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Article
Publication date: 1 April 1992

Abraham B. (Rami) Shani, M. Tom Basuray, Steven A. Scherling and Janice L. Odell

Quality of work life (QWL) has become an increasingly popularcross‐cultural field of theory and practice. An examination of thecurrent state of the art revealed that the…

Abstract

Quality of work life (QWL) has become an increasingly popular cross‐cultural field of theory and practice. An examination of the current state of the art revealed that the inquiry paradigm is one of the areas that leads to the contradictory and mostly disjointed state of QWL knowledge. A phenomenological‐based approach is proposed and utilized in an exploratory study that examines MBA students′ QWL experiences in the USA and Hong Kong. Discusses the learnings both in terms of the approaches used and the QWL knowledge gained.

Details

Journal of Organizational Change Management, vol. 5 no. 4
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 5 July 2013

Seema Arif and Maryam Ilyas

The purpose of this paper is to explore various dimensions of quality of worklife (QWL) as it affects the life and attitude at work of teachers of private universities in…

Abstract

Purpose

The purpose of this paper is to explore various dimensions of quality of worklife (QWL) as it affects the life and attitude at work of teachers of private universities in Lahore, Pakistan.

Design/methodology/approach

The study was quantitative in nature. A survey was conducted with 360 faculty members from private universities in Lahore, in order to find out their perceptions of QWL, and its spill‐over effect on employee commitment, engagement, job involvement and reputation of the university.

Findings

It was found that perceived value of work, work climate, worklife balance and satisfaction with relationships in life were the major factors which shaped work attitudes and employee perceptions of overall quality of worklife.

Research limitations/implications

The data were cross‐sectional, collected at one point in time and relatively small in size. The responses are limited to private organizations, excluding public universities.

Originality/value

The study makes both a scholarly and practical contribution. The scholarly contribution highlights that the dominant constructs of QWL play an important role in shaping attitudes towards work, life and relationships of teachers of private universities. On a practical level, the study hints at the possible implications of dissatisfaction and imbalance within employee commitment and engagement, and even the reputation of the university.

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Article
Publication date: 1 August 2020

Alex Aruldoss, Kellyann Berube Kowalski and Satyanarayana Parayitam

The purpose of this study is to investigate the relationship between quality of work-life (QWL) and work-life balance (WLB).

Abstract

Purpose

The purpose of this study is to investigate the relationship between quality of work-life (QWL) and work-life balance (WLB).

Design/methodology/approach

Using a structured survey instrument, this paper gathered data from 445 respondents in cosmopolitan city in southern part of India. First psychometric properties of the instrument were tested, and then hierarchical regression was used as a statistical technique for analyzing the data.

Findings

The hierarchical regression results indicated that QWL is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to WLB, (2) job satisfaction is positively related to WLB and (3) job commitment is positively related to WLB. The results also show partial mediation of job stress, job satisfaction, and job commitment in the relationship between QWL and WLB.

Research limitations/implications

Since the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, sufficient care is taken to minimize these limitations. The research has implications for human resource managers in work organizations.

Practical implications

This study contributes to both practicing managers and the literature on human resource management. The study suggests that employers need to be aware of the importance of quality of work-life and work-life balance in achieving organizational effectiveness.

Social implications

The study is expected to contribute to the welfare of the society in terms of identifying the antecedents of work-life balance.

Originality/value

This study provides new insights about the effects of QWL on WLB through mediating variables. This is a conceptual model developed and tested and first of its kind in India.

Details

Journal of Advances in Management Research, vol. 18 no. 1
Type: Research Article
ISSN: 0972-7981

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Article
Publication date: 19 April 2018

Tarek A. El Badawy, Ravi Chinta and Mariam M. Magdy

Literature on organizational commitment of employees has long established that quality of work life (QWL) is a significant determinant. However, the strength of the…

Abstract

Purpose

Literature on organizational commitment of employees has long established that quality of work life (QWL) is a significant determinant. However, the strength of the relationship between organizational commitment and QWL is more complicated given the diversity of employees and the broad scope of organizational commitment as a construct. The researchers break down organizational commitment into three distinct measures as extant literature suggests and then explore the role played by gender in a culturally rich context as in Egypt.

