scholarly journals Relationship between Perceived Organizational Support and Quality of Nurses’ Work Life at King Fahad Hospital-Saudi Arabia

2020 ◽  
Vol 10 (10) ◽  
pp. 1349-1360
Author(s):  
Salha Malki ◽  
Ghada Hamouda ◽  
Ohood Felemban
Keyword(s):  
Saudi Arabia ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Pearson Correlation ◽  
Working Life ◽  
Work Life ◽  
Staff Nurses ◽  
Self Report ◽  
Quality Of Working Life

Background: Improving the quality of nurses’ working life is challenging for healthcareorganizations because of its effect on the staff, organizations, and customers. Thedevelopment of supportive environments will enhance the quality of nursing work lifein organizations. However, the association between perceived organizational supportand the quality of working life among nurses was limited information.Aim: This study aims to assess the relationship between perceived organizationalsupport and the quality of nurses’ work life at a King Fahad Hospital Jeddah, SaudiArabia.Methodology: This current study was conducted at King Fahad Hospital, Jeddah,Saudi Arabia. A descriptive correlational design was used. A convenience samplingtechnique was implemented to gather the needed data using a self-report questionnaire.Data was collected using the Survey of Perceived Organizational Support and Brook’Quality of Nursing Work Life Survey. In addition, a demographic questionnaire wasdeveloped by the researcher.Results: About 80.6% of staff nurses showed a moderate POS level, and 63.6% of staffnurses experienced an average level of QNWL. The Pearson correlation coefficientsshowed a statistically significant correlation between POS and overall QNWL (0.541).The correlations between POS and the sub-scales of QNWL came in the range (0.367– 0.521). Also, it found that non-Saudi nurses exhibited higher POS and QNWL levelscompared to Saudi nurses.Conclusion and Recommendation: The study found that perceived organizationalsupport is positively related to QNWL, which means that the higher nurses’ perceivedorganizational support will improve the nurses’ quality of working life. These findingsshould be used by nursing administrations and health policymakers to develop a seriesof organizational support that can improve the quality of working life amongnurses. Future research, further comparative research is needed to examine POS andits relation to QNWL among different healthcare organizations.Key words: Perceived Organizational Support–Quality of Nurses’ Work Life–Qualityof Nursing Work Life–Staff nurses

scholarly journals PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT, KARAKTERISTIK TIM DAN QUALITY OF WORK LIFE TERHADAP KOMITMEN ORGANISASI PADA PEGAWAI UNIVERSITAS NEGERI JAKARTA

2017 ◽  
Vol 31 (2) ◽  
pp. 120-129
Author(s):  
Heru Santosa
Keyword(s):  
Organizational Commitment ◽  
Direct Effect ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Working Life ◽  
State University ◽  
Quality Of Working Life ◽  
Support Team ◽  
Team Characteristics

Employee commitment describes the existence of an organization. Therefore, the existing human resources must be increased efficiency and productivity. The objective of this research was to obtain information concerning the effects of perceived organizational support, team characteristics and quality of working life toward employees’ organizational commitment at the State University of Jakarta by using a survey method with path analysis applied in a testing hypothesis. The research involved sixty four employees at the State University of Jakarta as respondent who was selected by simple random sampling. The time of the study was January - July 2016. These research findings are: (1) there was a direct effect of perceived organizational support toward organizational commitment; (2) there was a direct effect of team characteristics toward organizational commitment; (3) there was a direct effect of quality of working life toward organizational commitment; (4) there was a direct effect of perceived organizational support toward quality of working life; (5) there was a direct effect of team characteristics toward quality of work ing life. Therefore, organizational commitment could be improved by raising the effect of perceived organizational support, team characteristics and quality of working life.

scholarly journals THE INFLUENCE OF CULTURE ORGANIZATION,CAREERDEVELOPMENT, WORK ENVIRONMENT, COMPENSATION POLICY AND ATTITUDE OF EMPLOYEES OF THE WORKING LIFE QUALITY ON THE ENVIRONTMENT OF THE SECRETARIAT OF COORDINATING MINISTRY FOR ECONOMIC AFFAIRS

2016 ◽  
Vol 7 (1) ◽  
pp. 117
Author(s):  
Agung Setywan
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Latent Variables ◽  
Working Life ◽  
Work Life ◽  
Quality Of Work Life ◽  
Compensation Policy ◽  
Quality Of Working Life ◽  
Quality Of Work

