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

Abstract

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.

Organizational justice and quality of work life in hotels: The mediating effect of trust climate

“…First, the results confirm that hotels' organizational justice has a significant influence on the quality of operational employees' work life in Bangladeshi hotels. This result is in line with the results of prior research that exhibited the positive association between firms' organizational justice and employees' worklife quality (Gillet et al, 2013;Malik et al, 2019;Rai, 2015). These studies demonstrated how an organization's justice practices promote employees' peaceful lives at work.…”

“…They concentrate on both individuals and organizations as a whole (Rai, 2015). The fair practices of resource allocation and compensation, and justice in organizational procedures and policies result in employee well-being, job satisfaction, and enhanced QWL (Brunault et al, 2014;Gillet et al, 2013;Malik et al, 2019;Moghimi et al, 2013;Rai, 2015). Furthermore, the availability of fair treatment in the organization fosters employee-organizational trust and limits the adoption of work-deviant behaviors (Malik et al, 2019;Rai, 2015;Sahoo & Sahoo, 2019).…”

“…The fair practices of resource allocation and compensation, and justice in organizational procedures and policies result in employee well-being, job satisfaction, and enhanced QWL (Brunault et al, 2014;Gillet et al, 2013;Malik et al, 2019;Moghimi et al, 2013;Rai, 2015). Furthermore, the availability of fair treatment in the organization fosters employee-organizational trust and limits the adoption of work-deviant behaviors (Malik et al, 2019;Rai, 2015;Sahoo & Sahoo, 2019). According to the social exchange theory, institutional OJ usually stimulates a sense of harmony and impacts employee outcomes, which is likely to strengthen the exchange relationship (Rai, 2015).…”

Social support and general self-efficacy: Two predictors of quality of life at work in Ecuadorian teachers

“…Recent reports showed that the quality of working life is influenced by spiritual intelligence mediated by psychological capital (Singla et al, 2021). Another example given in a study involving 345 Pakistani teachers reported that communication is an influential factor in the quality of work life (Malik et al, 2019). Similarly, it is the individual factors that affect the quality of work life of teachers when considering motivation, adaptation, communication, and experience, among others (Ghashghaeizadeh, 2020).…”

Spanish Version of a Scale to Evaluate the Quality of Work Life in Teachers: An Adaptation of Walton’s QWL Model in the Peruvian Context

“…The benefits of QoWL are closely linked to both employees and employers, who are involved in learning more and more about the factors that positively or negatively influence the working life of workers [32][33][34][35]. At the same time, all employees are sensitive to the changes and improvements the entity can promote in the work environment [36].…”