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 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 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.  

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.

scholarly journals Quality of Work Life Components: A Literature Review

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Dr. T S Nanjundeswaraswamy ◽  
Sandhya M N
Keyword(s):  
Job Security ◽  
Training And Development ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
The Past ◽  
Fair Compensation ◽  
Job Challenges ◽  
Number Of Publications

In the global competitive era Quality of Work Life of employees is important to attract and retain skilled and talented employees. A large number of publications by various authors reflect the interest in this grey area. Reviews of literature on QWL have been done in the past by few authors. However, considering the contributions of QWL in the recent times, a more comprehensive review is attempted here. In this paper, the author has reviewed QWL components literature in a way that would help researchers, academicians and HR executives to take a closer look at the growth, development and applicability of these QWL components. The authors have examined various papers, and have proposed a new set of QWL components to measure the degree of QWL of employees in the changed scenario. They are  Work environment, Job satisfaction, Opportunities For Growth And Advancement, Adequate and fair compensation, Emotional Intelligence, Organizational commitment, Organizational culture, Relationship and co operations, Job security, Occupational stress, Leadership styles, Nature of Work, Facilities, Autonomy of work, Employee Attitude, Job Challenges/ Job responsibility, Training and Development, Adequacy of resources.

scholarly journals Factors Influencing Employee Quality of Work Life in Andhra Pragathi Grameena Bank with Special Reference to Kadapa District

2019 ◽  
Vol 8 (2S3) ◽  
pp. 1591-1597
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Growth Opportunities ◽  
Operating Life ◽  
Life Balance ◽  
Quality Of Work ◽  
Factors Influencing ◽  
Entire Structure ◽  
Career Growth

The term Quality of work Life (QWL) aims at self-propelled entire structure climate by humanizing work, individualizing the organization and self-propelled the structural and group action system. It seeks to create culture of labor commitment at intervals the organization which might guarantee higher productivity for the company and greater job satisfaction for the employees, it's as vital to acknowledge that there are sure issues that everyone folks have in common, a minimum of to a point. Quality of labor Life policies are more and turning into a part of the business ways and focus is on the potential of those policies to influence employee’s quality of operating life and more significantly to assist them maintain work-life balance with equal attention on performance and commitment at work. One in all the foremost vital determinants of Quality of work Life (QWL) is that the career growth opportunities as supported by varied researches drained past

Relationships Between Work Life Quality Of Teachers With Work Commitment, Stress And Satisfaction: A Study In Kuching, Sarawak, Malaysia

2012 ◽  
Author(s):  
Kian–Sam Hong ◽  
Kok–Wah Tan ◽  
Suraini Bujang
Keyword(s):  
Work Stress ◽  
Work Satisfaction ◽  
Life Quality ◽  
Demographic Variables ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Commitment ◽  
Quality Work ◽  
Quality Of Work

This study examined the relationships between quality of work life and work commitment, work stress and work satisfaction. This study also investigated the differences in work life quality, work commitment, work stress and work satisfaction based on demographic variables and the relationships amongst the variables. Questionnaire data was collected from a cross–sectional survey administered to 110 permanent teachers at a government secondary school in Kuching, Sarawak, Malaysia. Findings in this study showed that the respondents only had moderate work life quality. There were also moderate relationships between work life quality and work commitment, stress, and satisfaction but there were no differences in the quality of work life based on demographic variables. However there were differences in work commitment based on gender. This research also revealed that there were also no differences in work stress and satisfaction based on the same demographic variables. Similarly, the findings suggested that work commitment, work stress and satisfaction were not significantly correlated. Work life quality of teachers could still be improved to ensure that students gain maximum benefits from teaching and learning practices in the classrooms. Kata kunci: Work life quality; work commitment; work stress; work satisfaction This study examined the relationships between quality of work life and work commitment, work stress and work satisfaction. This study also investigated the differences in work life quality, work commitment, work stress and work satisfaction based on demographic variables and the relationships amongst the variables. Questionnaire data was collected from a cross–sectional survey administered to 110 permanent teachers at a government secondary school in Kuching, Sarawak, Malaysia. Findings in this study showed that the respondents only had moderate work life quality. There were also moderate relationships between work life quality and work commitment, stress, and satisfaction but there were no differences in the quality of work life based on demographic variables. However there were differences in work commitment based on gender. This research also revealed that there were also no differences in work stress and satisfaction based on the same demographic variables. Similarly, the findings suggested that work commitment, work stress and satisfaction were not significantly correlated. Work life quality of teachers could still be improved to ensure that students gain maximum benefits from teaching and learning practices in the classrooms. Key words: Work life quality; work commitment; work stress; work satisfaction

Sign in / Sign up

Export Citation Format

Share Document