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Evaluation of quality of work life: an adaptation from the Walton's QWL model

Authors:
Luciana Da Silva Lirani at Federal University of Paraná
Luciana Da Silva Lirani
Bruno Pedroso at State University of Ponta Grossa
Bruno Pedroso
Luiz Alberto Pilatti at Federal University of Technology of Paraná
Luiz Alberto Pilatti
Antonio Carlos de Francisco at Federal University of Technology of Paraná
Antonio Carlos de Francisco
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The concerning regarding the quality of life in the laboral environment raised the development of several models of quality of work life. Among them, one of the most used has been the model proposed by Walton. Although its utilization occurrs in large scale, the Walton’s QWL modelmay not be an appropriate instrument for populations with a low schooling level, once the non understanding of the evaluation criteria may result in relapses answers. In this perspective, the objective of the present study is to propose an adaptation from the Model of Walton, where the criteria were transcribed in the interrogative form, and the scale of answers were converted into a Likert scale with five alternatives. The verification of the inner consistency of the instrument was achieved from the Cronbach’s alpha coefficient, which the obtained value was 0,96. Such result guarantees a very high consistency to the instrument adopted. It can be concluded that the adaptation from the Model of Walton, proposed in this study, allows, through more clarified questions and a more objective scale of answers, its application to people with low schooling level, guarantying the obtaining of reliable results without changing criteria and objectives of the original instrument.
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EVALUATION OF QUALITY OF WORK
LIFE: AN ADAPTATION FROM THE
WALTON’S QWL MODEL
Luciana da Silva Timossi (UTFPR/CAPES)
lu_lirani@yahoo.com.br
Bruno Pedroso (UTFPR/CAPES)
brunops3@brturbo.com.br
Antonio Carlos de Francisco (UTFPR)
acfrancisco@terra.com.br
Luiz Alberto Pilatti (UTFPR)
lapilatti@utfpr.edu.br
The concerning regarding the quality of life in the laboral environment
raised the development of several models of quality of work life. Among
them, one of the most used has been the model proposed by Walton.
Although its utilization occurrs in large scale, the Walton’s QWL model
may not be an appropriate instrument for populations with a low
schooling level, once the non understanding of the evaluation criteria
may result in relapses answers. In this perspective, the objective of the
present study is to propose an adaptation from the Model of Walton,
where the criteria were transcribed in the interrogative form, and the
scale of answers were converted into a Likert scale with five
alternatives. The verification of the inner consistency of the instrument
was achieved from the Cronbach’s alpha coefficient, which the
obtained value was 0,96. Such result guarantees a very high
consistency to the instrument adopted. It can be concluded that the
adaptation from the Model of Walton, proposed in this study, allows,
through more clarified questions and a more objective scale of
answers, its application to people with low schooling level, guarantying
the obtaining of reliable results without changing criteria and
objectives of the original instrument.
Palavras-chaves: Quality of work life, Walton’s QWL model,
evaluation instrument
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1. Introduction
The contemporary scenario show that the companies are increasingly trying to
accompany the changes occurred in the business environment and, consequently, they
concentrate great part of their effort in the attempt to possess a differential, which may
guarantee competitive advantage on the market. This way, some companies are starting to
realize that changing their focus to the individuals that compound the organization may be a
good business strategy.
The mobilization and full use of people in their activities have consequently occurred
by the change of concepts and changes in management practices occurred in organizations.
The companies, instead of investing directly in products and services, are investing in people
who understand, know how to create, develop and improve those products and services.
(ZANETTI, 2002).
This way, the investigation on Quality of Work Life (QWL), the development and the
application of programs that intend to improve the work environment can bring benefits to the
company in the relationship with its workers and in the quality of its products, making them
more competitive. Further more, nowadays it is possible to realize a differentiated approach
regarding people’s Quality of Life (QL), indicating a valuation in factors inherent to the
human being, like satisfaction level, professional and personal achievement, good relation
with society and access to culture and leisure as real examples of well being.
The discussion about QWL is not recent. After an investigation on the bank of thesis
from the Coordination for the Improvement of Higher Education Staff (Capes), a good
number of thesis and dissertations in the Management area related to QWL since 1989 were
found. And, since 1996, they were also found in the Production Engineering area. In general
the researches about the QWL have as purpose the comprehension regarding individual
situations of workers in their laboural environment, including behavioral aspects, and
individual satisfaction (LIMONGI-FRANÇA, 2004). To evaluate the QWL, the models more
frequently found in the literature are Hackman and Oldham (1975); Westley (1979); Wether
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and Davis (1983); Walton (1975) and Fernandes (1996). In Brazil, the Walton’s QWL model
(1975) is one of the most accepted and used by the researchers QWL.
During the development of some studies related to QWL, and after a lot of
applications of the Walton’s QWL model, it was observed the fact that some collaborators,
when subjected to the evaluation of QWL, presented difficulties to interpret and understand
the original form of the model, due to the use of more elaborated terms and expressions.
Another point of difficulty was regarding the lack of direct and specific questions or the
definition of each criterion. Based on this perspective, it is verified the need of an instrument
of easy comprehension to attend collaborators with a low schooling level.
In this context, the objectives of this study are:
− To adapt the evaluation model of QWL proposed by Walton in 1975 in a simpler and
direct language, allowing its application to individuals with a low schooling level.
− To present the development of the adapted version, pointing out that this study was not
aimed at creating of a new model of evaluation of the QWL, but just adapts a model
already existent and broadly used.
2. Quality of Work Life
The work, in its purposes and also in its concept, evolved over time. Work is not a
simple instrument or a mean of subsistence anymore; it is now a multifactor process, in which
the human being is placed as a driving centre. Following the work evolution came the QWL,
which have the focus centered on the individual, and its concerning is to try to offer good
laboural conditions to the worker, so that he can develop his tasks with satisfaction and well-
being.
