The Relationship Between Quality of Work Life and Burnout: A Linear Regression Structural-Equation Modeling

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.

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Toward Sustainable Schools: A Mixed Methods Approach to Investigating Distributed Leadership, Organizational Happiness, and Quality of Work Life in Preschools

Sustainability ◽

10.3390/su11195489 ◽

2019 ◽

Vol 11 (19) ◽

pp. 5489 ◽

Cited By ~ 1

Author(s):

Egemen Algan ◽

Azize Ummanel

Keyword(s):

Distributed Leadership ◽

Structural Equation ◽

School Context ◽

Well Being ◽

Work Life ◽

Mediation Effect ◽

Quality Of Work Life ◽

Equation Modeling ◽

Quality Of Work

Previous research shows that sustainable organization conditions are associated with high levels of teacher well-being. Organizational happiness and quality of work life, two indicators of teacher well-being in an organization, impact the outcomes of teachers and organizations. Determining ways to support the organizational happiness and quality of work life variables in the organizational environment are gaining significance. Distributed leadership has attracted attention in the literature with its principles. Adopting a sequential explanatory design, qualitative data were collected after quantitative data. In the quantitative component, it was hypothesized that organizational happiness could play a mediating role in the relation between distributed leadership and quality of work life. This was tested through structural equation modeling, and the findings indicated that organizational happiness had a full mediation effect. In the qualitative component, the opinions of administrators regarding the effects of their behaviors on organizational happiness and quality of work life of teachers were investigated within the scope of distributed leadership. The results indicated that administrators’ own behaviors in the school context displayed distributed leadership characteristics.

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The mediating role of employee commitment in the relationship between quality of work life and the intention to stay

Employee Relations ◽

10.1108/er-07-2019-0292 ◽

2020 ◽

Vol 42 (6) ◽

pp. 1231-1248

Author(s):

Arawati Agus ◽

Rajni Selvaraj

Keyword(s):

Employee Commitment ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Intention To Stay ◽

Private Hospitals ◽

Content Type ◽

Quality Of Work ◽

The Relationship

PurposeThe aim of this study is to investigate the relationship between quality of work life (QWL), employee commitment and the intention to stay of nurses in private hospitals in Malaysia.Design/methodology/approachA cross-sectional survey design was used in this study. Primary data were collected through self-administered questionnaires with nurses as the respondents from four private hospitals in the states of Selangor and Kuala Lumpur, Malaysia. Out of 300 questionnaires distributed, 202 valid responses were received. Statistical analyses employed were descriptive statistics, Pearson's correlation, confirmatory factor analysis and structural equation modeling (SEM).FindingsThe strongest QWL construct that contributed significantly to the intention to stay among respondents is work context, followed by work world, work design and work life/home life. The findings further indicate that employee commitment partially mediates the relationship between QWL and the intention to stay. In conclusion, if employees are contented with their QWL, the stronger will the employee commitment be in the organization and ultimately their intention to stay.Originality/valueThis study provides robust evidence for private hospital administrators to enhance their employees' QWL, especially if they are opting to ensure that the turnover of the staff is contained.

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Predictors of Quality of Work Life and Job Performance in Clinical Staff in Qazvin, Iran

International journal of epidemiologic research ◽

10.15171/ijer.2018.19 ◽

2018 ◽

Vol 5 (3) ◽

pp. 86-91 ◽

Cited By ~ 1

Author(s):

Mehri Kalhor ◽

Fatemeh Samieerad ◽

Mahbobeh Garshasbi ◽

Maryam Mafi ◽

Fatemeh Ranjkesh

Keyword(s):

Linear Regression ◽

Job Performance ◽

Shift Work ◽

Organizational Factors ◽

Work Life ◽

Clinical Staff ◽

Quality Of Work Life ◽

Quality Of Work ◽

The Relationship

Background and aims: Hospital staff are the main personnel of healthcare who play an important role in improving the health of the society. Quality of working life can affect job performance in clinical staff. This study aimed to examine the relationship between quality of work life and job performance in clinical staff working at Kosar hospital, Qazvin. Methods: This cross-sectional study was conducted (during July to October 2016) on 163 clinical staff working at Kosar hospital of Qazvin, after obtaining the consent from the authorities. Data were collected using three questionnaires: demographic characteristics, Walton quality of work life, and Paterson’s job performance questionnaires. Subjects were selected using census methods. The obtained data were analyzed using SPSS software, version 23 and Stata software, version 11. Statistical testes which were applied for the analysis include Pearson correlation and multiple linear regression (MLR). Level of significant was considered at P<0.05. Results: No significant correlation was found between the quality of work life and job performance in clinical staff (P=0.715, r=0.029). The results of linear regression model showed that work experience (β=3.67, P=0.04), type of employment (β=11.3, P<0.001), and shift work (β=60.49, P<0.001) can significantly predict occupational performance in clinical staff. In addition, shift work (β=32.27, P<0.001) can be regarded as a significant predictor of work life quality in clinical staff. Conclusion: The present study could not support the relationship between quality of work life and job performance; however, the results revealed that some demographic and organizational factors were related to quality of work life and job performance.

