scholarly journals Employee assistance programmes (EAPS) and quality of work life in a public sector organization: Biographical influences

2015 ◽  
Vol 12 (3) ◽  
pp. 242-249 ◽  
Author(s):  
N R Bophela ◽  
Patsy Govender
Keyword(s):  
Public Sector ◽  
Work Life ◽  
Employee Perceptions ◽  
Quality Of Work Life ◽  
Employee Assistance ◽  
Length Of Service ◽  
Quality Of Work ◽  
Public Sector Organization ◽  
Significant Difference

This study aims to determine biographical influences on facets of employee assistance programmes (EAPs) and the quality of work life of employees in a public sector organization. Employee perceptions were conducted via questionnaire distribution and the data was analyzed using descriptive and inferential statistics. A sample 85 employees was drawn using the stratified random sampling. Significant differences surfaced with the length of service and with the three components of the study, that is, the programme on stress-related problems, the programme on personal issues and, mentoring programmes. Also, a significant difference emerged for the programme for substance abuse and the highest educational level. The literature review and the results highlight a compelling need for quality of work life and for spearheading EAPs programmes effectively in organizations

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.

Does Grit Matter to Employees’ Quality of Work Life and Quality of Life? The Case of the Korean Public Sector

2021 ◽  
pp. 009102602110127
Author(s):  
Min Young Kim ◽  
Hyo Joo Lee
Keyword(s):  
Quality Of Life ◽  
Public Sector ◽  
Work Motivation ◽  
Well Being ◽  
Employee Motivation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Long Run

To ensure the quality of the work done in the Korean career civil service system (which is characterized by stability, such as lifelong job security), the public sector must use methods to motivate their employees and improve their performance in the long run. In this study, we propose that grit, as a type of work motivation, can boost employee well-being (i.e., job satisfaction, job stress) and organizational outcomes (i.e., organizational commitment, performance). Therefore, the main objective of this study is to assess the validity of grit among public employees from a collectivist culture; to this end, we use the 2016 survey of Korean public officials ( N = 2,070). The results are as follows: (a) grit has a direct positive effect on quality of work life (QWL), (b) QWL can increase employee’s quality of life (QOL), and (c) professionalism and goal-oriented culture negatively and positively regulate grit and QWL. We also examined how employee motivation (e.g., grit) can enrich their QWL and QOL. Altogether, this study supports the argument that human resource (HR) managers should pay attention to grit. To achieve success, one needs not only some level of ability but also the zeal and capacity for hard labor, the latter two of which are considered to constitute grit. Given that, this research targeted grit in the Korean context—not the Western one—and examined its effects in the Korean public sector, where conscientiousness is emphasized.

Contrasting Employee Assistance, Health Promotion, and Quality of Work Life Programs and Their Effects on Alcohol Abuse and Dependence

1988 ◽  
Vol 24 (4) ◽  
pp. 347-364 ◽  
Author(s):  
William J. Sonnenstuhl
Keyword(s):  
Health Promotion ◽  
Alcohol Abuse ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Place ◽  
Employee Assistance ◽  
Problem Drinkers ◽  
Quality Of Work ◽  
Alcohol Abuse And Dependence

Numerous programs addressing employee alcohol abuse and dependence have appeared in organizations in the U.S. since the 1940s. Employee Assistance Programs (EAPs) have effectively used a dual strategy of constructive confrontation and counseling for dealing with problem drinkers at the work site. In many organizations, however, practitioners have begun to treat problem drinkers by altering this strategy and/or relying on health promotion programs (HPPs) and quality of work life (QWL) efforts. This article compares EAPs, HPPs, and QWL, discussing their theoretical underpinnings, methods, and demonstrated effectiveness in treating alcohol abuse and dependence. The author encourages cooperation among EAP, HPP, and QWL practitioners in addressing work place factors related to drinking problems, and makes several recommendations for future research.

Antecedents and Outcomes of Quality of Work Life Among Employees in Banks

2020 ◽  
Vol 17 (4) ◽  
pp. 1963-1968
Author(s):  
N. Geethanjali ◽  
R. Sindhya ◽  
A. Sabarirajan
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.

Decrypting the nexus between organisational culture, quality of work life, job satisfaction and employee productivity in the public sector

2019 ◽  
Vol 40 (1) ◽  
pp. 59-82
Author(s):  
Chengedzai Mafini
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Organisational Culture ◽  
Work Life ◽  
Quality Of Work Life ◽  
Employee Productivity ◽  
Convenience Sample ◽  
The Public ◽  
Quality Of Work

The recent recognition of the importance of the public sector as a major driver of economic success in any given country underlines the need to focus on strategies for enhancing the productivity of public sector employees. The aim of this paper is to examine the influence of organisational culture and quality of work life on job satisfaction and employee productivity among employees in the South African public sector. Using the quantitative survey research design, a questionnaire was developed and administered to a convenience sample of 264 employees drawn from central government departments in Gauteng. A confirmatory factor analysis was conducted to test the psychometric properties of measurement scales and hypotheses were tested using structural equation modelling. Organisational culture and quality of work life positively and significantly influenced job satisfaction. In turn, job satisfaction positively and significantly influenced employee productivity. Organisational culture exerted greater influence on job satisfaction than quality of work life. By implication, the labour relations environment in the public sector may be improved by nurturing healthy cultures and enriching quality of work life, thereby improving both job satisfaction and employee productivity.

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