Relevant bibliographies by topics / Quality of worklife

Academic literature on the topic 'Quality of worklife'

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Published: 4 June 2021
Last updated: 25 January 2023

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Journal articles on the topic "Quality of worklife"

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Clarke, Pamela N., and Beth Brooks. "Quality of Nursing Worklife." Nursing Science Quarterly 23, no. 4 (September 24, 2010): 301–5. http://dx.doi.org/10.1177/0894318410380268.

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Milton, Constance L. "Quality of Worklife for Nurses." Nursing Science Quarterly 23, no. 4 (September 24, 2010): 287–89. http://dx.doi.org/10.1177/0894318410380259.

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Rigell, Jann R. "Quality of Worklife of Pharmacists." American Pharmacy 35, no. 7 (July 1995): 14–18. http://dx.doi.org/10.1016/s0160-3450(16)33887-9.

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McHugh, Patrick P. "Pharmacists’ Attitudes Regarding Quality of Worklife." Journal of the American Pharmaceutical Association (1996) 39, no. 5 (September 1999): 667–76. http://dx.doi.org/10.1016/s1086-5802(15)30351-x.

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MAHARANI, RAHMITA DEVI. "Pengaruh Kualitas Kehidupan Kerja dan Lingkungan Kerja terhadap Komitmen Organisasi Karyawan (Studi Pada Divisi Peralatan Industri Agro PT. Barata Indonesia (Persero) Gresik )." BISMA (Bisnis dan Manajemen) 1, no. 2 (June 6, 2018): 94. http://dx.doi.org/10.26740/bisma.v1n2.p94-102.

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Human resources is the most important elements in order to operating all resources on the company. And the point is ; (1) Quality of worklife is a level where the member of the organization can satisfy the important personal requirement through the experience on the task in the organization. (2) Work environment is a everything around the employee and can influence the employee doing the job. Also with (3) organizational commitment is a personal identification degree to the organization and a will to continue the participation on organization. The purpose of this research is to know about the influence of the quality of worklife and work environment to the effect of commitment organization on Agro Industrial Tool Division PT Barata Indonesia (Persero) Gresik, and to know how great the influence quality of worklife and work environmnet toward organizational commitment of the employee on Agro Industrial Tool Division PT Barata Indonesia (Persero) Gresik. On this research we using the quantitatif research aproach, the variable on this research is a free variable (X1), is a quality of worklife and (X2) work environment, and also organizational commitment (Y). The research sample is 68 of Agro Industrial Tool Division PT Barata Indonesia (Persero) Gresik employee. The data collecting is over observation, spreading questioner, documentation, intervewing, and book study. Data analysis doing with double linear regresion, test (F) and test (t). From the analysis result we can get double linear regresion equation : Y = 2.520 + 0.188 x1 +0.157 x2 + εi, from the calculation, the coeffisien determination value is 69.2%. 69.2% variation both of independent variable is quality of worklife and work environment. And the 30.8% is explained of the other factor that not become the independent variable on this research. Based of the test result (f), with value 3.372 > from F(0.05;2;65) (3.14), and sign value < (0.05), with the result that H0 rejected and Ha accepted. For (t) test with value for is 2.364 > 1.671, and value for adalah 2.114 > 1.670. This means the influence quality of worklife toward organizational commitment can accepted and the influence of the work environment toward organizational commitment can accepted. The conclusion of this research is quality of worklife and work environment have significant influence to organizational commitment
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Karrir, Naval, and Amulya Khurana. "MEASURING QUALITY OF WORK LIFE - A SIMPLE APPROACH." Paradigm 1, no. 1 (July 1997): 50–60. http://dx.doi.org/10.1177/0971890719970110.

