Relevant bibliographies by topics / Quality of worklife / Journal articles

Journal articles on the topic 'Quality of worklife'

To see the other types of publications on this topic, follow the link: Quality of worklife.
Author: Grafiati
Published: 4 June 2021
Last updated: 25 January 2023

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 50 journal articles for your research on the topic 'Quality of worklife.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.

1

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

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.

Full text
Abstract:
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
APA, Harvard, Vancouver, ISO, and other styles
6

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
7

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
8

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

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.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

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.

Full text
Abstract:
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.
APA, Harvard, Vancouver, ISO, and other styles
11

Ganggut, Ignatius Romouldus Shorinji. "Peran Persepsi Gaya Kepemimpinan & Quality Of Work Life Terhadap Organizational Citizenship Behavior." JURNAL SPIRITS 9, no. 1 (December 29, 2019): 5. http://dx.doi.org/10.30738/spirits.v9i1.6340.

Full text
Abstract:
Abstrak. Penelitan ini bertujuan untuk menguji secara empirik peran kepemimpinan dan quality of worklife terhadap Organizational citizenship behavior pada karyawan. Dewasa ini, agar mampu bersaing, setiap perusahaan harus beroperasi seefektif dan seefisien mungkin. Penelitian ini dilakukan pada 75 orang karyawan divisi HRD & GA PT. Dok Pantai Lamongan. Pemilihan sampel dilakukan dengan teknik purposive sampling dan pengujian hipotesis dilakukan dengan analisis regresi berganda. Berdasarkan hasil analisis yang telah dilakukan maka ditariklah kesimpulan bahwa hipotesis penelitian ini diterima, yang berarti persepsi gaya kepemimpinan dan Quality of Work Life berperan sigifikan terhadap Organizational Citizenship Behavior pada karyawan. Berdasarkan hasil analisis, diperoleh nilai F sebesar 37,620, dengan p<0,01 yang berarti bahwa persepsi gaya kepemimpinan dan Quality of Work Life secara simultan berperan positif signifikan terhadap OCB. Sumbangan efektif dari gaya kepemimpinan dan quality of work life (R2) secara bersamasama adalah 0,511 atau sebesar 51,1%. Sedangkan secara sendiri-sendiri, sumbangan efektif kepemimpinan terhadap OCB adalah sebesar 16,21%, dan sumbangan efektif quality of worklife terhadap OCB adalah sebesar 34,88%. Sebanyak 48,9% adalah sumbangan dari faktor-faktor lain yang masih harus diteliti lebih lanjut.Kata kunci: organizational citizenship behavior, kepemimpinan, teori kepemimpinan path goal, quality of worklife
APA, Harvard, Vancouver, ISO, and other styles
12

Jimeno, Julius C., and Brian Carney. "U.S. Department of Agriculture's Quality of Worklife Survey." Public Personnel Management 14, no. 4 (December 1985): 367–83. http://dx.doi.org/10.1177/009102608501400407.

Full text
APA, Harvard, Vancouver, ISO, and other styles
13

Perry, Patricia D., David W. Chapman, and Conrad W. Snyder. "Quality of teacher worklife and classroom practices in Botswana." International Journal of Educational Development 15, no. 2 (April 1995): 115–25. http://dx.doi.org/10.1016/0738-0593(94)e0013-e.

Full text
APA, Harvard, Vancouver, ISO, and other styles
14

THACKER, JAMES W., and MITCHELL W. FIELDS. "UNION INVOLVEMENT IN QUALITY-OF-WORKLIFE EFFORTS: A LONGITUDINAL INVESTIGATION." Personnel Psychology 40, no. 1 (March 1987): 97–111. http://dx.doi.org/10.1111/j.1744-6570.1987.tb02379.x.

Full text
APA, Harvard, Vancouver, ISO, and other styles
15

Maltby, Tony. "Extending Working Lives? Employability, Work Ability and Better Quality Working Lives." Social Policy and Society 10, no. 3 (June 1, 2011): 299–308. http://dx.doi.org/10.1017/s1474746411000030.

Full text
Abstract:
Faced with a changing economic and demographic outlook, this article will suggest the adoption of a proactive and preventative approach to the quality of work and ‘worklife’ for the UK's ‘older workers’. Ultimately, it seeks to explore the possibilities for the implementation of the Finnish concept of Work Ability (Illmarinen, 2005) in the context of the UK policy agenda. It will be suggest that this approach provides a policy framework that addresses recessionary pressures whilst maximising quality of life and the active ageing of individuals.
APA, Harvard, Vancouver, ISO, and other styles
16

Avianti, Dwi Astrid, and Lindawati Kartika. "ANALISIS QUALITY OF WORK LIFE PADA GENERASI X DAN Y ALUMNI FAKULTAS EKONOMI DAN MANAJEMEN IPB." Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT 2, no. 2 (June 23, 2017): 95–106. http://dx.doi.org/10.36226/jrmb.v2i2.40.

