Quality of Work Life - Science topic

If there is, in any case, an addiction without substance in this regard, YES !; but, otherwise it would not have to be necessary

very good question

I think the balance might be impacted if not properly managed. With the covid pandemic, more people are working from home and if they are not disciplined and organised enough they could tilt the balance. Some could overwork, while others might not be able to get anything done.

Life causes stress and number one is money and fear of inadequacy

Lourdes,

aprovecho la ocasión para informarte de que nuestro Grupo de investigación PROMEBI (https://www.unioviedo.es/promebi/) organiza todos los años una Summer school, durante la primera semana de septiembre en Oviedo, sobre las tensiones entre trabajo y bienestar. Creo que puede ser interesante para el desasarrollo de tu tesis.

Un saludo.

David.

I think, you can apply non-parametric tests like Kruskal-Wallis test and Jonckheere test. The power of these tests are less than the power of F-test. The use of these tests are justified, if the assumptions of F-test are violated (for example, sizes of your samples are different and variances of samples differ significantly from each other).

The attached paper may be useful for you.

I am Interested !

It is one of the research area I worked on in my MS dissertation. Well being and CRM.

I guess we work in same University. It would be nice to collaborate in one of the research area after discussion.

Email: shams-ul-hassan@comsats.edu.pk

Kind regards,

Shams

Thanks so much Kaleel.

The concept of employee engagement encompasses the role of positive work relationship in facilitating employees' healthy mental states and well-being in connection

with work and work. Two prominent models of engagement are credited to Kahn (1990) and Schaufeli, Salanova, Gonzalez-Roma and Bakker (2002). 

There is also another stream of literature that looks more narrowly on positive relationships at work. Key theorists include Dutton, Glynn and Sprietzer (2006). 

Passion boosts career. If you love what you do, you'll put your all into it and be concerned about the outcomes. If you have a career that you're not passionate about, you may be good at what you do, but will just be going through the motions and never full true fulfillment  

I'm looking to frame my dissertation around this topic. Any reference suggestions?

Pattusamy, M., & Jacob, J. (2015). Testing the mediation of work–family balance in the relationship between work–family conflict and job and family satisfaction. South African Journal of Psychology, 0081246315608527.

Jarrod M. Haar, Marcello Russo, Albert Suñe, Ariane Ollier-Malaterre, Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures, Journal of Vocational Behavior, Volume 85, Issue 3, December 2014, Pages 361-373, ISSN 0001-8791, http://dx.doi.org/10.1016/j.jvb.2014.08.010.

Rajni Selvaraj please go through it will get better idea of moderation.

Contact Bergen bullying research group. they have patent of NAQ-R

Thanks to both of you, this helped a lot.

Sincerely,

Sarah

Assuming the goal of work/life balance proponents is to foster mental health (and not just to more unproblematically extract labor), I find the concept to be counterproductive. The concepts of life or balance get considerably deformed in this formulation. At least work/non-work balance would avoid a false dichotomy.

I'm in good company here, with a handful of contributions from Maria Popova addressing the uselessness of the term. She writes:

I suggest that you first explore relevant theoretical perspectives that can help you to explore these mediators.  One of the theories that may be helpful is social cognitive career theory by Lent, Brown, and Hackett.  I also suggest that you review secondary resources, such as chapters in such volumes as the Oxford Handbook of Industrial/Organizational Psychology.  

One of the best sources is Social Indicators Research which is published by Springer.

Lesley, the leading authorities and radical thinkers on the subject of workplace learning in the digital age are likely to be the same SDL experts and/or those who have learned from them.  Have a look at this paper and the REFS.

"This paper opens up new possibilities for self-directed learning and discusses how self-directed learning might be transformed in the light of technological and workplace changes. In particular, self-directed learning might decrease the HRD/training costs significantly while providing employees with just-in time training"

Mahmoud, etal -  

As you said, a scientific study would be good. You may be correct in general, but in all my work life - I am now retired - by far the very best supervisor I ever had was humble, competent, and could get good work out of almost anyone.  There was one person in particular that I knew whom I believe was not wanted in any part of the organization, but this supervisor took him and he performed well under him.  - That is just an anecdote, but it was consistent with all my experiences.  A scientific study on this would be interesting. -  My guess is that competence is perhaps the most important of many traits in leadership, and without some humility, a supervisor does not feel she/he needs to learn what she/he needs to know, nor foster cooperation within the organization. -  Humans can be aggressive, and many (not necessarily anyone reading this) may think that you have to be mean to be a good leader, but I think the opposite is true. Fortunately, a nice person can make the best leader/manager.

I have also seen employees who try to get away with doing whatever they can, but the main obstacle to progress I saw was incompetent supervisors making uninformed decisions when they had good, hard working experts to whom they should have listened. 

-  Cheers - Jim

Technology is like multi-edged knife.  The results depends upon how we are handling it. Earlier days, before computers, paper based office stuffs took considerable amount of time efforts everyday. For international communications, we need to wait for weeks or sometime it'll take a  month normally.  For literature search about new topic, need to spend weeks in the library. Now, everything is in our finger tips.  

In spite of all technical advancements, if you didn't organised your day properly, so many social websites it'll kill your day just like that.  

For me, all sorts of technical advancements, helped me to improve my QWL. 

Just imagine, how much work we have invested for preparing lecture using overhead projector sheets. Now I am able to prepare those using mobile phone while travelling. 

It helps better communication, documenting especially no need to keep my diary in my bag all the time (Everything is associated with pros and cons. I believe, the later is very very less when compared with the former but it may change person to person and their necessity.

I agree with Prof. Sanjay Kumar particularly since you are measuring the impact of certain governmental interventions on QOL of workers. You could also employ qualitative methods (focus groups, in-depth interviews, case studies etc.) to supplement the quantitative survey. In both the cases, it should be context specific given the state interventions and the identified components of QOL.

As far as I know, there is currently no specific research looking on a suspected gender bias (which is inherent in your question I guess) in the IT industry on the topic of work/life balance

What you may find is a quite broad and quite elaborated general and theoretical discussion on work and work/life balance as well as on gender specific issues of this topic (e. g. Emslie and Hunt 2008, DOI: 10.1111/j.1468-0432.2008.00434.x), Hafkin and Huyer 2007 ()

There was a quite inspiring article 2004 by Scholarios and

Marks on Work-life balance and the software worker (DOI: 10.1111/j.1748-8583.2004.tb00119.x ). Also, Hill et al. 2003 (DOI: 10.1111/j.1744-6570.1998.tb00256.x) contributed a theoretical paper to the Influences of the virtual office on aspects of work and work/life balance. 

Employee engagement is working one's best even in the absence of a positive environment. It is something intrinsic to the employee.

In Spain, you could contact Inés Campillo (icampillopoza@gmail.com). Best, Eloisa

Thanks Robert. I am grateful.

There is a great deal of literature out there, see for example the research of David Guest, Jeffery Hill, Suzan Lewis or Jeffery Greenhaus plus all of the people they usually do research with. There is a problem that you should be aware of, these researchers are all writing from a Western (Europe USA) perspective using instruments, models and tools designed for a Western context. What works for them may not be applicable to for your work. Try to find research on WLB by researchers working from a cross-national perspective where the local context and cultural differences are included in the model design. Good luck!