Design/methodology/approach

This paper is based on a sample of 117 respondents from small and medium enterprises (SMEs). Items used in the survey were extracted from previous research studies. The survey consisted of 39 questions to measure the three research variables. QWL was measured using Zin’s (2004) developed questionnaire. The items covered seven dimensions: growth and development, participation, physical environment, supervision, pay and benefits, social relevance and workplace integration. The reported Cronbach’s alpha for the scale was 0.93. Items were measured on a five-point Likert scale.

Findings

The researchers empirically found that gender plays only a minor and moderating role in the relationship between QWL and affective commitment. The researchers conclude the study with implications for policy, practice and future research.

Research limitations/implications

This study had several limitations. First, the sample size was relatively small. Second, the sample composition (singular focus on SMEs in Egypt) was not diverse enough. Third, the tools used in collecting the data were not adjusted to the national cultural context. Fourth, the study lacks an experimental design which is a limitation (Shadish et al., 2002). These limitations, taken together, limit the generalizability of the results and conclusions from the study. Thus, the results are suggestive rather than definitive. Additionally, only the association between variables was investigated, and the researcher did not clearly explore the cause–effect relationships. Whether QWL is the antecedent or the consequence is another research question yet to be explored.

Practical implications

It is recommended for future researchers to enlarge and diversify the sample. Additional investigations of the role of gender as a mediator or moderator need to be explored. Researchers should also study the roles of other demographic variables to highlight behavioural and attitudinal variables that significantly affect QWL.

Originality/value

While the primary relationship between “perceived quality of work life” and “organizational commitment” is well established in existing literature across many organizational contexts, there is a paucity of research on the moderating and/or mediating effects of third attitudinal variables on this primary relationship. Hence, the main focus of this study was to empirically test the moderating and/or mediating effects of gender on the relationship between “perceived quality of work life” and “organizational commitment.” The researchers examine organizational commitment more granularly in terms of its components, namely, affective, continuance and normative commitments.

Details

Gender in Management: An International Journal, vol. 33 no. 4
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 25 February 2021

Nanjundeswaraswamy TS

This is a systematically conducted study to design, develop and validate a measuring instrument to assess the nurses quality of work life (QWL) and determine the vital…

Abstract

Purpose

This is a systematically conducted study to design, develop and validate a measuring instrument to assess the nurses quality of work life (QWL) and determine the vital components of nurses' QWL.

Design/methodology/approach

In this methodical study, vital dimensions of nurses QWL are identified using Pareto analysis; data and information were collected from 474 nurses through the structured questionnaire. By conducting exploratory factor analysis (EFA), the number of dimensions and items was reduced. Through the confirmatory factor analysis (CFA) using SPSS 21 software, nine predominant dimensions were confirmed, they are work environment, working condition, worklife balance, compensation, relationship and cooperation, stress at work, job satisfaction, career development and organization culture. Additional structural equation modeling (SEM) was done to determine the interrelationships between extracted nine components using AMOS. By performing different statistical tests like reliability test, content validity, construct validity, convergent, divergent validity and multicollinearity, the proposed nine-component nurses QWL instrument was validated.

Findings

The proposed measurement model explained 73.18% of total variance; reliability of the instrument Cronbach's alpha value is 0.902. Model fit indices like chi-square df (CMIN) = 685, df = 523, CMIN/DF = 1.310, goodness-of-fit index (GFI) = 0.965, adjusted goodness-of-fit index (AGFI) = 0.937, parsimony goodness-of-fit index (PGFI) = 0.918, incremental fir index (IFI) = 0.933, Tucker–Lewis index (TLI) = 0.921, comparative fit index (CFI) = 0.931 and root mean square error of approximation (RMSEA) = 0.036 fulfill the acceptable criteria. The nine factors nurses QWL measuring instrument is reliable and statistically valid.