Based on the condition and circumstance of quality of work life at  the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, which is based on preliminary research show its not satisfactory, the purpose of this study was to: (1) determine the influence of organizational culture on quality of work life, (2) the effect of career development on the quality of work life, (3) the effect of the work environment on the quality of work life, (4) the effect of compensation policy and benefit on the quality of work life, and (5) the effect of employee attitudes to job towards the quality of working life. Methodologically, the research approach is a quantitative approach. The method research instrument is a questionnaire containing 89-point declaration from the six latent variables in the study, using the Likert Scale 1-5. The independent latent variable is the quality of work life, while independent latent variables are organizational culture, career development, work environment, compensation policy and benefit, and employee attitudes to work. Location of the study at the Secretariat of the Coordinator Ministry for Economic Affairs, Jakarta, with a population of 116 employees.Data were analyzed using Partial Least Square (PLS) Structural Equation Modeling (SEM), with software SmartPLS 3. The result showed that the fifth independent variable only one influential positive and significant on the quality of working life Which means the fifth independent variable having value predictive (predictive relevance) on the quality of working life.Meanwhile the fifth regression variable indepedenshow different results: ( i ) insignificant between cultures organization with the quality of working life, ( ii ) there is a positive connection between development and significant career with the working life , ( iii ) insignificant between the workplace with the working life , ( iv ) insignificant policy of compensation and benefit with the working life; ( v ) insignificant between the employees to the quality of working life.   Keywords:   Quality of work life, cultural organization, career development, work environment, compensation policy and benefit, employee attitude to work.

Understanding The Mediating Role of Quality of Work Life on the Relationship between Emotional Intelligence and Organizational Citizenship Behaviors

2016 ◽  
Vol 118 (1) ◽  
pp. 107-127 ◽  
Author(s):  
Lisbet Alfonso ◽  
Franck Zenasni ◽  
Sabina Hodzic ◽  
Pilar Ripoll
Keyword(s):  
Emotional Intelligence ◽  
Organizational Citizenship ◽  
Working Life ◽  
Organizational Citizenship Behaviors ◽  
Self Report ◽  
Citizenship Behaviors ◽  
Quality Of Working Life ◽  
Mediating Role ◽  
The Relationship

Organizational citizenship behaviors are not directly rewarded by organizations. However, they seem to contribute to excellent performance at work. The aim of this study is to test quality of working life’s (QoWL) mediating role in the relationship between emotional intelligence (EI) and organizational citizenship behaviors (OCB). 203 French adults working regularly in teams completed validated self-report measures corresponding to each construct. The collected data showed that in the studied sample, a high quality of working life was associated with Sportsmanship behaviors. However, mediation was not observed for the other OCB subscales: Altruism, Helping, or Civic virtues. These behaviors tend to occur in individuals with high emotional intelligence scores, unrelated to their quality of working life. Theoretical background, practical implications, and limitations of the study are discussed.

Subjective Approach to Assessment Quality of Working Life of Working-Age Population of the Region

2019 ◽  
Vol 7 (6) ◽  
pp. 9-19
Author(s):  
G. Belehova
Keyword(s):  
Working Life ◽  
Work Life ◽  
Psychological Climate ◽  
Quality Of Work Life ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Subjective Approach ◽  
Working Age ◽  
Working Age Population

The article studies the issue of assessment quality of work life of the population (QWL) on the basis of a subjective approach. The article indicates relevance of the debate surrounding the category of «quality of work life», gives an overview of methods of assessment quality of work life of the population, corresponding to the subjective approach, substantiates the possibility of assessment quality of work life within of a subjective approach based on indicators of satisfaction with aspects of work life. The author developed a methodology for assessing the quality of working life of the population, involving the use of sociological survey tools and the Likert scale. The methodology was tested based on the data of the sociological poll «The monitoring of the labor potential quality», conducted with the direct participation of the author in 2018. According to the results, it was revealed that the composite index of QWL was 0.254, i.e. more than half of the working-age population of the Vologda Oblast are satisfied with the current quality of life in their workplace. The article highlights that all partial indices take positive values, i.e. the majority of respondents are more or less satisfied with the components of the quality of work life. Private indices of employment stability and psychological climate in the organization are of greatest importance, private indices of remuneration of labor and career opportunities are least. The author also discovers the differences in the assessment of QWL by socio-demographic characteristics, level of education and the characteristics of employment.

scholarly journals The Relationship between Quality of Working Life and Job Involvement of Employees in Chamran Hospital

