Influences on the quality of work and nonwork life: Two decades in review

Loscocco, Karyn A.; Roschelle, Anne R.

doi:10.1016/0001-8791(91)90009-b

Cited by 190 publications

(124 citation statements)

References 214 publications

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“…Several published works have addressed the constructs that make up the QWL domain and key elements of QWL programs [1][2][3][4][5]14] . Others such as Pelsma et al [15] and Hart [16] found that psychological distress and morale contributed equally to teachers' QWL.…”

Section: Past Research On Qwlmentioning

confidence: 99%

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Quality Of Work Life: Implications Of Career Dimensions

Rose¹,

Beh²,

Uli³

et al. 2006

J. of Social Sciences

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Literature on QWL is limited and several studies commonly correlates with job satisfaction but no study on QWL has associated with career related factors. This empirical study was done to predict QWL in relation to career-related dimensions. The sample consists of 475 managers from the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The result indicates that three exogenous variables are significant: career satisfaction, career achievement and career balance, with 63% of the variance in QWL.

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Section: Past Research On Qwlmentioning

confidence: 99%

“…According to Loscocco and Roschelle [14] , the most common assessment of QWL is the individual attitudes. This is because individual work attitudes are important indicators of QWL.…”

Section: Past Research On Qwlmentioning

confidence: 99%

Quality Of Work Life: Implications Of Career Dimensions

Rose¹,

Beh²,

Uli³

et al. 2006

J. of Social Sciences

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“…Vocational psychology has a rich tradition of examining the vocational issues affecting women (e.g., see reviews by Borgen, 1991;Buboltz, Ebberwein, Watkins, & Savickas, 1995;London & Greller, 1991;Loscocco & Roschelle, 1991). Race and ethnicity have been salient in vocational psychology for many years, with the emphasis on multicultural training and attention to local norms for career assessment.…”

Section: Vocational Psychology and Diverse Groups Overviewmentioning

confidence: 99%

“…Scholars have summarized the most recent past by celebrating the contributions of the grand masters of vocational psychology, like Donald Super, John Holland, and Rene Dawis, and more recently Sam Osipow (Borgen, 1991;Barak & Leong, 2001), and by reviewing trends in the journals (e.g., Borgen, 1991;London & Greller, 1991;Watkins & Savickas, 1990), and trends in the field (Dawis, 1996;Lee, Mitchell, & Sablynski, 1999;Loscocco & Roschelle, 1991). Vocational psychology's vision is a mosaic with diverse viewpoints.…”

Section: Looking Back and Looking Aheadmentioning

confidence: 99%

Worklife Across the Lifespan

Larson¹

2011

Oxford Handbooks Online

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An extensive literature search across the spectrum of vocational psychology was conducted using the time frame of 1991-2008 and resulted in 47 quantitative reviews (i.e., meta-analyses). First, theories of vocational psychology are presented including John Holland's ( 1997) and Rene Dawis and Loyd Lofquist's ( 1984;Dawis, 2005) theory of work adjustment person-environment fit (P-E fit) models; Lent, Brown, and Hackett ( 1994) social cognitive career theory; the social learning theory of John Krumboltz ( 1990); Donald Super's career construction theory (Super, 1992); and L. S. Gottfredson's ( 1999) circumscription theory. Next, vocational outcomes of young people (the development of interests, educational and occupational aspirations, educational achievement, and career choice) and wage-earning adults (job search, job entry, job performance, job satisfaction, career success, and mental health outcomes) are reviewed. The last two major sections concern diverse groups (women and racially and ethnically diverse groups) and individual differences (cognitive ability, personality, and interests) as predictors of vocational outcomes. AbstractAn extensive literature search across the spectrum of vocational psychology was conducted using the time frame of 1991-2008 and resulted in 47 quantitative reviews (i.e., meta-analyses). First, theories of vocational psychology are presented including John Holland's ( 1997) and Rene Dawis and Loyd Lofquist's ( 1984;Dawis, 2005) theory of work adjustment person-environment fit (P-E fit) models; Lent, Brown, and Hackett ( 1994) social cognitive career theory; the social learning theory of John Krumboltz ( 1990); Donald Super's career construction theory (Super, 1992); and L. S. Gottfredson's ( 1999) circumscription theory. Next, vocational outcomes of young people (the development of interests, educational and occupational aspirations, educational achievement, and career choice) and wage-earning adults (job search, job entry, job performance, job satisfaction, career success, and mental health outcomes) are reviewed. The last two major sections concern diverse groups (women and racially and ethnically diverse groups) and individual differences (cognitive ability, personality, and interests) as predictors of vocational outcomes.

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“…Walton [4] proposed eight major conceptual categories relating to QWL as (1) adequate and fair compensation, (2) safe and healthy working conditions, (3) immediate opportunity to use and develop human capacities, (4) opportunity for continued growth and security, (5) social integration in the work organization, (6) constitutionalism in the work organization, (7) work and total life space and (8) social relevance of work life. Several published works have addressed the constructs that make up the QWL domain and key elements of QWL programs [1][2][3][4][5]16] . Others such as Pelsma et al [17] and Hart [18] found that psychological distress and morale contributed equally to teachers' QWL.…”

Section: Literature Review Qwlmentioning

confidence: 99%

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

Rose¹,

Beh²,

Uli³

et al. 2006

American J. of Applied Sciences

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Abstract:The aim of this study was to determine the level and relationship between qualities of work life (QWL) with career-related variables. The sample consists of 475 executives from the electrical and electronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The selection of respondents using stratified random sampling technique involves a complete list of industrial firms registered with Malaysian Industrial Development Authority (MIDA). Construct validity and discriminant validity were conducted on the instruments. Three exogenous variables were studied. The result indicates that the three exogenous variables are significant: career satisfaction, career achievement and career balance with 63% of the variance in QWL. The respondents appeared to be satisfied in respect to the level of QWL (49.5%), career achievement (70.3%), career satisfaction (63.8%), but less so for career balance (36.6%). These findings contribute to an understanding of ways by top management in attempts to attain a career fit between the needs of the employees and the needs of the organization. The role QWL plays in organizations is an understudied issue. The present study opens an avenue for more studies in this direction.

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Influences on the quality of work and nonwork life: Two decades in review

Cited by 190 publications

References 214 publications

Quality Of Work Life: Implications Of Career Dimensions

Quality Of Work Life: Implications Of Career Dimensions

Worklife Across the Lifespan

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

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