Multitasking

2011 ◽  
pp. 76-95
Author(s):  
Alice Robbin
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Research Agenda ◽  
Quality Of Work Life ◽  
Negative Effects ◽  
Media Technologies ◽  
Private Lives ◽  
Future Work

Gunilla Bradley has been an intellectual force for more than forty years. The evolution of her thinking led to a theoretical model that posits the convergence of computer, information, and media technologies and how our work and private lives have been transformed by computerization. This essay examines recent research on this convergence in the context of multitasking, including communicative practices in social and interpersonal interactions at work, effects on the quality of work life and job performance, and the dissolving of the boundaries of work and private lives. Convergence has had both positive and negative effects. It has the potential for improving the quality of social and interpersonal relationships and productivity in the workplace, but, at the same time, substantial evidence shows that multitasking has contributed, sometimes significantly, to increases in stress and cognitive load that have impeded job performance. These effects of computerization were identified very early in Bradley’s research investigations, confirming the continued relevance of her research agenda for future work that she proposed more than 20 years ago in her book Computers and the Psychosocial Work Environment.

scholarly journals Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times

2021 ◽  
Vol 18 (11) ◽  
pp. 5671
Author(s):  
Benito Yáñez-Araque ◽  
Sagrario Gómez-Cantarino ◽  
Santiago Gutiérrez-Broncano ◽  
Víctor-Raúl López-Ruiz
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Health Professionals ◽  
Work Performance ◽  
Qualitative Comparative Analysis ◽  
Good Level ◽  
Configurational Analysis ◽  
Key Variables ◽  
The Times

The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.

Psychological Capital, Quality of Work Life, and Quality of Life of Marketers

2011 ◽  
Vol 32 (1) ◽  
pp. 87-95 ◽  
Author(s):  
Tho D. Nguyen ◽  
Trang T. M. Nguyen
Keyword(s):  
Quality Of Life ◽  
Job Performance ◽  
Psychological Capital ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Positive Impacts

This study examines the roles of psychological capital (PsyCap) in job performance and quality of work life (QWL) of marketers in a transitioning market, Vietnam. It also investigates the impacts of marketers’ QWL on their job performance and quality of life (QoL). A test based upon a sample of 364 marketers in Ho Chi Minh (HCM) City reveals that PsyCap has positive impacts on both job performance and QWL of marketers. In addition, QWL underlies both job performance and QoL of marketers. These findings confirm the importance of PsyCap in marketers’ work and lives in a transitioning market.

Call Centres and the Quality of Work Life: Towards a Research Agenda

2008 ◽  
Vol 50 (2) ◽  
pp. 271-284 ◽  
Author(s):  
Zeenobiyah Hannif ◽  
John Burgess ◽  
Julia Connell
Keyword(s):  
Research Agenda ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Call Centres

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.

Information professionals' quality of work-life and its impact on their job performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saira Hanif Soroya ◽  
Tehmina Sarwar ◽  
Muhammad Shahid Soroya
Keyword(s):  
Job Performance ◽  
Well Being ◽  
Work Life ◽  
Work Behavior ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Key Indicator ◽  
Information Professionals

PurposeJob performance (JP) of employees is a key indicator of success for any organization; however, job performance is dependent on many factors including personal and organizational. The current study aims to investigate this phenomenon concerning the quality of work-life (QoWL).Design/methodology/approachThe study design was quantitative, and a questionnaire was filled by 130 professional librarians based on a convenient sampling technique. The research population was academic information professionals (IPs) serving the university libraries of Lahore, Pakistan. Data were analyzed using SPSS (20.0).FindingsJob career satisfaction is proved a key indicator of JP along with job control and general well-being (GWB). Counterproductive work behavior (CWB), which is a negative behavior, is significantly affected by poor job satisfaction (JS), stress, feelings of unhappiness and low workplace autonomy.Practical implicationsThe study suggests that if poor JS, stress, feelings of unhappiness and low workplace autonomy could be manipulated positively, CWB may be reduced and there are chances to improve the JP of IPs.Originality/valueThis is one of the first attempts that focuses on QoWL and its impact on JP of IPs. The study findings may help leaders and library administration to take employees' friendly decisions to provide a conducive work environment.

How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shazia Nauman ◽  
Connice Zheng ◽  
Ameer A. Basit
Keyword(s):  
Job Performance ◽  
Work Life ◽  
Mediating Effect ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Study Results ◽  
Harmful Effects ◽  
Practical Implications

PurposeThis study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.Design/methodology/approachWe used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.FindingsThe results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.Practical implicationsFor individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.Originality/valueThis study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

scholarly journals Construct Validity and Reliability of the Work Environment Assessment Instrument WE-10

2020 ◽  
Vol 17 (20) ◽  
pp. 7364
Author(s):  
Rudy de Barros Ahrens ◽  
Luciana da Silva Lirani ◽  
Antonio Carlos de Francisco
Keyword(s):  
Factor Analysis ◽  
Construct Validity ◽  
Organizational Climate ◽  
Work Environment ◽  
Assessment Instrument ◽  
Quality Of Work Life ◽  
Validity And Reliability ◽  
Rotation Method ◽  
Commonality Analysis