Full text
Abstract:
The quality of Work Life is one of effort that can be implemented by the company to increase job satisfaction and productivity of employees. Nowadays, employees in Indonesia dominated by Generation X and Y. The respondents of this study are alumni of Economic and Management Faculty of IPB. The objectives of this study are to identify the perception of Generation X and Y towards factors of Quality of Work Life and to formulate a strategy to increase Quality of Work Life based on perceptions of Generation X and Y. The source of primary data obtained by questionnaire method and secondary data obtained by study of literature. This research was using descriptive analysis method, Pairwise Comparison Method, and The House Model. The results of this study indicated 56% perception of Generation X towards factors of QWL appropriate with the theory regarding the factors QWL in Generation X and 52% perception of generation Y towards factors of QWL appropriate with the theory regarding the factors QWL in the generation Y. The strategy that becomes priorities to increase Quality of Work Life of Generation X is a safety at work, compensation, and conflict resolution. The strategy that becomes priorities to increase Quality of WorkLife of Generation Y is career development, compensation, and pride to the company. Keywords: quality of worklife, generation X Y
APA, Harvard, Vancouver, ISO, and other styles
17

Blanch, Josep M. "The new spacetime of telework: A challenge for the quality of worklife." Praxis Psy 22, no. 35 (September 16, 2021): 67–80. http://dx.doi.org/10.32995/praxispsy.v22i35.159.

Full text
Abstract:
Spatiotemporal coordinates are crucial for understanding work experience. The combined effect of the confinement in the face of Covid-19 andthe intense and accelerated development of digital technology changed the nature, forms, conditions, and working relationships. This transformation has been radical with regard to what has been modernly thought of as space and as working time. The objective of the study was to analyze psychosocial aspects of this new reality, visualizing its antecedents and reflecting on its implications. The information was collected from various types of sources: for the study of the antecedents, a selection of classic studies on work space-time was used, which provided a historiographic description of the paradigm inherited from modernity. For the perspective of the psychosocial implications of the new work environment, mainstream literature and secondary sources provided by the abundant multi-color literature available on Google were used. The collected material was subjected to a treatment inspired by thematic content analysis. In an initial phase, the core of the change was identified as a basically spatial phenomenon of distancing from the workplace. From this perspective, the focus of attention was the comparison of the advantages and disadvantages of face-to-face activity and interactions with virtual work, mediated by gadgets, clouds, networks, and virtual platforms. Later, this dynamic was recognized as a reconfiguration of work space- time, passing the temporal dimension to be the center of the new field of experience. The psychosocial impact attributed to the combined digitization, internalization, teleworking from home, and virtualization of processes has been described as a dilution of the boundaries between work and non-work, as colonization and work contamination of domestic, family, private and personal space-time and, ultimately, as a threat, but also as an opportunity, for the quality of working life. The observed panorama leads to suspect that the virtualization of work processes, which is advancing unstoppably hand in hand with digitization -with or without a pandemic-, represents a hybrid of a black hole, which puts the quality of working life at risk, and a wormhole, which provides new opportunities for human development.
APA, Harvard, Vancouver, ISO, and other styles
18

Pramudena, Sri Marti, and Asmy Fuzita Hilda. "The effect of quality of worklife and job satisfaction on organizational commitment." Management Journal of Binaniaga 4, no. 01 (September 23, 2019): 23. http://dx.doi.org/10.33062/mjb.v4i01.317.

Full text
Abstract:
This study aims to determine the effect of work life quality and job satisfaction on organizational commitment. Collection research data through interviews, observation, and distribution of questionnaires to 110 respondent. The sample in this study were employees who worked at PT. Intrasari Raya Bogor. The sampling method uses simple random sampling. The research data was analyzed using the SPSS version 20. The results showed that work life quality and job satisfaction on organizational commitment had a positive and significant effect, both partially and simultaneously where t-value 4.694>t-table 1.6592 and F-value 31.054>F-table 3.08. Organizational commitment of 64.5% is influenced by other variables not included in this study. Companies are expected to be able to think of other strategies in implementing quality work life and increasing employee satisfaction so as to create strong employee commitment. Keywords: Quality of Work Life, Job Satisfaction, Organizational Commitment
APA, Harvard, Vancouver, ISO, and other styles
19

Pramudena, Sri Marti. "The effect of quality of worklife and job satisfaction on organizational commitment." Management Journal of Binaniaga 4, no. 1 (July 29, 2019): 23. http://dx.doi.org/10.33062/mjb.v4i1.351.

Full text
Abstract:
This study aims to determine the effect of work life quality and job satisfaction on organizational commitment. Collection research data through interviews, observation, and distribution of questionnaires to 110 respondent. The sample in this study were employees who worked at PT. Intrasari Raya Bogor. The sampling method uses simple random sampling. The research data was analyzed using the SPSS version 20. The results showed that work life quality and job satisfaction on organizational commitment had a positive and significant effect, both partially and simultaneously where t-value 4.694>t-table 1.6592 and F-value 31.054>F-table 3.08. Organizational commitment of 64.5% is influenced by other variables not included in this study. Companies are expected to be able to think of other strategies in implementing quality work life and increasing employee satisfaction so as to create strong employee commitment. Keywords: Quality of Work Life, Job Satisfaction, Organizational Commitment
APA, Harvard, Vancouver, ISO, and other styles
20

Jones, Sandra. "Book Reviews : Empty Promises: Quality of Worklife Programs and the Labour Movement." Journal of Industrial Relations 31, no. 1 (March 1989): 137–38. http://dx.doi.org/10.1177/002218568903100117.

Full text
APA, Harvard, Vancouver, ISO, and other styles
21

Zábrodská, Kateřina, Jiří Mudrák, Petr Květon, Marek Blatný, Kateřina Machovcová, and Iva Šolcová. "Keeping Marketisation at Bay: The Quality of Academic Worklife in Czech Universities." Czech Sociological Review 52, no. 3 (June 1, 2016): 347–74. http://dx.doi.org/10.13060/00380288.2016.52.3.262.

