scholarly journals An Investigation of Factors Affecting the Employees' Quality of Work Life and Assessment of the Status of These Factors

2017 ◽  
Vol 3 (4) ◽  
pp. 23
Author(s):  
Hamed Mohammadi ◽  
Mahsa Tavakoli ◽  
Sahar Yazdanian ◽  
Mohammad Babaei
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Social Relevance ◽  
Chi Square ◽  
Factors Affecting ◽  
Quality Of Work ◽  
The Status ◽  
Chi Square Test ◽  
Statistical Sample

The present study investigated the factors affecting the quality of work life of employees and assessed the status of these components in Mazandaran Gas Company. The population of this study included the employees of this company, and statistical sample involved 329 employees. Walton model was used to study the quality of work life components. To analyze data, test research hypotheses, and assess the status of components, the Chi-square test, Wilcoxon, Friedman, and confirmatory factor analysis were used. The results revealed that fair and appropriate compensation, providing opportunities for continued growth and safety, social  relevance of work life, and development of human capacities were at a good status, and healthy and safe environment as well as  social cohesion and integration were at an average status,  and total space of life and constitutionalism were at an adverse status.

scholarly journals The Quality of Work life and Job Satisfaction of Private Sector Employees

2018 ◽  
pp. 11-17 ◽  
Author(s):  
Laveena D’Mello ◽  
Meena Monteiro ◽  
Nelson Pinto
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Personal Growth ◽  
Work Life ◽  
Quality Of Work Life ◽  
Secondary Source ◽  
Social Relevance ◽  
Quality Of Working Life ◽  
Quality Of Work

Earlier people had sincerity and commitment in the work they do. But today an employee would not believe in such values of work. He works very hard to get a handsome salary to sustain his living. Along with this the most interesting motivation is the quality of working life which is a systematic approach to design and a promising development in the broad area of job enrichment. The criteria for measuring the quality of work life are Adequate and fair compensations, healthy working conditions, Opportunity to use and develop human capacities, Opportunity for career growth, Social Integration in the workforce, Work and quality of life, the Social relevance of work etc. The study shows that when there is better quality at work the productivity of the employees’ increases. Thus the quality of work life can lead to organizational effectiveness; organizational commitment, job satisfaction, providing employee motivation; personal growth and development enhance competencies which in turn would lead to increase productivity and profit. It also becomes important that suitable working condition will definitely influence the quality of work. The main aim of this research is to study the quality of work life of the private sector employees. Interview scheduled and the objectives are to study the various issues of the private sector employers and job satisfaction. 50 private service employees were selected randomly for the research to ask their opinion and the issues. Both primary and secondary source of information is used in the study.

scholarly journals The Relationship Between Quality of Work Life and Job Motivation Among Iranian High School Teachers

2020 ◽  
Author(s):  
Ali Yasini ◽  
Aliasghar Hayat ◽  
Tahereh Yasini ◽  
Ayatallah Saadattalab
Keyword(s):  
Work Organization ◽  
Work Life ◽  
Quality Of Work Life ◽  
Life Questionnaire ◽  
Social Relevance ◽  
Quality Of Work ◽  
Job Motivation ◽  
Efl Teachers ◽  
The Relationship

This study examines the relationship between EFL teachers’ quality of work life (QWL) and their job motivation. 126 Iranian EFL teachers currently working in high schools of Tehran were administered two questionnaires that assessed their motivation and quality of work life. Participants’ motivation to teach was assessed using a questionnaire developed by Noe & Bachhuber (1990) which includes three major subscales: career insight (8 items), career identity (5 items), and career resilience (13 items). In addition this study used Walton’s (1973) widely used quality of work life questionnaire. This 29-item questionnaire includes eight subscales: adequate and fair compensation (4 items), safe and healthy working (3 items), continued growth and security (3 items), constitutionalism in the work organization (5 items), the social relevance of work life (3 items), total life space (4 items), social integration in the work organization (4 items), and human progress capabilities (3 items). The results revealed that Iranian EFL teachers experience medium to low levels of motivation and QWL. In addition, a significant relationship was found between QWL categories and job motivation. Further, the best QWL predictors for teacher motivation were identified. The findings of this study are hoped to serve as a reference for principals and educational decision-makers in bringing about higher levels of motivation for language teachers.  

scholarly journals A UNIVERSITY QUALITY ASSURANCE TEAM SHOULD STRIVE FOR QUALITY OF WORK-LIFE

2021 ◽  
Vol 40 (2) ◽  
pp. 508-519
Author(s):  
Dzikrina Syahidah ◽  
Siti Zulaikha ◽  
Masduki Ahmad
Keyword(s):  
Quality Assurance ◽  
Work Stress ◽  
Work Life ◽  
Quality Of Work Life ◽  
State University ◽  
Social Relevance ◽  
Quality Of Work ◽  
Career Growth ◽  
Fair Compensation

