scholarly journals The Role of Isolation in Predicting New Principals’ Burnout

2010 ◽  
Vol 5 (9) ◽  
Author(s):  
Loran E Stephenson ◽  
Scott C Bauer
Keyword(s):  
Work Experience ◽  
Three Dimensions ◽  
Quality Of Work Life ◽  
New Principals ◽  
Coaching Relationship ◽  
Professional Isolation ◽  
Emotional Burnout ◽  
The Relationship

Professional isolation has hampered the quality of the work experience for employees in and outside public education for decades. This study explores the role that perceived isolation plays in predicting the quality of the work experience among new principals. The analysis tests whether isolation serves as a mediator in the relationship between factors that are known to affect the quality of work life of principals (social support; role stress; and participation in a structured coaching relationship) and three dimensions of burnout. Regression analysis supports the framework that places isolation as a mediator in predicting physical and emotional burnout, but does not support this role for cognitive burnout.

The Impact of isolation on new principals’ persistence: Evidence from a southern US state

2017 ◽  
Vol 47 (3) ◽  
pp. 383-399 ◽  
Author(s):  
Scott C Bauer ◽  
Lori Silver ◽  
Jessica Schwartzer
Keyword(s):  
Work Experience ◽  
Mediating Effect ◽  
New Principals ◽  
Coaching Relationship ◽  
Southern Us ◽  
Administrative Experience ◽  
The Impact ◽  
The Relationship

Isolation has affected the quality of the work experience for employees in education for decades. This study explores the role that isolation plays in impacting the quality of the work experience among new principals. Building on recent studies, the analysis tests whether isolation serves as a mediator in the relationship between factors that are known to affect the work experience of principals (social support; role ambiguity, role overload; administrative experience; and participation in a structured coaching relationship), as independent variables, and persistence of new principals. We find some support for this mediating effect, and support for the role of isolation as a predictor of persistence.

The mediating role of organizational embeddedness on the relationship between quality of work life and turnover

2017 ◽  
Vol 38 (5) ◽  
pp. 696-711 ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Content Type ◽  
Mediating Role ◽  
Career Opportunities ◽  
Organizational Embeddedness ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.

Demographic variables as moderators between QWL and OCB

2019 ◽  
Vol 51 (7/8) ◽  
pp. 396-408
Author(s):  
Mohit Yadav ◽  
Santosh Rangnekar ◽  
Anugamini Priya Srivastava
Keyword(s):  
Organizational Citizenship ◽  
Demographic Variables ◽  
Quality Of Work Life ◽  
Content Type ◽  
Study Process ◽  
The Impact ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact of quality of work life (QWL) on organizational citizenship behaviour (OCB) of employees. Also, the paper examines the role of demographic variables, i.e. gender, position and type of organization as moderators of relationship between QWL and OCB. Design/methodology/approach A survey with sample of 375 was used in this study. PROCESS tool by Hayes (2013) was used to analyze the relation between QWL, OCB and demographic variables. Findings QWL was found to positively influence OCB. Gender and type of organization were found to moderate the relationship, whereas position failed to moderate the relation significantly. Practical implications The study reinforced the significance of QWL practices by organizations to improve extra-role behaviours of employees. Also, importance of considering gender and the industry you are in is emphasized in using and designing the QWL programme for employees. Originality/value While many antecedents have been studied in relation to OCB, QWL is rarely discussed. The paper attempts to reemphasize QWL’s importance in doing so in light of demographic variables as moderators.

scholarly journals Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

2015 ◽  
Vol 41 (1) ◽  
Author(s):  
Oluyinka Ojedokun ◽  
Erhabor S. Idemudia ◽  
Mercy Desouza
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
Organisational Commitment ◽  
Quality Of Work ◽  
Mediating Role ◽  
Perceived External Prestige ◽  
The Relationship

Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

scholarly journals The Mediating Role of Organizational Identification in the Relationship between Quality of Work Life and Organizational Agility: A Study on Menoufia University Hospitals

