Tesi: "Quality of work life"

1

Vong, Man Ieng. "Quality of work life and life satisfaction". Thesis, University of Macau, 2006. http://umaclib3.umac.mo/record=b1641454.

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Mesimo-Ogunsanya, Esther Aina. "Organizational Support and Employees' Work-Life Quality". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3048.

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The increasing prevalence of work-life issues in the manufacturing industry is a problem to manufacturing employees in numerous ways. The problem addressed in this study was the relationship between organizational support and work-life quality among employees of a large manufacturing organization located in the Southeastern United States. The purpose of this correlational study was to examine the relationship between the provision of formal and informal organizational support and employees' work-life quality. Ecological system theory, role theory, and social exchange theory informed the theoretical framework of the study. The focus of the research questions was the extent of the relationship between the provision of formal and informal organizational support and employees' work-family conflict, job satisfaction, and turnover intention. The study involved multiple linear regression to analyze data collected through an online survey from 74 randomly selected manufacturing employees. A statistically significant correlation was found between the provision of formal organizational support and job satisfaction and turnover intention, but not with work-family conflict. Informal supports were not statistically significant for predicting work-family conflict, but they were statistically significant for predicting job satisfaction and workplace turnover rates. Social change implications include organizational leaders using the results to identify and implement organizational supports that can improve employees' job satisfaction, increase organizational commitment, reduce work-family conflicts, lower job stress, and decrease turnover intention.

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Petersen, Rejeanne. "The relationship between quality of work-life and quality of life based on the centrality and value of work in an individual’s life". Master's thesis, Faculty of Commerce, 2019. http://hdl.handle.net/11427/30879.

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The study sought to examine the relationship between quality of work-life and quality of life depending on how central work is in an individual’s life and what value work holds for them. Literature internationally has shown that because work forms such an integral part of individuals’ lives, that this could influence their experience of quality of life, indicating that a high quality of work life could lead to a high quality of life. Similarly, if work is a central life interest and dependent on the value that work holds, the loss of work could potentially influence quality of life. A cross-sectional, descriptive design was used, with a correlational approach. Snowball sampling was used to gather a sample of 163 working adults in South Africa, through a personal network of family and friends. Participants completed scales assessing the four variables of interest provided in an online questionnaire. The results indicated that individuals who experienced their quality of work-life as more positive also indicated a higher quality of life. This relationship was stronger when individuals saw work as having intrinsic value. However, the degree to which work was central to a person’s life, and to which work was seen as having value as it provided monetary rewards (extrinsic value), social connections and relationships (social value), or status (prestige value) were not found to alter the relationship between quality of work-life and quality of life. As shown previously in both international and local literature, work is always placed second to family in importance. Based on these findings, limitations and recommendations were suggested, as well as theoretical and practical implications.

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4

Abdeen, Tarek Hassan Ibrahim. "The quality of work life : an empirical study". Thesis, University of Plymouth, 2001. http://hdl.handle.net/10026.1/2769.

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This research examines the quality of work life in a selection of pharmaceutical companies in Egypt. It aims to test the relationships between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decisionmaking available to them, their perceptions of their level of job satisfaction, their perceptions of their level of affective, continuance, and normative commitment, and the ownership form of the company. It uses a sample of 1270 employees in three different ownership forms; public, private, and multinational pharmaceutical companies in Egypt. The total sample size is proportionately distributed (i. e. the actual 'sample size has been distributed between the three ownership forms based on the percentage of employees in each ownership form to the total size of the population) among' , the three, forms Of ownership (public companies 889, private companies = 165, and multinational companies = 216 employee). The number of employees surveyed in each company has also been proportionately distributed. The perceptions of the targeted employees are surveyed using a questionnaire that contains 81 items. The collected data are analysed using the Statistical Package for Social Sciences (SPSS) programme. The findings of the study indicate that there is a significant positive relationship between the employees' perceptions of their quality of work life and; their perceptions of the degree of participation in decision-making available to them, and their perceptions of their level of job satisfaction. A significant positive and partial relationship is found between the employees' perceptions of their quality of work life and their perceptions of III their level of affective, continuance, and normative commitment, as it is expected, by the researcher, that the employees' perceptions of their quality of work life may positively affect their perceptions of their level of affective, continuance, and normative commitment through affecting their perceptions of their level of job satisfaction. A significant relationship is found between the employees' perceptions of their quality of work life and the ownership form of the company. The results also indicate that employees perceive their quality of work life to be greater or better in the multinational pharmaceutical companies than are the employees' perceptions of their quality of work life in both the private and public pharmaceutical companies in Egypt. Furthermore, the results indicate that the employees' perceptions of their quality of work life in the private phan-naceutical companies are better than the employees' perceptions of their quality of work life in the public phan-naceutical companies in Egypt. A set of quality of work life criteria that seems important to employees in the pharmaceutical companies in Egypt, and which might therefore be productively addressed by employers/organisations has been identified. In addition, some implications for HR practices in Egypt have been raised and discussed. Finally, a set of models that could clarify the interactive relationship between the variables that have been investigated in this research in the Egyptian context has been developed. It is suggested that the set of quality of work life criteria as well as the models might fon-n the basis for future researches of this type.

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Santercole, Gina Marie. "Quality of work life in the hotel industry /". Online version of thesis, 1993. http://hdl.handle.net/1850/11585.

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6

Winter, Richard (Richard Philip) 1957. "Quality of work life of academics in Australian universities". Monash University, Dept. of Management, 2001. http://arrow.monash.edu.au/hdl/1959.1/8748.

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7

Thapisa, Amos P. N. "The meaningfulness of work : improving the quality of work life through job enrichment". Thesis, University of Sheffield, 1989. http://etheses.whiterose.ac.uk/1886/.

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The study reported in this thesis investigated individual Library Assistant's perceptions and attitudes towards their work. One objective of the study was to discover if work had meaning to Library Assistants, working in University libraries, other than that of earning a living or money. It was discovered that most Library Assistants perceive that money is more important than the work itself and that library work is not intellectually stimulating or challenging. It was also discovered that their willingness to continue in the same job, after acquiring a lot of money e.g. pools money, was dependent on age and qualification. The thesis is divided into eight chapters. The first chapter provides an introduction in which the Investigator provides background information about work and its meaning. He also explains the general purpose and objectives of the study. Definitions and meanings of some of the key concepts used in the thesis are given. The Investigator takes the view that employment work is an activity in an institutionalised exchange relationship and that it belongs to the formal rather than informal economy. In a narrower sense employment work can be viewed as a way of earning a living and in a broader sense it is a way of self expression, where self image for the employee is sustained by providing opportunities for achievement and recognition. Chapter Two gives an idea about how the literature search was conducted and it provides an extensive literature review of the main topics related to the study. A critical evaluation of some of the research approaches and findings is given. The Investigator argues that the research instruments used by some library and information researchers, borrowed from the social sciences, have sometimes been inflexible and not quite suitable for use in library conditions. The main criticism is that library and information researchers have not developed their own research instruments for the investigation of problems relating to library and information work. Chapter Three provides the methodological approach in which the Investigator discusses his research instrument (CAIn), research procedures and hypotheses to be tested. Six main and five ancillary hypotheses were tested. Chi-Square and reliability tests were carried out in order to test hypotheses and the internal consistency reliability of CAIn. Chapter Four provides first stage data analysis where the perceptions of the Library Assistants are reported and analysed. Both qualitative and quantitative approaches were used to analyse the data. The observation in this chapter is that most Library Assistants are dissatisfied with their promotional opportunities and pay. Although they are happy with their supervision, they consider that they are often not involved in the main stream decision making processes of the library. Chapter Five contains the hypotheses and reliability test for the research instrument. Some of the results point to the fact that job position, at library assistant level, is independent of length of service. This led to the conclusion that if the University Libraries were not promoting internally they were appointing externally hence the perceived lack of internal mobility. On the other hand, sex and age appeared to have influence on the view people held about work as a means to an end. More men than women viewed work as a means to an end. Where age was concerned the older one got the more significant work became. A general discussion is found in Chapter Six where issues relating to professionalism and its influence upon the Library Assistants' perceptions of their jobs, the work structure, rewards, autonomy and the meaning of work are raised. The Library Assistants perceive that a less hierarchical library structure is preferable to a hierarchical one. There appears to be a belief among these people that the professionalisation of the library occupation was responsible for the hierarchy which now exists. This Investigator argues that a conflict which might develop between the professionals and the non-professionals as a result of unfulfilled aspirations or demands for the professionalisation of librarianship will not help improve the position or status of the Library Assistant. Chapter Seven provides conclusion and summary while Chapter Eight gives some recommendations. It is recommended that further studies should be done in order to investigate in more detail the problem of pay satisfaction and promotion. There is also a need to re-assess the work roles and responsibilities of all library and information workers with a view to redesign jobs. A Three Tier Organisational Structure which emphasises an autonomous work groups approach is recommended.

