The effects of quality of working life (QWL) on employee behavioral responses

Quality of work life (QWL) was conceptualized in terms of need satisfaction stemming from an interaction of workers' needs (survival, social, ego, and self-actualization needs) and those organizational resources relevant for meeting them. It was hypothesized that need satisfaction (or QWL) is positively related to organizational identification, job satisfaction, job involvement, job effort, job performance; and negatively related to personal alienation. A survey study was conducted based on a sample of 219 service deliverers to the elderly in a large midwestern city. The results were consistent with the hypotheses. Managerial implications were also discussed.     

A Need-Based Measure of Consumer Well Being (CWB) in Relation to Personal Transportation: Nomological Validation

This paper reports the results of three studies designed to test the nomological validity of a consumer well-being (CWB) measure in relation to personal transportation. The CWB measure was developed guided by the theoretical notion that the CWB in relation to personal transportation vehicles is significantly enhanced when the consumption of the vehicle meets the full spectrum of human developmental needs (i.e., safety, economic, family, social, esteem, actualization, knowledge, and aesthetics needs). The nomological validity of the CWB measure was tested by exploring the various antecedents and consequences of the construct. This was done in three separate studies in which the results of one study prompted further conceptual development and additional testing. The overall findings of the three studies provided support for the nomological validity of the CWB measure.     

Quality of College Life (QCL) of Students: Further Validation of a Measure of Well-being

This paper reports a study designed to further validate a measure of quality of college life (QCL) of university students (Sirgy, Grzeskowiak, Rahtz, Soc Indic Res 80(2), 343–360, 2007). Two studies were conducted: a replication study and an extension study. The replication study involved surveys of 10 different college campuses in different countries. The results of the replication study provided additional nomological (predictive) validation support of the measure based on a theoretical model mapping out the antecedents and consequences of satisfaction with college life. With respect to the extension study, the focus was to further test the nomological validity of the QCL measure by arguing and empirically demonstrating that the consequence of QCL is life satisfaction. The extension study involved a survey of three college campuses in different countries. The results were also supportive of the nomological validity of the QCL measure.     

Further Validation of the Sirgy et al.'s Measure of Community Quality of Life

Sirgy et al. (2000) have developed a measure ofcommunity quality of life (QOL). This measurecaptures residents' satisfaction withcommunity-based services in the way that theseservices contribute to global satisfaction withthe community and overall life satisfaction. The measure was validated nomologically bytesting hypotheses directly deduced from atheoretical model that relates residents'satisfaction with community-based services withglobal community satisfaction and global lifesatisfaction. The study reported in this paperreplicates and extends Sirgy et al.'s (2000)study. Specifically, the conceptual model thatwas used to test the nomological (predictive)validity of the community QOL measure wasfurther expanded and refined. The modifiedmeasure is based on the theoretical notion thatsatisfaction with the community at large(global community satisfaction) is mostlydetermined by satisfaction with governmentservices (police, fire/rescue, library, etc.),business services (banking/savings, insurance,department stores, etc.), nonprofit services(alcohol/drug abuse services, crisisintervention, religious services, etc.), aswell as satisfaction with other aspects of thecommunity such as quality of the environment,rate of change to the natural landscape, racerelations, cost of living, crime, ties withpeople, neighborhood, and housing. In turn,global community satisfaction together withsatisfaction with other overall life domains(work, family, leisure, etc.) affect globallife satisfaction. Survey data from a varietyof communities located in southwest Virginiawere collected to further test the nomologicalvalidity of the measure. The results providedadditional nomological validation support tothe community QOL measure.     

Developing a Measure of Community Well-Being Based on Perceptions of Impact in Various Life Domains

A new measure of community well-being is developed based on the notion that community residents perceive the quality-of-life (QOL) impact of community services and conditions in various life domains (e.g., family, social, leisure, health, financial, cultural, consumer, work, spiritual, and environmental domains). These perceptions influence residents’ overall perception of community well-being, their commitment to the community, and their overall life satisfaction. Survey data were collected in the Flint area (Michigan, USA) in four waves (1978, 1990, 2001, and 2006). The data supported the nomological validity of the measure.     