Research limitations/implications

Data were collected from 474 nurses, poor responses and time constraints.

Practical implications

Hospitals are trying to improve the quality of patient caring by enhancing the nurses' skill sets, knowledge and attitude to meet global challenges. In this unstable business environment, hospitals face challenges like the high attrition rate and skilled nurses shortage. In this scenario, this study provides a valid instrument to measure the QWL of nurses to know the status of QWL, which will help to build a strategic plan to improve retention rate and to attract the talented workforce to the hospitals.

Originality/value

As a result, the scale developed in this study contributes to the body of the literature on nurses QWL. It seems to be more advantageous for carrying out further research in this field.

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

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Article
Publication date: 12 May 2020

Arawati Agus and Rajni Selvaraj

The 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…

Abstract

Purpose

The 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/approach

A 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).

Findings

The 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/value

This 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.

Details

Employee Relations: The International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 26 April 2011

Jessica Li and Roland K. Yeo

The purpose of this paper is to examine what employees perceive as positive and negative aspects of their work, and how these affect their perceptions of the quality of

Abstract

Purpose

The purpose of this paper is to examine what employees perceive as positive and negative aspects of their work, and how these affect their perceptions of the quality of work life (QWL) and their career development decisions.

Design/methodology/approach

This is a qualitative study using data collected from an online discussion forum. Thematic and textual analysis was performed to identify core themes associated with perceptions of QWL and career development. Data analysis was based on the researchers' interpretations of narratives based on the online postings of 140 part‐time MBA students and guided by the literature.

Findings

Four major themes emerged as domains of tensions within which employees operated to construct meanings around their work life. These include: internal and external tension, private and public tension, self and otherness tension, and present and future tension. Career development support, flexibility and autonomy in job design as well as flexibility in career development planning emerged as positive career development strategies that would affect employees' perceptions of QWL.

Research limitations/implications

This research advances the understanding of employees' perceptions on QWL and its relationship with career development planning. Future studies should include primary data gathered through face‐to‐face interaction to overcome the limitations of this study.

Practical implications

This study has identified the positive and negative factors that influence the way employees perceive their QWL. These factors can help organizations to conceptualize strategies that seek to positively integrate QWL and career development, ensuring long‐term competitive advantage.

Originality/value

The paper offers four domains of tensions and a career development matrix that will add value to both the research and practice of QWL and career planning in organizations.

Details

Employee Relations, vol. 33 no. 3
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 11 December 2020

Josua Tarigan, Amelia Rika Sanchia Susanto, Saarce Elsye Hatane, Ferry Jie and Foedjiawati Foedjiawati

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential…

Abstract

Purpose

This paper aims to examine whether companies in Indonesian controversial industries can rely on their corporate social responsibility (CSR) practices to improve potential employees' job pursuit intention, which lead to a higher quality of work life (QWL) and a better performance from their employees.

Design/methodology/approach

The target respondents are interns, staff and supervisors of 42 Indonesian listed companies in controversial industries. The data collection method is performed by distributing questionnaires using a seven-point Likert scale. Collected data using partial least squares (PLS) analysis are conducted and tested.

Findings

Consistent with the existing result, the authors find out that potential employees have a higher intention to join and accept a job offer from companies with a higher level of CSR practices. Regarding the corporate social responsibility, it is further proven to have a positive effect on employee's quality of work life. More interestingly, the findings of the current study reveal that CSR also affects employee performance (EP), both directly and indirectly, through QWL.

Research limitations/implications

Findings demonstrate that CSR in Indonesian controversial industry represents an important factor for recruiting top employees that lead to the improvement of the employee's quality of work life and performance.

