scholarly journals Women in IT-ITES Industries: Their Coping Styles and Quality of Work Life

2021 ◽  
Vol 12 (2) ◽  
pp. 67
Author(s):  
. Bharathi ◽  
. Kavya
Keyword(s):  
Information Technology ◽  
Coping Style ◽  
Coping Styles ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Women Employees ◽  
Positive Method

<p>Women have chosen to establish their names in the competitive globe along with being good home-makers. Information Technology-Information Technology Enabled Services (IT-ITES) industries have helped women to establish their names in the competitive globe along with being good home-makers. With increasing responsibilities, women have been subjected to increasing stress. Women tend to use different coping styles to protect themselves against stress. Not all coping mechanisms are healthy. Meanwhile attention needs to be paid on the quality of their work life, as it’s a very competitive and dynamic industry. This study emphasizes on the different coping styles adopted by the women employees, their quality of work life and the relationship between these two variables. The research design used for the study is descriptive design. The researcher adopted convenient sampling technique to collect data from 307 women employees representing six IT-ITES companies in Bangalore city. The study revealed that the ‘distractive positive’ method of coping style was the most widely used by the women employees. The ‘quality of work life’ of these women employees was on the higher side. The results also showed that there is a significant relationship between coping style and quality of work life.</p>

scholarly journals Pengaruh Self-Efficacy, Quality of Work Life dan Kompensasi terhadap Retensi Karyawan PT. Antaran Sukses Express di Kota Tangerang

2021 ◽  
Vol 1 (1) ◽  
pp. 1-8
Author(s):  
Novi Aisyah ◽  
◽  
Dewi Puspaningtyas Faeni ◽  
Keyword(s):  
Self Efficacy ◽  
Employee Retention ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Work Life ◽  
Statistical Testing ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Testing Tool

Abstract Purpose: This research aimed to examine the effect of Self-Efficacy, Quality of Work Life and Compensation on Employee Retention. This study aimed to see how large the correlation of the three exogenous variable factors on Employee Retention at PT Antaran Sukses Express Tangerang. Research Methodology: The sampling in this research uses a simple random sampling technique, with the number of respondents as many as 100 employees. The technique of methodology used is with the distribution of questionnaires and the statistical testing tool used is SMARTPLS 3.0. Results: The results of this study show that Self-Efficacy (0,207), Quality of Work Life (0,398) and Compensation (0,382) were positively and significantly influential on Employee Retention. Based on the R Square test, it has been indicated that the level of Self-Efficacy, Quality of Work Life and Compensation affect the Retention of Employees to 79.3%, while the remaining 20.7% is affected by other variables outside this study.

scholarly journals Quality of Work Life of Women Employees in Fireworks and Match Industries in Sivakasi, Tamil Nadu

2018 ◽  
Vol 7 (2) ◽  
pp. 50-56
Author(s):  
R. Padmaja
Keyword(s):  
Working Conditions ◽  
Older Workers ◽  
Tamil Nadu ◽  
New Technologies ◽  
Work Organization ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Women Employees

Generally the quality of work life of employees is based on Hours of work and arrangements of working time; Work organization and job content; Impact of new technologies on working conditions; Working conditions of women, young workers, older workers and other special categories; Work-related welfare services and facilities. This paper highlights about the quality of work life of the women employees working in the various fireworks and match industries in Sivakasi.

scholarly journals Pengaruh servant leadership terhadap quality of work life pada karyawan generasi milenial

Cognicia ◽  
2021 ◽  
Vol 9 (1) ◽  
pp. 53-61
Author(s):  
Baiq Widya Ayu Ardiyanti ◽  
Nida Hasanati ◽  
Adhyatman Prabowo
Keyword(s):  
Servant Leadership ◽  
Organizational Support ◽  
Millennial Generation ◽  
Quantitative Methods ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Life Scale

Indonesia is entering a demographic surplus era where millennial generation employees occupy most of the existing work opportunities. When the organization pays attention to and fulfills the needs of millennial generation employees, this arguably will prosper the employees so that their quality of work life can be realized. Organizational support provided by leaders who try to prioritize common interests over personal interests or servant leadership is one of the things that creates employees’ welfare because the employees’ needs are met. The purpose of this study was to determine the effect of servant leadership on the quality of work life of millennial generation employees. This study used quantitative methods with the sampling technique employed is using total sampling with the number of subjects in this are 96 people at BUMN X in West Nusa Tenggara. The data collection method used the servant leadership scale of 18 items and the quality of work life scale of 34 items. Data analysis used the simple linear regression technique. The results showed that there was a significant positive effect of servant leadership on the quality of work life. Servant leadership has an effect of 48.6% on the quality of work life for millennial generation employees (F = 88.893, p = 0.000, = 0.486).

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.

scholarly journals Analisis Kepuasan Kerja Karyawan Melalui Faktor-Faktor Quality of Work Life (QWL) pada PT. Pertamina (Persero) Perkapalan

2016 ◽  
Vol 2 (1) ◽  
pp. 41 ◽  
Author(s):  
Lindawati Kartika ◽  
Syamsul Maarif
Keyword(s):  
Employee Satisfaction ◽  
Structural Equation ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Equation Modeling ◽  
Necessary Condition ◽  
Quality Of Work

