THE IMPACT OF ORGANIZATIONAL CULTURE ON IMPROVEMENT QUALITY OF WORK ENVIRONMENT A FIELD STUDY ON THE CENTER OF RESEARCH & GENETIC DISEASES THERAPY -AIN SHAMS UNIVERSITY

2016 ◽  
Vol 35 (1) ◽  
pp. 656-588
Author(s):  
El-Refae, M. A. ◽  
Morsi, M. A. ◽  
Ahmed, M. A. ◽  
Mohmed, Heba, A. A.
Keyword(s):  
Organizational Culture ◽  
Field Study ◽  
Work Environment ◽  
Genetic Diseases ◽  
Quality Of Work ◽  
The Impact

Antecedents And Outcomes Of Qwl Among Employees In Banks

2019 ◽  
Vol 118 (7) ◽  
pp. 1-19
Author(s):  
Geethanjali N ◽  
Parveen Roja M ◽  
Lavanya D
Keyword(s):  
Organizational Climate ◽  
Job Stress ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Significant Difference ◽  
Service Productivity ◽  
The Impact

Quality of work life is the major factor to be considered in working environment of any organization. The performance of employees and the organization lies on the ability of the employees based on working environment. The QWL leads to better working environment which improves the performance of organization. The present study has made an attempt to find the level of factors causing QWL and the impact of outcome of QWL in banks. Since the profile of the banks may be associated with the level of outcomes of QWL, the present study has made an attempt to examine it with the help of one way analysis of variance and t-test. The included outcomes of QWL are job satisfaction, job stress, organizational climate, organizational commitment, employees retention behaviour, service quality employees and service productivity of employees. The highly associated determinants of QWL and the significant difference among the PUSBs and PRSBs have been noticed. The significantly associating important profiles of the banks regarding the existence of outcome of QWL are identified.

scholarly journals Evaluation of the Quality of Irrigation Machinery by Monitoring Changes in the Coefficients of Uniformity and Non-Uniformity of Irrigation

Agronomy ◽  
2021 ◽  
Vol 11 (8) ◽  
pp. 1499
Author(s):  
Ján Jobbágy ◽  
Peter Dančanin ◽  
Koloman Krištof ◽  
Juraj Maga ◽  
Vlastimil Slaný
Keyword(s):  
Repeated Measurements ◽  
Joint Stock Company ◽  
Stock Company ◽  
Uniformity Coefficient ◽  
Quality Of Work ◽  
Total Length ◽  
Irrigation Uniformity ◽  
Wide Range ◽  
The Impact

Recently, the development of agricultural technology has been focused on achieving higher reliability and quality of work. The aim of the presented paper was to examine the possibilities of evaluating the quality of work of wide-area irrigation machinery by monitoring the coefficients of uniformity and non-uniformity of irrigation. The object of the research was pivot irrigation machinery equipped with sprinklers with a total length from 230 to 540 m. The commonly applied quality of work parameter for wide-range irrigators is the irrigation uniformity coefficient according to Heermann and Hein CUH. Work quality evaluations were also carried out through other parameters applicable in practice, such as irrigation uniformity coefficients calculated according to Christiansen CU, Wilcox and Swailes Cws, and our introduced parameters, the coefficient ar (derived from the degree of unevenness according to Oehler) and the degree of uniformity γr (derived from the degree of non-uniformity according to Voight). Other applied parameters for determining the quality of work of wide-range irrigation machinery were the coefficients of irrigation uniformity according to Hart and Reynolds CUhr, further according to Criddle CUcr and subsequently according to Beale and Howell CUbr. Next, the parameters of the non-uniformity coefficient according to Oehler a, the coefficient of variation according to Stefanelli Cv, the degree of non-uniformity according to Voigt γ and the degree of non-uniformity according to Hofmeister Ef were evaluated. Field tests were performed during the growing season of cultivated crops (potatoes, corn and sugar beet) in the village of Trakovice (agricultural enterprise SLOV-MART, southwest of the Slovakia) and in the district of Piešťany (Agrobiop, joint stock company). During the research, the inlet operating parameters (speed stage, inlet pressure, irrigation dose), technical parameters (number of sprayers, total length, number of chassis) and weather conditions (wind speed and temperature) were recorded. The obtained results were examined by one-way ANOVA analysis depending on the observed coefficient or input conditions and subsequently verified by Tukey and Duncan tests as needed. Irrigation uniformity values ranged from 67.58% (Cws) to 95.88% (CUbh) depending on the input conditions. Irrigation non-uniformity values ranged from 8.58 (a, Ef) to 32.42% (Cv). The results indicate a statistically significant effect of the site of interest and thus the impact of particular field conditions (p < 0.05). When evaluating the application of different coefficients of irrigation uniformity, the results showed a statistically significant effect only in the first test (p = 0.03, p < 0.05). During further repeated measurements, the quality of work increased due to the performed inspection of all sprayers and the reduction in the influence of the wind.