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The study through survey of literature finds that there is neither a consensus on what are to be the dimensions for Quality of Worklife nor there is a standard definition. An analysis of background and motivational variables of 491 managers from 30 organisations in public, private and cooperative sectors of Indian industry, at all the three levels of managerial hierarchy (top, middle and bottom), has been done to simplify measurement of Quality of Worklife (QWL) of managers. Stepwise multiple regression analysis has been done to reach at near efficient predictors for QWL of managers among background and motivational variables.
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Irmawati, Irmawati, and Alifa Sri Wulandari Kn. "PENGARUH QUALITY OF WORK LIFE, SELF DETERMINATION, DAN JOB PERFORMANCE TERHADAP WORK ENGAGEMENT KARYAWAN." Jurnal Manajemen Dayasaing 19, no. 1 (August 25, 2017): 27. http://dx.doi.org/10.23917/dayasaing.v19i1.5103.

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Penelitian ini bertujuan untuk menguji dan mengetahui secara empiris (1) pengaruhQuality of Work life terhadap Work engagement (2) pengaruh Self Determinationterhadap Work engagement (3) Pengaruh Job Performance terhadap Work engagement(4) pengaruh Quality of Worklife, Self Determintion, dan Job Performance secarasimultan terhadap Work engagement. Variabel yang digunakan dalam penelitian iniadalah Quality of Worklife, Self Determintion, dan Job Performance sebagai variabelindependen dan Work engagement sebagai variabel dependen.Sampel dalam penelitianini adalah karyawan PT. Pamor Spinning Mill’s sebanyak 100 responden dengan teknikpengambilan sampel random sampling. Metode pengumpulan data menggunakankuesioner. Teknik analisis data yaitu analisis regresi berganda, uji F, dan uji t. Hasilanalisisuji t menunjukkan terdapat pengaruh secara parsial antara variabel independenterhadap variabel dependen sedangkan data uji F menunjukkanadanya pengaruh secarasimultan variabel Quality of Worklife, Self Determintion, dan Job Performance terhadapWork Engagement.
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Heshizer, Brian P., and Harry J. Martin. "Union Officer Perspectives on Quality of Worklife." American Journal of Business 4, no. 2 (October 28, 1989): 35–44. http://dx.doi.org/10.1108/19355181198900017.

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Datta, Tanmoy. "Quality of Worklife: A Human Values Approach." Journal of Human Values 5, no. 2 (October 1999): 135–45. http://dx.doi.org/10.1177/097168589900500205.

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Pio, Riane Johnly. "The mediation effect of quality of worklife and job satisfaction in the relationship between spiritual leadership to employee performance." International Journal of Law and Management 64, no. 1 (October 21, 2021): 1–17. http://dx.doi.org/10.1108/ijlma-07-2018-0138.

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Purpose This study aims to determine the effect of mediation on quality of work life (QWL) and job satisfaction in the relationship between spiritual leadership and employee performance conducted on nursing staff of private hospitals in North Sulawesi. Design/methodology/approach This study focuses on a private hospital in North Sulawesi. The population in this study is all nurses working in three hospitals which became the object of study totaling 292 people. Analysis of structural equation modeling (SEM) is used to test the hypotheses. In this study, the data used are primary data collected by distributing questionnaires. Data were analyzed using qualitative descriptive methods and, the researcher presented data by describing sorted or organized data and documents obtained and scientifically stated. Findings First, spiritual leadership does not directly affect employee performance. Second, quality of worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated quality of worklife is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of Worklife as pure moderator, means that spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife. Third, quality of Worklife as a mediating variable in the relationship between spiritual leadership to employee performance. Given the marked positive coefficient indicates that the higher the spiritual leadership will cause the higher the employee performance if mediated job satisfaction is also higher. Because the direct effect of spiritual leadership to employee performance is insignificant (with positive coefficient), indicate that quality of worklife as pure moderator means that the spiritual leadership has a relationship to employee performance, only if the employee has the quality of worklife. Research limitations/implications The data in this study is still limited to nurses who work in hospitals based on religious foundations and is limited to one city only Manado City North Sulawesi province in Indonesia. Practical implications The implications of the results of this study for the development of science are significant by contributing to the discipline of organizational behavior, human resource management and leadership. For people in particular who need health services, the results of this study provide references in choosing organizations engaged in health services whose standards of service have spiritual leadership values. And the implications of the results of this study have consistency with the findings in this study, that the performance of nurses can be influenced by spiritual leadership from the quality of work-life that includes: opportunities to grow, participate in decision-making, have a sense of pride in work, and conditions of work environment Perceived and experienced by nurses getting better and more positive. Likewise, if the nurse's job satisfaction increases because of the well-paying salary, promotion, work team, supervisor and job it will contribute to the improved performance of the nurse. Originality/value Originality for this paper shows mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance; no previous study has studied comprehensively the mediation effect of quality of worklife and job satisfaction in relationship between spiritual leadership toward employee performance. This research is a case study on nursing staff of private hospital in North Sulawesi, Indonesia.
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Dissertations / Theses on the topic "Quality of worklife"