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Priddis, DeAnne. "The search for work-life balance at SECURA". Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006priddisd.pdf.

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9

Gaurav, Kunal [Verfasser]. "Quality of Work Life (QWL) & Employee Satisfaction / Kunal Gaurav". München : GRIN Verlag, 2012. http://d-nb.info/1182774407/34.

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10

Blair, Lawrence Scott. "Quality circle participation: Influences on quality of work life, job satisfation and self-esteem". CSUSB ScholarWorks, 1988. https://scholarworks.lib.csusb.edu/etd-project/502.

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11

Lier, Luc Van. "A general equilibrium approach to the quality of working life". Doctoral thesis, Universite Libre de Bruxelles, 1986. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/213571.

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12

Mageni, Gavin Francois. "The South African workplace : meeting the work life balance challenge". Thesis, Cape Peninsula University of Technology, 2005. http://hdl.handle.net/20.500.11838/1743.

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Thesis (MTech (Human Resources Management))--Cape Peninsula University of Technology, 2005.
The construct of Work Life Balance (WLB) gained international recognition as a business imperative within overseas organisations, realising the reality impact of work-life conflict. The past two decades marked intensive research within countries, such as Canada, on the value-add of these practices on hte bottom-line of the organisation. The pressures created by competing within a global economy marked the importance of creating a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominenet on various research forums. South African organisations which could be regarded as Multi - National Corporations (MNCs) swiftly adopted these practices as a cloned version on their South African counterparts. However, no actual studies provide insight into the applicability of WLB models to the South frican workplace.

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13

Sadique, Zafor. "Study of quality of work life in sugar industry in Bangladesh". Thesis, University of North Bengal, 2001. http://hdl.handle.net/123456789/232.

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14

Fortune, Darla. "An Examination of Quality of Work Life And Quality of Care Within a Health Care Setting". Thesis, University of Waterloo, 2006. http://hdl.handle.net/10012/2798.

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Unsatisfactory working conditions and job stress may be indicative of working in a society where work-life balance is a desired, but often elusive, goal (Duxbury & Higgins, 2001; Smola & Sutton, 2002; Sturges & Guest, 2004). Working conditions in the healthcare sector are reported to be particularly problematic and stress inducing compared to other work sectors (Yassi, Ostry, Spiegel, Walsh, & de Boer, 2002). In fact, quality of work life (QOWL) among healthcare workers is believed to have deteriorated to the point where it is impeding the capacity of the system to recruit and retain staff needed to provide effective patient care (Koehoorn, Lowe, Rondeau, Schellenberg, & Wager, 2002). The purpose of the study was to examine the experiences of healthcare staff who participate in QOWL initiatives aimed to provide employees with creative, educational, and fun activities designed to address feelings of stress. This study included thirteen staff members from disciplines that comprise the Health Care Team at a facility specializing in aging and veteran's care. Data were collected through conversational interviews with staff from each of the following disciplines: nursing, recreation therapy, physiotherapy, creative arts, clinical nutrition, social work, audiology, occupational therapy, and pastoral care. The data were deconstructed into common themes through an open-ended process, which lead to the identification of common experiences across the data provided by the staff. Upon further comparison of the themes, it was identified that work demands were believed to detract from care provision and strained manager relations were believed to minimize quality of care. However, a strong professional identity was evident as staff described being able to rise above adversity and use their skills and competencies to provide quality care to residents. The data also suggested QOWL initiatives seem to be valuable because they provide opportunities for staff to interact socially. This interaction helps foster and strengthen connections amongst staff, which they feel transfers to the work place through improved working relationships. Participants described feelings of personal gratification that can be derived from team cohesiveness. They also acknowledged the carry over value that team work brings to residents by way of improved care provision. Furthermore, the relationships that staff members develop with one another were viewed as sources of strength, particularly in times of increased stress. In addition to the social element associated with the QOWL initiatives, these initiatives also seem to address a need for restoration, humour, and balance within the work day. Without planned opportunities for rejuvenation and humour appreciation, participants admitted that they would seldom take the time to incorporate these into their work day. Therefore, QOWL initiatives can provide staff with a reason to take a break and find their balance. The findings indicate the factors affecting QOWL are varied and complex. The findings also indicate that there can be a paradoxical nature to work within a health care setting. Paradoxes exist in relation to the provision of professional care and the provision of minimized care. Paradoxes also exist in relation to the expressed need for restoration, humour, and balance and the low priority staff will place on taking time to fulfill these needs.

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Öster, Caisa. "Return to Work and Health-related Quality of Life after Severe Burn". Doctoral thesis, Uppsala universitet, Institutionen för neurovetenskap, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-132454.

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A major burn is one of the most severe traumas a person can experience, and recovery can be a protracted process. The principal aim was to increase the knowledge base regarding factors related to return to work and health-related quality of life (HRQoL) after burns. Patients treated at the Uppsala Burn Center between 2000 and 2007 were included on a consecutive basis. Assessments were made at hospitalization, and thereafter and included a home visit 2 to 7 years after injury. The psychometric properties of the generic HRQoL instrument EQ-5D were investigated. The results support the use of EQ-5D as an adjunct to burn-specific assessments of HRQoL. Most former patients exhibited a good HRQoL at 2 to 7 years postburn. Not working at the time of injury and having PTSD at 12 months, as well as having low scores on the EQ VAS at 12 months, were related to a worse EQ VAS score at 2 to 7 years after injury. The majority of former patients had returned to work 2 to 7 years postburn. Time to return to work was predicted by length of hospital stay and a personality disorder diagnosis. Predictors for not returning to work were length of stay and having any anxiety or substance use disorder prior to injury. Those who were not back at work reported lower generic and burn-specific health, and exhibited more psychiatric morbidity at follow-up than those who were working. The latter group exhibited HRQoL that was comparable to that of the general population. Participants emphasized their own psychological resources and capabilities as facilitators in the process of returning to active work. The findings suggest that an early and systematic approach for assessing recognized risk factors enhances the possibility of discovering patients at risk of developing problems during postburn adaptation.