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Analisis Kepuasan Kerja Karyawan Melalui Faktor-Faktor Quality of Work Life (QWL) pada PT. Pertamina (Persero) Perkapalan

Jurnal Manajemen dan Organisasi ◽

10.29244/jmo.v2i1.14195 ◽

2016 ◽

Vol 2 (1) ◽

pp. 41 ◽

Cited By ~ 1

Author(s):

Lindawati Kartika ◽

Syamsul Maarif

Keyword(s):

Employee Satisfaction ◽

Structural Equation ◽

Sampling Technique ◽

Work Life ◽

Quality Of Work Life ◽

Primary Data ◽

Equation Modeling ◽

Necessary Condition ◽

Quality Of Work

PT. Pertamina (Persero) Shipping as shipping division of PT. Pertamina (Persero) since 1959 is affecting by a new transformation strategy of PT. Pertamina, as holding, to face the oil and gas regulation - UU No. 22 year 2001, which change Indonesian oil market from monopoly into competitive market. As competitiveness strategy, the transformation is a necessary condition to achieve PT. Pertamina goal to be world class Oil Company. Employee commitments to service and performance quality are critical factors to achieve its goal, which human resources quality will be improved by providing employee satisfaction. The research objectives at PT. Pertamina (Persero) Shipping were (1) to identify the level of employee satisfaction, (2) to analyze the Quality of Work Life (QWL) , (3) to identify the factor of QWL which influence employee satisfaction, and (4) to identify the factors need to be improve to achieve employee satisfaction. The primary and secondary data were collected from the company. The primary data was collected using interviewed by likert scale questionnaires. And the research samples are 187 respondents which taken from 323 population of employee at PT. Pertamina (Persero) Shipping by cluster random sampling technique at 5% standard error, and analyzed by Structural Equation Modeling (SEM). The study showed employee satisfaction level is good, which indicated by 3,70 score of total value of turnover, absenteeism, age, job level and organization size and 3,63 score on average value of all QWL variables. The SEM analysis showed job satisfaction variables such as communication, safety and conflict resolutions are influencing QWL. Other QWL factors were identify to be improve, by order are health, career development, employee participation, adequate compensation, pride and job security.

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QUALITY OF WORK LIFE AND LIFELONG LEARNING AMONG WORKING ADULTS IN MALAYSIA: THE MEDIATING ROLE OF EMPLOYEE ENGAGEMENT

Malaysian Management Journal ◽

10.32890/mmj2021.25.5 ◽

2021 ◽

Vol 25 ◽

pp. 99-142

Author(s):

Bradley C.Y. Ho ◽

Norizah Mohd Mustamil ◽

Sharmila Jayasingam

Keyword(s):

Lifelong Learning ◽

Employee Engagement ◽

Structural Equation ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Working Adults ◽

Quality Of Work ◽

Mediating Role

There has been a significantly increasing emphasis on the quality of interactions between employers and employees in the context of managerial and organisational studies in Malaysia. To encourage a desirable workforce, organisations often list factors associated with quality of work life, employee engagement, and lifelong learning as contributors to achieving optimal organisational goals. However, do quality of work life and employee engagement truly lead to employee disposition for lifelong learning? This paper aims to explore quality of work life and employee engagement as precursors to establishing a workforce that embraces lifelong learning. Structural Equation Modeling analysis was employed on 472 samples obtained from working adults holding different positions in various organisations in the country. The empirical results demonstrate that quality of work life leads to employee engagement, which in turn, positively contributes to lifelong learning. The results also suggest that employee engagement fully mediates the relationship between quality of work life and lifelong learning. This study provides a more in-depth understanding of what it takes to create a workforce that engages in continuous learning, and sets the tone for compelling narratives in rolling out organisational vision and mission for lifelong learning in Malaysia.