2016 ◽  
Vol 6 (2) ◽  
pp. 181 ◽  
Author(s):  
Zeinab Sirous Jahedi ◽  
Ali Pouladi Reyshahri
Keyword(s):  
Data Collection ◽  
Pearson Correlation ◽  
Job Involvement ◽  
Working Life ◽  
Working Environment ◽  
Social Solidarity ◽  
Quality Of Working Life ◽  
Continuous Growth ◽  
The Relationship

<p>The present study was conducted with the aim of representing the relationship between quality of work and work attachment of employees in Chamran hospital in Saveh in 2015. The research was practical in terms of objective and descriptive-correlational in terms of data collection. The population consisted of 300 employees of Chamran hospital in Saveh among whom 169 individuals were chosen as a sample size using simple random sampling method and Morgan table. Data collection was carried out through standard questionnaire. Analysis of the obtained data was performed using SPSS 21 software in two parts of descriptive and inferential (Regression and Pearson Correlation). The results indicated that there is a significant and positive relationship between quality of working life and its dimensions including fair payment, safe and healthy working environment, providing opportunities for continuous growth and security, legalism, social solidarity and cohesion, and development of human capabilities with job involvement of employees in Chamran hospital in Saveh.</p>

scholarly journals The effects of Work-Life Harmony and Leader-Member exchange on organizational commitment

2014 ◽  
Vol 27 (2) ◽  
pp. 317-338
Author(s):  
JiYeon Park ◽  
YoungHwa Son
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Working Life ◽  
Work Life ◽  
Leader Member Exchange ◽  
Quality Of Working Life ◽  
Basic Resource ◽  
Member Exchange ◽  
Employee Happiness

Many companies have started to pay attention to the promotion of employee happiness and offer a variety of benefit plans to improve company productivity. Work-life harmony and leader-member exchange are important parts of the quality of working life. Organizational commitment is directly related to organizational performance. The purpose of this study was to examine the effects of work-life harmony and leader-member exchange on organizational commitment through employee happiness at work. Data was collected from 530 workers employed in a variety of organizations. It was found that work-life harmony and leader-member exchange quality were significant predictors of employee happiness at work and that the happiness at work was a significant indicator of organizational commitment. In addition, the happiness at work completely mediated the relationships between work-life harmony and organizational commitment, and partially mediated the relationships between leader-member exchange and organizational commitment. The results of this study will be helpful for employees and organizations as it will offer solutions to promote employee happiness and improve company productivity. In addition, it can be utilized as a basic resource for a corporate welfare system.

scholarly journals Roles of Job Satisfaction in Ensuring Quality of Working Life

2013 ◽  
Author(s):  
Rozaini Rosli ◽  
Norailis Ab. Wahab
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Insurance Industry ◽  
Core Competencies ◽  
Working Life ◽  
Influential Factors ◽  
Quality Of Working Life ◽  
Global Trends ◽  
The Relationship

At present many companies around the world are struggling to meet the challenges presented by the organization’s global trends. The workforce has been continuously reminded of the competitiveness and increasing productivity in ensuring better working life. Not forgetting to balance the routines, job satisfaction needs also to be deliberated in any organization. In the current business scenario, the workforce in Malaysia has often been called to acquire core competencies and maintain their competitiveness in a liberalized and globalized market. Further, with the implementation of various policies pertinent to employment including the retirement age and minimum wages, the workplace is no more a pleasant place. Workers need to be more innovative, creative and talented to sustain employment. For such reasons, this paper attempts to examine the relationship between organizational support and job satisfaction in the insurance industry. The results showed that satisfaction with the job (M = 3.68); successful people, directed or influenced by its own commitment to achieve organizational goals (M = 3.55); know and understand the policies and processes to do their job better (M = 3.54). This result is important in that it clearly shows that the relationship between job satisfaction and organizational support are intertwined and closely related to organization performance. This paper proposed a practical model that helps management or decision-makers to highlight the most influential factors that influence the quality of employees’ working life in their organizations.   Keywords: Job satisfaction, quality of working life, insurance industry.

scholarly journals Alat Ukur Quality Of Working Life Indonesia

2020 ◽  
Vol 9 (1) ◽  
pp. 18
Author(s):  
Komang Agus Jayanegara
Keyword(s):  
Job Satisfaction ◽  
Working Life ◽  
Well Being ◽  
Job Security ◽  
Work Life ◽  
Work Life Balance ◽  
Competency Development ◽  
Life Balance ◽  
Quality Of Working Life