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Fitzsimmons, Verna M. "The relationship of performance incentives to productivity and quality of work life". Cincinnati, Ohio : University of Cincinnati, 2002. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=ucin1029162415.

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17

Behdin, Nowrouzi. "Quality of Work Life: Investigation of Occupational Stressors among Obstetric Nurses in Northeastern Ontario". Thesis, Laurentian University of Sudbury, 2013. https://zone.biblio.laurentian.ca/dspace/handle/10219/2107.

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Nursing is a stressful occupation with various physical and psychosocial stressors inherent in its practice. While the physical stressors of nursing are generally understood, less understood are the psychological and social stressors of the profession. With the many changes in healthcare facilities and structures that are occurring today and, in turn, affecting nurses, it is increasingly important to better understand the psychosocial stress experiences of nurses. Grounded in the Job Demand-Control-Support Framework, the objectives of this study were to: 1) examine factors associated with quality of work life (QWL) of Registered Nurses working in four small urban hospital-based obstetric programs, 2) determine if nursing occupational stress, QWL, and various factors (e.g., demographic, locations with and without cross-training) are associated with nurses’ work ability, where work ability is the worker’s capacity to perform their work, as was measured by the work ability index, and 3) review and evaluate some workplace interventions targeting occupational stress management and burnout for nurses.

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Naudé, Rosa-Anne. "Quality of work life of front office employees in selected accommodation establishments / Rosa Naudé". Thesis, North-West University, 2010. http://hdl.handle.net/10394/4590.

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The South African hospitality industry, and more specifically the accommodation sector, is a booming industry within South African Tourism. Annually thousands of tourists, nationally and internationally, come to stay in accommodation establishments which offer a variety of services to guests (South Africa, 2009:499). What differentiates one accommodation establishment from another is the type and quality of service offered to guests. This service offered to guests can only be generated by manual labour, namely by employees. Front Office Employees in particular have direct and continual interaction with guests; Front Office Employees deliver the services required by guests and ultimately determine the satisfaction experienced by guests. A well–known saying goes "Happy workers make happy customers". The core of this saying is therefore that Front Office Employees, who experience a Quality of Work Life, will ultimately deliver exceptional service and lead the accommodation establishment to be more productive and more profitable. Quality of Work Life comprises a variety of life domains which need to be satisfied and fulfilled to result in an employer being happy. These life domains include Health and safety, Economic and family issues, Social issues, Esteem issues, Actualisation issues, Knowledge issues, Creativity and aesthetic issues, Feelings about the establishment, Management and Leisure issues. Satisfaction with these various life domains will therefore lead to a good Quality of Work Life and overall good Quality of Life being experienced. However, few studies have been conducted on the Quality of Work Life experienced within accommodation establishments and more specifically that of Front Office Employees. When employees experience a good Quality of Work Life, the accommodation establishment can expect various long–term advantages, such as higher employee productivity, lower turnover and absenteeism, increased loyalty and commitment towards the establishment and increased overall profitability. Hence in order to ensure accommodation establishments deliver excellent quality service to their guests and fulfil their needs entirely, it is essential to better understand the Front Office Employees who directly deal with the guests. This understanding can be gained by obtaining a clearer understanding of how Front Office Employees experience Quality of Work Life and the various life domains they are not satisfied with. By developing an in–depth knowledge of the Front Office Employee and how satisfied they are with their Quality of Work Life, greater satisfaction can be ensured, which will ultimately lead to the accommodation establishment being more productive and more profitable. The main goal of this study was to determine whether Front Office Employees are satisfied with their overall Quality of Work Life. In order to achieve this goal, the study comprises two articles. The research underpinning both of the articles was conducted at a specific South African resort group in June 2009 and a specific hotel group of South Africa in March 2010. A self–administrated questionnaire was distributed to the various units, according to an availability sampling method which focuses on respondents available and willing to fill in the questionnaire. A total of two hundred and ninety two (292) questionnaires were completed during the survey. From these questionnaires, data were obtained and results analysed. The first article was titled "Quality of Work Life: a comparative study of a resort group and hotel group Front Office Employees". The main purpose of this article was to determine whether Front Office Employees in the hotel group experience the same degree of Quality of Work Life as the resort group Front Office Employees. This article highlighted the importance of Front Office Employees, since they are the first and continual contact guests have with an accommodation establishment. These Front Office Employees therefore determine the type of service experienced by guests and the satisfaction they derive from it. In order for Front Office Employees to deliver quality service, the Front Office Employees should experience a Quality of Work Life. To achieve the objectives of this article, a Confirmatory Factor Analysis was first done to confirm the various life domains of Quality of Work Life as well as the various mean readings for each life domain. In addition to this, an independent t–test was performed to compare the Front Office Employees of the hotel group, with the resort group Front Office Employees with regard to how they experience their Quality of Work Life. The practical significance of the various life domains was determined in practice, by looking at the Cohen d–value. By means of the Confirmatory Factor Analysis it was determined that each life domain consisted of certain factors, ultimately leading to the concept of Quality of Work Life. With the comparison drawn between the hotel group Front Office Employees and the resort group Front Office Employees can it be accepted that the hotel group Front Office Employees are more satisfied with their Quality of Work Life than is the case with the resort group Front Office Employees. The life domains identified as having a practical visible difference effect in practice were determined. These results can therefore be utilized by human resource managers in accommodation establishments as areas on which to focus in order to improve the Quality of Work Life offered to Front Office Employees and thus the quality of service rendered to guests, which would then inevitably have an impact on the profitability of the establishment. The second article was titled "The effect of leisure life of hotel group Front Office Employees on their Quality of Work Life." The main purpose of this article was to determine the overall effect of leisure life, which is classified as one of the life domains of Quality of Work Life, on the various other life domains of Quality of Work Life. The life domain Leisure life had two factors which were identified by a confirmatory factor analysis. Once the factors had been confirmed, the relationship between Leisure life and the various other life domains were determined. The results of this research revealed that there is a relationship between leisure life and the other various life domains constituting Quality of Work Life. Hence the results are imperative for human resource managers of accommodation establishments, as the importance of leisure in Front Office Employees' lives as well as the various other life domains on which it has an impact have been indicated. Overall, the research revealed that Front Office Employees of the hotel group are more satisfied with their Quality of Work Life than is the case with the Front Office Employees of the resort group. Furthermore, the importance of Front Office Employees' leisure life was indicated by the relationship it has with the various other life domains, ultimately leading to a Quality of Work Life. This newly obtained knowledge of Front Office Employees of accommodation establishments can be applied by human resource managers in an effort to ensure that these employees experience a good Quality of Work Life which will lead the accommodation establishment to be more productive, efficient and profitable due to happier employees.
Thesis (M.A. (Tourism))--North-West University, Potchefstroom Campus, 2011.

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Pinto, MÃrcio Vasconcelos. "The quality of work life and the stress of workers in an cearense industry". Universidade Federal do CearÃ, 2006. http://www.teses.ufc.br/tde_busca/arquivo.php?codArquivo=3657.