Full text
APA, Harvard, Vancouver, ISO, and other styles
22

Westgard, J. O., R. W. Burnett, and G. N. Bowers. "Quality management science in clinical chemistry: a dynamic framework for continuous improvement of quality." Clinical Chemistry 36, no. 10 (October 1, 1990): 1712–16. http://dx.doi.org/10.1093/clinchem/36.10.1712.

Full text
Abstract:
Abstract Current quality assurance approaches will not be adequate to satisfy the needs for quality in the next decade. Quality management science (QMS), as evolving in industry today, provides the dynamic framework necessary to provide continuous improvement of quality. QMS emphasizes the importance of defining quality goals based on the needs and expectations (implied needs) of customers. The laboratory can develop customer-friendly goals and measures of quality by recognizing that customers' experiences are represented by a totality of results. Quality goals and measures are best communicated as "total performance" by specifying a limit and percentile of the distribution, rather than a mean and standard deviation. Application of quality goals within the laboratory will usually require partitioning the total performance goal into components and translating those components into specifications to guide the operation and management of production processes. QMS also extends beyond technical processes to people processes and provides guidance for improving the quality of worklife and caring for the laboratory's most essential resource--our people.
APA, Harvard, Vancouver, ISO, and other styles
23

Sounan, Charles. "Using the Accreditation Canada Quality Worklife revalidated Model to predict healthy work environments." Clinical Health Promotion - Research and Best Practice for patients, staff and community 2, no. 2 (October 2012): 51–58. http://dx.doi.org/10.29102/clinhp.12008.

Full text
APA, Harvard, Vancouver, ISO, and other styles
24

Mallikarjuna, N. L. "Quality of Worklife from an Employee Perspective: a Review Based on Automobile Industry." Adarsh Journal of Management Research 8, no. 1 (March 1, 2015): 26. http://dx.doi.org/10.21095/ajmr/2015/v8/i1/88236.

Full text
APA, Harvard, Vancouver, ISO, and other styles
25

Winter, Richard, Tony Taylor, and James Sarros. "Trouble at Mill: Quality of academic worklife issues within a comprehensive Australian university." Studies in Higher Education 25, no. 3 (October 2000): 279–94. http://dx.doi.org/10.1080/713696158.

Full text
APA, Harvard, Vancouver, ISO, and other styles
26

Amick, Benjamin C. "The politics of the quality of worklife in automated offices in the USA." Behaviour & Information Technology 6, no. 4 (October 1987): 467–82. http://dx.doi.org/10.1080/01449298708901857.

Full text
APA, Harvard, Vancouver, ISO, and other styles
27

Karrir, Naval, and Amulya Khurana. "Relationship between Size of the Organization and Quality of Worklife of Indian Managers." Paradigm 3, no. 1 (January 1999): 76–90. http://dx.doi.org/10.1177/0971890719990109.

Full text
APA, Harvard, Vancouver, ISO, and other styles
28

Madey, Rajeswari, and Dr S. Anitha Devi. "A Study On Quality Of Worklife Among Private Hospital Nurses With Reference To Visakhapatnam." Volume 1 Issue 7 1, no. 7 (September 30, 2018): 69–75. http://dx.doi.org/10.31426/ijamsr.2018.1.7.717.

Full text
Abstract:
In the life of a working person, the caliber of work life holds prime importance. Over a period of time, numerous opportunities have been created in the corporate globe, each proposing a more conducive work environment for the employee than the terminal. This has given boost to employee expectations, which, coupled with the sufferance of the importance of employee retention, has driven employers to think even about the minutes of parameters which influence the character of workplace life. Quality of nursing care is seen as an important aspect in assessing the quality of wellness care.
APA, Harvard, Vancouver, ISO, and other styles
29

Olorunfemi, Adebisi O. "Telecommuting to Improve Quality-of-Worklife of Women Workers in Lagos State Tertiary Institutions." Journal of Studies in Education 3, no. 2 (June 13, 2013): 222. http://dx.doi.org/10.5296/jse.v3i2.3410.

Full text
APA, Harvard, Vancouver, ISO, and other styles
30

Kuczaj, Kamila. "EMPIRICAL STUDY ON THE DETERMINANTS OF THE QUALITY OF WORKLIFE IN LOCAL GOVERNMENT INSTITUTIONS." NAUKI O ZARZĄDZANIU, no. 33 (2017): 52–58. http://dx.doi.org/10.15611/noz.2017.4.06.

Full text
APA, Harvard, Vancouver, ISO, and other styles
31

Zin, Razali Mat. "Perception of Professional Engineers toward Quality of Worklife and Organizational Commitment: A Case Study." Gadjah Mada International Journal of Business 6, no. 3 (September 12, 2004): 323. http://dx.doi.org/10.22146/gamaijb.5553.

