INFLUENCE OF QUALITY OF WORK LIFE, PERCEIVED UNION EFFECTIVENESS AND JOB SECURITY ON UNION COMMITMENT AMONG BANK EMPLOYEES

2021 ◽  
Vol 23 (1) ◽  
pp. 76-83
Author(s):  
Abdul Halim Bin Abdul Majid ◽  
Nalini Thamotharan ◽  
Noor Asma Jamaluddin
Keyword(s):  
Banking Sector ◽  
Job Security ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
National Union ◽  
Union Commitment ◽  
Quality Of Work ◽  
Bank Employees

This study investigates the relationship between quality of work-life, perceived union effectiveness and job security with union commitment among bank employees in Malaysia. This study is motivated by the decline of union density worldwide in recent times. Indeed, the National Union of Bank Employees (NUBE) has experienced a huge decline of membership, which may weaken and challenge the union to perform efficiently. Hence, this study examined the influence of quality of work-life, perceived union effectiveness and job security on union commitment. Survey questionnaires were distributed using simple random sampling to all five branches of the NUBE in Malaysia. The primary data were collected from 350 respondents and analyzed using correlation and multiple regression analysis. The findings of the study indicated that quality of work-life and perceived union effectiveness have positive and significant influences on union commitment. On the other hand, job security showed no significant influence on union commitment. Thus, representatives or the leaders in NUBE should focus more on the job insecurity of member in banking sector and should encourage the younger generation to participate in the union activities. Membership declining dilemma can be resolved by giving priorities to important issue such as job security among banking employees. 

scholarly journals A Non –Parametric Test for Stress of Bank Employees (Comparison of Public vs. Private Sector Banks)

2017 ◽  
Vol 6 (2) ◽  
pp. 286
Author(s):  
Sandeep Nath Modi ◽  
Samir Kumar
Keyword(s):  
Private Sector ◽  
Banking Sector ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Bank Employees

<em>Employee performance is the key driving force for organizational success and at the same time pressure become the part &amp; parcel in organizations for keeping employees motivated to win the competitive race. But undue pressure can causes stress which reduces performance .Stress is ubiquitous phenomenon and a straining condition that has a negative impact on an individual’s physical, physiological, personal and family life. Quality of Work Life is an intricate and comprehensive concept implying a concern for the members of an organization irrespective of the level they belong to. It includes job factors such as health and well-being, working conditions, attitude level etc. the success of any organisation especially in banking sector depends on quality of work life of employees because management of people and management of risk are the two important challenges faced by banks today. So the present study aims to make a comparative study of the quality of work life among public and private sector bank employees in Haryana.</em>

scholarly journals Quality Of Work Life Factors Affects Employee Performance & Employee Satisfaction

2021 ◽  
Vol 12 (4) ◽  
pp. 944-949
Author(s):  
Dr. Gayathri Band, Et. al.
Keyword(s):  
Family Conflict ◽  
Banking Sector ◽  
Performance Enhancement ◽  
Employee Performance ◽  
Work Life ◽  
Quality Of Work Life ◽  
Work Family Conflict ◽  
Quality Of Work ◽  
Work Family

Health is the best gift, peace is the best wealth. HR is a dynamic concept and so are the HR policies. Work Life Balance has gained tremendous importance since few years. Gone are the days of 9 to 5. When we coin the concept of Business Process Outsourcing or BPO; the thing which strikes our minds is odd timings. It is vital that attention be given to work life balance. Enjoyment and achievement are the two major factors which relate to the overall success of a person in whole. A person works for family & his own satisfaction. If the right balance is struck between work & personal life, it can result into miracles. The study is undertaken to study the effects of quality of work life on the employee performance and employee satisfaction. The factors considered for study are work family conflict, organizational commitment, work exhaustion, work overload, fairness reward, participative decision making, performance enhancement. The findings show that the five factors (Participative Decision making, Work exhaustion, Work overload, Fairness of reward and Performance enhancement) of quality of work life effects the performance of the employees of the banking sector in Nagpur. The four factors (Performance enhancement, Organization Commitment, Fairness of reward and Work family conflict) of quality of work life effect the satisfaction of the employees of the banking sector in Nagpur.