Development and Evaluation of a Parent-Employee Interrole Conflict Scale

We took a deductive (theoretically-based) approach to develop scales to measure a specific aspect of work-family conflict: interrole conflict between individuals' roles as parents and as employees, or parent-employee conflict (P-E conflict). Results supported (a) three empirically distinct aspects of P-E conflict: parenting interfering with work (PIW), work interfering with parenting (WIP) and general P-E conflict (G), (b) the discriminant validity of PIW, WIP, and G as compared to general work-family conflict (W-FC) and work role conflict (WRC), and (c) the nomological validity of P-E conflict scales in terms of predicted relationships with measures of other related constructs. Scale items are presented, and recommendations for scale use and future research directions are offered.     

Psychosocial adversities at work are associated with poorer quality marriage-like relationships

The characteristics of work have an impact on individuals?? personal lives, including on health and close personal relationships. Previous research into the negative spillover effects from work to marital quality has predominantly examined structural job characteristics, such as job hours and shift work. This study used data from a large representative community sample of midlife (aged 40?C44 at baseline) employed persons in marriage-like relationships (n?=?2,054) to investigate the relationship between psychosocial job characteristics and relationship quality. Data from three waves of the Personality and Total Health (PATH) Through Life Survey were analysed. The results show that all psychosocial job adversities (high job demands, low job control, and job insecurity) were independently associated with lower levels of positive support from partners for both men and women. In addition, there was a linear relationship between the number of psychosocial adversities reported and lower levels of positive support from partners. These findings are relevant to policy makers in the areas of employment and family services. They identify the potential broader social costs of adverse psychosocial characteristics at work. This study sets the scene for further longitudinal research to examine the causal links between psychosocial job quality and relationship quality.     

Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123.FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.     

Factors associated with midwives’ job satisfaction and experience of work: a cross-sectional survey of midwives in a tertiary maternity hospital in Melbourne,Australia

BackgroundSignificant factors affecting the Australian maternity care context include an ageing, predominantly part-time midwifery workforce, increasingly medicalised maternity care, and women with more complex health/social needs. This results in challenges for the maternity care system. There is a lack of understanding of midwives’ experiences and job satisfaction in this context.AimTo explore factors affecting Australian midwives’ job satisfaction and experience of work.MethodsIn 2017 an online cross-sectional questionnaire was used to survey midwives employed in a tertiary hospital. Data collected included characteristics, work roles, hours, midwives’ views and experiences of their job. The Midwifery Process Questionnaire was used to measure midwives’ satisfaction in four domains: Professional Satisfaction, Professional Support, Client Interaction and Professional Development. Data were analysed as a whole, then univariate and multivariate logistic regression analyses conducted to explore any associations between each domain, participant characteristics and other relevant factors.FindingsThe overall survey response rate was 73% (302/411), with 96% (255/266) of permanently employed midwives responding. About half (53%) had a negative attitude about their Professional Support and Client Interaction (49%), and 21% felt negatively about Professional Development. The majority felt positively regarding Professional Satisfaction (85%). The main factors that impacted midwives’ satisfaction was inadequate acknowledgment from the organisation and needing more support to fulfil their current role.ConclusionFocus on leadership and mentorship around appropriate acknowledgement and support may impact positively on midwives’ satisfaction and experiences of work. A larger study could explore how widespread these findings are in the Australian maternity care setting.     

The Institutional vs. the Academic Definition of the Quality of Work Life. What is the Focus of the European Commission?

In recent years, we have seen how the quality of work life has been focused and defined by the European Commission (EC). In our study we compare the EC definition with the academic one and try to see how close they are. We also analyse the possibility of applying the institutional definition to the Spanish case through the development of specific indicators. Our main conclusions are that QWL is increasingly important for policy makers. In addition, it is essential to have objective indicators and to conduct surveys in order to reliably measure QWL.     