Full text
Abstract:
This empirical investigation was aimed to determine the pattern of the relationships between the perceived presence of quality of worklife (QWL) factors and organizational commitment using samples from professional engineers in Malaysia. Engineers in private sector were selected to participate in this study. A total of 250 sets of questionnaires were sent to the selected organizations, and 152 useable questionnaire representing a response rate of 60.8% were used for statistical analysis. A QWL measure consisting of seven factors: growth and development, participation, physical environment, supervision, pay and benefit, social relevance, and workplace integration was developed based on Walton’s (1974) conception. The three-component model and measure of organizational commitment developed by Allen and Meyer (1990) was adopted in this study. Results of regression analysis indicated that only two QWL factors, growth and development and pay and benefit, were significant in explaining organizational commitment. Implication and suggestions for further research are also discussed.
APA, Harvard, Vancouver, ISO, and other styles
32

Nursalam, Nursalam, Tintin Sukartini, Dluha Maf'ula, and Diah Priyantini. "Quality of Nursing Worklife Based on Caring Model for Improving Nurse Performance in Hospitals." INDONESIAN NURSING JOURNAL OF EDUCATION AND CLINIC (INJEC) 5, no. 2 (September 21, 2020): 172. http://dx.doi.org/10.24990/injec.v5i2.339.

Full text
Abstract:
Introduction: Nurses performance is still not optimal. The aim this study was to develop a quality of nursing work life to improve nurse performance by integrating Swanson's theory of caring. Methods: An explanative observational design was used with cross-sectional approach. The sample was nurses in inpatient care, intensive care, surgical installations, neonates, hemodialysis from eight hospitals in East Java. The sample size of 430 respondents used total sampling. The variables included QNWL, individual, social and environmental, administrative factors, nurse performance. Data were collected using Nurse Quality of Communication with Patient Questionnaire (NQCPQ), Questionnaire of Personal and Organizational Values Congruence for Employee (Q-POVC), Questionnaire of Brooks & Anderson's quality of nursing work life. The data analysis used Partial Least Square. Results: Twenty-five indicators were declared valid (outer loading value> 0.5) with variable diversity was 24.43%, so that internal, social and environmental, operational and administrative factors affect the performance of nurses directly or indirectly through caring based on QNWL. Predictive relevance value was >0, which indicates that the model was good enough. The individual factors (p= 0.043; T-Statistics= 2.040), social and environment factors (p= 0.025; T= 2.242), administrative factors (p= 0.001; T= 3.438) have significant influence QNWL based on caring and QNWL based on caring had a significant influence on nurse performance (p= 0.000; T= 4.997). Conclusion: The development of the QNWL model based on caring has good effect in improving nurse performance. From the developed model, nurse performance related to individual factors, social and environmental factors, administrative factors.
APA, Harvard, Vancouver, ISO, and other styles
33

Kauppinen, Kaisa, Elina Haavio-Mannila, and Irja Kandolin. "Who Benefits from Working in Non-Traditional Workroles: Interaction Patterns and Quality of Worklife." Acta Sociologica 32, no. 4 (October 1989): 389–403. http://dx.doi.org/10.1177/000169938903200405.

Full text
APA, Harvard, Vancouver, ISO, and other styles
34

Desselle, Shane P. "Survey of Certified Pharmacy Technicians in the United States: A Quality-of-Worklife Study." Journal of the American Pharmacists Association 45, no. 4 (July 2005): 458–65. http://dx.doi.org/10.1331/1544345054475568.

Full text
APA, Harvard, Vancouver, ISO, and other styles
35

Yildiz, Kadir, and Suleyman M. Yildiz. "Does Quality of Work-Life in the Fitness Centers Affect the Turnover Intention of Fitness Trainers for Women?" GYMNASIUM 23, no. 1 (June 29, 2022): 115–22. http://dx.doi.org/10.29081/gsjesh.2022.23.1.08.

Full text
Abstract:
This study aims to examine the effect of work-life quality on women trainers’ turnover intentions in fitness centers. Data were collected from fitness centers for women in metropolitan cities in the western part of Turkey. 243 women fitness trainers participated in the study voluntarily. The work-life quality scale developed by Chen and Farh (2000) and the turnover intention scale developed by Landau and Hammer (1986) were used as data collection tools. Hierarchical regression analysis was used to determine the effect of worklife quality on turnover intention. The analysis showed that the quality of work-life in the fitness centers for women affected the turnover intention of women fitness trainers significantly and negatively (β=-0.358; p<0.01). As a result, this study suggests that organizations should increase the quality of work-life to reduce employee turnover intention.
APA, Harvard, Vancouver, ISO, and other styles
36

Hayati, Indah Kusuma. "ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES." Management Journal of Binaniaga 1, no. 01 (March 30, 2018): 9. http://dx.doi.org/10.33062/mjb.v1i01.106.

Full text
Abstract:
Abstract. Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the human resources quality of an enterprise. Employees who have high job satisfaction, will generally have a high commitment to the company. High employee commitment will give beneficial contribution to the company to increase productivity of both employees and companies. This study aims to analyze the effect of the QWL application on job satisfaction and employee commitment as well as analyzing the effect of job satisfaction on employee commitment. The study is conducted by giving questionnaire to 120 employees SBU (Strategic Business Unit) 1 PT. PGN, which is present in three areas, namely Hosbun, Bogor and Jakarta East. Hypothesis testing method using the model Structural Equation Model (SEM) with PLS.The results of the analysis indicate that the application of QWL hypothesis has no effect on job satisfaction of employees. Application of QWL and job satisfaction significantly influence employee commitment. The better implementation of QWL and the higher levels of job satisfaction will increase employee commitment to the company.
APA, Harvard, Vancouver, ISO, and other styles
37

N.P., Fasla. "A STUDY ON QUALITY OF WORKLIFE AMONG PRIVATE HOSPITAL NURSES WITH SPECIAL REFERENCE TO MANNARKKAD MUNICIPALITY, PALAKKAD DISTRICT." International Journal of Research -GRANTHAALAYAH 5, no. 4 (April 30, 2017): 128–34. http://dx.doi.org/10.29121/granthaalayah.v5.i4.2017.1802.