PT. Pertamina (Persero) Shipping as shipping division of PT. Pertamina (Persero) since 1959 is affecting by a new transformation strategy of PT. Pertamina, as holding, to face the oil and gas regulation - UU No. 22 year 2001, which change Indonesian oil market from monopoly into competitive market. As competitiveness strategy, the transformation is a necessary condition to achieve PT. Pertamina goal to be world class Oil Company. Employee commitments to service and performance quality are critical factors to achieve its goal, which human resources quality will be improved by providing employee satisfaction. The research objectives at PT. Pertamina (Persero) Shipping were (1) to identify the level of employee satisfaction, (2) to analyze the Quality of Work Life (QWL) , (3) to identify the factor of QWL which influence employee satisfaction, and (4) to identify the factors need to be improve to achieve employee satisfaction. The primary and secondary data were collected from the company. The primary data was collected using interviewed by likert scale questionnaires. And the research samples are 187 respondents which taken from 323 population of employee at PT. Pertamina (Persero) Shipping by cluster random sampling technique at 5% standard error, and analyzed by Structural Equation Modeling (SEM). The study showed employee satisfaction level is good, which indicated by 3,70 score of total value of turnover, absenteeism, age, job level and organization size and 3,63 score on average value of all QWL variables. The SEM analysis showed job satisfaction variables such as communication, safety and conflict resolutions are influencing QWL. Other QWL factors were identify to be improve, by order are health, career development, employee participation, adequate compensation, pride and job security.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP MINAT BERTAHAN KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI

2021 ◽  
Vol 5 (2) ◽  
pp. 447
Author(s):  
Andreas Trimurni ◽  
Mei Ie ◽  
Henny Henny
Keyword(s):  
Organizational Commitment ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Intention To Stay ◽  
New Employees ◽  
Purposive Sampling ◽  
Quality Of Work

Penelitian ini bertujuan untuk menganalisis pengaruh kualitas kehidupan kerja terhadap minat bertahan karyawan dengan menggunakan komitmen organisasi sebagai variabel mediasi. Sampel sebanyak 53 karyawan PT XYZ di Tangerang, dengan teknik purposive sampling. Hasil penelitian menunjukkan bahwa pengaruh kualitas kehidupan kerja terhadap komitmen organisasi, pengaruh komitmen organisasi terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan, pengaruh kualitas kehidupan kerja terhadap minat bertahan yang dimediasi komitmen organisasi, adalah positif dan signifikan. Penelitian ini menyarankan agar perusahaan mengevaluasi peraturan kerja, menjaga kondusifitas ruang kerja, menekankan norma dan aturan perusahaan kepada karyawan baru, membangun dan membentuk karyawan dengan pelatihan, serta menyediakan fasilitas kerja yang memadai dalam rangka meningkatkan kualitas kehidupan kerja serta komitmen organisasional. Hal tersebut pada akhirnya dapat meningkatkan minat bertahan karyawan dalam perusahaan.  The study aims to analyze the effect of quality of work life on employees' intention to stay by using organizational commitment as a mediation variable. Sampled as many as 53 employees of PT XYZ in Tangerang, with purposive sampling technique. The results showed that the influence of quality of work life on organizational commitment, the influence of organizational commitment to intention to stay, the influence of quality of work life on intention to stay, the influence of quality of work life on the intention to stay mediated by organizational commitment, was positive and significant. This research recommends that companies evaluate work regulations, maintain workspace conduciveness, emphasize company norms and rules to new employees, build and shape employees with training, and provide adequate work facilities in order to improve the quality of work life and organizational commitment. This can ultimately increase the employee's enduring interest in the company.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT PERTAMINA PERSERO RU IV CILACAP

2017 ◽  
Vol 5 (1) ◽  
pp. 53
Author(s):  
Astrianditya Januar Ristanti ◽  
Fereshti Nurdiana Dihan
Keyword(s):  
Job Satisfaction ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Permanent Employees

<p><em>This study titled influence the quality of work life and job satisfaction on employee performance of PT Pertamina Persero RU Cilacap. The purpose of this study was to determine the effect on the quality of work life by partial performance, determine the effect of job satisfaction on performance partially, and determine the influence of the quality of work life and job satisfaction simultaneously on employee performance. The independent variable in this study is the quality of work life and job satisfaction, the dependent variable in this study is the performance. The population of this study were 600 permanent employees shift part of PT. Pertamina Persero RU Cilacap. Sampling technique using census sampling methods and techniques Probability Proportionate Random Sampling Strarified totaling 221 employees. Data collection method used was a questionnaire and the data mengalisis using the multiple linear regression analysis.</em></p><em>These results indicate that the quality of work life has significant influence but not the performance, job satisfaction has a significant impact on performance, while the quality of work life and job satisfaction has a significant impact on employee performance remains part of PT Pertamina Persero shift RU Cilacap.</em>

scholarly journals Missing Link between Quality of Work Life and Productivity of Loan Disbursement: The Ghanaian Perspective

2016 ◽  
Vol 11 (3) ◽  
pp. 203 ◽  
Author(s):  
Emmanuel Yaw Ampofo ◽  
Kwasi Dartey-Baah
Keyword(s):  
Positive Impact ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Well Being ◽  
Work Life ◽  
Quality Of Work Life ◽  
Cross Sectional ◽  
Quality Of Work ◽  
The Impact

The study examines the impact of credit officers’ Quality of Work Life (QWL) on productivity of loan disbursement in 10 selected Savings and Loans Companies in the Accra, Ghana. The study was quantitative, cross-sectional, descriptive and analytical. Out of 1602 employees, 310 employees were sampled. Simple random sampling technique was used to select both companies and respondents. 92% of questionnaires were self-administered and 8% were e-mailed. The finding indicated a significant positive impact of credit officers’ QWL on productivity of loan disbursement (β= .274, p&lt;.001).<strong> </strong>It was suggested that it will be profitable to and prudent on the part of managers not to play with the QWL of credit officers if they really want to experience an increase in loan disbursement. Also, managers’ comprehensive focus on the general happiness of credit officers by ensuring employees’ holistic well-being in the organisation will lead to productivity of loan disbursement. The study becomes the first to research on both credit officers and productivity of loan disbursement in the financial sector of Ghana.

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