According to Walton (1975), the QWL is getting importance as a way to rescue human
and environmental values that have being neglected in favor of technological advancement of
the productivity and economic growth. To Fernandes (1996), the QWL cover the conciliation
of the individuals’ and organizations’ interests, that is to say, at the same time that it improves
the worker’s satisfaction, it improves consonantly the productivity of the company. Cole et al.
(2005, p. 54) states that “the quality of life at work includes broad aspects of the work
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environment which affects the collaborator in its health and in its performance”.
With the technology available to everyone, the companies started investing on the
transformation of the laboural environment, trying to make it suitable to the physical, mental
and social needs of its workers, having in mind that this is a way to impose its differential in
face of the market. According to Limongi-França (2004, p. 10),
[...] when this vision is consolidated, the businessman no longer looks at the money
he applies in better conditions of life at work as expenditure, but yet as an
investment, that certainly will bring him in return a virtuous circle, where the quality
of life at work represents the quality of his products, productivity and, consequently,
higher competitiveness.
In this perspective, it is possible to state that, while technology ceases to be a
differential for the company, it is the persons who are inserted in it that promotes or not its
success. This way, the concern with the health, and the well being, and, consequently the
QWL of the workers is intensified.
2.1 Walton’s QWL model
To this proposal of adaptation it was selected the model proposed by Walton (1975),
that comprehend eight dimensions according to the writer, directly influence the employee.
His choice is justified because its eight criteria addressed broadly covers basic aspects of the
work situations, and for being a widely used instrument in the QWL evaluation in Brazil.
The listed criteria that compose the Walton’s QWL model (1975) are not in priority
order, and can be arranged in distinct manners to assume other importance, according to the
reality in each organization. Table 1 indicates the criteria and subcriteria presents in Walton’s
QWL model (1975).
Evaluation criteria of
QWL
–
Walton
’s QWL model
(1975)
1.
Adequate and f
air compensation
5.
Social integration
Fai
r
R
emuneration
Discrimina
tion
W
age
B
alance
Interpersonal Relationship
Participation in R
esults
Team’s Compromise
Extra Benefits
Ideas’ Valorization
2.
Safe and healthy environment
6. Constitut
ionalism
Weekly Journey
Worker’s Right
Workload
F
reedom of Expression
Process Technology
Discussion and Norm
s
Salubrity
Respect
a
Individualities
EPI and EPC Equipments
7.
The
t
otal life
space
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Fatigue
Influence on the Family R
outine
3.
D
evelopment
of human capacities
Leisure Possibility
Aut
onomy
Time of Work and R
est
Importance of the
T
ask
8.
Social relevance
Polyvalence
Proud of the
W
ork
Performance Evaluation
Institutional I
mage
Conferred
Responsibility
Community Integration
4.
Growth and security
Qualities of the
Products
/
Serv
ices
Professional Growth
Politic of
Humans Recourses
Trainings
Resignations
Encouragement for studies
Source
:
Adapted
from
(WALTON, 1975)
Table 1 – Criteria and sub criteria of the quality of work life
3. Methodology
This study has been developed in four different contexts: first in the context of the
current academic literature about QWL and its evaluation models; next, in the investigation
and the adaptation of the questions; and, finally, the application of the instrument and the
analysis of the coefficients found by criteria and in a general way of the whole instrument. A
more detailed description of the stages is presented below.
3.1 Questions development
The questions development process and adaptation of the technical terms to simpler
and more usual terms, without changing its meaning, involved the following steps:
a) Application of the instrument in its original shape and the identification of the terms that
would be adapted. Some of these terms are indicated in the Table 2.
Original Terms
Adapted Terms
Fair Remuneration
Salary
Extra Benefits
Alimentation, transport, doctor, dentist, etc.
Salubrity
Work conditions
Fatigue
Tiredness
Polyvalence
Possibility
to perform several works
Constitutionalis
m
Respect to laws and norms
Source: Research data
, 2007
Table 2 – Some examples of alternate and adapted terms at the instrument
b) Elaboration of a set of questions involving anchors terms and adapted terms;
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c) The permanence of the original anchor term of the instrument between brackets in the
question, beside the term that corresponds to its modified synonymous, as presented in
Illustration 1.
d) Standardization of the questionnaire involving the eight criteria proposed by Walton
(1975) and 35 subcriteria, each being represented by a question.
e) Formulation of a response scale equivalent to all questions, as showed in Illustration 1.
Illustration 1 – Example of the question present in the instrument
3.2 Development of the answers scales
In order to identify the collaborator’ perception regarding his QWL, it was used a
Likert scale, polarized in five points. The purpose of this scale, exemplified in Table 3, is to
verify the collaborator’ satisfaction according to the indicated criteria, taking into account its
individual’s needs and aspirations.
Scale
0% anchor
25%
50%
75%
100% anchor
Evaluation
of the
satisfaction
level.
Very dissatisfied dissatisfied
Neither
satisfied nor
dissatisfied
Satisfied Very satisfied
Numerical
Grade 1 2 3 4 5
Source: Adapted
from
Fleck, 1999
Table 3 – Scale of levels of satisfaction
This scale was based on the model of answer used by the Health World Organization
in the instrument WHOQL-100. To make comprehension easier and to standardize the
respective answers to the questionings, it was used only one scale of answers referring to the
evaluation of the intensity of satisfaction for all questions.
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3.3 Verification of the instrument’s consistency
To ensure the inner consistency of the present instrument, it was used the Cronbach’s
alpha coefficient. Developed by Lee Cronbach in 1951, the Cronbach’s alpha coefficient is a
statistic tool that evaluates the confiability through the inner consistency of a questionnaire.
For the utilization of the Cronbach’s alpha coefficient, it is a requirement that all the items of
instrument use the same measurement scale (FREITAS; RODRIGUES, 2005).