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Bedser, Mark Bernard. "Servant leadership: antecedent to Quality of Worklife of customer service frontline employees." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62144.

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Contact Centre agents operate in closely monitored and highly controlled environments and their work consists of solving service requests or assisting customers with information on products or services. Consequently their work involves a great deal of emotional labour and stress. It is not surprising then, that the working environment of the Contact Centre is reported to have a negative impact on the levels of Quality of Worklife of Contact Centre agents, and that in the Contact Centre context, it is likely that low levels of Quality of Worklife exist. It is argued that it is important for organisations to be particularly aware of the Quality of Worklife perceptions of their employees should they want to address Quality of Worklife levels and benefit from the positive consequences of higher levels of the construct. Numerous variables are reported to play either an antecedent, moderating, mediating, or consequential role in relation to the Quality of Worklife construct. A systems model of Quality of Worklife is developed, which illustrates the inter-relationships of these variables and how they affect and are affected by the Quality of Worklife construct. It is argued that leadership is an important antecedent to Quality of Worklife, and this is the antecedent of interest in this study. It is proposed that it is not just any leadership that will contribute to an improved Quality of Worklife, particularly within a challenging context such as the Contact Centre environment. Rather, it is suggested that certain qualities of leaders will have a greater influence on Quality of Worklife. For example, leaders who focus on relationships and are caring - characteristics associated with servant leaders - are deemed more suitable for the Contact Centre context. The research also proposes that there are close associations between Servant Leadership and Trust, which in turn has the potential to affect Quality of Worklife positively. It is argued, therefore, that Trust mediates the relationship between Servant Leadership and Quality of Worklife in the customer service frontline context. While there is a broad base of literature available on servant leadership that focuses on the senior or executive level of leadership, Van Dierendonck and Nuijten (2011) have argued that it is also relevant at the middle level of management and have validated an eight dimensional measure of servant leadership that is suitable for this management level. The Van Laar, Edwards and Easton (2007) Quality of Worklife model is also argued to be an appropriate model and measure of the Quality of Worklife construct, due to the robustness of the instrument design and the appropriateness of its underlying theory to the context of this research. Research has shown that leadership can have a significant relationship with Quality of Worklife. Moreover, a review of the literature on servant leadership reveals that trust, satisfaction, general well-being, and commitment to their jobs increases when employees are exposed to leadership behaviours associated with servant leadership. There is however, no evidence in the literature of any investigation of the relationship between Servant Leadership and Quality of Worklife, or of research investigating the partial mediating effects of Trust between these two constructs. Research was conducted to test this relationship. A survey questionnaire was administered amongst a sample of 555 Contact Centre agents, who were employed in eight different organisations. Confirmatory factor analysis procedures were conducted in STATA (V15.0), to test and validate the factor structure of Servant Leadership and Quality of Worklife models. The research also produced a Servant Leadership, Trust and Quality of Worklife structural equation model that supported the hypotheses of the relationships between the constructs. Mediation analysis confirmed Trust’s role as a mediator between Servant Leadership and Quality of Worklife. The structural equation model confirmed that synergies between Servant Leadership, Trust and Quality of Worklife exist, and that Trust partially mediates the relationship between Servant Leadership and Quality of Worklife. It is therefore argued that an increase in Servant Leadership behaviour by the manager or supervisor of frontline staff has a positive association with increases of Trust, as well as positive associations with Quality of Worklife experienced by employees in the frontline context. Moreover, it is also posited that the relationship between Servant Leadership and Quality of Worklife is partially mediated by Trust of the supervisor. The implications of these results are discussed, and recommendations made for management practice and further research.
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Martin, Donna E. "An ethnographic study examining quality of worklife issues of outpost nurses in northern Manitoba." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq23409.pdf.

