Background:Considering a huge working population in health sector faced with stressful work life, limited autonomy in work and declining work contentment calls for an overemphasis on evaluating and monitoring their satisfaction associated with work-related quality of life (WRQoL). This study evaluates WRQoL of hospital employees and validates the bilingual (English and Marathi) version of WRQoL scale.Methods:The study was conducted during March–April’2014 on employees of a corporate hospital of Pune, India after ethical approval and informed consent from employees. The bilingual WRQoL scale has been tested for reliability and validity, and WRQoL scores have been reported.Results:A total of 132 hospital employees (mean age 31 [±8] years, 55% males) who participated in the study reported overall moderate WRQoL scores. The scale showed high internal consistency (Cronbach's alpha = 0.82, P < 0.0001) and moderate to high validity. WRQoL did not significantly vary across marital status, family size, and gender. “Stress at work” score of WRQoL increased with age of employees. Higher work experience, employment at higher positions and those working in clinical and diagnostic departments reported a higher WRQoL.Conclusion:WRQoL scale is a reliable and valid instrument. Better WRQoL in employees placed in higher organizational positions indicates a need for focused measures to enhance WRQoL of employees in lower hierarchical levels, especially in control at work and home life interface domains. WRQoL needs regular monitoring for employees in lower positions and aging employees.

Background: Delayed discharge is a frequent issue in majority of the hospitals as discharge Turn Around Time (TAT) for insured patients is higher than uninsured patients. The present study was conducted on insured in-patients to identify the predictors of discharge delays. Second, the impact of TAT of various steps of discharge process was analyzed on the overall discharge TAT. Finally, the intermediate TATs having highest predicting effect on the overall TAT were identified. Methods: This cross-sectional study was done on insured in-patients of a corporate hospital in Pune city from May to July 2015. TAT of the six steps of discharge process and the overall TAT was tracked and analyzed across Length of Stay (LOS) and discharge type using independent t-test. The six TATs were analyzed for predicting effect on overall TAT using correlation and linear regression. Results: The mean discharge TAT for insured patients ( n = 443) was 390 (±122.03) minutes. Intervening TATs for submitting discharge summary to TPA department and the final bill approval from insurance company had highest predicting effect on overall TAT through statistical analysis. Discharge TAT did not vary significantly for planned/unplanned discharge but significantly increased by 1 hour for high LOS patients ( p-value < 0.001). Conclusion: Discharge delay for insured patients is a common phenomenon. Hospitals and insurance companies must make combined efforts to control the delay. Further the delay from hospitals must be checked by timely submission of discharge summary and required reports as well as sending a quick reply to the generated queries.

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To accomplish United Nations’s Sustainable Development Goals (SDGs) by 2030, adoption of Green HRM (GHRM) is gaining importance. In recent times, sustainability and environment protection has become an inevitable step to be considered while framing future policies and strategies towards GHRM. Almost all sectors and industries are integrating sustainable environmental processes in the day-to-day work process, one of which is adoption of green HRM practices. The present study is a detailed synthesis of recent literature from 2019- 2021 conducted with the purpose of evaluating the recent developments in adoption of GHRM implementation in various processes, related awareness and challenges, limitations and the impact of COVID-19 pandemic, if any, on implementation of Green HRM (GHRM) process in the work process. Further, the primary data was collected using In-Depth Interviews (IDIs) of one senior HR professionals from each of the four service industries namely, healthcare, banking/financial consultancy, HR consultancy and education. The purpose of IDIs was to analyze the adoption, readiness, challenges and the preparedness of GHRM practices to support environment friendly and sustainable utilization of resources in organization. Results of our study showed that Green HRM is in a very nascent stage in India and the awareness is extremely low. Though GHRM has a huge potential of application across the various HR processes, but the promotion and incentives from the government and industry leaders is lagging. These factors lead to a very poor adoption of GHRM in Indian industries. Moreover, studies have reported that individual green goals and personal moral norms of employees are the determinants and predictors of GHRM. Further, a bottom-to-top approach is recommended so that the employees are involved in boosting the adoption of green management practices.

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