The purpose of this study was to validate the construct and reliability of an instrument to assess the work environment as a single tool based on quality of life (QL), quality of work life (QWL), and organizational climate (OC). The methodology tested the construct validity through Exploratory Factor Analysis (EFA) and reliability through Cronbach’s alpha. The EFA returned a Kaiser–Meyer–Olkin (KMO) value of 0.917; which demonstrated that the data were adequate for the factor analysis; and a significant Bartlett’s test of sphericity (χ² = 7465.349; Df = 1225; p ≤ 0.000). After the EFA; the varimax rotation method was employed for a factor through commonality analysis; reducing the 14 initial factors to 10. Only question 30 presented commonality lower than 0.5; and the other questions returned values higher than 0.5 in the commonality analysis. Regarding the reliability of the instrument; all of the questions presented reliability as the values varied between 0.953 and 0.956. Thus; the instrument demonstrated construct validity and reliability

scholarly journals STRUCTURAL EQUATION MODELING BASED EMPIRICAL ANALYSIS: DIRECT AND INDIRECT EFFECTS OF JOB SATISFACTION ON JOB PERFORMANCE IN JORDANIAN FIVE-STAR HOTELS

2020 ◽  
Vol 5 (18) ◽  
pp. 133-151
Author(s):  
Bandar Ersan Alown ◽  
Mahadzirah Mohamad ◽  
Fazida Karim
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Equation Modeling ◽  
Quality Of Work ◽  
Moderating Role

In order to improve and maintain competitiveness in the hotel sector, the key elements of success must be available, which is headed by an efficient employee, so it is essential that the employees' performance be at its best. This study examined the effect of job satisfaction (JS) on job performance (JP), organisational structure (OS) and leadership style (LS) on (JS), and Quality of work-life (QWL) on (JP) among five-star hotels employees in Jordan. The study also examined the moderating role of quality of work-life on the variable’s relationships. A questionnaire was used as the main instrument for data collection from 430 employees of five-star hotels. Data analysis was conducted with the help of Structural Equation Modelling (SEM) to determine the level of relationships among (JS), (OS), (LS), (JP), and (QWL). According to the obtained findings, there is a positive relationship between JS and QL on JP, and QWL has a partial moderating role in the relationship between JS and JP. The study findings motivate future studies to carry out studies of the same caliber in other sectors of Jordan, and also in other contexts based on different perspectives.

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP NIATAN BERHENTI KERJA DENGAN MEDIASI KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 11 (1) ◽  
Author(s):  
Indah Handayani ◽  
Edi Purwanto
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Significant Influence ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Work Life ◽  
Mediating Effect ◽  
Quality Of Work Life ◽  
Quality Of Work

<p>This research aims, while exploring the mediating effect of job satisfaction and job performance,<br />to know and explain how quality of work life influence the turnover intentions at the PT. Bina Karya<br />Prima. Research study samples include 103 of the PT. Bina Karya Prima employees. Data collecting used<br />questionnaires, which were shared directly. Data was analysed using the Structural Equation Model<br />(SEM) with PLS software. Research results show that: (1) job satisfaction has a negative and significant<br />influence on the turnover intentions, (2) job performance has a negative and significant influence on the<br />turnover intentions, (3) job satisfaction has not significant influence on the job performance, (4) quality<br />of work life has not a significant influence on the job satisfaction, and (5) quality of work life has a<br />positive and significant influence on the job performance.<br />Keywords: turnover intentions, quality of work life</p>

scholarly journals FAKTOR-FAKTOR YANG MEMENGARUHI KESETIAAN TENAGA KERJA GENERASI Y

2018 ◽  
Author(s):  
Billy Chandra ◽  
Edi Purwanto
Keyword(s):  
Job Performance ◽  
Quantitative Research ◽  
Secondary Data ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Gen Y ◽  
Quality Of Work ◽  
Performance Factors

<p align="center"><strong><em>ABSTRACT</em></strong><strong><em>:</em></strong><em></em></p><h5><em>This research was conducted to find out what factors influenced the loyalty of Gen Y labor who worked as permanent employees and worked in Jabodetabek area. Many of the Gen Y workforce seen haven’t loyal like the previous generation that can work very long in a company. Researcher are interested to explore what factors can trigger the emergence of loyalty to appears in Gen Y. At a glance researcher consider the quality of work and job performance factors are affect the loyalty of the Gen Y labor. In this study the model used is a quantitative research model that serves to see whether there is a positive and significant relationship between the variables that affect the loyalty of Gen Y labor, such as the quality of work life and job performance. The data used in this study are primary data obtained directly through distributed questionnaires, as well as library search through journals as secondary data, to compare and examine what variables are positively affected and can affect the quality of work life and job performance so that can create loyalty.During the research, the researcher found that some variables were allegedly able to increase the loyalty of the Gen Y labor in addition to quality of work life and performance, including compensation, career development and social support that simultaneously affected this research.</em><em></em></h5><h5><em> </em></h5><p><strong><em>Keywords</em></strong><strong><em>: </em></strong><em>Loyalty, Employee, Gen Y</em></p>

Sign in / Sign up

Export Citation Format

Share Document