scholarly journals Quality of Life and Quality of Work Life as Determinants of Employee Productivity: Self-reports of Tea Harvesters in Sri Lanka

2021 ◽  
Vol 11 (1) ◽  
pp. 50-59
Author(s):  
Anuruddha Gamage ◽  
Widana Pathiranage Richard Wickramaratne
Keyword(s):  
Quality Of Life ◽  
Sri Lanka ◽  
Human Resource ◽  
Management Practices ◽  
Work Life ◽  
Quality Of Work Life ◽  
Worker Productivity ◽  
Quality Of Work ◽  
Tea Industry

Tea industry plays a prominent and strategic role in Sri Lanka due to its significant impact on national output, employment and socio-economic status. Therefore, the overall worker productivity in tea industry plays an integral role in terms of national income and foreign exchange earnings. Today, the tea industry in Sri Lanka has been facing the burning issue of declining worker productivity which is the lowest among the tea producing countries in the world. In order to increase the level of worker productivity, simply applying conventional Human Resource Management (HRM) practices is not adequate and a sustainable HRM model is a vital requirement as a strategy for dealing with this crisis and sustains the tea industry in the competitive global marketplace. This research was aimed at proposing human care practices (HCPs) and knowledge management practices (KMPs) as sustainable Human Resource Management Practices (SHRMPs) for enhancing the worker productivity through quality of work-life (QWLs) and quality of life (QLs). The study is specifically focusing on the tea industry, since tea is the key contributor for overall performances of the plantation industry. Un-structured and one-on-one interviews were used as the qualitative research technique for this study. 100 randomly selected tea harvesters who are working in well performing tea estates in Sri Lanka reported a list of HCPs and KMPs that enhance QWL and QL, which in return enhance the worker productivity. The responses of tea harvesters were grouped into pre-defined structure according to comparative importance and then were validated with the findings of previous research studies. The findings were well supported by the premises of psychological contract and social exchange theories. The study also provides some implications for policy decisions and future research directions on identified HCPs and KMPs as sustainable HR practices, which has a direct relationship on the worker productivity.

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.

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.

scholarly journals Fear of COVID-19 and work-quality of life among nurses: The mediating role of psychological well-being

2021 ◽  
pp. 1985-1990
Author(s):  
Ahmet Maslakçı ◽  
Lütfi Sürücü ◽  
Harun Sesen
Keyword(s):  
Quality Of Life ◽  
Well Being ◽  
Work Life ◽  
Self Report ◽  
Quality Of Work Life ◽  
Psychological Well Being ◽  
Work Quality ◽  
Quality Of Work ◽  
Quality Of Life Scale

This study was conducted in order to analyze the effect of the nurses’ quality of work life based on fear about COVID-19 and examine the psychological well-being as a moderating variable in this relationship. The survey questionnaire was administered among nurses between 1 November 2020 and 14 November 2020. The self-report survey comprised the nurse information survey, Fear of COVID-19 Scale, work quality of life scale, and psychological well-being scale as data collection tools. Data were obtained from 339 nurses. The findings show that fear of COVID-19 negatively affects nurses’ quality of work life. It has been determined that PWB plays a moderating role in this relationship. While the fear of COVID-19 negatively affects the quality of work life in nurses with low psychological well-being, there is not any kind of significant effect on the quality of work life in nurses with high psychological well-being. This result shows that as the psychological well-being of nurses’ increases, fear of COVID-19 effect on quality of work life decreases. The results of the study show that responses designed to enhance psychological well-being can enhance nurses' working conditions that could reduce the negative effects of the fear of COVID-19. There is an urgent need for clinical and policy strategies to help increase nurses’ PWB in order to increase the quality of work life by reducing fear and also anxiety among nurses fighting on the front line during COVID-19.

scholarly journals Assessment of Predictable Productivity of Nurses Working in Kerman University of Medical Sciences’ Teaching Hospitals via the Dimensions of Quality of Work Life

