses by sufficient information, guide and resources, Nurses in primary health centers have to remain allowed to participate in decision making process to empower them, as like properly as growing theirs effect on autonomy, and First line nurse managers should periodically have nursing group meeting to verbalized, vitalize and support peer and social interaction.

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Quality of Work Life Among Public Hospital Nurses in Sarawak

International Journal of Service Management and Sustainability ◽

10.24191/ijsms.v6i1.12878 ◽

2021 ◽

Vol 6 (1) ◽

pp. 51

Author(s):

Frannelya Francis ◽

Fatimah Sham ◽

Azniah Alias ◽

Siti Munirah Abdul Wahab ◽

Suzana Yusof ◽

...

Keyword(s):

Health Care ◽

Public Hospital ◽

Online Survey ◽

Work Conditions ◽

Work Life ◽

Quality Of Work Life ◽

P Value ◽

Hospital Nurses ◽

Quality Of Work

Globally, the quality of work-life (QoWL) of nurses is significantly affected. They are the largest health care groups and the leading front liners in the clinical settings. When the nurse's quality of work life is compromised, the work environment's dynamic changes will also be affected. At current, the focus issues in nursing include excessive workload and poor work conditions. This study aimed to determine the prevalence of quality of work-life among public hospital nurses in Sarawak General Hospital (SGH), Kuching, Malaysia. Methods: Descriptive study with a purposive sampling technique was used in recruiting 461 nurses working at SGH. A composite scale was used for the assessment of QoWL in nurses. Data were collected using adapted questionnaires that focused on nine different areas. The questionnaires were distributed to the nurses via an online survey. This study revealed that 52.9% of the respondents were not satisfied with their QoWL, while 47.1% were satisfied. Three areas were identified to record a higher percentage of unsatisfactory QoWL: relation and cooperation, autonomy of work, and resources adequacy. There are significant differences between the nurses' quality of work-life and socio demographic characteristics (p-value≤0.01). Female nurses; those involved in clinical; working and staying at the same hospital for a long time; and those working shifts, having satisfactory QoWL. In sum, the nurse's quality of work-life is at a moderate level. This research further indicates that the socio-demographic features of nurses and QoWL are substantially linked. Result-driven research is also needed to examine the effectiveness, efficacy, and cost benefits of specific strategies to improve quality of life. The health care authorities should implement policies to strengthen nurses' working standards and their QoWL to provide excellent and effective care for their clients.

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