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Md-Zain, Ali-Yusob. "Quality of worklife and organisational commitment : a study of non-supervisory employees in Malaysian organisations." Thesis, University of Strathclyde, 1996. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21511.

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Organisational commitment has been suggested as a function of the degree of integration and congruence of individual and organisational goals and values. The more employees can satisfy their needs through work, the more they will be committed to an organisation. The organisational conditions that influence such need satisfaction are generally known as quality of worklife (QWL). The purpose of the study was to examine the relative importance and perceived presence of factors associated with QWL, their relationships with organisational commitment (OC), and demographic patterns of their relationships for nonsupervisory employees in Malaysia. Underlying questions explored were the crosscultural universality of theories of QWL and OC and their utility for management policy and action. The research instrument employed was a survey questionnaire in the Malaysian language based on Western models of QWL and OC and using Likert scaling. Usable responses were obtained from 672 employees in 671 organisations. Statistical analysis was carried out using factor analysis, t-test, analysis of variance and multiple regressions. The Western model and measures of affective, normative and continuance commitment were generally supported, but two sub-factors emerged for continuance commitment relating to cost of leaving and lack of alternatives. The collectivist nature of Malaysian culture emerged as an important determinant of QWL and, in turn, OC. The most important QWL factors were workplace integration, work environmenta nd supervision. The first two of these were perceived as those most present. Different demographic relationships emerged between affective, normative and continuance commitment and QWL. Indicators for changing management policies and action to improve QWL and hence OC among non-supervisory employees in Malaysia concern work environment, workplace integration and the social relevance of work. The equity of pay and benefits, though itself an unimportant QWL factor, was also related to affective commitment.
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Sharplin, Elaine Denise. "Quality of worklife for rural and remote teachers : perspectives of novice, interstate and overseas-qualified teachers." University of Western Australia. Graduate School of Education, 2008. http://theses.library.uwa.edu.au/adt-WU2008.0211.