2016 ◽  
Vol 8 (10) ◽  
pp. 65 ◽  
Author(s):  
Fariba Borhani ◽  
Azizollah Arbabisarjou ◽  
Toktam Kianian ◽  
Saman Saber
Keyword(s):  
Quality Of Life ◽  
Simple Random Sampling ◽  
Work Life ◽  
Quality Of Work Life ◽  
Teaching Hospitals ◽  
Medical Sciences ◽  
Quality Of Working Life ◽  
Quality Of Work ◽  
Nursing Services

<p><strong>Introduction: </strong>Despite<strong> </strong>the existence of a large community of nurses, specific mechanisms have not been developed yet to consider their needs and the quality of their work life. Moreover, few studies have been conducted to analyze the nature of nursing, nursing places or nurses’ quality of work life. In this regard, the present study aimed to assess predictable productivity of nurses working in Kerman University of Medical Sciences’ teaching hospitals via the dimensions of Quality of Work Life.</p><p><strong>Methodology:</strong> The present descriptive-correlational study was conducted to assess predictable productivity of nurses via the dimensions of Quality of Work Life. The study’s population consisted of all nurses working in different wards of teaching hospitals associated with Kerman University of Medical Sciences. Out of the whole population, 266 nurses were selected based on the simple random sampling method. To collect data, the questionnaires of ‘Quality of Nursing Work Life’ and ‘Productivity’ were used after confirming their reliability (test-retest) and content validity. Finally, the collected data were analyzed through the SPSS software (version 16).</p><p><strong>Results: </strong>Although the quality of work life for nurses was average and their productivity was low but the results showed that quality of life is directly related to nurses’ productivity. Quality of life and its dimensions are predictive factors in the in the nurses’ productivity.</p><p><strong>Conclusions:</strong> It can conclude that by recognizing the nurses’ quality of work life situation, it can realize this group productivity and their values to the efficiency of the health system. For the quality of working life improvement and increasing nurses’ productivity more efforts are needed by authorities. The findings can be applied by managers of hospitals and nursing services along with head nurses to enhance the quality of health services and nursing profession in general.</p>

scholarly journals Seafarers’ Quality of Life: Organizational Culture, Self-Efficacy, and Perceived Fatigue

2018 ◽  
Vol 15 (10) ◽  
pp. 2150 ◽  
Author(s):  
Jae-hee Kim ◽  
Soong-nang Jang
Keyword(s):  
Quality Of Life ◽  
Organizational Culture ◽  
Organizational Support ◽  
Self Efficacy ◽  
Work Life ◽  
Quality Of Work Life ◽  
Factors Affecting ◽  
Quality Of Work ◽  
Intervention Point

Using the Culture-Work-Health model, this study investigates the factors influencing the quality of life of seafarers. This study conducted a survey of 320 seafarers who have lived and worked on a ship for more than six months. This self-administered questionnaire included questions on organizational culture and support, self-efficacy, perceived fatigue, as well as the quality of work life. Organizational culture and self-efficacy were identified as factors affecting the quality of work life, while organizational support was found to have an indirect effect through self-efficacy and perceived fatigue. The final model accounts for 63.1% of the variance in seafarers’ quality of life. As such, this study shows that self-efficacy is important for the quality of life of seafarers, having both direct and indirect effects. Moreover, organizational support may prove to be the primary intervention point for relieving perceived fatigue and enhancing self-efficacy, thus improving the quality of work life.

Human Factors and the Future of Work

1977 ◽  
Vol 21 (1) ◽  
pp. 10-13
Author(s):  
Frederick A. Muckler
Keyword(s):  
Job Satisfaction ◽  
Human Factors ◽  
Human Performance ◽  
Job Design ◽  
Work Life ◽  
Quality Of Work Life ◽  
Worker Productivity ◽  
Quality Of Work ◽  
Future Of Work

In future systems, human factors will be held at least partly accountable for job design, human performance, and the quality of work life. Inevitably, the specific future of technology, systems, and work is uncertain, but expectations of both maximum worker productivity and job satisfaction are societal requirements that surely will be demanded. It is doubtful that these goals will ever be fully met, but the degree to which they are achieved will be directly dependent upon the contributions of human factors.