The Cronbach’s alpha is obtained by the variance of individual components and by the
variance of the components sum of each evaluated, aiming to investigate the possible relations
between the items. This way, the variances used at Cronbach’s coefficients calculus are: the
number of questions of the instrument (K), the variance of each question ( 2
i
S) and the total
variance of the instrument ( 2
t
S). The Cronbach’s alpha coefficient can be calculated through
the following equation:
−
−
=
=
2
1
2
1*
1t
k
i
i
S
S
K
K
α
Equation 1 – Calculus of the Cronbach’s alpha coefficient
Source: Freitas and Rodrigues, 2005
It is important to observe that, even being widely used in many areas of the
knowledge, there is not a consensus about the evaluation of the Cronbach’s alpha coefficient.
Some literatures consider satisfactory an instrument of research that obtains
α
=0,70.
Nevertheless, it is the researcher’s task to decide which the minimum confiability value is to
his respective instrument (FREITAS; RODRIGUES, 2005).
According to the verification of the instrument’s consistency, it will be used as base
the classification proposed by Freitas and Rodrigues (2005), who suggest the following scale
to analyze the Cronbach’s alpha coefficient:
α
value Confiability
α
0,30
Very low
0,30<
α
0,60
Low
0,60<
α
0,75
Moderate
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0,75<
α
0,90
High
α
>0,90
Very high
Source: Freitas and Rodrigues, 2005
Table 4 – Cronbach’s alpha confiability scale.
According to Freitas and Rodrigues (2005), the factors that could influence the
confiability of a questionnaire are: the number of items, length of time for the application, and
the sample of evaluators.
− Number of items: a questionnaire with a large number of items can cause impulsive and
relapsing answers, beyond tending to increase the number of items without answers.
− Length of time for the application: limiting to a space of time pre-established can also
cause the same problems describe in the previous item. It is commonly observed that due
to lack of time to fill out the form, the last questions of it will not be answered.
− Sample of evaluators: applying a questionnaire to a similar sample, should reduce the
confiability of a questionnaire, because, the more homogeneous, the variance tends to
become null.
Concerning the previous items, it can be stated that none of these suffer any changes
in the present research, having in mind that the purpose of this study was not to create a new
instrument, but yet, to facilitate the understanding and comprehension of the items of an
instrument already existent and validated.
3.4 Application of the instrument
To test the inner consistency of the present instrument, an application was carried out
in a sample of 99 respondents. It was tried to use, concerning the educational level, the most
heterogeneous sample possible, once the objective is the adaptation of the instrument in a way
it facilitates the comprehension of questions and the answers scale. This way, the distribution
of the sample according to the schooling level is configured as showed in Illustration 2.
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Illustration 2 – Respondent’s schooling level
Source: Research data, 2007
4. Results and discussion
The application of the Cronbach’s alpha coefficient with the purpose of testing the
inner consistency of the instrument adoption presented the following results concerning the
eight QWL criteria proposed by Walton (1975):
Criteria
α
value
Adequate and fair compensation 0,86
Safe and healthy environment 0,84
Development of human capacities 0,86
Growth and security 0,79
Social integration 0,66
Constitutionalism 0,88
The total life space 0,84
Social relevance 0,81
TOTAL 0,96
Source: Research data, 2007
Table 5 – Cronbach’s alpha coefficient of the adapted instrument.
Based on the classification of alpha’s values, proposed by Freitas and Rodrigues
(2004), it can be stated that the criterion “Social integration” is the only one that presents
moderate consistency, while the other criteria are classified with a high consistency. On its
turn, the alpha of the whole instrument was calculated in 0,96, which guarantees a very high
inner consistency to the adapted instrument proposed in this study.
This way, the results obtained from the application of the adapted version from the
Walton’s QWL model, indicate that the proposed adaptation in this work presents a high inner
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consistency, which makes it, as the original model proposed by Walton (1975), proper to
subside de researches from the QWL area.
In the evaluation of the scores obtained from the adapted version application of
Walton’s QWL model, it was established that the criteria with an average over score 3, which
corresponds to 50% on the scale of 1 to 5 points, would be considered positive or factors of
satisfaction in the work environment. The criteria indicating an average lower than 3 would be
classified as negative/unsatisfactory on the QWL. Illustration 3 presents the results according
to the eight investigated criteria.
3,30 3,60 3,80
3,38 3,64 3,69 3,64 3,82
1,0
1,5
2,0
2,5
3,0
3,5
4,0
4,5
5,0
A de qu at e a n d
f a ir
c o m p e n s a t io n
S af e a n d h ea lt h y
e n v i ro n m e n t
D e ve lo p m e n t o f
h u m a n
c a p a c i t ie s
G r o wt h a n d
s e c u r it y
S oc ia l int e g r a t i o n
C o n s t i tu t i on a l is m
T h e t ot a l l i f e
s p a c e
S oc ia l re lev an c e
Illustration 3 - Level of satisfaction of the individuals with QWL’s criteria
Source: Research data, 2007
According to Illustration 3, all the criteria present a level of satisfaction higher than
50%. The factor “adequate and fair compensation” (3,3) presented the lowest level of
satisfaction adopted, and it might be interfering negativity on the QWL. The criterion:
“growth and security” (3,38), “safe and healthy environment” (3,60), “the total life space”
(3,64) and “social integration” (3,64) presented levels over 3, but very close to the limit of
dissatisfaction, which could be indicating conflict relations between these factors, which
could be considered ideal by the collaborators. Considering specifically the item “the total life
space” (3,64), since it evaluates the work influence in the general life of a person, addressing
questions like: the influence of the work in familiar life, leisure and rest. Table 6 presents the
statistics of the QWL criteria.
Cr
iteria
Satisfaction Level
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Averag
e
Standard
Deviation
Variance
Coefficient
1.
Adequate and f
air compensation
3,30
0,9
3,66
2. Safe and healthy environment
3,60
0,71
5,07
3.
D
evelopment of
human
capacities
3,80
0,65
5,85
4. Growth and security
3,38
0,83
4,08
5. Social
integration
3,64
0,62
5,87
6. Constitutionalism
3,69
0,79
4,67
7.