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[Truncated abstract] It is essential to attract, recruit and retain quality teachers in rural and remote schools for provision of quality education to rural and remote students. A robust body of research confirms that teacher quality contributes to quality of education (Darling-Hammond, 2000; Hay McBer, 2000; Kaplan & Owings, 2002; OECD, 2002; Ramsay, 2000). Staffing histories of rural and remote schools identify persistent difficulties in recruiting and retaining teachers, but previous research has failed to address the experiences and perspectives of rural and remote teachers from the earliest phases of appointment, tracking their experiences over time. In times and places of persistent teacher shortages, teacher quality of worklife issues are paramount. Factors impacting on teacher quality of worklife may impact on teacher retention, staffing levels and ultimately the quality of education for children. For these reasons, this study aimed to develop substantive theory about the experiences of teachers commencing appointments in rural and remote schools by investigating the perspectives of novice, interstate and overseas-qualified teachers. The study sought to develop understandings of rural and remote teachers quality of worklife. In order to achieve this aime, the experiences of 29 teachers were examined, in four categories of teachers likely to be appointed to rural and remote locations: young novices; mature-aged novices; interstate; and overseas-qualified teachers in a qualitative collective case study. ... Awareness of the variety of factors in multiple environments, and the complex interplay between them, helps to account for the diversity of perspectives and quality of worklife outcomes for rural and remote teachers. Two theories were generated from ten propositions. The first theory, Quality of Worklife for Rural and Remote Teachers: Person-Environment Fit to Multiple Environments, identified protective and risk factors associated with workrole, workplace, organisation, geographic and socio-cultural community environments. The theory recognises spillover between work and non-work life experiences, impacting on quality of teacher worklife; however, factors directly associated with worklife impacted most significantly on quality of worklife. The second theory, Processes of Adaptation to Multiple Rural and Remote Environments, identified processes (teacher expectations, evaluations of environments, responses to environments) and coping strategies (direct-action, palliative and avoidant) as leading to one of four outcomes: integration; resilient integration; disequilibrium; and withdrawal. The case study findings offer original understandings of experiences of teachers newly appointed to rural and remote schools, through the development of theory about multiple environments teachers encounter and processes of adaptation associated with their relocation to rural and remote areas. The findings have implications for theory, policy and practice, and contribute new dimensions to the general quality of worklife literature.
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Donald, Joan. "The influence of organizational and environmental variables on the quality of worklife of operating room nurses." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ28117.pdf.

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Linger, Rita Anita. "A qualitative study of a mindfulness-based coaching intervention for perception shifts and emotional regulation around workplace stressors and quality of worklife." Thesis, Saybrook University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3683053.

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This study examined the effects of a mindfulness-based coaching intervention on perception and emotional regulation shifts related to workplace stressors (internal and external), quality of worklife, interpersonal relationships, and general sense of well-being of high-level executives (HLE) who indicated a desire to improve these areas of their worklife.

Participants in this study were six HLEs, responsible for managing the direction and change strategies of the organization or department under their charge, who supervise, manage others, and work in dynamic environments. Participants identified negative stress response and emotional regulation as well as being focused on the past and the future to be a challenge in their daily work lives.

Kabat-Zinn (2012) posited that mindfulness practice can provide the practitioner with a true embracing of a deeper sense of self and others, which can permeate life and transform the relationship to how one thinks, feels and works. Marlatt and Kristeller (1999) described mindfulness as "bringing one's complete attention to the present experience on a moment to moment basis" (p. 9).

The study included an 8-week mindfulness coaching intervention, pre and post questionnaires, semi-structured interviews. Mindfulness Based Stress Reduction (MBSR), HeartMath Mindful-Hearth Intelligence workbook, tools, exercises and practice were used within a coaching frame work.

A multiple case study design was used and a thematic analysis of the coaching intervention was conducted. The analysis detailed themes and patterns in shifts and changes in perception, emotional regulation around stress response, relationships, and general sense of well-being.

The study elucidated the impact of these interventions on HLEs. Several themes emerged as assets for participants during the intervention, specifically, work stress management, heightened awareness, and acceptance. Suggestion for further research would be to explore the hardiness of the process of acceptance in deepening the impact of the other central themes. An unanticipated result which was explored was the extent to which participants came to understand with kindness and curiosity the negative aspects of nondisclosure within their work culture.

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Chen, Wen-Cheng, and 陳文正. "Research on “19 Holes” Strategy and the Quality of Worklife." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/84319617326157948032.