Developing a Measure of Internet Well-Being: Nomological (Predictive) Validation

This paper reports on an effort to develop an Internet well-being measure for possible use by government agencies and industry associations that are directly involved with the promulgation of the Internet. Such measures can help officials gauge the social health of those Internet-related industries and institutional sectors, which in turn can guide the development of policies to enhance the quality-of-life impact of the Internet. The Internet well-being measure is based on the theoretical notion that the perception of the overall impact of the Internet on users of the Internet is determined by their perceptions of the impact of the Internet in their life domains such as consumer life, work life, leisure life, social life, community life, sensual life, among others. In turn, the perception of impact of the Internet in a given life domain (e.g., consumer life, work life) is determined by perceptions of benefits and costs of the Internet within that domain. We conducted a focus group to identify all the perceived benefits and costs within salient life domains of college students. We also conducted a thorough literature search to identify studies that examined the quality-of-life impact of the Internet in a variety of life domains. We then tested the nomological validity of the measure through two surveys at two major universities (one in the USA and the other in Korea). The statistical analysis allowed us to identify those measurement items that are most predictive, and therefore considered as nomologically valid. Policy implications of the study are discussed along with future research avenues.     

The Role of Co-worker and Supervisor Support in the Relationship Between Job Autonomy and Work Engagement Among Portuguese Nurses: A Multilevel Study

The objective is to analyze the relationship between job resources (i.e., job autonomy and social support) and work engagement in nurses. Hypotheses have been tested through hierarchical linear modeling using data from 313 Portuguese nurses (individual level) nested in 33 work teams (team level), after aggregating individual perceptions to the group level and testing the agreement among these perceptions using the r_wg(j) and the intraclass correlations indices. Results confirmed first, that individual job autonomy and team-level social support (from the supervisor as well as from co-workers) are positively related to individual work engagement and second, that team-level social support has a moderating effect on the relationship between individual job autonomy and individual work engagement (but not in the case of co-workers’ support). This study provides evidence that nurses’ work engagement results from individual job autonomy and collective social support. Accordingly, fostering job autonomy and social support in order to promote work engagement among nurses can be useful for both hospital managers and practitioners.     

Do Job Control,Support, and Optimism Help Job Insecure Employees? A Three-Wave Study of Buffering Effects on Job Satisfaction,Vigor and Work-Family Enrichment

Job insecurity (threat of job loss) is widespread and becomes a permanent phenomenon for a lot of employees. Based on the response of 926 Finnish employees, this study investigated the direct lagged relationship between job insecurity, coping resources (job control, social support, and optimism), and employees’ work- (vigor at work and job satisfaction) and family-related outcomes (work-family enrichment). Particular interest was in the moderating role of job control, support, and optimism in the job insecurity–employee outcome relationship. Our analyses of three-wave longitudinal data, collected in 2008, 2009, and 2010, showed that job control was the strongest lagged buffer against job insecurity in relation to vigor at work. In addition, social support longitudinally buffered against the negative effects of job insecurity on job satisfaction and vigor at work. However, optimism did not function as a buffering factor in any of the tested models.     

Development and Validation of the Middle Years Development Instrument (MDI): Assessing Children’s Well-Being and Assets across Multiple Contexts

Few instruments provide reliable and valid data on child well-being and contextual assets during middle childhood, using children as informants. The authors developed a population-level, self-report measure of school-aged children’s well-being and assets—the Middle Years Development Instrument (MDI)—and examined its reliability and validity. The MDI was designed to assess child well-being inside and outside of school on five dimensions: (1) Social and emotional development, (2) Connectedness to peers and to adults at school, at home, and in the neighborhood, (3) School experiences, (4) Physical health and well-being, and (5) Constructive use of time after school. This paper describes the theoretical framework, selection of items and scales for the survey, and four studies that were conducted to revise the MDI and examine its psychometric properties. The findings indicate a theoretically predicted factor structure, high internal consistency, and document the convergent and discriminant validity of the MDI scales. The discussion delineates a plan for future validation studies that address further validity questions, such as predictive validity, measurement invariance, and fairness/bias, and provides a brief outlook of how the MDI may be used by practitioners, educators, and decision makers in schools and communities to motivate and inform action in support children’s well-being.     