The t
otal
life
spac
e
3,64
0,76
4,79
8. Social relevance
3,82
0,58
6,59
Source: Research data, 2007
Table 6 - Mean standard deviation and variance coefficient of QWL criteria.
In this study we can find classified as indicators of satisfaction the criteria:
“constitutionalism” (3,69), “development of human capacities” (3,80) and “social relevance”
with a higher score (3,82). With these results in hands it is possible to guide the company’s
decision making in search for best laboural conditions. As Lima (2004) points out, in the
current competitive environment the organizations needs a healthy, motivated and prepared
workforce to the competition. And the author still adds an important observation regarding the
responsibilities on QWL, pointing out that this is not exclusive to the company. This way, the
individual himself must be aware of his own importance in this process, or the organization to
stimulate or instruct him on this purpose.
It is then possible to think that a good QWL will exist if the individual turn the
attention to his own behavior according to his health and QL in general, trying to eliminate or
reduce his negative habits that might harm his well being. For this purpose, the companies
needs to have a holistic and more humanized vision according regarding the worker, once the
individual out and the employee inside the company is the very same person.
5. Conclusion
It is perceptible the fact that management has been suffering changes. The search for
quality, formerly targeted only to the organizational and productive aspects, is now also
focused to the collaborators’ QL. It is known that, as the work is a human being need, the
satisfaction from it also represents a need. In this sense, managers have sustained the precept
that, by improving the collaborators’ QL, consequently organization will be improving as a
whole.
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The objective of proposing an instrument with satisfactory psychometrics
characteristics, adapted to the Walton’s QWL model, was reached. The Cronbach’s alpha
coefficient of value = 0,96 reached on the application of the instrument indicates that it
presents, based on the classification proposed by Freitas and Rodrigues (2005), very high
inner consistency.
This way, it can be stated that the adaptation of Walton’s QWL model proposed in this
study allows, trough more clarified questions and a more objective scale of answers, its
application in people with lower schooling level, ensuring the obtaining of reliable results
without changing the criteria and the objectives of the original instrument.
References
COLE, D. C. et al. Quality of working life indicators in Canadian health care organizations: a tool for
healthy, health care workplaces?. Occupational Medicine, Vol. 55, n.1, p. 54-59, 2005.
FERNANDES, E. C. Qualidade de vida no trabalho: como medir para melhorar. Salvador: Casa da
Qualidade, 1996.
FREITAS, A. L. P., RODRIGUES, S. G. A avaliação da confiabilidade de questionário: uma análise
utilizando o coeficiente alfa de Cronbach. In: Simpósio de Engenharia de Produção, 12. 2005, Bauru.
Proceedings... Bauru: UNESP, 2005.
LIMA, W. D.; STANO, R. C. T. M. Pesquisa de clima organizacional como ferramenta estratégica
de gestão da qualidade de vida no trabalho. In: Simpósio de Engenharia de Produção, 11., 2004, Bauru.
Proceedings... Bauru: UNESP, 2004.
LIMONGI-FRANÇA, A. C. Qualidade de Vida no Trabalho: QVT. 2. ed. São Paulo: Atlas, 2004.
WALTON, R. E. Criteria for quality of work life. In: DAVIS, L. E. et al. Quality of working life:
problems, projects and the state of the art. New York: Macmillian, p. 91-104, 1975.
ZANETTI, E. M. S. P. Gerenciamento de recursos humanos: o caso das micro e pequenas indústrias
de confecções do município de Colatina-ES. Florianópolis, 2002. 133 f. Dissertação (Mestrado em Engenharia
de Produção) – Universidade Federal de Santa Catarina.
Thanks
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The authors thank the support provided by Capes trough the financial support received
for the elaboration of this research.
Attachment
Adapted version of the evaluation model of QWL proposed by Walton (1975). Also
available in: http://www.pg.utfpr.edu.br/ppgep/qvt/walton.html.
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... (c) uma versão adaptada da Escala de Avaliação da Qualidade de Vida no Trabalho Segundo o modelo de Walton, validada no Brasil por Ti-mossi et al. 16 . O instrumento é constituído por 32 afirmativas distribuídas em oito domínios: Compensação justa e adequada (duas afirmativas), relacionada à renda adequada ao cargo, que não pode apresentar divergências em relação ao salário médio no mercado de trabalho; Condições de trabalho (cinco afirmativas), referente à jornada de trabalho de acordo com a lei, remuneração de horas extras quando o empregado excede sua carga horária, condições seguras que minimizam riscos à saúde física e mental; Uso das capacidades (cinco afirmativas), que compreende a condição dada ao funcionário para que ele desenvolva habilidades técnicas e comportamentais através de feedback, para conhecer os processos que envolvem o trabalho que ele realiza, para poder planejar suas atividades e ter autonomia; Oportunidades (quatro afirmativas), que se refere à possibilidade de usar toda a capacidade do funcionário para crescer na empresa, assumindo novas posições com segurança; Integração social (quatro afirmativas), referente aos aspectos que envolvem relações pessoais harmoniosas, com companheirismo entre os membros da organização devido à ausência de preconceito, desigualdade e favoritismo; Constitucionalismo (quatro afirmativas), que envolve a condição de o funcionário gozar de seus direitos, ter liberdade de expressão, equidade e privacidade; Trabalho e vida (três afirmativas), envolvendo a forma como o trabalho impactou a vida pessoal, social e familiar do funcionário, uma vez que o trabalho deve garantir condições para que o funcionário desfrute seu tempo livre de lazer com sua família; e Relevância social (cinco afirmativas), relacionada à visão do funcionário sobre a responsabilidade social da empresa e seus benefícios para a sociedade 16 . ...