Full text
Abstract:
In the life of a working individual, the quality of work life holds prime importance. Over a period of time, numerous opportunities have been created in the corporate world, each offering a more conducive work environment to the employee than the last. This has given rise to employee expectations, which coupled with the acceptance of the importance of employee retention, has forced employers to think even about the minutes of parameters which influence the quality of work life. Quality of nursing care is considered as an important aspect in evaluating the quality of health care. The quality of nursing and health care is directly interlinked to levels of job satisfaction among nurses and on the quality of nurse’s work life. The rapidly changing health care environment has had an impact on the nursing work environment, workload and quality of nursing work life. In this paper studies the quality of work life among private hospital nurses.
APA, Harvard, Vancouver, ISO, and other styles
38

Indrayani, I. Gusti Ayu Putu Wita. "Authentic Leadership on Turnover Intention of Millenial Hotelier: Worklife Balance as Mediator." TRJ Tourism Research Journal 6, no. 2 (October 13, 2022): 187. http://dx.doi.org/10.30647/trj.v6i2.177.

Full text
Abstract:
This research aims to explore the work-life balance of millennial hoteliers in the Sarbagita area (Denpasar, Badung, Gianyar, and Tabanan) and its role as a mediator in the relationship between authentic leadership and turnover intention. To answer the objectives of this study, multiple linear regression analysis techniques with the assistance of the SPSS version 28 program were applied. Data collection techniques were carried out by distributing questionnaires to 100 millennial employees and validated through interviews with the general managers of five-star hotels. The main finding of the current study was that work-life balance was not proven to mediate the effect of authentic leadership on the intention of turnover of the millennial hotelier. This study recommends that hotel management elaborates on a clear, transparent, directed, and structured work-life balance program for millennial employees who will dominate the workforce in the Society 5.0 era. The results of this study contribute practically to the decision-making of five-star hotel management in the Sarbagita area to retain the best talent of the millennial generation, which emphasizes the quality of human resources. Keywords: Work-Life Balance, Authentic Leadership, Turnover Intention, Hotel
APA, Harvard, Vancouver, ISO, and other styles
39

S, GOMATHI, and SWAPNA M. "A study on impact of job satisfaction on quality of worklife: with special reference to it professionals in bangalore city." Journal of Management and Science 1, no. 3 (December 30, 2012): 191–97. http://dx.doi.org/10.26524/jms.2012.21.

Full text
Abstract:
Quality of working life has been differentiated from the broader concept of quality of life. To some degree, this may be overly simplistic, as Elizur and Shye,(1990) concluded that quality of work performance is affected by quality of life as well as quality of working life. However, the specific attention to work-related aspects of quality of life is valid. Whilst quality of life has been more widely studied, quality of working life remains relatively unexplored and unexplained. A review of the literature reveals relatively little on quality of working life. Where quality of working life has been explored, writers differ in their views on its core constituents. Various authors and researchers have proposed models of quality of working life which include a wide range of factors. This paper concentrates on the role of job satisfaction in quality of work life.
APA, Harvard, Vancouver, ISO, and other styles
40

Moh. Abd. Rahman and Siti Maysaroh. "EFFECT OF WORK LIFE POLICY, WORK INVOLVEMENT AND CONFLICT OF WORKING FAMILY TO TURNOVER INTENTIONS ON EMPLOYEES." Ar-Ribhu : Jurnal Manajemen dan Keuangan Syariah 1, no. 2 (December 31, 2020): 213–33. http://dx.doi.org/10.55210/arribhu.v1i2.506.

Full text
Abstract:
Introduction: This study aims to determine the effect of Worklife-Policies, Job Involvement, and Work-Family Conflict on Turnover Intention of employees at PT Sinar Bodhi Cipta, Tanjungpinang. This type of research uses quantitative descriptive method. The sample technique used in this study was the distribution of proportion sampling. Methods: The data analysis method used consisted of testing the quality of the data (validity and reliability). Classic assumption test (normality, heteroscedasticity, multicolonierity, and autocorrelation) Results: The results obtained can be concluded that the work-life policies, Job Involvement, and Workfamily Conflict variables partially or simultaneously have a positive and significant effect on employee turnover intention at PT Sinar Bodhi Cipta, Tanjungpinang with a R square contribution of 73.1%.
APA, Harvard, Vancouver, ISO, and other styles
41

Heshizer, Brian P., and Harry J. Martin. "Correlates of Local Union Officers' Satisfaction." Psychological Reports 70, no. 2 (April 1992): 459–65. http://dx.doi.org/10.2466/pr0.1992.70.2.459.