Quality of Work Life: Theoretical and Methodological Problems, and Presentation of a New Model and Measuring Instrument

Purpose: Ever since the concept of Quality of Work Life (QWL) was first used over 30 years ago, a range of definitions and theoretical constructs have succeeded each other with the aim of mitigating the many problems facing the concept. A historical overview of the concept of QWL is presented here. Given the lack of consensus concerning the solutions that have been developed to date, a new definition of QWL is suggested, inspired by the research on a related concept, general Quality of Life (QOL) which, as the literature shows, has faced the same conceptualization and definition problems as QWL. Based on the suggested definition of QOL, a definition of QWL is provided and the measuring instrument that results therefrom (the Quality of Working Life Systemic Inventory – QWLSI) is presented. Finally, the solutions that this model and measuring instrument provide for the above-mentioned problems are discussed.     

Developing the Psychological Strain Scales (PSS): Reliability, Validity, and Preliminary Hypothesis Tests

Since its inception, the Strain Theory of Suicide has been tested and supported in a number of empirical studies. This social psychological theory can be employed as a complementary conceptualization to account for suicidal behaviors as well as mental disorders. However, the lack of consistent measurements of the strains limits the application of the theory in scientific research. Our research team has developed such scales for future testing of the Strain Theory of Suicide in a more systematic approach. For the initial items to measure the four strains (value, aspiration, deprivation, and coping), we solicited approximately 40 items for each strain with high face validity by about 30 fellow researchers. A preliminary examination of about 160 items for consistency and validity, with a sample of about 300 college students, yielded 20 consistent items for each of the four strain scales. Then, a second study was conducted at a different university with approximately 500 students to further streamline each of the four strain scales and test the validity of each with corresponding established scales and variables. As a result, 15 items were selected for each of the four Psychological Strain Scales (PSS). In correlation and multiple regression analyses, we found support for the hypotheses regarding the positive associations between psychological strains measured by the PSS and psychopathology including suicidal ideation. Follow up research with the new scales needs to be carried out in order to test the effects of psychological strains on suicide and mental disorders for various populations.     

Midwifery Job Autonomy in New Zealand: I do it all the time

IntroductionThis research aimed to identify what supports and what hinders job autonomy for midwives in New Zealand.MethodsRegistered midwives participated in an open-ended, online survey in 2019. Anonymised participants were asked to describe an incident when they felt they were using their professional judgement and/or initiative to make decisions and the resultant actions. The data was analysed thematically.FindingsThe participants identified that autonomy is embedded within midwifery practice in New Zealand. Self-employed midwives who provide continuity of care as Lead Maternity Carers, identified they practice autonomously ‘all the time’. The relationship with women and their family, and informed decision making, motivated the midwife to advocate for the woman – regardless of the midwife’s work setting. Midwifery expertise, skills, and knowledge were intrinsic to autonomy. Collegial relationships could support or hinder the midwives’ autonomy while a negative hospital work culture could hinder job autonomy.DiscussionMidwives identified that autonomous practice is embedded in their day to day work. It strengthens and is strengthened by their relationships with the woman/whanau and when their body of knowledge is acknowledged by their colleagues. Job autonomy was described when midwifery decisions were challenged by health professionals in hospital settings and these challenges could be viewed as obstructing job autonomy.ConclusionThe high job autonomy that New Zealand midwives enjoy is supported by their expertise, the women and colleagues that understand and respect their scope of practice. When their autonomy is hindered by institutional culture and professional differences provision of woman-centred care can suffer.     