scholarly journals The impact of transformational leadership on the quality of work-life – An applied study in telecommunications companies -The Hashemite Kingdom of Jordan –: تأثير الْقِيَادَة التّحويليّة في جودة حياة العمل – دِرَاسَة تطبيقية على العاملين في شركات الاتصالات - المملكة الأردنية الهاشمية –

2021 ◽  
Vol 5 (4) ◽  
Author(s):  
Maen Yousef Khasawneh
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Study Data ◽  
Work Life ◽  
Quality Of Work Life ◽  
Arithmetic Average ◽  
Quality Of Work ◽  
The Impact ◽  
Telecommunications Companies

This study aims to identify the impact of transformational leadership on the quality of work-life in telecommunications companies operating in the Hashemite Kingdom of Jordan. The researcher has employed the descriptive analytical approach to analyze the study data، the most important results reached in this study are: the overall average answers for the workers on transformational leadership comes high, with an arithmetic average (3.79) , while the quality of work-life has come to a medium degree with an arithmetic average (3.17). The study recommended that leaders in telecommunications companies should be encouraged to continue practicing the transformational leadership style because of its characteristics and practices that have an impact on the effectiveness of the company and taking into account the social and humanitarian aspects of workers.

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.

scholarly journals Peran Kepala Sekolah Dalam Mengembangkan Mutu Budaya Organisasi

2018 ◽  
Vol 2 (2) ◽  
pp. 407
Author(s):  
ZM Abid Mohammady
Keyword(s):  
Organizational Culture ◽  
Field Research ◽  
Education Institution ◽  
Quality Of Education ◽  
A Value ◽  
Qualitative Descriptive ◽  
The Impact

Abstract: In the context of Indonesia, the quality of education seems to be something taboo to talk about, however, according to researchers the quality of education in Indonesia is very apprehensive. It is necessary for the role of headmaster and special efforts in developing a quality education institution through organizational culture as a value system that is understood, imbued, run jointly by members of the organization as a system of meaning or guidance for the organizers. This study aims to describe the three roles and impacts role of the headmaster role in developing the quality of organizational culture, they are: (1) the role of the headmaster as a manager; (2) the role of the headmaster as the educator; (3) the role of the headmaster as the supervisor; 4) The impact of the headmaster's role in developing the quality of organizational culture quality at SDMT Ponorogo. This research is categorized into a field research with qualitative descriptive approach and the research design was case study. The setting of study was at SDMT Ponorogo.  The findings showed that (1). The role of headmaster as manager encompasses conducting internal and external analysis, internalizing the Islamic value that is kemuhamadiyahan value. (2). The role of the headmaster as an educator includes involving educators in upgrading, workshops or training in order to provide opportunities for educators to improve their knowledge and skills by learning to the higher education, conducting cadre to members of organizational culture and creating jargon to motivate members of organizational culture. (3). The role of the headmaster as a supervisor comprises overseeing and Evaluating the performance and achievement of members of organizational culture, conducting weekly, monthly and semester meetings, monitoring achievements of educators and learners. (4) The impact of the school headmaster's role in developing the quality of organizational culture is organizational culture climate becomes harmonious and schools achieve more attainments.Abstrak: Dalam konteks Indonesia, mutu pendidikan seolah-olah menjadi barang yang tabu untuk diperbicangkan, dalam konteks tersebut kualitas pendidikan di Indonesia sangat memperihatinkan. Untuk itu diperlukan peran kepala sekolah dan Upaya khusus dalam mengembangkan sebuah mutu lembaga pendidikan melalui budaya organisasi sebagai sistem nilai yang dipahami, dijiwai, dijalankan secara bersama oleh anggota organisasi sebagai sistem makna atau pedoman bagi pelaku organisasi. Penelitian ini bertujuan untuk mendeskripsikan dan menjelaskan tiga peran serta dampak peran  kepala sekolah dalam mengembangkan mutu budaya organisasi, yaitu: (1) Peran kepala sekolah sebagai Manajer, (2) Peran kepala sekolah sebagai Educator, (3) Peran kepala sekolah sebagai supervisor, dan (4) Dampak peran kepala sekolah dalam mengembangkan mutu budaya organisasi di SDMT Ponorogo. Dengan menghasilkan temuan: (1).Peran kepala sekolah sebagai manajer diantaranya: melakukan analisis internal dan eksternal, menginternalisasi nilai keislaman yaitu nilai kemuhammadiahan. (2). Peran kepala sekolah sebagai educator diantaranya: mengikut sertakan pendidik dalam penataran, workshop atau pelatihan memberikan kesempatan kepada pendidik untuk meningkatkan pengetahuan dan keterampilannya dengan belajar ke jenjang pendidikan yang lebih tinggi, melakukan pengkaderan kepada anggota budaya organisasi. membuat jargon-jargon untuk memotivasi anggota budaya organisasi. (3). Peran kepala sekolah sebagai supervisor diantarnya: mengawasi dan mengevaluasi kinerja dan pencapaian anggota budaya organisasi, mengadakan rapat setiap, minggu, bulan dan semester, memantau prestasi pendidik dan peserta didik. (4) Dampak peran kepala sekolah dalam mengembangkan mutu budaya organisasi diantaranya: iklim budaya organisasi menjadi harmonis, sekolah menjadi lebih berprestasi.

