Quality of Work Life among Women Employees Working in RMG Sector of Bangladesh

Hossain, Tanjela; Shirazi, Hasan

doi:10.18034/gdeb.v7i1.106

Cited by 10 publications

(7 citation statements)

References 9 publications

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“…Past studies have largely neglected questions concerning how QWL affects employee outcomes. Local studies generally focus on whether QWL promotes employee performance (Rubel et al, 2014), organizational commitment , and competitive advantage (Hossain & Shirazi, 2018). And there has not yet been a resolution regarding the components of QWL.…”

Section: Quality Of Work Life (Qwl)mentioning

confidence: 99%

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Quality of Work Life and Employee Work Outcomes: A Hierarchical Model With Mediation Analysis

Rubel

Kee

Rimi

2023

IJBS

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The paper investigates how the quality of work life (QWL), presented in a hierarchical model, influences employee work outcomes (job performance and retention intention). The paper also examines if job satisfaction mediates the above relationship. Drawing on the social exchange theory, the paper examines these two research questions using 365 employees from Bangladesh's ready-made garment (RMG) industry. The findings show that QWL is positively associated with job satisfaction, retention intention, and in-role performance. Job satisfaction has a significant positive effect on the outcome variables as well. Furthermore, job satisfaction mediates QWL and employee work outcomes relationship. The hierarchical model of QWL and its impact on employee outcomes through the mediating role of job satisfaction continues to lag. As such, the paper provides practical insights for organizations looking to improve employee satisfaction, performance, and retention through QWL. These findings have implications for research on positive relationships at work. The study has a few limitations that may provide opportunities for future research.

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Section: Quality Of Work Life (Qwl)mentioning

confidence: 99%

“…Fair compensation, healthy working place, growth opportunity, social integration in the workplace, work organization constitutionalism. Hossain & Shirazi (2018) Health and safety, workload, working hours, grievance handling procedures, relationships with coworkers, and training program availability.…”

Section: Quality Of Work Life (Qwl)mentioning

confidence: 99%

Quality of Work Life and Employee Work Outcomes: A Hierarchical Model With Mediation Analysis

Rubel

Kee

Rimi

2023

IJBS

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“…Gawlik and Jacobsen (2016) analyzed the WFB consequences amongst students of Norway by employing the AHP approach. Hossain and Shirazi (2018) examined the work-life quality of women employees in Bangladesh by using the AHP method. Gawlik (2019) analyzed the WFB enablers among early-career students by utilizing the AHP approach.…”

Section: Literature Surveymentioning

confidence: 99%

Exploration and prioritization of enablers to organization work–family balance planning for working sole Indian mothers integrating fuzzy Delphi and AHP

Kushwaha

Sharma

Singh

2022

IJSE

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PurposeThis study intends to identify, prioritize and rank the enablers for organizational work–family balance (WFB) planning specifically for working sole mothers by employing the fuzzy Delphi and analytical hierarchy process (AHP) method.Design/methodology/approachThis paper utilizes the integrated methodology in two steps. Initially, a broad literature review and the fuzzy Delphi method have been utilized to recognize and validate the key WFB enablers. Afterward, the AHP approach has been applied to prioritize and detect the relative importance and rank of identified WFB enablers.FindingsThis paper has identified 9 WFB sub-enablers for working sole mothers under work, family and personal enablers. The work enablers obtain the first rank based on the highest importance weight followed by personal and family enablers. The findings indicate the top five sub-enablers: organizational work–family culture, work from arrangements, emotional intelligence, flexible work schedule and family support.Research limitations/implicationsThe findings offer prioritized areas of concern to the human resource managers and administrators to manage these WFB enablers as per their priority in the direction to formulate the organizational WFB policy-planning specifically for sole mothers.Social implicationsThe prioritized WFB enablers amongst working sole mothers may help sole mothers to manage their social, family and work-related roles in a more effective manner.Originality/valueBased on the best of the authors' considerations, this study firstly incorporates the fuzzy Delphi-AHP method to prioritize and rank the WFB enablers to organizational WFB planning for sole mothers.

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“…Hierarchical Plateau: Participants were asked to rate the extent on five-item scale to which employees is involved in a series of behaviors related to varying aspects of hierarchical plateau. Scales was adopted from Hossain and Shirazi (2018) ranging from 1 (strongly disagree) to 5 (strongly agree). The scales have also been previously used to measure impact of hierarchical plateau.…”

Section: Measurement Of the Variablesmentioning

confidence: 99%

Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

Kumar¹,

Akbar²,

Khan³

2021

SAJMS

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This study aims to examine the impact of hierarchical plateau on turnover intention with moderating role of person job-fit facet. Hierarchical plateau is a point of an individual's career life where the probability of being promoted further is low. The theory of work adjustment (TWA) is applied in this research study which measures that satisfaction level of an employee and leaving a company when needs and desired system of the person and the organization system mismatched at the workplace. Overall 260 employees participated by filling the self-administrated questionnaires from three different industrial sectors of Karachi, Pakistan including banking sector, pharmaceutical and insurance employees but result of completely and accurately filled questionnaires of 223 employees were tested. The results are generated through using Structural Equation Modeling (PLS-SEM) technique. The results show that hierarchical plateau has positive impact on turnover intention. However, moderating role of person job fit facet (neither demand abilities nor need supplies) moderates' relationship between independent and dependent variable. This study provides a model to management leaders and practitioners who can extremely look into this growing issue not only in Pakistan but worldwide. Certain actions need to be implemented by management to foster a positive attitude towards turnover intention through proper recruitments, development strategies and career training programs over the span of time. Furthermore, the study also provides the guidelines to HR departments to design the policies to resolve hierarchical plateau issues in their organization.

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Quality of Work Life among Women Employees Working in RMG Sector of Bangladesh

Cited by 10 publications

References 9 publications

Quality of Work Life and Employee Work Outcomes: A Hierarchical Model With Mediation Analysis

Quality of Work Life and Employee Work Outcomes: A Hierarchical Model With Mediation Analysis

Exploration and prioritization of enablers to organization work–family balance planning for working sole Indian mothers integrating fuzzy Delphi and AHP

Moderating Role of Person Job-Fit Facet between Hierarchical Plateau and Turnover Intention

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