Professionalism is an important key to an organization in achieving their success. One of the essential factors influencing the formation of committed professional resources is the employees’ perception of the quality of their work life. This study aims to examine the effects of the quality of work life (QWL) (appropriate and fair compensation, work stress, employee participation, career growth and development, social relevance, work environment) on organizational commitment (OC) simultaneously or partially. The participants of this study were 109 quality assurance team employees at a state university in Indonesia. The data collected through questionnaires were analyzed by simple regression and Pearson’s correlation test. The results showed that there is a significant influence between QWL and OC. The six predictors of QWL showed a significant relationship with OC (r < .05) with the most influencing indicators as follows: career growth and development (p = .612), appropriate and fair compensation (p = .558), employee participation (p = .515), work stress (p = ˗.510), social relevance (p = .498), and work environment (p = .422). This study suggests that a state university shoud provide wider opportunities for quality assurance employees to develop and demonstrate their abilities and creativity as an effort to increase their OC.

scholarly journals Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue

2018 ◽  
Vol 15 (10) ◽  
pp. 2150 ◽  
Author(s):  
Jae-hee Kim ◽  
Soong-nang Jang
Keyword(s):  
Quality Of Life ◽  
Organizational Culture ◽  
Organizational Support ◽  
Self Efficacy ◽  
Work Life ◽  
Quality Of Work Life ◽  
Factors Affecting ◽  
Quality Of Work ◽  
Intervention Point

Using the Culture-Work-Health model, this study investigates the factors influencing the quality of life of seafarers. This study conducted a survey of 320 seafarers who have lived and worked on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in seafarers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of seafarers, having both direct and indirect effects. Moreover, organizational support may prove to be the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

Job Satisfaction, Work Centrality, Job Recognition and Acceptance as Determinants of Quality of Work-Life and Aspiration

2014 ◽  
Vol 6 (1) ◽  
Author(s):  
NOREEN S. BUGADOR ◽  
MARY CRIS L. IPAN
Keyword(s):  
Secondary School ◽  
Secondary School Teachers ◽  
Human Resources Management ◽  
Work Life ◽  
Quality Of Work Life ◽  
Social Relevance ◽  
School Teachers ◽  
Quality Of Work ◽  
High Level

Changing societies and economies pose novel challenges to the lives and work of secondary school teachers. These challenges affect them in various levels which include their personal, professional and aspirations in life. In the literature, this is understood as the condition of their Quality of Work-Life (QWL). The objectiveof this study is to examine the essential relationship of QWL and aspirations of secondary school teachers through a descriptive-correlation research design. The study conducted a survey which involved 118 respondents which represent 92 percent response rate. As regards aspirations, the results show that although respondents oftentimes experienced from moderate to high level of aspirations, the overall rating was high. The highest is in self-acceptance, which indicates that the most important aspirations for the respondents are to accept one’s self, having a meaningful life and effectively handle one’s self amidst problems. As for QWL, the respondents oftentimes perceived and experienced a high level of QWL. The highest is in social relevance of work, which indicates that respondents find their job to be challenging, rewarding and meaningful. In conclusion, the correlation analysis shows that there exist a significant relationship between QWL and Aspirations,which results to the rejection of the null hypothesis of this study.Keywords: Human resources management, quality of work-life, level of aspiration, secondary school teachers, Davao del Sur, Philippines

scholarly journals Quality of work life (QWL) situation in the Nepalese corporate sector

2019 ◽  
Vol 1 (1) ◽  
pp. 119-145
Author(s):  
Sulochana Shrestha ◽  
Sujita Thapa ◽  
Laxmi Mangrati ◽  
Patima Devkota ◽  
Rekha Rai ◽  
...  
Keyword(s):  
Monitoring And Evaluation ◽  
Work Life ◽  
Working Environment ◽  
Policy Implications ◽  
Quality Of Work Life ◽  
Social Relevance ◽  
Corporate Sector ◽  
Quality Of Work ◽  
Job Challenges

Background: Existing literature on QWL and CG supports that effective compliance of CG is dependent on how the institution is nourished with the spirit of QWL and CG maintains relationship between the company’s man­agement, board of directors, shareholders, employees, and auditors and stakeholders. Moreover, QWL consider different components like autono­my of work, compensation and rewards, job satisfaction and job security, quality of work life, relation and co-operation, training and development, work environment. Objectives: The main purpose of this paper was to investigate the factors, dimensions and policy implications to foster quality of work life (QWL) situation in organizations, especially in the Nepalese corporate sector. Methods: Fully based on qualitative desk review and analyses. Results: This paper has attempted to establish relationship between the determinants of QWL situation and corporate governance (CG) from a positivists’ perspective. In the present Nepalese context, several challeng­ing factors, such as, employee attitude, working environment, opportuni­ties, nature of work, stress, job challenges, development and career poten­tial are affecting QWL attainment. Conclusions: QWL promotes adequate and fair compensation, safe and healthy working condition, opportunity to use and develop human capabil­ities, opportunity to growth and security, social integration, constitution­alism, social relevance of work life; work and total life span of the people. Implications: Robust QWL standardization, monitoring and evaluation be in place to govern all corporate entities in a meaningful manner.

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