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The subject of this research was born in our inquietude related with the role that quality of life at work (QLW) practices developed by socially responsible companies would have on stress at work, since we consider that such practices of QLW are spreading, as well as the level of stress at work, and that they can be suitable channels for stress management at work initiatives. The central purpose of the research was to describe the relationship between quality of life at work practices and the stress of workers in a industry at CearÃ state and the specific ones were to map the quality of life at work practices on the company investigated, to investigate the existence of actions related with stress management at work on the company investigated, to identify the quality of life at work practices adopted by the company investigated that have relation with stress at work, to diagnosis the factors that contribute more for the rising or reduction of stress at work in the company investigated and to verify the occurrence of stress at work among the employees of the company investigated. The methodological option of the research was both of quantitative and qualitative nature, exploratory and descriptive type and through the case study of a company of civil construction industrial sector. Our field of study included: corporate social responsibility (with emphasis in its internal aspect), quality of life at work and stress management at work. The company investigated won the editions of 2004 and 2005 of SESI (SERVIÃO SOCIAL DA INDÃSTRIA) Quality at Work Prize at less than 100 workers category and presented an expressive amount of actions of QLW. We interview 16 company employees. Our research on the occurrence of stress among the company employees disclosed that 37.5% presented a slightly level of stress with manifestation of few symptoms, what meant a picture of a manageable situation in a sector whose trend is of high level of stress among employees. In our initial mapping we identified 55 practices directly or indirectly connected with QLW that reached 100% of the employees. The company practices of QLW related with stress at work with 69% or more answers were the following: opportunities for professional education; health care; relationship among employees; socio and cultural activities; illnesses and accidents prevention; social benefits offered; relationship with leaders and sport and leisure activities. The most pointed stress factors in order of importance were: too much pressure for goals and closing date; overload of responsibilities and bad relationship with leaders. We considered that most of the stressing factors identified can be adequately managed in close relation with the promotion of quality of life at work actions and we concluded that exist a relation between these two topics even if the company does not maintain an organized stress management program.
A temÃtica desta pesquisa nasceu de nossa inquietaÃÃo a respeito do papel que as prÃticas de qualidade de vida no trabalho (QVT) desenvolvidas em empresas socialmente responsÃveis teriam sobre o estresse no trabalho, pois consideramos que tais prÃticas estÃo se disseminando, assim como o estresse no trabalho, e que as mesmas podem ser fatores facilitadores da administraÃÃo desse tipo especÃfico de estresse. O objetivo central da pesquisa foi descrever a relaÃÃo entre as prÃticas de qualidade de vida no trabalho e o estresse dos trabalhadores em uma indÃstria cearense e os especÃficos, mapear as prÃticas de qualidade de vida no trabalho da empresa pesquisada, investigar a existÃncia de aÃÃes relacionadas Ã administraÃÃo do estresse no trabalho da empresa pesquisada, identificar as prÃticas de qualidade de vida no trabalho adotadas pela empresa pesquisada que tenham relaÃÃo com o estresse no trabalho, diagnosticar os fatores que mais contribuem para a elevaÃÃo ou a reduÃÃo do estresse no trabalho na empresa pesquisada e verificar a ocorrÃncia de estresse no trabalho entre os colaboradores da empresa pesquisada. A opÃÃo metodolÃgica da pesquisa foi de natureza quantitativa e qualitativa ao mesmo tempo, de carÃter exploratÃrio e descritivo e atravÃs do estudo de caso em uma empresa do ramo da construÃÃo civil. Nosso campo de estudo incluiu: responsabilidade social empresarial (com Ãnfase em seu aspecto interno), qualidade de vida no trabalho e administraÃÃo do estresse no trabalho. A empresa pesquisada foi ganhadora das ediÃÃes 2004 e 2005 do PrÃmio Sesi de Qualidade no Trabalho, categoria empresa com menos de 100 trabalhadores e apresentou uma quantidade expressiva de aÃÃes. Entrevistamos 16 colaboradores da empresa. Nossa pesquisa sobre a ocorrÃncia de estresse entre os colaboradores da empresa pesquisada revelou que 37,5% apresentam um quadro de estresse leve e com manifestaÃÃo de poucos sintomas, o que revela uma situaÃÃo administrÃvel, em um setor cuja tendÃncia Ã de elevado estresse entre os colaboradores. Em nosso mapeamento inicial identificamos 55 prÃticas ligadas direta ou indiretamente Ã QVT, que atingem 100% dos colaboradores. As prÃticas de QVT da empresa que tem relaÃÃo com o estresse no trabalho com pontuaÃÃes igual ou acima de 69% foram as seguintes: oportunidade de aumento de escolaridade; acompanhamento da saÃde; relaÃÃo entre colaboradores; atividades sÃcio-culturais; prevenÃÃo de doenÃas e acidentes; benefÃcios sociais oferecidos; relaÃÃo com chefia; e atividades esportivas e lazer. Os fatores estressores de maior peso foram respectivamente: excesso de pressÃo por metas e prazos; sobrecarga de responsabilidades e mÃ relaÃÃo com chefia. Consideramos que grande parte dos fatores estressores identificados podem ser adequadamente administrados a partir de aÃÃes de promoÃÃo da qualidade de vida no trabalho e concluÃmos que existe uma relaÃÃo entre estas duas temÃticas mesmo que a empresa nÃo mantenha um programa de administraÃÃo do estresse sistematizado.

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20

Shareef, Reginald A. T. "Assessing organizational change: quality of work life interventions in the United States Postal Service". Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54419.

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Because of the changing nature of our society, it is agreed by scholars and practitioners that both private and public organizations face many uncertainties. Diverse solutions have been advanced to remedy these organizational maladies. One of the most popular solutions, theoretical and applied, has been the utilization of Quality of WorkLife (QWL) interventions. The position taken in this dissertation is that in spite of the glowing testimonials about the effectiveness of QWL applications, it is still difficult to reach any definitive conclusions pertaining to the success(es) of this approach to the organizational change process. Previous research has offered little empirical data to support many of the theoretical assumptions QWL is based on. Furthermore, most organizations have utilized the human relations conceptual framework (i.e., satisfaction causes performance) to describe the implementation and diffusion of the QWL process. Indeed, the organization evaluated in this study utilized this approach in its QWL endeavor. However, this investigation endorses a different concept, subsystems congruence, to achieve the institutionalization of QWL. A growing body of research literature strongly suggests that this integrated approach offers the best model for successful QWL intervention. Enhancing our understanding of QWL applications and processes is the focus of this study. This knowledge is necessary so organizational leaders, consultants, and academicians will better understand the nature and complexity of implementing, evaluating and institutionalizing various QWL interventions.
Ph. D.

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21

FITZSIMMONS, VERNA MARIE. "THE RELATIONSHIP OF PERFORMANCE BASED, FINANCIAL INCENTIVES TO PRODUCTIVITY AND QUALITY OF WORK LIFE". University of Cincinnati / OhioLINK, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1029162415.

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22

Sithole, Sisanda. "Measuring quality of work life of municipal firefighters in the Western Cape, South Africa". Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3026.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019
Municipal firefighters face a number of risks and much stress at work. In the South African context, the quality of work life (QWL) is impacted considerably by high stress levels and work-related demands. Currently, firefighting organisations face serious challenges that hamper the QWL among municipal firefighters. These challenges include physical and mental challenges, and the element of work which negatively affects the job performance among the firefighters. The primary research objective has been to identify the key factors that impact on the QWL of municipal firefighters in the Western Cape, South Africa. In addition, this study explores a common approach for measuring the QWL and determining an effective way to maintain a better work life for the firefighters. The quantitative research method was employed. This study measured and analysed the key factors that had impacted on the QWL of municipal firefighters in the Western Cape, South Africa. A questionnaire was used to collect data from a group of 120 municipal firefighters from the Goodwood Fire Department. This study used the ethical principles of informed consent, the right to privacy and honesty, and confidentiality/anonymity in the research process. The quantitative data were analysed using the Statistical Package for the Social Sciences (SPSS). The findings and results provide insight into and guidance to management and employees in a practical way to improve the QWL among municipal firefighters. The fire department should upgrade the QWL of its workers so as to hold them and get its very own vital needs. The fire department should develop and keep up QWL programmes. Support from ranking employees are basic to a useful QWL programme. In addition, unmistakable upper level management contribution is one of the critical factors in the procedure accomplishment.