Generational Differences in Work Values,Perceived Job Rewards,and Job Satisfaction of Chinese Female Migrant Workers: Implications for Social Policy and Social Services

This cross-sectional survey study is a pioneering attempt to investigate the generational differences in the work values, perceived job rewards, and job satisfaction of Chinese female migrant workers. The study targeted two toy factories in the Guangdong Province of China and recruited a total of 1,307 female workers as participants. Among them were 577 female migrant workers who comprised the target group for this research. The authors hypothesized that the younger generation of female migrant workers would have higher levels of cognitive work values (such as self-enhancement and career development) but lower levels of perceived job rewards and job satisfaction than those of the older generation. The results indicate that there are no generational differences in work values among the three birth cohorts of Chinese female migrant workers. The older generation felt more satisfied with the job rewards that they received, and their sense of job satisfaction was higher than that of the younger generation. Furthermore, the findings showed a substantial positive influence of perceived social job rewards (such as support from co-workers and supervisors) on job satisfaction among the younger generation. The current findings suggest that in China, generational differences in work are affected by both the generation factor and the rural–urban stratification factor. The authors hope that the study will provide a knowledge base for understanding the perceptions of Chinese female migrant workers toward work and for exploring the ways in which new policies and social services can be developed in order to address their needs.     

Measuring Access to Continuing Professional Education among the Health Workers in Ghana: Constructing an Index

To measure the levels of access to continuing professional education (CPE) among the health workers, an index (continuing professional education access index: CEAI) was constructed. The CEAI is composed of six indicators: (i) availability of CPE; (ii) distribution of CPE; (iii) informational access; (iv) geographical access; (v) economic access; and (vi) preparedness to release staff. When developing the equation of the CEAI, these six component indicators were weighted in accordance with the order of importance reported by the earlier studies. To test its validity, the CEAI was applied to the CPE status in three regions of Ghana. The results of this application revealed that there was greater discrepancies in the CEAI values according to the type of health facilities. The type of health facilities with the greatest CEAI (= 0.609) implying the best access to CPE was clinics while training/research institutes resulted in the lowest CEAI (= 0.447). Regional variation among the three regions was not significant. A simple linear regression between CEAI and adjusted number of CPE opportunities per health worker produced an extremely high conformity in the model (R² = 0.960). This may indicate the validity of the proposed CEAI model to the large extent.     

Measuring Social Well-Being in People with Chronic Illness

Although social well-being (SWB) is recognized as an integral component of health, it is rarely included in health-related quality of life (HRQL) instruments. Two SWB dimensions were identified by literature review: social support (SWB-SS) and social function (SWB-SF). As part of a larger project to develop item response theory-derived item banks and computerized adaptive testing, we developed and tested items for the SWB banks. Item ratings of three large (n > 600) datasets were conducted by 15 reviewers. Rasch measurement analyses were conducted to initially define item hierarchies. Out of 83 total items, 8 were removed due to model misfit and 8 were removed because of overlapping item content. We then wrote 11 new SWB-SS and 16 new SWB-SF items to fill content gaps, and edited items to improve comprehension and consistency. A total of 94 items (65 SWB-SS, 29 SWB-SF) was administered by computer to 202 cancer patients. Confirmatory factor analyses, Rasch analyses, and evaluations of construct validity were performed. Patients commented favorably on the content of the items and expressed appreciation for attention to this aspect of their HRQL. Using current psychometric standards for unidimensionality, reliability, and content and construct validity, we derived six preliminary item banks for social support (instrumental support, informational support, positive and negative emotional support, positive and negative social companionship) and two for social function (limitations and satisfaction). The empirical construct hierarchy was consistent with clinical observations; e.g., hobbies and leisure activities tended to reflect more limitations, while meeting the needs of family and friends tended to reflect fewer limitations. Optimal care for patients with cancer or other chronic illnesses includes obtaining a complete picture of patients’ physical and psychosocial health status. SWB measures are important since diseases like cancer and their treatment can affect quality of relationships, parental responsibilities, work abilities and social activities. With properly calibrated item banks, it will be possible to precisely and efficiently measure and monitor multiple HRQL dimensions in individual patients, and use their responses to inform care. Qualitative patient feedback and quantitative analyses suggest that it is possible and desirable to include SWB measures in HRQL assessment.