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

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.

Pengaruh Kualitas Kehidupan Kerja, dan Motivasi Intrinsik terhadap Komitmen Afektif dengan Kepuasan Kerja sebagai Pemediasi

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.

Quality of work community and workers’ intention to retire

Purpose To study the workers’ perception of the quality of work community and its association with intention to retire early, separately among women and men working in Finnish postal service. Methods A questionnaire survey was sent to all Finnish postal services employees aged ≥ 50 years in 2016 and 44% (n = 2096) replied to the survey (mean age 56.3, 40% women). Employee’s intention to retire before statutory retirement was measured on a scale of 1–5 and dichotomized. The quality of work community was defined by four composite variables: equality at work, flexibility at work, supportive work environment and health or other reason and trichotomized by their tercile values. Odds ratio (ORs) and their 95% confidence intervals (CIs) for associations of quality of work community with intention to retire were calculated separately for men and women using log binomial regression models adjusted for potential confounders. Results About one-third of respondents intended to retire early with no significant gender difference in retirement intention. Low equality at work (women OR 2.77, 95% CI 1.60–4.81; men 2.84, 1.80–4.48) and low flexibility at work (women 3.30, 1.94–5.60; men 2.91, 1.88–4.50) was associated with higher likelihood of intention to retire. Among women intention to retire was found less likely due to low supportive work environment (0.52, 0.31–0.89) and among men due to intermediate health or other reason (0.65, 043–0.98). Conclusion The results highlight the importance of the quality of work community as well as the promotion of work-related health in order to encourage employees to remain at workforce for longer.

Demographics as moderators between QWL and OCB: Indian study shows gender and type of organization have impact, but not position

Purpose The purpose was to examine the impact of quality of work life (QWL) on organizational citizenship behavior (OCB) of employees. The study also examined the role of three demographic variables -. gender, position and type of organization as moderators of the relationship between QWL 10; and OCB. Design/methodology/approach The study was based on 373 completed questionnaires sent out to employees of large Indian organizations. There were respondents from junior (27.2pc), middle (53.3pc) and senior positions (19.5pc). Most were based in Western, Central and Northern India. The average age of respondents was 42.5 years and 73.3pc were males. Around two thirds were from public organizations and a third worked in the private sector. Findings The study found that quality of work life (QWL) had a positive impact on the organizational citizenship behavior (OCB) of employees. The relationship was modified by gender and the type of organization, but unchanged by the hierarchical position of employees Originality/value The authors say it is the first research in an Indian context to consider how demographic differences affect the relationship between QWL and OCB. The three Indian academic who authored the report also say their results are helpful for practitioners in designing the right kind of QWL environment for their employees.

Gender Differences in Quality of Work Life

The purpose of this study is to investigate gender differences in the level of the quality of work life between male and female employees in IT industries. The sample comprised of 150 people, out of which 90 were males and 60 were females from IT industries. Quality of work life was measured through a seven-dimensioned quality of work life (QWL) scale developed by Angus S. McDonald. Following data collection, significant differences regarding quality of work life were examined by using t-test. The findings indicated significant difference in the exhibition of most of the facets of quality of work life between the two groups. These insights can be used for the improved level of quality of work life between males and females in IT industries. This paper presents data and provides insights into the level of quality of work life of the employees.

Pengaruh Kualitas Kehidupan Kerja dan Budaya Organisasi Terhadap Kepuasan Kerja Karyawan Pada CV Amanah Pinang Ranti

Penelitian ini bertujuan untuk mengetahui pengaruh kualitas kehidupan kerja (quality of work life) dan budaya organisasi terhadap kepuasan kerja karyawan. Penelitian ini menggunakan teknik sampling non probabilitas pada sampling jenuh, sehingga diperoleh jumlah populasi dan sampel digabung menjadi satu sebanyak 70 orang. Teknik analisis yang digunakan adalah analisis regresi linier berganda dengan menggunakan software SPSS versi 25. Hasil penelitian pada taraf signifikansi 5% menunjukkan bahwa: (1) kualitas kehidupan kerja (quality of work life) berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan, dibuktikan dari nilai thitung > ttabel (7,456 > 1,995) dengan nilai signifikansi sebesar 0,000 lebih kecil dari 0,05 (0,000 < 0,05), (2) budaya organisasi berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan, dibuktikan dari nilai thitung > ttabel (7,272 > 1,995) dengan nilai signifikansi sebesar 0,000 lebih kecil dari 0,05 (0,000 < 0,05) dan (3) kualitas kehidupan kerja (quality of work life) dan budaya organisasi bersama-sama berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan, dibuktikan dengan hasil nilai Fhitung > Ftabel (45,093 > 3,16) dengan nilai signifikansi sebesar 0,000 lebih kecil dari 0,05 (0,000 < 0,05) kualitas kehidupan kerja (quality of work life) dan budaya organisasi sebesar mempengaruhi kepuasan kerja karyawan 57,4% sedangkan sisanya sebesar 43,6% dipengaruhi faktor lain yang tidak dimasukkan ke dalam model penelitian. Dengan nilai persamaan regresi berganda Y=3.060 + 0,406 X1 + 0,475 X2 + e.

AN IMPACT ON QUALITY RELATED TO WORK LIFE AND ITS EFFECT ON EMPLOYEE PRODUCTIVITY DURING COVID-19

In highly globalized and competitive society, the work culture of the organization is much stressful due to the requirement of the highest level of performance for the sustenance in the market. The stack- holders (employees, employers, client’s customers, and consumers) increase productivity in organization when there is an excessive expectation which takes into the count of professional’s physical and mental well-being. Clear-cut of an equitable balance is better in work and life. Productive HR and Operations activities help the employees to work in addition which help them to not abandon their personal life. When there is an optimum productivity, minimum staff turnover, depletion in absenteeism and talent optimization then the organization would be in beneficial. In the Month of December 2019 due to Covid-19 virus attack there was a stressful time on the earth and it paralysed the social and economic development of the Earth. The professionals today are in the Covid-19 ERA. Latterly, Before COVID-19 ERA professionals were extremely well recognized and were in high demand. As there is rapidly new-fangled pandemic situation, Demand and supply chain and Job opportunity has totally collapsed. Individual started living their lives in the big threats. Purpose: To examine employee productivity during Covid 19 associated with the quality related to work life. Design/Methodology – In a context, a survey method was to analyse the efficacy and the quality related to work life in the COVID-19 which was used to furnish an outline of concept about the work life and its quality to efficacy during the COVID-19 period in India. Employee answered the question related to the productivity of employee and quality of work life and questions pertaining to culture, and different associated dimensions of quality of services. Finding – The Endowment of work-life program was neither properly implement nor discussed in firms. As far as the employee job satisfaction was concerned, the work-life increases the level of job satisfaction. The endowment of work-life brings the very positivechanges in the productivity of the firm. A model for QWL dimensions was proposed in this paper. Research Limitations/ implementation – The finding is based on the fact provided by the respondent at a specific time window of the study with limited respondent and sample is also convenient in my study and it has been not interpreted as observable .Practical implications - Now days the industry is becoming more competitive more ICT managed and technologically -driven and grater employee competence and quality of work culture will be required for many industries to survive.