Nurses’ Work-Related Quality of Life and Its Influencing Demographic Factors at a Public Hospital in Western Iran: A Cross-Sectional Study

2020 ◽  
pp. 0272684X2097283
Author(s):  
Javad Yoosefi Lebni ◽  
Razie Toghroli ◽  
Jaffar Abbas ◽  
Neda Kianipour ◽  
Nazila NeJhaddadgar ◽  
...  
Keyword(s):  
Quality Of Life ◽  
Physical Health ◽  
Life Quality ◽  
Work Life ◽  
Quality Of Work Life ◽  
Western Iran ◽  
Quality Of Work ◽  
Work Related ◽  
Related Quality

Background The quality of life as a concept beyond physical health stands one of the protuberant indexes, and various health-based studies required distinct measurements, which deemed necessary for their significant implications. The nurses fight at the front and play a leading role in providing services to patients at healthcare centers. They deserve a higher quality of life in catering to physical health services. This present study focuses on examining nurses' work-life quality standards and how demographic variables contribute to the hospital of Imam Reza in Kermanshah of Western Iran. Methods This descriptive-analytical study recruited a sample of 271 nurses affiliated with Imam Reza Hospital and Kermanshah University of Medical Sciences by incorporating the stratified random sampling in 2019. This study used a two-part questionnaire to collect data from the targeted respondents. The first part presented the participants' demographic profiles, and the second part showed the nurses' work‐related quality of life (WRQoL) on the scale developed by Van Laar et al. The study screened the data and performed analyses through the SPSS version-23. The research study conducted a descriptive analysis to measure mean and standard deviation with inferential statistics, including independent samples t-test and one-way ANOVA (P < 0.05). Results The study findings specified that nurses’ average quality of the work-life was at a moderate level 3.11 ± 0.47. Besides, results indicated that 57.50% of the nurses reported high standards of quality of work-life, 36.50% showed a modest and 5.20% revealed a lower level of work-life quality. The findings indicated that the quality of work-life significantly correlated with respondent’' age, marital status, education, work experience, position, department, shifts, and employment status (p < 0.05). Conclusion The findings of this research demonstrated that the nurses’ quality of work-life was higher than the average standard. The results provide useful insight for nurses and hospital managers. The policymakers and health managers need to pay more attention to providing a better quality of work-life to the nurses.

scholarly journals Relationship between work‐family conflict and quality of life

2010 ◽  
Vol 25 (1) ◽  
pp. 58-81 ◽  
Author(s):  
Samsinar Md‐Sidin ◽  
Murali Sambasivan ◽  
Izhairi Ismail
Keyword(s):  
Quality Of Life ◽  
Social Support ◽  
Family Conflict ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Content Type ◽  
Quality Of Work ◽  
Work Family

PurposeThe main purpose of this study is to link work‐family conflict, quality of work and non‐work lives, quality of life and social support (supervisor and spouse supports). Specifically, it seeks to address three different roles of social support that have theoretical and empirical support and the mediating roles of quality of work life and quality of non‐work life.Design/methodology/approachThe SEM‐based approach has been used to study supervisor and spouse supports as moderators between work‐family conflict and quality of life; independent variables of work‐family conflict; independent variables of quality of life. The study has been carried out in Malaysia.FindingsThe main findings are: work‐family conflict has relationship with quality of life; quality of work life and non‐work life are “partial” mediators between work‐family conflict and quality of life; and, among the various roles of social support, its role as an independent variable of quality of life gives the best results.Research limitations/implicationsThe research is based on a cross‐sectional study conducted in Malaysia and addresses only the spouse and supervisor supports as components of social support.Originality/valueThe research has developed a comprehensive model linking work‐family conflict, quality of work and non‐work lives, and quality of life and has studied the role of social support.

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