... (c) uma versão adaptada da Escala de Avaliação da Qualidade de Vida no Trabalho Segundo o modelo de Walton, validada no Brasil por Ti-mossi et al. 16 . O instrumento é constituído por 32 afirmativas distribuídas em oito domínios: Compensação justa e adequada (duas afirmativas), relacionada à renda adequada ao cargo, que não pode apresentar divergências em relação ao salário médio no mercado de trabalho; Condições de trabalho (cinco afirmativas), referente à jornada de trabalho de acordo com a lei, remuneração de horas extras quando o empregado excede sua carga horária, condições seguras que minimizam riscos à saúde física e mental; Uso das capacidades (cinco afirmativas), que compreende a condição dada ao funcionário para que ele desenvolva habilidades técnicas e comportamentais através de feedback, para conhecer os processos que envolvem o trabalho que ele realiza, para poder planejar suas atividades e ter autonomia; Oportunidades (quatro afirmativas), que se refere à possibilidade de usar toda a capacidade do funcionário para crescer na empresa, assumindo novas posições com segurança; Integração social (quatro afirmativas), referente aos aspectos que envolvem relações pessoais harmoniosas, com companheirismo entre os membros da organização devido à ausência de preconceito, desigualdade e favoritismo; Constitucionalismo (quatro afirmativas), que envolve a condição de o funcionário gozar de seus direitos, ter liberdade de expressão, equidade e privacidade; Trabalho e vida (três afirmativas), envolvendo a forma como o trabalho impactou a vida pessoal, social e familiar do funcionário, uma vez que o trabalho deve garantir condições para que o funcionário desfrute seu tempo livre de lazer com sua família; e Relevância social (cinco afirmativas), relacionada à visão do funcionário sobre a responsabilidade social da empresa e seus benefícios para a sociedade 16 . A escala de Avaliação da QVT mostrou alta consistência interna no estudo de validação na população brasileira (alfa do Cronbach = 0,96), sendo considerada adequada para apoiar pesquisas na área de qualidade de vida profissional em língua portuguesa 16 . ...
... O instrumento é constituído por 32 afirmativas distribuídas em oito domínios: Compensação justa e adequada (duas afirmativas), relacionada à renda adequada ao cargo, que não pode apresentar divergências em relação ao salário médio no mercado de trabalho; Condições de trabalho (cinco afirmativas), referente à jornada de trabalho de acordo com a lei, remuneração de horas extras quando o empregado excede sua carga horária, condições seguras que minimizam riscos à saúde física e mental; Uso das capacidades (cinco afirmativas), que compreende a condição dada ao funcionário para que ele desenvolva habilidades técnicas e comportamentais através de feedback, para conhecer os processos que envolvem o trabalho que ele realiza, para poder planejar suas atividades e ter autonomia; Oportunidades (quatro afirmativas), que se refere à possibilidade de usar toda a capacidade do funcionário para crescer na empresa, assumindo novas posições com segurança; Integração social (quatro afirmativas), referente aos aspectos que envolvem relações pessoais harmoniosas, com companheirismo entre os membros da organização devido à ausência de preconceito, desigualdade e favoritismo; Constitucionalismo (quatro afirmativas), que envolve a condição de o funcionário gozar de seus direitos, ter liberdade de expressão, equidade e privacidade; Trabalho e vida (três afirmativas), envolvendo a forma como o trabalho impactou a vida pessoal, social e familiar do funcionário, uma vez que o trabalho deve garantir condições para que o funcionário desfrute seu tempo livre de lazer com sua família; e Relevância social (cinco afirmativas), relacionada à visão do funcionário sobre a responsabilidade social da empresa e seus benefícios para a sociedade 16 . A escala de Avaliação da QVT mostrou alta consistência interna no estudo de validação na população brasileira (alfa do Cronbach = 0,96), sendo considerada adequada para apoiar pesquisas na área de qualidade de vida profissional em língua portuguesa 16 . As respostas para o questionário de QVT são dadas em uma escala Likert de cinco pontos, sendo: 1 = discordo totalmente; 2 = discordo; 3 = não discordo nem concordo; 4 = concordo; 5 = concordo totalmente. ...
Qualidade de vida e engajamento no trabalho em profissionais de enfermagem no início da pandemia de COVID-19
Article
Full-text available
  • Oct 2023
Resumo O artigo investiga a correlação entre engajamento e qualidade de vida no trabalho dos profissionais de enfermagem de um hospital público do interior do estado de São Paulo, no início da pandemia de COVID-19. Estudo transversal, descritivo e correlacional, com profissionais de enfermagem, realizado entre dezembro de 2020 e janeiro de 2021. Foram utilizadas as versões brasileiras da Utrecht Work Engagement Scale (UWES) e da Escala de Avaliação da Qualidade de Vida no Trabalho (QVT), segundo modelo de Walton. Os profissionais de enfermagem apresentaram correlação forte e positiva (r≥0.70) entre o domínio integração social da QVT e a dimensão vigor da UWES (r=0,88; p=<0,001); correlação positiva moderada (r≥0.40≤0.69) entre as condições de trabalho (QVT) e as dimensões vigor (r=0,40; p=<0,001), dedicação (r=0,40; p=<0,001) e escore geral (r=0,41; p=<0,001) da UWES. As correlações foram positivas e fracas (r≤0.39) para os demais domínios da QVT e as dimensões da UWES. Concluiu-se que os profissionais com níveis satisfatórios de qualidade de vida tendem a ter níveis mais altos de engajamento no trabalho. No início da pandemia de COVID-19, os profissionais de enfermagem estavam fortemente engajados e satisfeitos com sua qualidade de vida no trabalho.