Full text
Abstract:
Three models of satisfaction with the national union were tested by regression analysis on a sample of 139 elected local union officers. The first model ( expectations-performance) hypothesized satisfaction to be a function of expectations of union performance and perceived performance on three dimensions, wages and benefits, quality of worklife, and member-union relations. The second model ( discrepancy) considered satisfaction to be a function of the difference between expectations and performance on these three dimensions. The third model ( instrumentality) hypothesized satisfaction as a function of union beliefs and demographic variables in addition to the expectations and perceived performance measures. The expectations-performance and discrepancy models accounted for less variance in satisfaction than the instrumentality model. Satisfaction with the national union was related to union strength and quality of leadership. These findings indicate that the theoretical conceptualization and correlates of satisfaction with the national union differ from models of satisfaction with the local union.
APA, Harvard, Vancouver, ISO, and other styles
42

Brousseau, Sylvain, Chantal Cara, and Régis Blais. "Factors that influence the quality of worklife of first-line nurse managers in a French Canadian Healthcare system." Journal of Hospital Administration 8, no. 4 (May 30, 2019): 1. http://dx.doi.org/10.5430/jha.v8n4p1.

Full text
Abstract:
Aim(s): This quantitative study sought to explore the factors that influence positively and negatively the quality of work life (QWL) of first-line nurse managers (FLNMs) among healthcare institutions from a humanistic standpoint.Background: In Canada, the public healthcare reforms have had a considerable impact on FLNMs, which could have a negative effect on the FLNMs’ QWL.Method: A quantitative descriptive design was conducted with FLNMs (n = 291) using a Web online survey to identify the factors that influenced favorably and unfavorably the FLNMs’ QWL. A statistical analysis (SPSS software, version 22 for Windows 7) of Quebec’s French Web survey questionnaire highlight was used to conduct this descriptive study.Results: The quantitative results show some significant connections between socio-demographic characteristics, such as age and years of experience, and the choice of factors that affect QWL of FLNMs . The most important favourable factors were the actualization of leadership and political skills to improve quality of nursing, the contextual elements conducive to organizational humanization and the organizational support promoting personal and socioprofessional fulfillment. On the opposite, the main unfavourable factors were the organizational dehumanization, the undesirable working conditions in nursing management and the insufficient coaching of novice nurse managers.Conclusion: Healthcare organizations should develop a QWL program and policies to provide information on nursing management humanistic practices. These findings enable us to provide recommendations in the fourth domains of nursing practice.Implications for nursing management: Healthcare administrators must consider strategies to maximize the QWL of the next generation of FLNMs in healthcare institutions.
APA, Harvard, Vancouver, ISO, and other styles
43

Suryani, Rahayu Endang. "Pengaruh Kecerdasan Emosi, Komitmen Organisasi dan Quality of Work Life (QWL) terhadap Kepuasan Kerja serta Implikasinya terhadap Organizational Citizenship Behavior (OCB) pada Wanita Pekerja Profesional Di Wliayah Jakarta." IKRAITH-EKONOMIKA 6, no. 1 (November 7, 2022): 188–98. http://dx.doi.org/10.37817/ikraith-ekonomika.v6i1.2481.

Full text
Abstract:
Tujuan penelitian untuk menguji dan menganalisis pengaruh kecerdasan emosi, komitmenorganisasi dan quality of work life (qwl) terhadap Organizational Citizenship Behavior (OCB) melaluikepuasan kerja pada Wanita Pekerja Profesional Di Wliayah Jakarta baik secara parsial maupun bersamasama.Penelitian menggunakan metode deskriptif dengan teknik survey. Instrumen penelitianmenggunakan kuesioner tertutup dengan skala Likert. Analisa Data Deskriptif diolah dengan programSPSS versi 24. Analisa data inferensial menggunakan model Structural Equation Modelling (SEM)dengan program Lislrel 8.72. Populasi penelitian sebesar 19.286 wanita pekerja profesional di Jakarta.Melalui teknik slovin (α=5%) diperoleh sample sebesar 392. Teknik pengambilan sample menggunakansimple random sampling.Hasil penelitian menunjukkan bahwa kecerdasan emosi, komitmen organisasi dan quality of worklife (qwl) secara bersama-sama memberikan kontribusi sebesar 80% terhadap Kepuasan Kerja padawanita pekerja profesional di Jakarta. Secara parsial, kecerdasan emosi memiliki pengaruh yang palingdominan terhadap kepuasan kerja. Hasil penelitian juga menunjukkan bahwa kecerdasan emosi,komitmen organisasi, quality of work life (qwl) dan kepuasan kerja secara bersama-sama memberikankontribusi sebesar 92% terhadap organizational citizenship behavior (ocb) pada wanita pekerjaprofesional di Jakarta. Secara parsial, kecerdasan emosi memiliki pengaruh yang paling dominanterhadap organizational citizenship behavior (ocb).Temuan lain dari penelitian ini adalah kepuasan kerja berperan sebagai parsial mediating bagikomitmen organisasi dan quality of work life (qwl) untuk meningkatkan Organizational CitizenshipBehavior (OCB). Sedangkan kecerdasan emosi tidak memerlukan mediasi variabel kepuasan kerja untukmeningkatkan Organizational Citizenship Behavior (OCB).
APA, Harvard, Vancouver, ISO, and other styles
44

Hermawati, Adya, and Nasharuddin Mas. "Mediation effect of quality of worklife, job involvement, and organizational citizenship behavior in relationship between transglobal leadership to employee performance." International Journal of Law and Management 59, no. 6 (November 13, 2017): 1143–58. http://dx.doi.org/10.1108/ijlma-08-2016-0070.

