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2022 ◽  
Vol 148 (2) ◽  
Kerim Koc ◽  
Asli Pelin Gurgun ◽  
Mehmet Egemen Ozbek ◽  
Duygu Kalan ◽  
Caroline Clevenger ◽  

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Saira Hanif Soroya ◽  
Tehmina Sarwar ◽  
Muhammad Shahid Soroya

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.

2022 ◽  
Vol 4 (4) ◽  
pp. 1013-1031
Widya Karanita ◽  
Ignatius Soni Kurniawan

This study aims to analyze the effect of quality of work life and intrinsic motivation on affective commitment with job satisfaction as a mediating variable on the employees of Dinas Perhubungan Kabupaten Bantul. This type of research is quantitative research. The sample size of this study was 92 employees. The sampling technique used the accidental sampling method. The data collection method in this study used a questionnaire. The data analysis technique used multiple linear regression analysis and Sobel test. The results showed that the quality of work life had a significant effect on job satisfaction. Intrinsic motivation has no significant effect on job satisfaction. Quality of work life has a significant effect on affective commitment. Intrinsic motivation and job satisfaction have no significant effect on affective commitment. Job satisfaction does not mediate the effect of quality of work life and intrinsic motivation on affective commitment. Keywords: Affective Commitment; Intrinsic Motivation; Job Satisfaction; Quality of Work Life.

2022 ◽  
Vol 14 (2) ◽  
pp. 976
Barbara Lino ◽  
Annalisa Contato ◽  
Mauro Ferrante ◽  
Giovanni Frazzica ◽  
Luciana Macaluso ◽  

The Italian debate on the so-called ‘inner areas’ has received a much-needed boost, following the COVID-19 pandemic, which has further highlighted the differences between metropolitan and inner areas. While the progressive depopulation of inner areas is a worrying phenomenon, the limits of incessant urbanisation and the concentration of settlement and infrastructure policies in large conurbations have become evident. Departing from the framework of the B4R-Branding4Resilience research project of national interest and, by continuing in the furrow initiated by the SNAI, but also surpassing it, the aim of the University of Palermo’s research is to define the requirement for a more inclusive settlement model in the Sicani area in Sicily (Italy) to re-balance existing asymmetries by recharging peripheral areas with new centrality. The aims of the research are to demonstrate that inner areas could be an engine for innovation, thereby outlining a roadmap through which to encourage the resilience of new sustainable lifestyles. These aims would be achieved by working on new perspectives and projects, which are capable of radically modifying production, consumption, and tourism dynamics and work/life models, and which are gleaned from a study regarding the Sicani area in Sicily. The paper discusses case study quantitative and qualitative analyses and first results.

2022 ◽  
Vol 6 (GROUP) ◽  
pp. 1-27
Rhema Linder ◽  
Chase Hunter ◽  
Jacob McLemore ◽  
Senjuti Dutta ◽  
Fatema Akbar ◽  

We present a design fiction, which is set in the near future as significant Mars habitation begins. Our goal in creating this fiction is to address current work-life issues on Earth and Mars in the future. With shelter-in-place measures, established norms of productivity and relaxation have been shaken. The fiction creates an opportunity to explore boundaries between work and life, which are changing with shelter-in-place and will continue to change. Our work includes two primary artifacts: (1) a propaganda recruitment poster and (2) a fictional narrative account. The former paints the work-life on Mars as heroic, fulfilling, and fun. The latter provides a contrast that depicts the lived experience of early Mars inhabitants. Our statement draws from our design fiction in order to reflect on the structure of work, stress identification and management, family and work-family communication, and the role of automation.

2022 ◽  
Vol 7 (1) ◽  
pp. 32-39
Robby Dharma ◽  
Lestari Gusnawati

The purpose of this research journal is to find out how much "The Influence of Good Corporate Governance, Work Life Balance, Talent Management and Person Organization Fit on Employee Performance at the Planning, Research and Development Agency (Bapelitbang) of Bukittinggi City. Methods of collecting data through surveys, interviews, and questionnaires with a sample of 34 respondents.The analytical method used is Multiple Linear Regression Analysis.The results of data analysis concluded, partially there is a positive and significant effect of Good Corporate Governance on Employee Performance. Partially there is a positive and significant effect of work life balance on employee performance. Partially there is a positive and significant influence of Talent Management on Employee Performance. Partially there is a positive and significant effect of Personorganization Fit on Employee Performance. Simultaneously there is a positive and significant influence of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit on Employee Performance. The contribution of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit variables is 0.641 or 64.1% while the remaining 35.9% is influenced by other variables

PLoS ONE ◽  
2022 ◽  
Vol 17 (1) ◽  
pp. e0261969
Amanda M. Y. Chu ◽  
Thomas W. C. Chan ◽  
Mike K. P. So

During the 2019 novel coronavirus disease (COVID-19) pandemic, many employees have switched to working from home. Despite the findings of previous research that working from home can improve productivity, the scale, nature, and purpose of those studies are not the same as in the current situation with the COVID-19 pandemic. We studied the effects that three stress relievers of the work-from-home environment–company support, supervisor’s trust in the subordinate, and work-life balance–had on employees’ psychological well-being (stress and happiness), which in turn influenced productivity and engagement in non-work-related activities during working hours. In order to collect honest responses on sensitive questions or negative forms of behavior including stress and non-work-related activities, we adopted the randomized response technique in the survey design to minimize response bias. We collected a total of 500 valid responses and analyzed the results with structural equation modelling. We found that among the three stress relievers, work-life balance was the only significant construct that affected psychological well-being. Stress when working from home promoted non-work-related activities during working hours, whereas happiness improved productivity. Interestingly, non-work-related activities had no significant effect on productivity. The research findings provide evidence that management’s maintenance of a healthy work-life balance for colleagues when they are working from home is important for supporting their psychosocial well-being and in turn upholding their work productivity.