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Effect of Compensation, Quality of Work Life on Performance

Journal of Asian Multicultural Research for Economy and Management Study ◽

10.47616/jamrems.v2i2.107 ◽

2021 ◽

Vol 2 (2) ◽

pp. 25-34

Author(s):

Irsan Komar ◽

Ida Aju Brahmasari ◽

Riyadi Nugroho

Keyword(s):

Structural Equation ◽

Employee Performance ◽

Work Life ◽

Model Fit ◽

Quality Of Work Life ◽

Equation Modeling ◽

Regional Office ◽

Quality Of Work ◽

Directorate General

This study aims to determine the effect of compensation, quality of work life on employee performance at the Directorate General of Customs and Excise, East Java Regional Office I. The study population was 1323 employees. employees, the number of samples is 200 respondents. The technique of collecting data through a questionnaire. Model testing with structural equation modeling (SEM) analysis. The test results show that the model (fit) can be seen from the values of GFI, AGFI, TLI, CFI, RMSEA and CMIN / DF respectively 0.902, 0.907, 0.964, 0.968, 0.026 and 1.127 which indicate the model fit criteria. The results showed that: 1) Compensation has a significant effect on Quality of Work Life, 2) Compensation has a significant effect on Performance, 3) Quality of Work Life has a significant effect on Performance, 4) Compensation has no significant effect on Performance through Quality of Work Life for Office employees Region of the Directorate General of Customs and Excise, East Java I

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Mediating Role of Quality of Work-Life in the Relationship between Employees Empowerment and Organizational Performance Using Balanced Scorecard

International Journal for Quality Assurance ◽

10.34028/ijqa/4/1/155 ◽

2021 ◽

pp. 40-55

Author(s):

Mohammed Al-Kasasbeh

Keyword(s):

Organizational Performance ◽

Balanced Scorecard ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Quality Of Work ◽

Mediating Role ◽

The Relationship

This study aims at clarifying the mediating role of quality of work-life in the relationship between employees’ empowerment and organizational performance using balanced scorecard. The study population consists of all the employees of cement companies in Jordan. The number of employees in the researched companies is (1564) individuals, and the study used a proportional stratified random sample. Consequently, (307) questionnaires were distributed, and (217) valid questionnaires were retrieved. To test the study hypotheses, the Partial Least Squares Structural Equation Modeling (“PLS-SEM”) software was used. Path analysis was conducted to find out the effect of the independent variable on the dependent variable through the mediating variable. Accordingly, the results show that there is an impact of employees empowerment represented by (influence, competency, self-orientation, the meaning of work) on organizational performance represented by (customer satisfaction, internal processes, innovation and learning, environmental performance). There is a partial mediation of work-life quality in the relationship between employees’ empowerment and organizational performance. Based on the results reached, the study include some recommendations, the most important of which are: that senior management should continue to support the empowerment process as a well-established management approach, and increase interest in aspects of the quality of work-life in cement companies because of their importance in improving organizational performance. More future researches on empowerment, organizational performance, and quality of work-life could be conducted in other organizations

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Employees’ psychological capital, burnout, and quality of work-life in Vietnamese enterprises: Moderating effects of individual and organisational characteristics

Asian Academy of Management Journal ◽

10.21315/aamj2021.26.1.4 ◽

2021 ◽

Vol 26 (1) ◽

pp. 89-112

Author(s):

Nguyen Mai Hong ◽

Ngo Vu Minh

Keyword(s):

Structural Equation ◽

Psychological Capital ◽

Personal Characteristics ◽

Work Life ◽

Quality Of Work Life ◽

Equation Modeling ◽

Moderating Effects ◽

Public And Private ◽

Quality Of Work

Drawing from Positive Organisational Behaviour theory, this research studies the interrelationships of psychological capital, burnout, and quality of work-life with the highlighted moderation of organisational and personal characteristics. The proposed research model on these interrelationships is verified with a sample of 302 employees in both Vietnamese public and private enterprises and the structural equation modeling (SEM) techniques. The results suggest that psychological capital is positively related to the quality of work-life and is negatively related to employees’ burnout. In contrast, burnout is negatively related to the quality of work-life. These results suggest the mediating effects of burnout in the relationship between psychological capital and quality of work-life. Additionally, findings show that organisational ownership characteristics moderate the impacts of psychological capital on burnout and those of burnout on employees’ quality of work-life as well. However, the moderating effects of demographic characteristics (age and gender) are insignificant. These findings provide several implications for managers to take the advantages of psychological capital in their recruiting, training, and career development programs for employees.

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