2017 ◽  
Vol 11 (1) ◽  
pp. 184
Author(s):  
Wageeh A. Nafei
Keyword(s):  
Organizational Identification ◽  
Quality Of Work Life ◽  
University Hospitals ◽  
Organizational Agility ◽  
Quality Of Work ◽  
Mediating Role ◽  
The Relationship ◽  
Positive Effect

The overall objective of the study is to identify the role of Organizational Identification (OI) as a mediating variable in interpreting the impact of Quality of Work Life (QWL) on Organizational Agility (OA). The research community is composed of all employees at Menoufia University hospitals (University Hospitals, National Liver Institute and Students Hospitals) in Egypt. Due to the time and cost constraints, the researcher adopted the sampling method to collect the necessary data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses.The research discovered a number of results, the most important of which is the existence of (1) that there is a positive effect between QWL and OI, (2) the existence of a positive  impact between the dimensions of QWL and OA, (3) there is a positive  effect between the dimensions of OI OA, (4) there is a positive effect of OI as a mediating variable in explaining the effect of QWL on OA at Menoufia University hospitals; that is, OI plays the mediating role in the relationship between QWL and OA. There is an impact on QWL on OA through OI at Menoufia University Hospitals.The study referred to a number of recommendations, the most important of which are: (1) re-studying and structuring of the system of wages in the hospital in a way that allows them to get the appropriate returns for their efforts, (2) providing a safe and healthy working environment at the University hospital, (3) improving QWL in terms of providing promotional opportunities, objectively, in accordance with specific standards and controls, (4) activating the training programs so that they are not limited to specific categories, (5) involving the employees in the decision making process, in view of the nature and sensitivity of the hospital work, which relates to the lives of citizens and requires a large amount of freedom to make decisions.

scholarly journals The Effect of Organizational Agility on Quality of Work Life: A Study on Commercial Banks in Egypt

2016 ◽  
Vol 11 (6) ◽  
pp. 271
Author(s):  
Nafei A. Wageeh
Keyword(s):  
Decision Making ◽  
Commercial Banks ◽  
Occupational Safety ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Safety And Health ◽  
The Relationship

<p><strong>Purpose: </strong>The purpose of this research is to identify the types of OA (sensing agility, decision-making agility and acting agility) and its role in promoting Quality of Work Life (QWL) of the employees at commercial banks in Egypt.</p><p><strong>Research Design/Methodology:<em> </em></strong>To assess positive OA refer to (OA questionnaire, Jaworski, &amp; Kohli, 1993) and QWL (QWL survey Seashore et al., 1983; Cammann et al., 1983; National Institute for Occupational Safety and Health, 2002) are used. The data of the study was collected from the employees at commercial banks in Egypt. Out of the 382 questionnaires that were distributed to employees, 325 usable questionnaires were returned, a response rate of 85%. Multiple Regression Analysis (MRA) was used to confirm the research hypotheses.</p><p><strong>Findings:</strong> It has been paid to how OA factors have an impact on QWL. In other words, sensing agility, decision-making agility and acting agility significantly correlated with QWL. The study findings support the view that OA and QWL are related constructs. In other words, the research has found that the study subjects do agree that OA directly affects the dimensions of QWL of the employees at commercial banks in Egypt involved in the current study.</p><p><strong>Practical implications:</strong> The study suggests that at commercial banks in Egypt can improve QWL by influencing its OA, specifically, by developing sensing agility, decision-making agility and acting agility. The study provided that it is necessary to pay more attention to the dimensions of OA as a key source for organizations to enhance the competitive advantage which is of prime significance for QWL.</p><strong>Originality/value: </strong>The study observes that there is a critical shortage of OA and that a greater understanding of the factors that influence the QWL. Therefore, this study examines the relationship between OA and QWL among employees at commercial banks in Egypt. This research dealt with OA in terms of its concept and dimensions, in addition to dealing with the role of OA in promoting QWL at commercial banks in Egypt.

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