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23

Macaulay-Reif, Teegan. "Evaluating the influence of a family supportive work environment on work-family conflict : the moderating role of gender /". [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19846.pdf.

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24

Geldenhuys, Linda. "Perceptions of social and living conditions and quality of working life: a study of border-post employees". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14289.

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Research problem: Yadav and Khanna (2015) argue that the quality of work life defines the life at work and at home with family members. There is no existing definition of social and living conditions in the literature although it can be considered to include dimensions such as recreation, accommodation, health, education, family, religion and food (SLCB questionnaire). The social and living conditions of employees in rural towns situated close to borders is unique and, in order to offer suggestions with regard to what and how to improve the social and living conditions, their relationship with the quality of work life was investigated. Research objectives: The main objective of this study was to determine the possible relationship between the social and living conditions of employees in rural areas situated close to the South African border and the quality of work-related life. To address the research problem, research objectives and questions were formulated.Research questions: Four research questions were formulated:- What is the relationship between the overall quality of working life (WRQoL.Ovl1) and that of the social and living conditions (SLCB.Ovl1)?, -What is the relationship between the seven dimensions of social and living conditions and the seven dimensions of quality of working life? -Are there differences among the groups regarding the dimensions and overall social and living conditions? Are there differences among the groups regarding the dimensions and overall quality of working life? -Research design: This study is descriptive in nature, and used a self-administered questionnaire to collect data on work-related quality of life and social and living conditions from employees from rural towns close to the border posts. Major findings: The results showed a significant correlation between social and living conditions and the quality of working life. Furthermore, they revealed that accommodation, food and health are the three dimensions of social and living conditions that have the strongest relationship with quality of working life, with accommodation bearing the most significant relation.

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25

Santos, Nicole Marie. "Work family conflict and the real/ideal self discrepancy". CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3388.

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One of the many issues facing dual-career families today is work family conflict (WFC). WFC is a source of stress due to incompatible roles that conflict with each other in terms of ones time and energy. This study was done to develop a valid reliable measure of career and family responsibility in hopes of adequately determining the source of WFC. The key point was to look at real and ideal selves, in terms of work and family responsibilities.

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26

Sar, Bibhuti Kumar. "The Relationship Between Task Performance And Perceived Quality Of Life Of Families With Adopted Special-Needs Children". VCU Scholars Compass, 1994. https://scholarscompass.vcu.edu/etd/5305.

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A correlational approach was utilized in this study to investigate the relationship between adoption related task performance and perceived quality of life of families with an adopted special-needs child. Additionally, a set of contextual variables suggested by the literature to influence family functioning with an adopted special-needs child were also studied. Purposive and availability sampling approaches were employed to identify the sample of special-needs adoptive families (N = 289) to whom a survey questionnaire was sent. Both mothers and fathers were asked to complete the Survey. Eighty-six mothers and 53 fathers completed and returned the survey questionnaire ( N: 91 families). The sample was approximately 60% Caucasian and 40% minority, primarily middle class, protestant, and with one adopted special-needs child currently living in the home. On average, the child had been in the adoptive home for 5.9 years since placement. It was found that contextual variables, rather than variables associated with task performance, were stronger predictors of perceived quality of life for both mothers and fathers. The contextual variable, stress related to parenting, emerged as the strongest predictor of lower measures of satisfaction for both mothers and fathers. In addition, for mothers, spousal support was a significant predictor of higher satisfaction with life, family life, relationship with child, and marriage. For fathers, the adoption related task, participating in adoptive family reunions, was a significant predictor of higher family life satisfaction. It was suggested that social workers can take a role in implementing services that help adoptive parents cope with stress, and enhance their opportunities for increased socialization with other adopters. Policies and services which ultimately enhance the adoptive family's sense of competence through such activities as these should be developed, funded, and implemented.

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27

Bowles, Wendy Lyn School of Social Work UNSW. "Quality of life of adults with spina bifida: an issue of equality". Awarded by:University of New South Wales. School of Social Work, 1996. http://handle.unsw.edu.au/1959.4/17619.

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This thesis explores the quality of life of the first generation of people with spina bifida to reach adulthood. The inquiry was conducted from the social/political approach to disability. From this perspective, disability is viewed as a matter of equality because the problems associated with having a disability are caused by barriers within the social environment. This human rights-based approach underlies much current Australian legislation and government disability policy. The research question was: do adults with spina bifida in New South Wales have the same quality of life as other adults in New South Wales? Quality of life was examined using a framework incorporating objective and subjective measures of quality of life, and the relationship between them, in thirteen domains of life. The role played by values was also explored. Qualitative and quantitative data were collected. Results from structured interviews with a stratified random sample of 117 adults with spina bifida were compared with the results of postal surveys from 180 Technical and Further Education students. 1991 Census data was also used for comparison. People with spina bifida were found to be disadvantaged in every area of life studied, being in the lowest categories of quality of life: 'adaptation' or 'reluctant adaptation' for nearly all domains. In this situation the spina bifida group had significantly lower objective life conditions than the comparison group, yet were as satisfied or more so, with these circumstances, having adapted their expectations downwards. Qualitative results revealed that people with spina bifida suffered high levels of discrimination, social exclusion and isolation. They wanted jobs, leisure opportunities, relationships and to form their own families. Having little hope of attaining these, however, they had become resigned to their disadvantaged situations. It is concluded that there is a large gap between current Australian disability policy rhetoric about rights and equity, and the reality for people with disabilities. It is also demonstrated that measurements of quality of life which take into account both objective and subjective indicators and the relationship between them, are vital for service planning and evaluation. Implications for future research, policy and practice conclude the thesis.

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28

Fourie, Anna Sophia. "Predicting satisfaction with quality of work life". Diss., 2004. http://hdl.handle.net/10500/1004.

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A survey was done in order to identify the predictors that contribute to satisfaction with qowl. A positive correlation was found between satisfaction with facets of work life and overall satisfaction with qowl. No significant difference was found between overall satisfaction and the mean of the satisfaction with the facets of work life. Organisational climate seemed to have the greatest influence. Significant predictors are identification with the organisation, participation, communication, resource management, work group functioning, reward system, health and safety aspects, job security and the rate of pay. Significant differences were found between rank, occupational, race and age groups. When need non-fulfilment scales are added to facets of work life measures, increase in the prediction of overall satisfaction is significant. The need to do work that supports moral values contributed most significantly to overall satisfaction. The most frequent preference was for financial security, followed by recognition, relationships and for achievement.
Psychology
M.A.

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29

Liou，Shuei-Bau e 劉水抱. "Survey Study The Officaldom Quality of Work Life". Thesis, 1995. http://ndltd.ncl.edu.tw/handle/72283489157539285942.

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30

Jiang, He-You, e 江禾友. "The Quality of Work Life of Taiwan Semiconductor Industry's Production Line Employees". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/61436128006565322404.

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Abstract (sommario):

碩士
國立交通大學
科技管理研究所
93
Quality of work life (QWL) reflects employees’ perceptions of their material and psychological well-being at work. Understanding employees’ preferences to the evaluation of the above perceptions could help employers set up reward systems that encourage productive workers. Abraham Maslow claimed that every human being is motivated to pursue a hierarchy of five needs. This research used the AHP method to prioritize the perceptions of QWL by production line employees of TSMC, UMC, and Powerchip Semiconductor Corporation in Taiwan. The results were compared with Maslow’s hypothesis on the hierarchy of five needs. The discrepancies between our study results and Maslow’s theory can only be attributed to the leading nowhere nature of production line work.