scholarly journals ANALYSIS OF THE EFFECTS OF QUALITY WORK OF LIFE FACTORS ON EMPLOYEE MOTIVATION REGIONAL OFFICE OF UNIVERSITAS TERBUKA AT PANGKALPINANG, INDONESIA

2018 ◽  
Vol 3 (1) ◽  
pp. 69
Author(s):  
Yusuf Yusuf ◽  
Adrian Sutawijaya
Keyword(s):  
Organizational Performance ◽  
Significant Influence ◽  
Work Motivation ◽  
Employee Motivation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Quality Of Work ◽  
Average Value

<p><em>The purpose of this research is to know the description of Quality of Work Life and Employee Motivation in UPBJJ-UT Pangkalpinang, and its influence is partially and simultaneously so that it can get information to increase motivation which will improve the quality of organizational performance. The research method used is descriptive quantitative approach with cross sectional design. The sample in this study amounted to 30 samples. The type of data used is the primary data. Data analysis technique using multiple linear regression test. The results showed that (1) The overall variables had a high average value that is in the category of 3.41-4.20 and the variable of pride to the institution had the highest average value of 4.21%. Thus the majority of respondents feel proud of the institution while working at UPBJJ-UT Pangkalpinang. In general, there are seven variables that have positive and significant influence and four variables that have positive but not significant influence. Variables that have positive and significant impacts are available facilities, workplace safety, employee engagement, communication, security, a sense of pride in institutions and work restructuring. While the variables that have positive but not significant are balanced compensation, career development, problem solving and work environment (3) Simultaneously the Quality of Work Life variable has a positive and significant influence on work motivation. This means that any increase or decrease in Quality of Work Life together will give a significant influence on employee motivation in UPBJJ-UT Pangkalpinang.</em></p><p><em> </em></p><p><em>Keywords: Quality of Work Life, Work Motivation, and Employee Motivation</em></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>

scholarly journals PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KOMITMEN ORGANISASI

IQTISHODUNA ◽  
2012 ◽  
Author(s):  
M. Isa Anshori
Keyword(s):  
Organizational Commitment ◽  
Job Security ◽  
Job Design ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Independent Variable ◽  
Personal Needs ◽  
T Values

Quality of work life is a level where members of an organization is able to satisfy important personal needs through his experience in doing the job in the organization. As well as the high commitment of the employees at the organization's employees will exert all their ability to perform all tasks assigned to them, including obey all the rules. Based on the comparison of t-values calculated by t-table where the t-calculated value was greater than the value of t-table then H0 refused and H1 accepted, meaning that independent variable compensation, job design, participation and job security partially have a significant effect on Insurance employees' organizational commitment "X" in Surabaya

scholarly journals Impact of Quality of Work-Life (QWL) on Organizational Performance: An Empirical Study in the Private Jordanian Universities

2018 ◽  
Vol 14 (6) ◽  
pp. 145 ◽  
Author(s):  
Khaled Mahmoud Al-Shawabkeh ◽  
Ghufran Saed Hijjawi
Keyword(s):  
Organizational Performance ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Quality Of Work ◽  
Balanced Scorecards ◽  
Training Motivation ◽  
Significant Measure ◽  
The Impact

Within every matter relating to management, organizational performance is the vital instrument in assessing organizational financial and non-financial results, also a technique to compose evaluation with competitors. Performance is the most significant measure in evaluating organizations and their achievements. Hence, the significant contribution of the current study is developing a model which undertaken on examining the impact of quality of work life (QWL) on organizational performance (by using Balanced Scorecards particulary).The current study adopted the descriptive analytical method; it was applied in private Jordanian universities (located in Amman). This study used equal stratified random sample. For primary data, questionnaire was used; so 140 questionnaires were distributed to (140) managers. The questionnaire composed of (24) items of close ended statements. Collected data was analyzed by using different statistical techniques such as descriptive statistics, and multiple regression through the SPSS.This study found that there was a significant statistical impact of Quality of Work-Life (QWL) on Organizational Performance in the Private Jordanian Universities at level (a£ 0.05). The researchers recommend modifying the managerial dimension to get greater effect from Quality of work life on performance, therefore; spending more time and effort on developing, training, motivation through empowerment is essential for all workers.