scholarly journals Exploring the Quality of Work Environment at Saudi Aerospace Engineering Industries (SAEI)

2015 ◽  
Vol 5 (4) ◽  
pp. 125
Author(s):  
Ayman Abdulaziz Alghamdi ◽  
Nasser Akeil Kadasah
Keyword(s):  
Work Environment ◽  
Employee Satisfaction ◽  
Safety Climate ◽  
Management Practices ◽  
Aerospace Engineering ◽  
Safety Hazard ◽  
Quality Of Work ◽  
Job Title ◽  
Engineering Industries

<p>This study aims to evaluate the Quality of Work Environment (QWE) in Aircraft Maintenance Sector of Saudi Aerospace Engineering Industries (SAEI). It covers safety climate (safety, hazard, and injury), employee satisfaction about their jobs and employee satisfaction about management practices. For that purpose, 314 questionnaires were collected and analyzed. The study revealed that SAEI employees have neutral evaluations regarding safety climate in the organization and have neutral evaluations regarding their jobs at SAEI as well. On the other hand, the overall values statically indicate that SAEI employees are unsatisfied regarding SAEI management practices. In conclusion, SAEI employees are unsatisfied about the quality of work environment in general with overall median equal 2 and 95% of confidence. The majority of respondents (60.1%) were between unsatisfied and strongly unsatisfied regarding the QWE. Also, the study indicated that there were statistically significant differences in the employees’ evaluation regarding the QWE according to their job grades, job title, and their departments. These differences can be concluded as following; employees with higher grades were more satisfied with QWE at SAEI, managers, instructors, and auditors were more satisfied with QWE at SAEI and finally TQA employees were the most satisfied employees with QWE at SAEI while Hangar employees were the most unsatisfied. The study suggests some practical recommendations based on the outcomes of this study.</p>

scholarly journals Quality of Work-Life for Job Satisfaction in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 79-88
Author(s):  
Pitri Raj Adhikari
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Multiple Regression Model ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Regression Result ◽  
Quality Of Work ◽  
The Impact

 This paper is concerned with the examination of the impact of quality of work life for job satisfaction in Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared and collected from 225 respondents. Descriptive and casual comparative research design have been used in this study. The multiple regression model has been used to test the relationship. The results show that working environment, work life balance, compensation and reward, training and development, and job design are positively related to job satisfaction. The regression result shows that the beta coefficients for all variables are positive and significant with job satisfaction.

scholarly journals Time–motion analysis examining of the impact of Medic Bleep, an instant messaging platform, versus the traditional pager: a prospective pilot study

2019 ◽  
Vol 5 ◽  
pp. 205520761983181 ◽  
Author(s):  
Rahul Menon ◽  
Christopher Rivett
Keyword(s):  
Interpersonal Communication ◽  
Instant Messaging ◽  
Care Delivery ◽  
Work Life ◽  
Quality Of Work Life ◽  
Resource Utilisation ◽  
Quality Of Work ◽  
Time Motion ◽  
The Impact

Objectives Efficient and accurate communication between healthcare professionals (HCPs) serves as the backbone to safe and efficient care delivery. Traditional pager-based interpersonal communication may contribute to inefficient communication practices and lapses in medical care. Methods This study aimed to examine the impact of Medic Bleep, a National Health Service (NHS) information governance-compliant instant messaging application, in an NHS Hospital Trust. We examined Medic Bleep’s impact on participant time and workflow using time–motion methodology. Cohorts of doctors and nurses using both Medic Bleep and the traditional pager were compared. Secondary endpoints of our study were to assess whether efficient communications could lead to better resource utilisation, patient safety as well as better quality of work life for the end user. Results Assimilation of Medic Bleep corresponded to a reduction in mean task-duration that was statistically significant ( p < 0.05) for To Take Out (TTO) and Patient Review categories. Nurses saved an average of 21 minutes per shift ( p < 0.05), whereas doctors saved an average of 48 minutes ( p < 0.05) per shift. Qualitative analysis suggested that HCPs benefited from better work prioritisation, collaboration and reduced medical errors enabled by an auditable communication workflow. Conclusion Medic Bleep reduced time spent on the tasks requiring interpersonal communication. Efficiencies were seen in Discharge Patient Flow, Patient Review and TTO categories. This improved HCP availability and response times to the benefit of patients. End users revealed that Medic Bleep had a positive effect on quality of work life.

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