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31

Simão, Maria Beatriz Afonso. "Burnout, Quality of Work Life and Occupational Self-Efficacy". Master's thesis, 2021. http://hdl.handle.net/10400.6/12022.

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The present study aims to assess the relations between burnout, quality of work-life and occupational self-efficacy. This sample is composed of 1590 participants with an average age of 33 years old. The data was gathered via an online questionnaire with the intent to evaluate occupational health, psychosocial risks, and preventive factors of the acquired sample. For this study, the scales used were a Sociodemographic Questionnaire, the Burnout Assessment Tool (BAT), the Work-Related Quality of Life (WRQoL) Scale, and the Occupational Self-Efficacy Scale (OSES). The results showed that there are differences in burnout considering gender, as well as three of the four factors of burnout. Besides these differences, this study also revealed that a negative association between burnout and quality of work-life is present, as well a negative association between occupational self-efficacy and burnout, and, lastly, a positive association the quality of work-life and occupational self-efficacy.

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32

Raykov, Milosh M. "Underemployment and Health-related Quality of Life". Thesis, 2009. http://hdl.handle.net/1807/19161.

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Considering the increasing levels of unemployment and underemployment, and the limited evidence concerning the impact of underemployment on health, my study examines the relations between subjective, objective, and time-related underemployment and employees’ health-related quality of life, as manifested through self-rated health, activity limitations and work-related stress. The study compares an expanded model of work-health relations that, along with the factors addressed by control-demand, and social capital theories, includes characteristics of the physical work environment, and employees’ economic class. In addition to the commonly examined factors related to employment and health (control-demand and social capital), my study explores the impact of the work environment (hazards, discomfort and physical demands) and economic class to determine the specific effects of underemployment on an employee’s health-related quality of life. My main argument is that underemployment, in conjunction with lower economic class, higher exposure to a harmful work environment, lack of control over work, and lower social capital, contributes to increased work-related stress and diminishes health-related quality of life. The study applies a mixed methodological approach based on data from the Canadian Work and Lifelong Learning Survey and the US General Social Survey, and qualitative analysis of interviews from the Ontario Survey on Education-Job Requirements Matching. Evidence based on cross-sectional and qualitative data analysis provides consistent findings and confirms the main assumption that high levels of underemployment have a significant effect on employees’ health-related quality of life. The study shows that employees’ economic class, characteristics of work environment and control over work carry the highest associations with health-related quality of life, while underemployment has a significant additive association with health-related quality of life, most importantly with work-related stress.

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33

Laughman, Courtney Ann. "Reducing the tension between work and life roles: testing a work life conflict intervention". Thesis, 2014. http://hdl.handle.net/1805/6730.

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Indiana University-Purdue University Indianapolis (IUPUI)
Work-life conflict has been repeatedly demonstrated to have a negative impact on individuals and organizations alike. Although the negative impact of work-life conflict has been recognized in the Industrial Organizational Psychology and Organizational Behavioral literature, very few researchers have developed interventions to reduce it. Moreover, the interventions currently in existence tend not to be practical, grounded in relevant theory, or experimentally tested. Thus, the present study sought to create and test an intervention based upon concepts from border theory and conservation of resources theory. Specifically, using these theories, the intervention sought to provide segmentation techniques as a resource for participants to reduce work-life conflict. The intervention was tested on a group of university employees. Results were unsupportive of predicted hypotheses, the intervention was not found to significantly impact segmentation, work-life conflict, work outcomes, or personal outcomes. Future directions, theoretical and practical contributions, and limitations are discussed. Despite insignificant findings, the present study offers practical and theoretical guidance for organizations and researchers interested in developing interventions to reduce work-life conflict.

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34

Chiang, Hao-Hong, e 江浩弘. "The Effect of Family-Supportive Work Environment on Work- Family Conflict and Quality of Work Life". Thesis, 1996. http://ndltd.ncl.edu.tw/handle/76691290532524575908.

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35

Chiu, Hui-Chen, e 邱惠貞. "The relationship between quality of work life and turnover intention". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/75521121368840638564.

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Abstract (sommario):

碩士
中國文化大學
國際企業管理研究所
89
This main purpose of this study is to examine the relationship between quality of work life and turnover intention. In addition, this study attends to finds out that degree of education and nationality moderate the association between quality of work life and turnover intention. In the present study, quality of work life consists of five subscales: job characteristic, human relationship, salary and benefit, work environment, and growth and self-actualization. Factors influencing turnover intention which were identi-fied through literature review were also chosen as control variables in this study. The data is composed of service contact-employees of Bank industry and is col-lected by 900 questionnaires. Of all samples, completed questionnaires were returned by 505 service contact-employees (56.11% response rate). Finally, the results indicate that quality of work life is negative related to turnover intention. Besides, job characteristic, human relationship, salary and benefit, work en-vironment, and growth and self-actualization all are negative related to turnover inten-tion. In addition, degree of education and nationality moderate the relation between quality of work life and turnover intention. However, these hypotheses are supported by the empirical data. Future study and practical implications of this study are also discussed.

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36

Van, der Berg Yolandi. "The relationship between organisational trust and quality of work life". Diss., 2011. http://hdl.handle.net/10500/5103.

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Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees.
Industrial and Organisational Psychology
M.A. (Industrial and Organisational Psychology)

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37

Van, den Berg Yolandi. "The relationship between organisational trust and quality of work life". Diss., 2011. http://hdl.handle.net/10500/5108.

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Abstract (sommario):

Recent organisational changes have refocused attention on the productivity and performance of sales representatives and consequently brought about a re-evaluation of the QWL these employees experience, as well as their trust in the organisation to support them. Responses to an internet-based survey methodology were analysed using quantitative techniques and structural equation modelling. Results confirm a positive relationship between Managerial Practices and Organisational Trust, and a lower relationship between the dimensions of Personality and Organisational Trust. A positive relationship was noted between QWL and Managerial Practices, and a lower relationship between QWL and the Personality constructs. This study accentuates the importance of management to be aware of the trust employees have in the organisation as well as their experience of QWL, as it seems as though the Personality traits and Managerial Practices of managers influences both the trust relationship and QWL experienced by employees.
Industrial and Organisational Psychology
M.A. (Industrial and Organisational Psychology)

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Dou, Jen-Chun, e 竇仁君. "Quality of Work Life of Faculty Members in Private Universities". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/55072274436253820631.