Measuring of job satisfaction: the use of quality of work life factors

2019 ◽  
Vol 26 (3) ◽  
pp. 871-892 ◽  
Author(s):  
Pavitra Dhamija ◽  
Shivam Gupta ◽  
Surajit Bag
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Work Environment ◽  
Banking Industry ◽  
Work Life ◽  
Quality Of Work Life ◽  
Primary Data ◽  
Content Type ◽  
Quality Of Work

PurposeBanking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.Design/methodology/approachThis study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) andχ2statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.FindingsThe results of the study show the presence of variance (R261.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.Research limitations/implicationsThe opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.Practical implicationsA planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.Originality/valueThe paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.

scholarly journals A Literature Review on Quality Teacher’s Working Life

2018 ◽  
Vol 150 ◽  
pp. 05094 ◽  
Author(s):  
Siti Intan Diyana Ishak ◽  
Nordin Abd Razak ◽  
H. Hussin ◽  
Nur Suriaty Fhiri @ Daud ◽  
Aida Shakila Ishak
Keyword(s):  
Literature Review ◽  
Organizational Performance ◽  
Service Sector ◽  
Banking Sector ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Tourism Service ◽  
The Individual

Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, tourism, service sector, manufacturing, banking sector and other. Quality of work life it about work environment, reward, organizational commitment, recognition, participative management, work life balance, welfare facilities, proper grievances handling, job satisfaction and other. High quality of work life can give a result in better organizational performance, effectiveness and innovativeness. Quality of work life also affects the social responsibility. This is because quality of work life can improves the family life as well as work life of the individual. This paper focuses and analyse the literature review on the quality of teacher work life.justified.

The Impact of Quality of Work Life Programs and Grievance System Effectiveness on Union Commitment

ILR Review ◽  
1992 ◽  
Vol 45 (3) ◽  
pp. 591-604 ◽  
Author(s):  
Adrienne E. Eaton ◽  
Michael E. Gordon ◽  
Jeffrey H. Keefe
Keyword(s):  
Work Life ◽  
Quality Of Work Life ◽  
Grievance Procedure ◽  
Perceived Effectiveness ◽  
Union Commitment ◽  
Quality Of Work ◽  
Local Union ◽  
The Impact ◽  
System Effectiveness

Based on an analysis of data from a 1987 survey of four different bargaining units within the same local union, the authors conclude that union members who participated in Quality of Work Life (QWL) programs were less likely than nonparticipants to view QWL as a threat to the union, and also more loyal to the union. Another finding, however, is that the perceived effectiveness of the grievance procedure was a much stronger determinant of attitudes toward the union than was participation in QWL programs—leading the authors to speculate that one way for unions to strengthen their ties with their members might be to improve the effectiveness of the grievance procedure.

scholarly journals Quality of Work Life Components: A Literature Review

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Dr. T S Nanjundeswaraswamy ◽  
Sandhya M N
Keyword(s):  
Job Security ◽  
Training And Development ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
The Past ◽  
Fair Compensation ◽  
Job Challenges ◽  
Number Of Publications

In the global competitive era Quality of Work Life of employees is important to attract and retain skilled and talented employees. A large number of publications by various authors reflect the interest in this grey area. Reviews of literature on QWL have been done in the past by few authors. However, considering the contributions of QWL in the recent times, a more comprehensive review is attempted here. In this paper, the author has reviewed QWL components literature in a way that would help researchers, academicians and HR executives to take a closer look at the growth, development and applicability of these QWL components. The authors have examined various papers, and have proposed a new set of QWL components to measure the degree of QWL of employees in the changed scenario. They are  Work environment, Job satisfaction, Opportunities For Growth And Advancement, Adequate and fair compensation, Emotional Intelligence, Organizational commitment, Organizational culture, Relationship and co operations, Job security, Occupational stress, Leadership styles, Nature of Work, Facilities, Autonomy of work, Employee Attitude, Job Challenges/ Job responsibility, Training and Development, Adequacy of resources.

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