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碩士
育達科技大學
企業管理所
102
Through deep interviews and purposive sampling, the researcher of this thesis interviews various managers in difference levels with golf experience. This research proves “19 Holes” strategy influences positively the healthy human capital, which includes the integrity of body, mind and soul, and the quality of worklife. After a comprehensive analysis, this thesis drew conclusions and suggestions as follows: The 19 Holes strategy, which is performed in the sports of golf, asks for physical, technical, mental, emotional, social and spiritual health. In so doing, he/she will relieve stress, enhance the ability of emotional self-control, increase satisfaction and happiness. Furthermore, the strategy promotes self-reflection, puts more emphasis on honesty, better the relationship with others, and stimulates the motivation to seek the sublimity. His viewpoints toward life will be more positive, his life more meaningful, his health of body, mind and soul more complete. This influence is highly positive. On the another hand, it also improves the quality of sleeping. One will be more energized, more concentrated and more positive in thinking. There will be more sense of respect and satisfaction for his relationship with others, his wholesome health condition and quality of life. He/she will feel his own work having better image and meaning. He/she will be more adventurous in order to get more sense of achievement. He/she will facilitate the organization to be more friendly and distribute work according to individual ability. He will provide more attractive vision to coerce members to work harder. That means the strategy can enhance the quality of life and this influence is highly positive. This thesis suggests enterprises can encourage their workers to engage the sport of golf to increase the healthy human capital and enhance the quality of worklife.
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Wang, Shao-hau, and 汪劭樺. "The Impacts of Civil Servants’ Leisure Involvement on Leisure Benefits, Happiness and Quality of Worklife: An Empirical Study of Taitung County." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/91014672555147024654.

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碩士
國立臺東大學
進修部休閒事業管理組碩(夜間)
104
Public Service is important to promote government policies actors for the present and future national and community have a profound impact on development, but the country is facing economic stagnation and reduce the public budget situation, leading to the general public for certain civil servants the stereotypes exist, rendering the face of the attendant media exaggerated the case and the lack of manpower crunch is not under fill, the job performance of public servants to deal with public affairs, media relations and general handling routine business have become public servants in workplace invisible pressure, so that the quality of work life and thus decrease. Therefore, if the degree of involvement by public officials to enhance participation in leisure activities, it will likely help to improve the effectiveness of the public service and leisure, happiness, and thus enhance the quality of working life in the public execution. This prospective, the main purpose of this study is to explore the involvement of civil servants between happiness and leisure, recreation and quality of work life benefit whether significant causal influence, so as to understand the different levels of public servants involved in leisure, with leisure benefits, enhance the well-being, and can produce further positive impact on their useful work quality of life. Based on the above, this study involved the quality of life from casual leisure benefits, happiness has a significant relevance, effectiveness and leisure and well-being of students for quality of life significantly correlated to give public servants of leisure involvement can enhance the work the findings
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Lee, Chien-Hui, and 李建慧. "The research of relationships among quality of worklife,organizational commitment and organizational citizenship behavior---A study of Goldsun Development & Construction Co.,Ltd." Thesis, 2003. http://ndltd.ncl.edu.tw/handle/85823754107904823532.

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碩士
中原大學
企業管理研究所
91
In recent years,management are interested in “Can organizational commitment and organizational citizenship behavior be motivated by the enhancement of quality of worklife through humanresources management solutions ? “. This issue is also getting more respect broadly. Construction industry employees commonly have lower quality of worklife. This thesis explores the author’s company by field research .Besides the expectation of author’s company problem solving benefits,it can be also a reference to other construction companies. The avaible questionaires is 452 and the conclusions are summariged as follow. （1）QWL is significant Positive correlation with OC. （2）QWL is significant Positive correlation with OCB. （3）This study indicates:Female employees’s OC perception is higher than that of the male；The married employees’s OC perception is higher than that of the unmarried ；The higher seniority employees’s OC perception is higher than that of the lower；The senior high school education degree employees’s OC perception is higher than that of the junior high school and primary school education degree employees；The higher position employees’s OC perception is higher than that of the lower；The internalizer is significant positive correlation with OC perception. （4）This study indicates:The unmarried employees have higher OCB than that of the married；Employees age under 29 have higher OCB than that of the older； Employees’s seniority under 5 years have higher OCB than that of the higher；The internalizer is significant positive correlative with OCB. （5）Interaction between quality of worklife and marriage situtation、age of individual attributes is significantly correlation with OC individually. Sumarrily,the identity company in this research or other business,should evaluate and adopt suitable humanresources management solutions progressively,then it will perform leverage.In expectancy,traditional industry employee’s OC and OCB can be respected gradually and upgraded effectively.
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Hendriks, Elma. "'n Perspektief op die beroepsbevrediging van grondvlak maatskaplike werkers." Diss., 2001. http://hdl.handle.net/10500/16935.