Sheila A. Boamah ◽  
Hanadi Y. Hamadi ◽  
Farinaz Havaei ◽  
Hailey Smith ◽  
Fern Webb

Background: The interactions between work and personal life are important for ensuring well-being, especially during COVID-19 where the lines between work and home are blurred. Work–life interference/imbalance can result in work-related burnout, which has been shown to have negative effects on faculty members’ physical and psychological health. Although our understanding of burnout has advanced considerably in recent years, little is known about the effects of burnout on nursing faculty turnover intentions and career satisfaction. Objective: To test a hypothesized model examining the effects of work–life interference on nursing faculty burnout (emotional exhaustion and cynicism), turnover intentions and, ultimately, career satisfaction. Design: A predictive cross-sectional design was used. Settings: An online national survey of nursing faculty members was administered throughout Canada in summer 2021. Participants: Nursing faculty who held full-time or part-time positions in Canadian academic settings were invited via email to participate in the study. Methods: Data were collected from an anonymous survey housed on Qualtrics. Descriptive statistics and reliability estimates were computed. The hypothesized model was tested using structural equation modeling. Results: Data suggest that work–life interference significantly increases burnout which contributes to both higher turnover intentions and lower career satisfaction. Turnover intentions, in turn, decrease career satisfaction. Conclusions: The findings add to the growing body of literature linking burnout to turnover and dissatisfaction, highlighting key antecedents and/or drivers of burnout among nurse academics. These results provide suggestions for suitable areas for the development of interventions and policies within the organizational structure to reduce the risk of burnout during and post-COVID-19 and improve faculty retention.

2022 ◽  
Vol 14 (1) ◽  
pp. 21
Benjamin Akinyemi ◽  
Alice I. Ogundele ◽  
Samuel Olutuase ◽  
Babu George

This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 

Perspektif ◽  
2022 ◽  
Vol 1 (3) ◽  
pp. 216-224

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh flexible working arrangement, worklife balance terhadap digital transformasi serta implikasinya terhadap produktivitas kerja. Saat ini dan mungkin perusahaan terpaksa karena pandemi covid-19 untuk menerapkan sistem kerja yang fleksibel. System kerja yang fleksibel sudah banyak diterapkan di perusahaan asing/multinasional sebelum terjadinya pandemi covid-19 dengan sistem kerja yang fleksibel perusahaan juga mengharapkan worklife balance karyawannya tetap terjaga dan peningkatan kemampuan pada digitalisasi/teknologi. Dengan pendekatan kuantitatif penelitian ini dilakukan berbasis explanatory research. Sampel yang diambil sebanyak 200 responden dari berbagai jenis perusahaan dengan menggunakan pendekatan analisis SEM berbasis aplikasi AMOS versi 23.0. Berdasarkan hasil analisis menunjukkan bahwa flexible working arrangement, worklife balance berpengaruh signifikan terhadap digital transformasi serta berimplikasi signifikan terhadap produktivitas kerja dilihat dari hasil uji Goodness of Fit (GoF), Reliabilitas dengan Uji Construct Reliability (CR) yaitu menguji keandalan dan konsistensi data, dimana kriteria Construct Reliability (CR) nya adalah > 0,7 dan nilai Variant Extracted nya (AVE) > 0,5, serta hasil uji Confirmatory Factor Analysis (CFA) untuk CR ≥ 1,96 dan p-value ≤ 0.05. Abstract This study aims to determine the effect of flexible working arrangements, work-life balance on digital transformation and their implications for work productivity. Currently and perhaps companies are forced due to the covid-19 pandemic to implement a flexible work system. A flexible work system has been widely applied in foreign/multinational companies prior to the COVID-19 pandemic. With a flexible work system, the company also expects the work-life balance of its employees to be maintained and their ability to increase in digitalization/technology. With a quantitative approach this research was conducted based on explanatory research. Samples were taken as many as 200 respondents from various types of companies using SEM analysis approach based on AMOS application version 23.0. Based on the analysis results show that flexible working arrangement, worklife balance have a significant effect on digital transformation and have significant implications for work productivity seen from the results of the Goodness of Fit (GoF) test, Reliability with the Construct Reliability (CR) test, namely testing the reliability and consistency of the data, where the criteria The Construct Reliability (CR) is > 0.7 and the Variant Extracted value (AVE) is > 0.5, and the results of the Confirmatory Factor Analysis (CFA) test for CR 1.96 and p-value 0.05.

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