Practical implications

The findings indicate that enterprises should be more concerned about CSR engagement in attracting new talents, enhancing the quality of work life and cultivating the employee's performance.

Originality/value

This study enhances previous supports and studies on the concept of CSR and human resource management by analyzing the relationship between CSR and employee performance. Previous researches have concentrated their objectives in finding the link between CSR and the financial performance of a company. However, it must be understood that a company's success actually hinges on the performance of one of their greatest assets, the human resources. Additionally, due to the change in generations that will be the job seekers, recruitment strategy to attract job applicants and improve the job pursuit intention (JPI) is now needed more than ever. One of the strategies that Indonesian companies can use to do so is by practicing CSR. Hence, this is the first study in an attempt to observe the overall relationship of the CSR with the job pursuit intention, QWL and EP, especially in the controversial industries. The study will drive companies to intensify their efforts in maintaining good employee performance.

Details

Asia-Pacific Journal of Business Administration, vol. 13 no. 2
Type: Research Article
ISSN: 1757-4323

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Article
Publication date: 19 March 2018

Hyeli (Lina) Kim, Eunju Woo, Muzaffer Uysal and Nakyung Kwon

The purpose of this study is to examine hotel industry employees’ perceptions of corporate social responsibility (CSR) and the influence of these perceptions on their…

Abstract

Purpose

The purpose of this study is to examine hotel industry employees’ perceptions of corporate social responsibility (CSR) and the influence of these perceptions on their quality of working life (QWL), job satisfaction and overall quality of life. By applying need satisfaction theory and bottom–up spillover theory, the study hypothesizes that employees’ overall quality of life is affected by QWL and job satisfaction. CSR serves as an antecedent to the hypothesis.

Design/methodology/approach

The target population for this study consisted of hotel industry employees working for companies in which CSR practices are conducted. The data collection method involved distributing a survey questionnaire. Using a sample drawn from employees in upscale hotels in South Korea, 442 usable responses were analyzed using a SEM approach.

Findings

The results revealed that philanthropic and economic CSR positively affected QWL, while legal and ethical CSR did not affect QWL. The study also confirms the need satisfaction theory, which suggests that employees’ QWL and job satisfaction affect their overall quality of life.

Originality/value

Despite the importance of CSR perception, most of the previous studies in this area have examined company and customer perspectives, while only limited research has examined employees’ CSR perceptions. The results of this research enrich knowledge of the outcome of CSR from the employee perspective. Information about employees’ perceptions of CSR activities is valuable for hotel management as it is the employees who turn CSR statements to actions.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 6 November 2017

Neerpal Rathi and Kidong Lee

The purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also…

Abstract

Purpose

The purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also examining the mediating role of quality of work life (QWL) in these associations.

Design/methodology/approach

For testing the research hypotheses, data were collected from 244 respondents working in organizations within the organized retail sector in India. Existing, established scales were used to measure the research constructs.

Findings

The results of this study indicate that supervisor support was positively related to QWL. Moreover, QWL was found to be positively related to organizational commitment and life satisfaction, whereas a negative association was observed between QWL and turnover intentions. Finally, the results show that QWL mediated the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction.

Practical implications

The current study suggests that a supportive supervisor enhances employees’ emotional attachment to the organization and life satisfaction by augmenting their QWL. The findings of this study may be helpful for organizational leaders in designing human resource practices that focus on enhancing supervisor support. An enhanced level of supervisor support may further help in retaining employees and improving their lives in today’s highly competitive and stressful business environment.

Originality/value

Although the association of supervisor support with employee attitudes and behavior at work has been extensively investigated, previous research did not clarify how supervisor support is linked to these outcomes. By investigating the mediating role of QWL, this research elucidates the underlying mechanisms linking supervisor support with organizational commitment, turnover intentions, and life satisfaction. This research provides an important contribution not only to the workplace support literature, but also to the field of human resource management.

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