Penelitian ini bertujuan untuk mengembangkan alat ukur psikologi yang mengukur quality of working life karyawan, dengan menggunakan lima dimensi quality of working life yaitu health & well being, job security, job satisfaction, competency development, dan work & non-work life balance. Penelitian ini penting untuk dilakukan, dikarenakan alat ukur quality of working life dengan kelima dimensi tersebut masih tergolong baru, dan quality of working life juga merupakan hal penting untuk diperhatikan oleh suatu organisasi. Paritisipan yang terlibat dalam pengambilan data utama adalah sebanyak 109 orang partisipan. Pendekatan yang digunakan pada penelitian ini adalah pendekatan kuantitatif, dengan desain non-experimental, dan bersifat deskriptif. Berdasarkan pada hasil penelitian ini, alat ukur yang peneliti kembangkan telah memenuhi standar psikometri. Terdapat beberapa rangkaian analisis yang peneliti lakukan, yaitu menguji keterbacaan aitem kepada lima orang, yang mana menghasilkan 69 aitem pernyataan, dan kemudian melakukan uji coba alat ukur kepada 36 orang partisipan, dan menganalisis aitem alat ukur tersebut, dan menghasilkan 40 aitem setelah terdapat beberapa aitem yang digugurkan. Kemudian peneliti melakukan pengambilan data utama alat ukur dengan melibatkan 109 orang partisipan, dan menghasilkan alpha cronbach sebesar 0,959 dan dapat dinyatakan alat ukur tersebut reliabel, sedangkan r hitung lebih dari 0,300 yang dapat diartikan bahwa 40 aitem pernyataan dinyatakan valid.

scholarly journals PERCEIVED ORGANIZATIONAL SUPPORT, KARAKTERISTIK TIM, QUALITY OF WORK LIFE DAN KOMITMEN ORGANISASI: STUDI PADA PEGAWAI UNIVERSITAS NEGERI JAKARTA

2017 ◽  
Vol 4 (1) ◽  
pp. 68
Author(s):  
Heru Santosa
Keyword(s):  
Organizational Commitment ◽  
Direct Effect ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Quality Of Work Life ◽  
State University ◽  
Quality Of Work ◽  
Team Characteristics

The objective of this research was to obtain information concerning the effect of perceived organizational support, team characteristics and quality of work life toward employee organizational commitment at the State University of Jakarta by using a survey method with path analysis applied in testing hypothesis. It involved 64 employee at the State University of Jakarta as respondent who were selected by simple random sampling. This research findings were as follows (1) there was a direct effect of perceived organizational support toward organizational commitment; (2) there was a direct effect of team characteristics toward organizational commitment; (3) there was a direct effect of quality of work life toward organizational commitment; (4) there was a direct effect of perceived organizational support toward quality of work life; (5) there was a direct effect of team characteristics toward quality of work life. Therefore, organizational commitment could be improving by rising the effect of perceived organizational support, team characteristics and quality of work life.  

scholarly journals Influence of Motivation and Quality of Work Life on The Performance of Employees

2018 ◽  
Vol 4 (1) ◽  
pp. 42 ◽  
Author(s):  
Meithiana Indrasari ◽  
Mujtaba M Momin ◽  
Nur Syamsudin ◽  
Peter Newcombe ◽  
Surja Permana
Keyword(s):  
Significant Influence ◽  
Employee Performance ◽  
Working Life ◽  
Work Life ◽  
Quality Of Work Life ◽  
Test Results ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Two Factors

<p>This examines the influence of motivation and quality of work life on employee performance CV. Prima Indo Tuna in Makassar. This type of research is explanatory attempt to explain the factors that affect the performance of the employees of the two factors, namely the motivation and the quality of working life. Respondents were 50 people who were employees at CV. Prima Indo Tuna Makassar on the processing or production either permanent or contract employee. Analysis of hypothesis verification regression analysis, which showed no significant influence between the variables of motivation and quality of work life on employee performance, it is proved by F <sub>count&gt;</sub> 6,806 F <sub>table</sub> 3.20. From the analysis of the partial test proved that there is a significant influence on the variables of motivation and the quality of working life to the performance. Then the partial test results obtained by the partial determination coefficient (r<sup>2)</sup>of 0108 which shows motivation variable is the dominant variable affecting employee performance.</p>

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