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Abstract (sommario):

碩士
義守大學
管理科學研究所
89
Abstract At the passage of various important policies of high educations in Taiwan, the undergraduate educations have entered a new milestone toward a direction of pursuing excellence, diversification and autonomy. After three years the number of undergraduate schools is going up to the total of 153, the educational market becomes very competitive. The maintenance of equilibrium of high educational quality and quantity is dependent on high qualitative faculties, but the quality of work life (QWL) of faculties, contributed their lives in high education in long-term period, is ignored in many perspectives. The domestic academic researches are lack of the study of QWL of teachers in undergraduate schools. Only Professor徐宗國 in 1995 reported the results of the research related to time, housework and QWL of female undergraduate teachers, which was focused on the exploration of female teachers by the qualitative research. Currently, the teachers in the private schools frequently resign, does the situation mean that the conditions of QWL and job satisfaction are not good for faculties in the private undergraduate schools? Therefore, the keynotes of this research are focused on the conception of QWL, the dimensions of QWL, the reform of QWL of undergraduate faculties in order to develop the policies decreased the variation of teachers. Based on these purposes, this research applies the questionnaires with the statistic methods, such as factors analysis, descriptive statistics, regression analysis, to explore the relationships of variables and interpret the significance of management of relationships. The QWL table is translated from the foreign nation; therefore, it is not suitable to directly apply in the special workplaces of domestic universities. The QWL table and the job satisfaction table used in this study are reformed many times by various specialists and professors in order to accord with domestic faculties. The Cronbach’s α of these tables is up to 0.82, which is one of contributions of this research. This research area is included fourteen domestic private universities and focused on full-time teachers. Questionnaires are sent out totaled 1510 and returned back 745 (49.33%). The variable samples are totaled 707. As the results of this research show, there is significant difference between the dimensions of education, teaching tenure and the conceptions of QWL. The conceptions of QWL and job satisfactions are significantly related with the attributes of organizations, such as the categories and scales of schools, the timing of school foundation, the situation of school transformations. There is significant difference between the attributes of organizations, (such as the categories of schools, the number of teachers and students, the timing of school foundation and the situation of school transformation), and the intention of teachers’ resignations. The intention of resignation is also significantly related with age, marriage, tenure and job ranks. In the final part, the research conclusion and suggestions can be offered to the private universities, the bureau of education and researchers are one of contributions in this study. In this research, first, because of the limitations of time, expenditure, and the collection of returned questionnaires, it is difficult to pervasively investigate all private universities in Taiwan. Further, the second limitation of this research is impossibly proved these results for lack of the related documents, such as QWL of private school faculties.

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HUANG, WEN-XIAN, e 黃文賢. "The study of blue-collar workers' quality of work life". Thesis, 1991. http://ndltd.ncl.edu.tw/handle/59864262408271693047.

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Lo, Chung-hui, e 羅忠慧. "Non-permanent Relocation Impacts on Construction Quality of Work Life". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/62168541113180128774.

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Abstract (sommario):

碩士
義守大學
材料科學與工程學系碩士班
93
As construction industry expands from local markets to global scale, many construction and engineering firms have acquired tenders remotely from their home base. To cope with human resource requirements on distant project sites, the necessity of construction workers’ relocation away from their hometown has augmented. Such personnel relocation can range from months to years in duration, and is mostly project based. Upon project completion, workers are transferred to a new project assignment or moved back to their hometown. This kind of mid term to long term transfer is termed “non-permanent relocation” in this paper, since most workers will eventually return to his home base so the relocation is mostly non-permanent. Frequent relocations from town to town or even country to country have become a complex experience to many construction workers. Relatively unstable work life style, difficulties in adapting new environments, family issues, and social issues make “non-permanent relocation” an important topic. This research conducts interviews and questionnaire surveys to overview impacts and possible problems of “non-permanent relocation” in Taiwan’s construction industry. Five aspects of “non-permanent relocation” are investigated: definition, self recognition, family interference, social impact, and future prospect. Likert Scale questionnaire is used on the survey. 107 subscriptions are valid, on an effective reclamation rate of 71.3%. Survey data is analyzed by SPSS 10.0. Analysis methods include reliability analysis, descriptive statistics analysis, independent-samples t test, Pearson correlation analysis, and regression analysis. Research conclusions and suggestions are summarized as follows: 1.Non-permanent relocation has been a major cause of why construction industry keeps on loosing quality personnel. 2.Non-permanent relocation in construction is a selective process, meaning certain people tend to relocate more often than others. 3.Most construction personnel hold negative impression on non-permanent relocation work style. 4.Steady construction market growth, balanced urban development policy, and venturization of small construction trades have great potential to reduce the frequency of non-permanent relocation. 5.Localized temporary hiring and job hunting practices can also effectively reduce frequency of non-permanent relocation in the short term, but other serious issues in quality of work life are raised. 6.Strong inter-city business cooperation, allowing flexible inter-company personnel alignment, while company personnel is assigned in turns and elongate each relocation time are the most effective strategies to manage non-permanent relocation.

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Lin, Ying-Chih, e 林瑩之. "A Study of the Relationships Between Female Manager Quality-Work life and Work Adjustment". Thesis, 2002. http://ndltd.ncl.edu.tw/handle/70381077489345489379.

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Abstract (sommario):

碩士
中原大學
企業管理研究所
90
The purpose of this study is to discuss the associations among quality-work life of the female manager, individual characteristics and work adjustment. We propose three main hypotheses by reviewing previous literatures. In the first hypothesis, we discuss the associations between quality-work life of the female manager and work adjustment. In the second hypotheses, we discuss the associations between individual characteristics and work adjustment. In the third hypotheses, we discuss the interaction effects of the quality-work life and individual characteristics on work adjustment. On view of this, we use surveys to get empirical data. By statistical analysis, we conclude major results as follow： 1. There are significant correlations between the quality-work life and work adjustment. This means, when the degree of quality-work life is higher, the work adjustment is better. 2. There are significant correlations between the individual characteristics and work adjustment. At and elder, higher education and interalizer, the performance of the work adjustment is better。 3. The interaction effects of the quality-work life and individual characteristics on work adjustment are significant partly. This means when the satisfaction degree of the quality-work life is higher, the relationship, work satisfaction, work pressure and sexual obstruction have more positive effect on the female manager having different age, education, marriage condition and amount of children.

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HUANG, HE-TING, e 黃鶴婷. "Examining the influence of goal setting on work performance and quality of work life". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/18762262973802096490.

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碩士
國立臺灣科技大學
企業管理系
98
We want to know that can goal setting influence employee's work behaviors and psychological state, therefore, we attempt to research (1) the influence of goal setting on employee's work performance; (2) goal setting through role ambiguity and psychology ownership enhance work performance and quality of work life. Result from a sample of 300 supervisor-employee dyads indicate that (1) goal setting can enhance employee’s work performance; (2) the relationship between goal setting and quality of work life, is mediated by role ambiguity and psychology ownership. However, goal setting can not through employee’s psychological state influence work performance.

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43

Chang, Yuan-Seng, e 張源聖. "The Impact of Line Usages on Technostress, Job Satisfaction, and Quality of Work Life". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/g73pqq.

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Abstract (sommario):

碩士
元智大學
資訊社會學碩士學位學程
107
With the rapidly development and widespread use of modern information and communication technology, the efficiency and quality of work and the convenience of life are constantly improving. However, the development of information technology sometimes is too fast for employees to adapt, thus lead to be negative effect to employees. Information technostress is defined as any negative impacts of physiology, psychology and behavior that is caused directly or indirectly by information technology. Enterprises use advanced information technology for reducing costs and improving efficiency, but once the information technostress seriously affects employees' psychosomatic health, it will hinder the development of enterprises. Based on the technostress theory, this study analyzes the impacts of technology pressure and work stress on job satisfaction and quality of work life.The research data was collected through a questionnaire survey of employees of a government agency. The result found as below: First, technostress and work stress have a significantly negative effect on job satisfaction. Second, job satisfaction has a positive effects on the quality of work and life. Finally, this study suggests that enterprises should pay more attention on the influence of information technostress, meanwhile, by increasing the information technology support, and arranging staff workload reasonable to reduce the negative effect of information technostress on work outcomes.

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Yeh, Po Yen, e 葉柏彥. "The Influence of Work Values on Quality of Work Life - A Study of Generational Differences". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/cfqg5q.