Full text
Abstract:
Purpose The purpose of this paper is to obtain empirical evidence, analyze and explain the mediating effect of the quality of work life (QWL), job-retention engagement and organizational citizenship behavior (OCB) on the relationship between transglobal leadership and employee performance. Design/methodology/approach The population in this research is all employees of the most outstanding cooperatives in East Java Province. The method used to analyze the data in this study is generalized structural component analysis. Findings The main findings of this research show that the effects of mediation variables of QWL, job involvement and OCB in transglobal leadership influence employee performance in cooperatives in East Java. These findings are not in line with the Theory of Leadership by Sharkey et al. (2012), and explains the link between behaviors of transglobal leadership and employee performance. The study finds a need for attention in intervening/mediating variables such as QWL, job involvement and OCB as regard the relationship between transglobal leadership and employee performance. Research limitations/implications Transglobal leadership directly affects the QWL, job involvement and OCB: the higher the transglobal leadership, the higher the effect on QWL, job involvement and OCB. However, transglobal leadership has no direct effect on employee performance. Then, QWL, job involvement and OCB are mediating variables between the effects of transglobal leadership on full-mediation employee performance. Social implications To improve the performance of employees of cooperatives, some improvements are needed such as an increase in the quality of a leader’s cooperative approach, especially with transglobal leadership style. However, particularly in the approach, factor of quality of work life, job involvement and OCB cannot be ignored or overriden. Improved leadership capacity, priority for improved business intelligence main factor, while the quality of work-life priorities take precedence in the growth and development factors. Job involvement of preferred priority on self-esteem factor performances, while the main priority organizational citizenship behavior on altruism factor. Employee performance will be improved with the aforementioned ideal conditions, especially on the work factor result. Originality/value Mediation effect of job involvement and OCB, using Sobel test, for assessing the relationship between translgobal leadership and employee performance has not been studied before.
APA, Harvard, Vancouver, ISO, and other styles
45

Razumova, Tatiana O., Anna B. Aleshina, and Maria A. Serpikhova. "Work-life Balance Under Conditions of Changes in the Quality of Working Life." Level of Life of the Population of the Regions of Russia 16, no. 3 (2020): 24–37. http://dx.doi.org/10.19181/lsprr.2020.16.3.2.

Full text
Abstract:
Work-life balance is an indicator of satisfaction with human life as a whole and is becoming more relevant in socioeconomic conditions today. A balance between two important areas of human life can be achieved only with a high quality of working life, but it is now subject to serious fluctuations in conditions of active spread of remote forms of employment. The article deals with studying the state of work-life balance during the period of changes in the quality of working life due to the pandemic of «Covid-19» and the forced transition to remote work. In the theoretical part of the article the authors consider approaches to determining the main elements of the quality of working life and their indicators, identifying various aspects of the studying worklife balance. Labour quality indicators usually consider the ratio of working life to non-working life, but in this article the authors give evidence how the quality of working life can influence the achievement of work-life balance. In the practical part of the study, based on the author's survey, the main factors affecting the balance and quality of working life in the context of two-time intervals have been analyzed: before and after introducing of the self-isolation regime. The study has made it possible to determine changes in the work-life balance for different groups of employees due to changes in the main parameters of the quality of working life after the self-isolation regime was introduced and the transition to remote work occurred.
APA, Harvard, Vancouver, ISO, and other styles
46

Sana, Abdulnaser, javad moghri, vahid ghavani, and seyed saeed tabatabaee. "The Relationship between Quality of WorkLife and Turnover Intention among Nurses in the Public Hospitals in Herat, Afghanistan in 2019-2020." Journal of Health Administration 24, no. 2 (July 1, 2021): 33–44. http://dx.doi.org/10.52547/jha.24.2.33.

Full text
APA, Harvard, Vancouver, ISO, and other styles
47

Desselle, Shane P., Patricia L. Darbishire, and Brooke H. Clubbs. "Pharmacy Faculty Burnout: Cause for Concern that Requires Our Support and Use of Best Evidence." INNOVATIONS in pharmacy 11, no. 3 (September 2, 2020): 12. http://dx.doi.org/10.24926/iip.v11i3.3274.

Full text
Abstract:
Recent attention has been afforded to the concept of burnout and other quality of worklife issues among pharmacy faculty, underscoring the importance of organizational culture, citizenship, collegiality, and support. Support comes from the larger academic institution, the college/school, and individual colleagues. Evidence points to reassurance of worth, guidance, and positive affirmation as being among the most salient factors in mitigating burnout of faculty, who are caught in the midst of increasing demands and higher administrative burdens. A supportive culture that reassures worth of individual faculty is not a unidimensional typology, but rather, is one that permeates through all components of a multifaceted and strong culture that encourages citizenship. There is a growing body of research and evidence on faculty burnout and related factors. This commentary calls for the use of such evidence in guiding policies, creating mentoring programs, and carrying out daily activities in much the same manner that scholars use the best available evidence in their own specific lines of inquiry in teaching and research. Article Type: Commentary
APA, Harvard, Vancouver, ISO, and other styles
48

Darmawansyah, Jenny Rompu, Atjo Wahyu, and Muh Yusri Abadi. "The Effect of Occupational Stress, Quality of Worklife and Organizational Climate on Officials’ Work Satisfaction of Regional Public Hospital of Undata Palu." Indian Journal of Public Health Research & Development 9, no. 3 (2018): 309. http://dx.doi.org/10.5958/0976-5506.2018.00228.0.

Full text
APA, Harvard, Vancouver, ISO, and other styles
49

Chandra, Yamini, and Kamayani Mathur. "Organization Citizenship Behaviour and Work-Life Interface Practices: Exploring Entrepreneurial and Intrapreneurial Mindset." Vision: The Journal of Business Perspective 25, no. 3 (May 4, 2021): 361–72. http://dx.doi.org/10.1177/09722629211010980.