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... (c) a version adapted from the Walton model Work-related Quality of Life Assessment Scale validated in Brazil by Timossi et al. 16 . The instrument comprises 32 affirmations distributed across eight domains: Adequate and Fair Compensation (two affirmations), relates to adequate income from the position, which should not deviate from the average salary on the employment market; Safe and Healthy Working Conditions (five affirmations), refers to lawful working hours, premium overtime pay and safe conditions that minimise physical and mental health risks; Immediate Opportunity to Use and Develop Human Capabilities (five affirmations), comprising the conditions offered to employees to develop technical and behavioural skills through feedback, to know the processes of which their work forms part, to plan their activities and have autonomy; Future Opportunity for Continued Growth and Security (four affirmations), requires employee's to be able to grow and advance in the company; Social Integration in the Work Organisation (four affirmations) requires harmonious personal relationships, fellowship among members of the organisation and freedom from prejudice, inequality and favouritism; Constitutionalism in the Work Organisation (four affirmations), given by employees' enjoying their rights and freedom of expression, fairness and privacy; Work and the Life Space (three affirmations) relates to how the work impacts employees' personal, social and family life and ensures conditions for employees to enjoy their free time with their families; and the Social Relevance of Work Life (five affirmations), reflects employees' views of the company's social responsibility and its benefits to society 16 . ...
... (c) a version adapted from the Walton model Work-related Quality of Life Assessment Scale validated in Brazil by Timossi et al. 16 . The instrument comprises 32 affirmations distributed across eight domains: Adequate and Fair Compensation (two affirmations), relates to adequate income from the position, which should not deviate from the average salary on the employment market; Safe and Healthy Working Conditions (five affirmations), refers to lawful working hours, premium overtime pay and safe conditions that minimise physical and mental health risks; Immediate Opportunity to Use and Develop Human Capabilities (five affirmations), comprising the conditions offered to employees to develop technical and behavioural skills through feedback, to know the processes of which their work forms part, to plan their activities and have autonomy; Future Opportunity for Continued Growth and Security (four affirmations), requires employee's to be able to grow and advance in the company; Social Integration in the Work Organisation (four affirmations) requires harmonious personal relationships, fellowship among members of the organisation and freedom from prejudice, inequality and favouritism; Constitutionalism in the Work Organisation (four affirmations), given by employees' enjoying their rights and freedom of expression, fairness and privacy; Work and the Life Space (three affirmations) relates to how the work impacts employees' personal, social and family life and ensures conditions for employees to enjoy their free time with their families; and the Social Relevance of Work Life (five affirmations), reflects employees' views of the company's social responsibility and its benefits to society 16 . The WRQoL Assessment Scale showed high internal consistency in the validation study in the Brazilian population (Cronbach's alpha = 0.96) and was considered suitable to support work-related quality of life studies in Portuguese 16 . ...
... Responses to the WRQoL questionnaire are given on a five-point Likert scale, where: 1 = totally disagree; 2 = disagree; 3 = neither disagree nor agree; 4 = agree; and 5 = totally agree. The higher the score, the more satisfied is the respondent (five being the maximum for each criterion examined) 16 . ...
Quality of life and work engagement among nursing staff at the start of the COVID-19 pandemic
Article
Full-text available
  • Oct 2023
This article investigates the correlation between work engagement and work-related quality of life among nursing staff at a public hospital in São Paulo State, at the onset of the COVID-19 pandemic. A descriptive, correlational, cross-sectional study of nursing personnel was conducted from December 2020 to January 2021, using the Brazilian versions of the Work & Well-being Survey (Utrecht Work Engagement Scale - UWES) and the Work-related Quality of Life (WRQoL) scale, following Walton’s model. Nursing staffs returned a strong positive correlation (r≥0.70) between the social integration domain of the WRQoL and the vigour dimension of the UWES (r=0.88; p=<0.001); a moderate positive correlation (r≥0.40≤0.69) between working conditions (WRQOL) and the vigour (r=0.40; p<0.001), dedication (r=0.40; p<0.001) and overall score (r=0.41; p<0.001) dimensions of the UWES. Correlations were positive and weak (r≤0.39) for the other WRQoL domains and the UWES dimensions. It was concluded that personnel with satisfactory levels of quality of life tend to show higher levels of engagement at work. At the onset of the COVID-19 pandemic, nursing professionals were strongly engaged and satisfied with their work-related quality of life.
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... We used Ono's 21 QWL components [13], and developed a preliminary version of the QWLQ for JCP. The items were also developed with reference to several previous studies on QWL or job satisfaction [25,26]. The preliminary version was confirmed and revised by community pharmacists for comprehensive coverage. ...
Development of a quality of work life scale for Japanese community pharmacists: a questionnaire survey mostly in large companies
Article
Full-text available
  • Mar 2024
Background Human resource management may become complex for community pharmacists owing to recent changes in work volume and content. Few studies have examined job satisfaction, well-being, and quality of work life (QWL) among community pharmacists in Japan. This study focused on QWL, a more comprehensive concept than job satisfaction, and aimed to develop the QWL questionnaire for Japanese community pharmacists (the QWLQ for JCP) and assess its reliability and validity. Methods A questionnaire survey was conducted among 2027 pharmacists who worked in pharmacies with the cooperation of 20 corporations running pharmacies. Collected data were subjected to principal component factor analysis with Promax rotation via SPSS Windows version 28. Results The factor analysis used data from 1966 pharmacists. In total, five significant components, which formed the basis of the QWLQ for JCP, were identified. These included “Influence of work on mind and body,” “Relationships with colleagues,” “Relationship with the boss,” “Meaning of existence in the workplace,” and “Pride in work.” Cronbach’s alpha, which expressed reliability, ranged from 0.585 to 0.854 for all the subscales. Conclusion The QWLQ for the JCP significantly explained the concept of QWL, which indicated that its validity was sufficient.
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... The Walton QWL Questionnaire was used in this study to collect data on QWL. This questionnaire was based on Walton's factors (1973) and was designed by da Siva Tomossi et al. in 2008 [23]. The 35-item tool has been translated into Persian, and its psychoanalytic indicators have been assessed [24]. ...
The impact of the education program based on dimensions of quality of work life among emergency medical services providers
Article
Full-text available
  • Feb 2024
  • BMC HEALTH SERV RES
Background Quality of work life is a vital factor for health care providers. This study aimed to determine the impact of the education program based on dimensions of quality of work life among emergency medical services employees. Methods The quasi-experimental study was conducted on 100 emergency medical services employees in Tehran, Iran, who were chosen using a convenience sampling method (50 in the intervention group and 50 in the control group). The information was gathered using a Demographic Questionnaire and a Walton Quality of Work Life Questionnaire with eight dimensions. The research was carried out in three stages: design, implementation, and evaluation of the education program. During the design phase, the educational needs of the participants were determined in terms of the dimensions of the quality of work life and work and total living space. The education program on work-life quality was implemented in four virtual group sessions, emphasizing the educational needs identified through uploading educational content to the WhatsApp application. The evaluation was conducted in two stages: before the education program and three months after the program. With a significance level of 0.05, the data was analyzed using SPSS version 24 software. Results The results revealed that an education program on the quality of work life and its dimensions, emphasizing strategies to improve work and total living space, can improve the score of this dimension in the intra-group comparison of both the intervention and control groups (p = 0.046), as well as in the inter-group comparison, at the three-month post-intervention stage, there is a significant difference and a significant increase (p = 0.030), but it does not have a significant effect on the quality of work life and its other dimensions. Conclusion It is recommended that emergency medical services managers plan to improve the quality of working life of their employees, particularly in terms of work and total living space.
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... Primary data was collected from the employees of HPPCL through a pen and paper survey. A questionnaire developed by Timossi, et al (2008) in their research study on "Evaluation of Quality of Work Life: An Adaptation from the Walton's Quality of Work Life model," was used for collecting data related to the QWL of employees ...
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... QWL was based on Walton QWL (1975) model derived from socio-technical (STS) theory. However, Timossi et al. (2007) dimensions of QWL adapted from Walton (1975) model were used in this study with eight subscales including (1) fair and appropriate salary, (2) working condition, (3) use of capacities at work, (4) opportunities at work, (5) social integration, (6) constitutionalism, (7) space of work in life, and (8) social relevance. The relationships between QWL and its related factors including JC & OC were also explored. ...
Factors Related to Quality of Work Life among Nurses in Public Hospitals, Nyanza Province, Republic of Kenya
Article
Full-text available
  • Sep 2022
Quality of work life (QWL) of nurses is one of the best ways to understand issues related to their work retention. Studies have found that QWL is related to job characteristics and organizational climate. This descriptive correlational study aimed to describe the levels of QWL among nurses and related factors including job characteristics and organizational climate; and to explore the relationships between QWL and related factors. The subjects were 238 nurses working in five public hospitals in Nyanza Province in the Republic of Kenya. The research instruments were: the Job Diagnostic Scale (JDS), the Organizational Climate Survey (OCS) and the Quality of Work Life Evaluation Scale (QWLES). The reliability coefficients of the JDS, OCS and QWLES were 0.86, 0.77, and 0.82 respectively. Descriptive statistics and Pearson's product-moment correlation were used to analyze data. The results of the study revealed that: 1. The overall mean score of job characteristics as perceived by the subjects was at a high level (=5.07; S.D.=0.71). 2. The overall mean score of organizational climate as perceived by the subjects was at a moderate level (=2.47; S.D.=0.36). 3. The overall mean score of quality of work life as perceived by the subjects was at a satisfactory level (=2.59; S.D.=0.56). 4. There was a significant low positive correlation between job characteristics and quality of work life (r=0.17, p<0.01). 5. There was a significant moderate positive correlation between organizational climate and quality of work life (r=0.32, p<0.01). The results of the study could be baseline information for hospital and nurse administrators of public hospitals in Kenya to develop strategies to improve job characteristics and organizational climate in the hospital in order to enhance quality of work life among nurses.
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Assessing the link between occupational risk factors, work-related musculoskeletal disorders and quality of work life: An analysis using PLS-SEM
Article
  • Nov 2024
  • INT J IND ERGONOM
This article aimed to test the hypotheses of a complex model considering the chain relationship between occupational risk factors, work-related musculoskeletal disorders (WMSDs) symptoms, and Quality of Work Life (QWL) perceived by workers. We assessed psychosocial risk factors utilizing items from the Job Content Questionnaire, the Effort-Reward Imbalance Questionnaire, and the Copenhagen Psychosocial Questionnaire II. The biomechanical factors analyzed included poor trunk and upper limb postures, excessive lifting, and prolonged standing. Organizational factors evaluated were monotonous work, tight deadlines, and low stimulation for teamwork. Using the Nordic and Walton Questionnaires, we assessed workers’ perceptions of WMSD symptoms and QWL. We constructed the model using the Partial Least Squares Structural Equation Modeling (PLS-SEM) approach. The measurement model assessed reliability (composite reliability) and validity tests (average variance extracted, Heterotrait-Monotrait ratio of correlations method, and Fornell-Larcker criterion). The structural model analyzed direct and indirect paths between factors and tested the hypotheses (bootstrapping method). Results indicate that most biomechanical factors affect WMSDs mediated by physical work demands. Physical work demands have a direct impact on WMSDs and stress. Good psychosocial conditions alleviate stress, reduce WMSD symptoms, and increase QWL. Harmful organizational factors acted indirectly on WRMSDs, amplifying stress perception. Finally, WMSDs worsen QWL. We concluded that the model is valid with satisfactory psychometrics for measuring and relating risk factors, WMSDs, and QWL, providing insights that can guide professionals and researchers in planning and implementing actions to prevent risks and WMSD symptoms and improve QWL.