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Text in Afrikaans
Hierdie studie is onderneem om te bepaal watter determinante 'n rol speel in die beroepsbevrediging van grondvlak maatskaplike werkers en watter gehalte van die werksleweprogramme benut kan word om dit aan te spreek. Tydens die empiriese fase van die studie is 'n vraelys aan die maatskaplike werkers van die Vereniging vir Liggaamlike Gestremdes (streek Wes-Kaap) gesirkuleer waarin aannames oor beroepsbevrediging en gehalte van die werkslewe getoets is. Die response bevestig 'n hoer arbeidsomset as die gemiddelde, 'n behoefte aan billike en regverdige vergoedingspakkette, bevorderingsgeleenthede, 'n werksomgewing wat werksekuriteit bied en 'n gebrek aan inspraak in die leierskap en bestuurstyl van welsynsorganisasies. Die rol wat die supervisor kan speel figureer sterk sowel as die behoefte aan gehalte van die werksleweprogramme soos, deelnemende bestuur, sensitiwiteitsopleiding, doelwitbestuur en spanwerk. Enkele aanbevelings vvord aan administrateurs en supervisors gemaak oor die uitbou van maatskaplike werkers se beroepsbevrediging en die benutting van gehalte van die werksleweprogramme sodat arbeidsomset bekamp en koste-effektiwitet verhoog kan word.
This study was undertaken to establish which determinants play a role in the job satisfaction of direct service social workers and what quality of worklife programmes can be utilised to address the problem. During the empirical phase of the study, a questionnaire was circulated to social workers of the Association for the Physically Disabled, Western Cape, in which suppositions regarding job satisfaction and quality of worklife was tested. Responses confirmed the need for fair remuneration packages, promotion opportunities, job security, a high labor turnover and a lack of participation in the management of welfare organisations. The role of the supervisor figures strongly. Quality of worklife programmes such as participatory management, sensitivity training, management by objectives and teamwork are needed. Suggestions are made to administrators and supervisors concerning the development of job satisfaction and the utilisation of quality of worklife programmes to control labour turnover and improve cost effectiveness.
Social Work
M. Diac. (Maatskaplike Werkrigting)
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Books on the topic "Quality of worklife"

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Hertzman, Clyde. The health context of worklife choices. Toronto: Canadian Mental Health Association, 1986.

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), Quality of Nursing Worklife Research Unit (Ont. Quality of Nursing Worklife Research Unit 1991-1996 final report: With appendices. [Toronto]: University of Toronto, McMaster University, 1996.

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United States. Urban Mass Transportation Administration. Quality of work life in the transit industry: Resource notebook. [Washington, D.C.]: Dept. of Transportation, Technology Sharing Program, 1987.

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In the spirit of business: A guide to creating harmony & fulfillment in your worklife. Berkeley, CA: Celestial Arts, 2001.

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Scott Jones, Julie. Learn to Use Partial Correlation in SPSS With Data From the NIOSH Quality of Worklife Survey (2014). 1 Oliver's Yard, 55 City Road, London EC1Y 1SP United Kingdom: SAGE Publications, Ltd., 2019. http://dx.doi.org/10.4135/9781526477545.

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Scott Jones, Julie. Learn to Use Partial Correlation in R With Data From the NIOSH Quality of Worklife Survey (2014). 1 Oliver's Yard, 55 City Road, London EC1Y 1SP United Kingdom: SAGE Publications, Ltd., 2019. http://dx.doi.org/10.4135/9781526498250.