Full text
Abstract:
This research was conducted on women working professionals (such as entrepreneurs and managers/intrapreneurs), to understand the effects of organizational citizenship behaviour on the quality of their work life. A representative sample of 480 women working professionals was selected using a quasi-experimental sampling technique. The data were collected using the Organization Citizenship Behaviour-Checklist and Quality of Worklife Scale (QoWL) and was analyzed using ‘t’, UNIANOVA, two-way ANOVA with post-hoc analysis. Findings indicated that the respondents’ attitude towards work was favourably affected by their involvement, satisfaction and commitment towards their work-roles, organizational size and tenure of work. The analysis of interviews with respondents revealed that there is a negative impact of their professional lives on their psychological and physical self and many of them complained of experiencing insomnia, lack of consideration for own health, juggling between personal-professional life, dissatisfying work-life balance, negative displacement of anger among family members and children and so on. Striking similarities were also observed on the scores, high scorers were also observed to be high on achievement motive, have tolerance towards risk, were driven by ‘internal locus of control’, and were cautious and vigilant, having high intention towards entrepreneurial pursuits. Here ‘selection of the career’ has become their ‘lifestyle-by-product’ differentiating their work and life phenomena.
APA, Harvard, Vancouver, ISO, and other styles
50

Marwan, Marwan, Adnan Rajak, and Muhammad Ramdhani Abubakar. "The Effect of Spirituality in the Workplace and Quality of Work Life on Nurses Performance in Regional General Hospital dr. Chasan Boesoerie of North Maluku." Managament Insight: Jurnal Ilmiah Manajemen 14, no. 1 (April 19, 2019): 1–35. http://dx.doi.org/10.33369/insight.14.1.1-35.

Full text
Abstract:
The problems in this study are: (1) Does Spirituality in the workplace (workplace spirituality) affect the performance of nurses in the General Hospital dr. Chasan Boesoerie North Maluku Province?; (2) Does the quality of work life affect the performance of nurses in General Hospital dr. Chasan Boesoerie North Maluku Province?; and (3) Does Spirituality in the workplace (workplace spirituality) affect the quality of work life (quality of worklife) in the General Hospital dr. Chasan Boesoerie North Maluku Province?The purpose of this study was to determine the effect of Spirituality in the workplace and the quality of work life on nurse performance, and the influence of Spirituality in the workplace on the quality of work life in RSUD dr. Chasan Boesoerie North Maluku Province. The total population target is 326 nurses. The sampling method or technique used is random sampling, which is random sampling. Based on the sample formula from Taro Yamane, a study sample of 180 nurses was obtained. The analytical model used to test hypotheses is path analysis and using LISREL as a statistical test tool.The results of the study found that: (1) spirituality in the workplace had a positive and significant effect on nurse performance; (2) Quality of work life has a positive and significant effect on nurse performance; and (3) Workplace Spirituality has a positive and significant effect on the quality of work life. Because of that General Hospital dr. Chasan Boesoerie needs to improve spirituality through: 1) creating an adequate work environment, 2) providing motivation to nurses through training including in the job trainning, 3) providing opportunities for nurses to reevaluate the results of their work assessment, and 4) giving understanding of the nurses about the organization's vision, mission and goals in detail. This can be done through workshops, or official programmed meetings. For other researchers who want to develop this research, it is necessary to conduct research that uses the same or different variables that have an influence on performance.Keywords:Workplace Spirituality, Quality of Work Life, and Nurses Performance.The problems in this study are: (1) Does Spirituality in the workplace (workplace spirituality) affect the performance of nurses in the General Hospital dr. Chasan Boesoerie North Maluku Province?; (2) Does the quality of work life affect the performance of nurses in General Hospital dr. Chasan Boesoerie North Maluku Province?; and (3) Does Spirituality in the workplace (workplace spirituality) affect the quality of work life (quality of worklife) in the General Hospital dr. Chasan Boesoerie North Maluku Province?The purpose of this study was to determine the effect of Spirituality in the workplace and the quality of work life on nurse performance, and the influence of Spirituality in the workplace on the quality of work life in RSUD dr. Chasan Boesoerie North Maluku Province. The total population target is 326 nurses. The sampling method or technique used is random sampling, which is random sampling. Based on the sample formula from Taro Yamane, a study sample of 180 nurses was obtained. The analytical model used to test hypotheses is path analysis and using LISREL as a statistical test tool.The results of the study found that: (1) spirituality in the workplace had a positive and significant effect on nurse performance; (2) Quality of work life has a positive and significant effect on nurse performance; and (3) Workplace Spirituality has a positive and significant effect on the quality of work life. Because of that General Hospital dr. Chasan Boesoerie needs to improve spirituality through: 1) creating an adequate work environment, 2) providing motivation to nurses through training including in the job trainning, 3) providing opportunities for nurses to reevaluate the results of their work assessment, and 4) giving understanding of the nurses about the organization's vision, mission and goals in detail. This can be done through workshops, or official programmed meetings. For other researchers who want to develop this research, it is necessary to conduct research that uses the same or different variables that have an influence on performance. Keywords:Workplace Spirituality, Quality of Work Life, and Nurses Performance.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the bibliographies on the topic 'Quality of worklife' for other source types:
Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography