HR interventions and quality of work life of healthcare employees: an investigation

Nayak, Tanaya; Sahoo, Chandan Kumar; Mohanty, P.K.; Sundaray, Bijaya Kumar

doi:10.1108/ict-02-2015-0019

Cited by 14 publications

(10 citation statements)

References 20 publications

(17 reference statements)

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“…According to what was said above, leadership style is dependent on librarian special talent in self-control in the workplace, and this is possible for librarians to use their skills in the workplace. These findings are consistent with Farah Bakhsh and Sattar (2012) and Nayak et al (2016); the QWL is also in the desirable status in these studies. Medical health care staff in India and school administrators in the Khorramabad city, as well as librarians of public libraries need a safe and stress free environment to do their job tasks and cause the growth and development of that organization, and this requires the use of experienced managers in these entities.…”

Section: Discussionsupporting

confidence: 92%

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Measuring the librarians’ quality of working life in the Iranian public libraries

Koohbanani

Zarei

Erfani

2019

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Purpose The purpose of this paper is to identify the librarians’ quality of working life (QWL) in the Iranian public libraries. Design/methodology/approach The present study is an applied research in terms of purpose and an analytical survey in terms of data collection and analysis method. The Walton standard questionnaire was used as the data collection tool. The statistical population of this research consists of librarians in the Iranian public libraries. Descriptive and inferential statistics were used in order to analyze the data. Findings The findings showed that the dimensions of organizational social integration, constitutionalism in the organization and the capacity for human development are at a good level; the dimensions of the environment opportunity for continued growth and security and safe and healthy work are at a moderate level. Finally, the dimensions of fair and adequate payment, social relevance of work life and total life space are at a weak level are shown. Originality/value The findings of the confirmed hypothesis indicated that the librarians at the Iranian public libraries have a desirable (high) QWL.

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Section: Discussionsupporting

confidence: 92%

“…Nayak et al (2016) conducted their research entitled Human Resources interventions and QWL for healthcare research personnel. The study aimed to examine the predictive factors of perceived QWL by human resources interventions in the health care unit.…”

Section: Research Backgroundsmentioning

confidence: 99%

Measuring the librarians’ quality of working life in the Iranian public libraries

Koohbanani

Zarei

Erfani

2019

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“…HR should introduce interventions to make organizations a better place to work and helps in achieving QWL by focussing on the areas of teamwork, empowerment and communication. Supervisors must be selected, trained and rewarded for their effective display of the right behaviours to provide QWL to their subordinates (Nayak et al, 2016). Promoting a culture of fairness would help to cultivate a conducive work environment that would prevent employees from bad supervision (Aryee et al, 2007).…”

Section: Despotic Leadership and Job Performancementioning

confidence: 99%

How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

Nauman

Zheng

Basit

2020

LODJ

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PurposeThis study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.Design/methodology/approachWe used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.FindingsThe results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.Practical implicationsFor individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.Originality/valueThis study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

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“…Quality life at workplace encourages employees to remain efficient, devoted and motivated toward their organizations and result in improving performance/productivity of organizations. Thus, high QWL is desired by employees to perform their job tasks in an efficient manner (Yadav and Naim, 2017;Nayak et al, 2016).…”

Section: 9mentioning

confidence: 99%

Modeling teachers’ quality of work life: a partial least square approach

Malik

Mehmood²,

Umrani

2019

IJPPM

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Purpose The purpose of this paper is to examine the factors affecting quality of work life (QWL) of teachers working in Higher Education Institutions. Design/methodology/approach A cross-sectional study was conducted by sampling 347 teaching faculty members through questionnaires. Findings Fair communication plays the strongest role and social networks have the weakest role in shaping the QWL in higher educational institutions (HEIs) of Pakistan. The relationship of social networks and QWL negates the Hofstede’s view of Pakistan society to a great extent. Research limitations/implications A cross-sectional data set is used for tapping a small sample size. The direct effects of four factors were considered for examination. The examination of indirect effects for the factors having weak effects is recommended. Practical implications Decision makers having intentions to improve QWL in HEIs must adopt procedural justice and effective communication channels; they should have high respect for employees and should help them to develop networks within the HEIs. Social implications Inter-relationships at workplace are hampering due to weak social networks. Originality/value The study is an important landmark in highlighting the factors that must be available for higher QWL of faculty members of public sector HEIs.

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HR interventions and quality of work life of healthcare employees: an investigation

Cited by 14 publications

References 20 publications

Measuring the librarians’ quality of working life in the Iranian public libraries

Measuring the librarians’ quality of working life in the Iranian public libraries

How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

Modeling teachers’ quality of work life: a partial least square approach

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