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Roskind, Robert. In the spirit of business: A guide to resolving fears and creating harmohy in your worklife. Berkeley, Calif: Celestial Arts, 1992.

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Scott Jones, Julie. Learn to Use the Eta Coefficient Test in SPSS With Data From the NIOSH Quality of Worklife Survey (2014). 1 Oliver's Yard, 55 City Road, London EC1Y 1SP United Kingdom: SAGE Publications, Ltd., 2019. http://dx.doi.org/10.4135/9781526474681.

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Scott Jones, Julie. Learn to Use the Eta Coefficient Test in R With Data From the NIOSH Quality of Worklife Survey (2014). 1 Oliver's Yard, 55 City Road, London EC1Y 1SP United Kingdom: SAGE Publications, Ltd., 2019. http://dx.doi.org/10.4135/9781526495433.

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University), International Interdisciplinary Working Conference (1st 1987 Tel Aviv. Proceedings of the First International Interdisciplinary Working Conference on "A macro strategy of effective transfer of knowledge affecting quality of worklife into action in contemporary work realities" and the Tenth IRA Symposium on "Turning quality of worklife into action," with selected papers from the 9th IRA Symposium : Israel--the Tel Aviv University Campus, 6-11 September, 1987. Ramat Efal, Israel: The Foundation, 1987.

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Book chapters on the topic "Quality of worklife"

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Salzman, Harold, and Stephen R. Rosenthal. "Introduction." In Software by Design. Oxford University Press, 1994. http://dx.doi.org/10.1093/oso/9780195083408.003.0005.

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The concept of social values shaping technology design seems oddly out-of-place to many. Isn’t the design of technology the province of engineers? Aren’t values and technology and other social issues really outside the scope of engineering? Engineering decisions are not, after all, based on philosophy and sociology some would argue. Efficiency and economy are the objective criteria for making design decisions and these can be determined through a relatively precise calculus. Making these determinations is an objective engineering task not a matter of subjective preferences and interpretation. There is error, of course, and unintended consequences are inevitable, but these are matters to be corrected by better science and engineering. Following in this vein, one might argue that the link between technology design and quality of worklife is even further removed from the concerns of engineering. Technology is delivered “as is” and the work organization must accommodate it. Perhaps technology can be fiddled with at the margins for better ergonomics for example, but again, the essence of design is independent of quality of worklife concerns. To take this argument a step further, it is commonly stated that, for most people, work is not an activity for pleasure but for sustenance. We may wish it were otherwise, but it just isn’t so. Changing technology or other aspects of worklife is, therefore, of limited value in improving the human condition. (In fact, if changes made for worklife improvements decrease productivity, they could be detrimental by lowering prosperity and thus the quality of life outside of work.) One engineer (Florman, 1981, p. 103), writing that “blaming technology” is an “irrational search for scape goats,” states that “alienation cannot be cured by a fascinating job any more than it can be cured by a clean apartment.” Engineers should thus concentrate on designing technology the best they can and leave social issues or workplace concerns to others. It is only the application and implementation of technology that is relevant for social science. So runs the argument in many a discussion about how technology should be designed for the workplace.
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"Fracking the Faculty: The Privatization of Public Knowledge, the Erosion of Faculty Worklife Quality, the Diminution of the Liberal Arts." In Qualitative Inquiry in the Public Sphere, 25–32. Routledge, 2018. http://dx.doi.org/10.4324/9781315143385-8.

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Conference papers on the topic "Quality of worklife"

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Lepore, S. J., R. Kling, S. Iacono, and J. George. "Implementing desktop computing, infrastructure, and quality of worklife." In the tenth international conference. New York, New York, USA: ACM Press, 1989. http://dx.doi.org/10.1145/75034.75054.

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