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Abstract (sommario):

碩士
元智大學
管理碩士在職專班
105
In modern society, work that is shared between generations is extremely common. Because of growing environmental differences, workers from different generations find it difficult to avoid holding different attitudes and opinions toward work, thereby creating different work values. Research has suggested that the level of emphasis on work values and satisfaction with the quality of work life are significantly correlated (Cai, 2004). Thus, perceptions of the quality of work life among workers from different generations should vary accordingly. This study explores the effect of the work values of different generations on the quality of work life and further observes whether differences exist among so-called the fifth, sixth, and seventh generations (those Taiwanese born in the fifth, sixth, and seventh decades after China became a republic). We hope that the results of this study can reduce the knowledge gaps between employees and managers and that an effective communication channel can be established in order to improve the quality of work life among employees. This study employed a review of relevant literature and established a research framework based on work values and quality of work life. It used the convenience sampling method to conduct a survey. The empirical results are as follows: 1. The effect of work safety value and work ethical value on quality of work life at all levels is significant and positive. 2. The effect of work reward value on quality of work life at all levels is significant and negative. 3. The effect of work values on quality of work life has significant differences exist among different generations. 4. The effect of work relationship value on quality of growth and social quality is significant and positive for the fifth generation. 5. The effect of work relationship value on quality of job security is significant and positive for the sixth generation. 6. The effect of work growth value on quality of job security is significant and positive for the seventh generation. 7. The effect of work reward value on quality of social is significant and negative for the fifth and the sixth generations.

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45

Hsu, Wei Ruei, e 許洧睿. "The Relationship among Five-Day Work Week, Workload, Work-Family Conflict, and Quality of Life". Thesis, 2017. http://ndltd.ncl.edu.tw/handle/yhjc7u.

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碩士
長庚大學
商管專業學院碩士學位學程在職專班經營管理組
105
The purpose of this study is to investigate the effect to labors in workload, work-family conflicts, and the quality of life, after the Labor Standards Law amended Five-Day work week was implemented. The method of this study is using a questionnaire survey to conducting data collection. There are 310 questionnaires have been completed. The results show that there is a negative relationship between the execution degree of labor policies and work-family conflicts. But with the quality of life (physiological function, role limitations due to physical problems), and overall feelings of health have a positive relationship. The quality of life is positively related to the degree of labor policy identity. This study recommends that companies strictly put Five-Day Work Week policies into effect will benefit employees in reducing the Work-Family Conflict, and enhancing the quality of life, and further improving labors’ recognition in new policies.

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46

Lai, Chao-Hung, e 賴昭宏. "Medical doctors’ participation on social activities and education:the relationships with their health status, life quality, work quality, and work satisfaction". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/72176669546264159711.

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碩士
中國醫藥大學
醫務管理學研究所
96
The issue of liberal arts has been emphasized in the health care industry for medical education these years. This study was aimed to explore hospital physicians’ involvement in the social cultural activities which were viewed as explicit measures of liberal arts. Furthermore, the relationships between hospital physicians’ involvement of social cultural activities and education and their health status, working and living quality, and work satisfaction, were also testified. Two hundred and fifty-four attending physicians in one medical center located in central Taiwan were surveyed with the structured questionnaires. Hospital physicians’ social cultural activities taken in community activities and in formal education classes were counted and their demographics, health status, and work outcomes were also collected. Descriptive analysis and multiple regression analyses were performed. The response rate was 25.59%, with 65 valid questionnaires responded. The findings reveal that surveyed hospital physicians attended the social cultural activities more in the items of book exhibitions, traveling, and library activities; and less participations in the items of dancing, languages learning, and speaking/singing arts. The formal education courses taken by hospital physicians more frequently were in the themes of medical ethics, quality management, non-religion spirit courage; and less frequently were the themes of crisis management, art learning, and conflict management. Using multiple regression analyses, the results were shown hospital physicians’ traveling was positively related to their living quality (p<0.05); however, language learning was negatively related to hospital physicians’ living quality (p<0.05). Further researches could be conducted to understand how the effect of social cultural activities and education of medical professionals could be on their empathy, service quality, and patient satisfaction. And from a practical perspective, the health administrators could re-emphasized employees’ benefit programs, for example, to launch traveling activities and to assist language learning, to improve health professionals’ careers.

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47

CHI-MAO, CHEN, e 陳其懋. "The Study on Taiwanese Professional Baseball Players'' Quality of Work Life". Thesis, 2000. http://ndltd.ncl.edu.tw/handle/06172802698944037970.

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碩士
國立中正大學
勞工研究所
88
The purposes of this study are to explore Taiwanese professional baseball players’ perceptions toward QWL, their satisfaction to QWL, and possible influential factors to QWL. The results of this study will be good references for clubs to adjust managerial practices and improve players’ QWL. A mailed-questionnaire was used to collect data. One hundred and sixty (160) questionnaires were sent to Taiwanese players belonged to each club from two leagues. The overall return rate is 75% with 120 questionnaires were returned from players. The author found that Taiwanese professional baseball players perceived safety/health, career security, environmental supports, competency/skills, social interaction, fringe benefits, leisure, job security, incentives/rewards, and professional dignity were major components of QWL. The author also found that players valued environmental supports the most, players were dissatisfied with incentives/rewards, managerial practices of different clubs and leagues might cause low satisfaction, players showed higher commitment to clubs if their satisfaction to QWL could be increased. Based on the findings and conclusions, the author suggests that sports related government agencies should properly regulate the development of professional sports, promote corporation between leagues, govern or legislate gambling issues in professional sports. As to the clubs, the author suggests clubs should invest more in equipment/facilities, hire more trainers and medical staffs, provide training for players’ career development, and offer the opportunity of collective bargaining with players. Finally, the author suggests players to organize official professional baseball players’ organization to protect and promote their benefits.

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48

Yuan-Hui, Ai, e 艾緣輝. "A Study of Taipei City Neighbarhood Secretary Quality of Work Life". Thesis, 2004. http://ndltd.ncl.edu.tw/handle/03912354861091250384.

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49

Chen, Wei-ju, e 陳威儒. "A Study of Volunteers’ Group Cohesiveness and Quality of Work Life". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/96876900528730677058.

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碩士
龍華科技大學
商學與管理研究所
96
The purpose of this study is to explore the relationship between group cohesiveness and quality of work life(QWL) of volunteers and to compare them with different gender, age, education level, marital status, occupation, religious belief and participation period of service. The questionnaire survey method was adopted and the research tools including Group Environment Questionnaire (GEQ) and Quality of Work Life Questionnaire. The 388 valid questionnaires were collected from Taipei area of volunteers of religious group with nonrandom sampling. The data of questionnaires were analyzed by descriptive statistics and inferential statistics including t test, one-way ANOVA, and Pearson product-moment correlation. 　　The main findings were as followings. 1.Generally speaking, the volunteers of the religious groups have good group cohesiveness and quality of work life. 2.There were significant differences in group cohesiveness in different age, marital status, occupation and religious belief. 3.There were significant differences in quality of work life in different age. 4.There were significant positive correlation between group cohesiveness and quality of work life of volunteers of religious group. 　　According to the conclusions of the main findings, several suggestions are provided for volunteers of the religious group, administrator of volunteers, and future research.

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50

Shih-Ming, Pan, e 潘士銘. "The Core Dimensions and Affective Factors of Quality of Work Life". Thesis, 1998. http://ndltd.ncl.edu.tw/handle/27515273024851495731.

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