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Managing the Digital Workplace in the Post-Pandemic: A Companion for Study and Practice
Book
Full-text available
  • Jan 2023
Managing the Digital Workplace in the Post-Pandemic: A Companion for Study and Practice
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MANAGING THE DIGITAL WORKPLACE IN THE POST-PANDEMIC
Chapter
Full-text available
  • Oct 2022
Managing the Digital Workplace in the Post-Pandemic provides a cutting-edge survey of digital organizational behaviour in the post-pandemic workplace, drawing from an international range of expertise. It introduces and guides students and practitioners through the current best practices, laboratory methods, policies and protocols in use during these times of rapid change to workplace practices. This book is essential reading for students, researchers and practitioners in business and management. The book draws on global expertise from its contributors while being suitable for class and educational use, with each chapter including further reading, chapter summaries and exercises. Tutors are supported with a set of instructor materials that include PowerPoint slides, a test bank and an instructor's manual. This text covers a wide range of themes in this fast-developing field, including: • The effect of the pandemic on the digital workplace • Gender and cyberbullying in the context of the digital workplace • Digital ergonomics and productivity • Digital conflict management Private Law-Doctor of Law (student). He has two associate professorships (associate professor: management and strategy; associate professor: social work). He serves as a Higher Degrees by Research (HDR) Examiner/Ph.D. Examiner. He has more than 120 works (books, chapters, articles, etc.). He is the editor of 24 journals (two SSCI/SCI/SCI-Expanded) and a reviewer of more than 500 journals (25 SSCI/SCI/SCI-Expanded, 45 ESCI).
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QUALIDADE DE VIDA (DO)NO TRABALHO DE PROFISSIONAIS DA ATENÇÃO PRIMÁRIA EM SAÚDE: UM ESTUDO COM O TQWL-42 E DE ENTREVISTAS
Article
Full-text available
  • Nov 2022
Objetivo: compreender os elementos que compõem a Qualidade de Vida no Trabalho (QVT) na perspectiva dos profissionais da Estratégia de Saúde da Família em um município do Triângulo Mineiro. Métodos: é uma pesquisa quantitativa/qualitativa, realizada com todos os profissionais de uma Unidade Básica de Saúde da Família. Os dados foram obtidos por meio do questionário Total Quality of Work Life-42 e entrevista qualitativa, submetidos à análise descritiva através do software do instrumento e análise temática de conteúdo. Resultados: nos dados descritivos, obteve-se predominância do sexo feminino 89,3%, 50% eram casados/as e a média do tempo de atuação foi 44,4 meses. A Qualidade de Vida no Trabalho apresentou a esfera Ambiental/Organizacional com a melhor pontuação, totalizando 45,4 pontos e a esfera Autoavaliação da QVT a menor pontuação, sendo 13,8 pontos. Nos dados qualitativos, as perspectivas que mais impactam a Qualidade de Vida no Trabalho destes profissionais são os déficits de infraestrutura e salarial. Conclusão: a análise da QVT da equipe de Estratégia de Saúde da Família demonstrou que os profissionais avaliaram a Qualidade de Vida no Trabalho, por meio do questionário TQWL-42, como insatisfatória com tendência para neutro, mas perspectivamente, a classificaram como boa, porém com pontos a serem melhorados.
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Quality of working life indicators in Canadian health care organizations: A tool for healthy, health care workplaces?
Article
Full-text available
  • Feb 2005
Quality-of-work-life (QWL) includes broad aspects of the work environment that affect employee learning and health. Canadian health care organizations (HCOs) are being encouraged to monitor QWL, expanding existing occupational health surveillance capacities. To investigate the understanding, collection, diffusion and use of QWL indicators in Canadian HCOs. We obtained cooperation from six diverse public HCOs managing 41 sites. We reviewed documentation relevant to QWL and conducted 58 focus groups/team interviews with strategic, support and programme teams. Group interviews were taped, reviewed and analysed for themes using qualitative data techniques. Indicators were classified by purpose and HCO level. QWL indicators, as such, were relatively new to most HCOs yet the data managed by human resource and occupational health and safety support teams were highly relevant to monitoring of employee well-being (119 of 209 mentioned indicators), e.g. sickness absence. Monitoring of working conditions (62/209) was also important, e.g. indicators of employee workload. Uncommon were indicators of biomechanical and psychosocial hazards at work, despite their being important causes of morbidity among HCO employees. Although imprecision in the definition of QWL indicators, limited links with other HCO performance measures and inadequate HCO resources for implementation were common, most HCOs cited ways in which QWL indicators had influenced planning and evaluation of prevention efforts. Increase in targeted HCO resources, inclusion of other QWL indicators and greater integration with HCO management systems could all improve HCO decision-makers' access to information relevant to employee health.
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A avaliação da confiabilidade de questionário: uma análise utilizando o coeficiente alfa de Cronbach
  • Jan 2005
  • A L P Freitas
  • S G Rodrigues
FREITAS, A. L. P., RODRIGUES, S. G. A avaliação da confiabilidade de questionário: uma análise utilizando o coeficiente alfa de Cronbach. In: Simpósio de Engenharia de Produção, 12. 2005, Bauru. Proceedings... Bauru: UNESP, 2005.
Pesquisa de clima organizacional como ferramenta estratégica de gestão da qualidade de vida no trabalho
  • Jan 2004
  • W D Lima
  • R C T Stano
LIMA, W. D.; STANO, R. C. T. M. Pesquisa de clima organizacional como ferramenta estratégica de gestão da qualidade de vida no trabalho. In: Simpósio de Engenharia de Produção, 11., 2004, Bauru. Proceedings... Bauru: UNESP, 2004.
Quality of working life: problems, projects and the state of the art
  • Jan 1975
  • 91-104
  • R E Walton
  • L E Davis
WALTON, R. E. Criteria for quality of work life. In: DAVIS, L. E. et al. Quality of working life: problems, projects and the state of the art. New York: Macmillian, p. 91-104, 1975.
Gerenciamento de recursos humanos: o caso das micro e pequenas indústrias de confecções do município de Colatina-ES. Florianópolis
  • Jan 2002
  • E M S P Zanetti
ZANETTI, E. M. S. P. Gerenciamento de recursos humanos: o caso das micro e pequenas indústrias de confecções do município de Colatina-ES. Florianópolis, 2002. 133 f. Dissertação (Mestrado em Engenharia