Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

Jabeen, Fauzia; Friesen, Heather; Ghoudi, Kilani

doi:10.1108/jocm-01-2017-0016

Cited by 90 publications

(135 citation statements)

References 62 publications

Supporting

Mentioning

107

Contrasting

Unclassified

Order By: Relevance

“…Stress is present in all forms of jobs, but its intensity varies (Nguyen et al, 2017). Recognition in terms of monetary or non-monetary benefits for work well performed by the employee boosts confidence of the employee, benefiting himself as well as the organization (Jabeen et al, 2018). According to Hale and Maehling (1993), recognition is a valuable tool of management and gets translated into time, money and personal commitment to the program.…”

Section: Implication and Contribution For Practicementioning

confidence: 99%

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Yadav

Mangla

Luthra³

et al. 2019

Journal of Cleaner Production

View full text Add to dashboard Cite

Sustainability is defined a triple bottom line approach, which concentrates on economic, social and environment growth of any organisation. In order to achieve sustainability objective, the human resource focused enablers are playing a significant role in optimising expenses, improving productivity and quality of work. Therefore, the present study seeks to build a model for the enablers of human resource development for sustainability in India power sector. The study findings help the sector to improve the productivity of their workers and establish all the enablers, which can be seen to improve quality of work life in the Indian power sector.Improved human resource capabilities and work conditions provide not only much needed motivation to power sector employees to improve their efficiency but also assist to accomplish social-ecological-economic organizational sustainability. Total Interpretive StructuralModelling with Matrice d'Impacts Croisés Multiplication Appliqués à un Classement (MICMAC) analysis has been applied to build a structural model and to identify the driving force and dependence power of enablers. Validation of relationships among the enablers and managerial implications are also discussed. According to the findings, the enablers 'work safety and healthy working conditions' have the highest driving power. The outcomes of this study can help the power sector to enhance human resource capabilities and quality of work life within the organization through provision of a benchmark model and help to accomplish sustainable development initiatives in its business.

show abstract

Section: Implication and Contribution For Practicementioning

confidence: 99%

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Yadav

Mangla

Luthra³

et al. 2019

Journal of Cleaner Production

View full text Add to dashboard Cite

show abstract

“…QWL affected negatively the burnout [6]. [31] found that quality of working life is a predictor of TI among women working in UAE. The mediating role of QWL was found significant in the study of [10] who found that QWL affected negatively the TI and mediated the effect of supervisor support with organizational commitment, life satisfaction and TI.…”

Section: E Mediating Role Of Quality Of Working Lifementioning

confidence: 99%

“…QWL is defined as employees' perceptions of employees' physical and mental well-being [30]. It is different from job satisfaction because it concerns not only the work but the balance between work and life, which include family, outdoor activities and leisure [31]. QWL was found to be studied by few studies.…”

Section: E Mediating Role Of Quality Of Working Lifementioning

confidence: 99%

Organizational Justice and Turnover Intention: The Mediating Role of Quality of Working Life

Kasim¹,

Aldarmaki²

2019

IJITEE

View full text Add to dashboard Cite

Turnover intention (TI) is one of the critical issues that confront organizations and cost high capital investment. Most of previous studies focus on this issue among business organization while few examined it in public sector. Accordingly, this paper aims to examine the effect of organizational justice (OJ) on turnover intention among police personnel in United Arab Emirates (UAE). Further, quality of working life (QWL) is examined as a mediator between OJ and TI. A quantitative approach was deployed using a questionnaire. Data was collected from police in the capital of UAE. A total of 101 respondents participated in this study. The analysis was conducted using Smart Partial Least Square (PLS-SEM). The findings showed that OJ has a negative effect on TI. In addition, the IJ is the most important dimension of OJ followed by DJ and both have negative effect on TI. PJ has insignificant effect on TI. The QWL mediated partially the effect of OJ on TI. Decision makers are suggested to focus on OJ and QWL to reduce TI and there is an urgent need for more studies in public sector.

show abstract

“…Various studies showed that the SIJS presents good reliability, namely, internal consistency estimates [52][53][54][55]. Hypothesis 2 assumes that the SIJS presents adequate evidence validity in terms of reliability of the scores.…”

Section: Introductionmentioning

confidence: 97%

Short Index of Job Satisfaction: Validity evidence from Portugal and Brazil

Sinval

Marôco

2020

PLoS ONE

View full text Add to dashboard Cite

Job satisfaction is an important construct that is known to be associated with workers' performance and wellbeing. As such, to properly measure it, one must use adapted measures that show adequate validity evidence for the desired context. Such measures should preferably be short to allow the parsimonious use of various measures/constructs in the same data collection. The aim of this paper is to adapt the Portuguese version for Brazil and Portugal of the Short Index of Job Satisfaction (SIJS). The SIJS is a psychometric instrument that measures job satisfaction through five items. A cross-sectional study was conducted with two multi-occupational workers samples, one from Brazil (n = 599) and one other from Portugal (n = 572). The SIJS presented good validity evidence based on its internal structure, namely dimensionality, reliability, and measurement invariance across countries and sexes. It also revealed to be positively correlated with work engagement, and quality of work life (convergent evidence). It also has shown to be negatively associated with burnout (discriminant evidence). The SIJS showed promising validity evidence. The SIJS can be useful to be used together with other instruments, due to its small number of items, producing data with good psychometric properties. OPEN ACCESS Citation: Sinval J, Marôco J (2020) Short Index of Job Satisfaction: Validity evidence from Portugal and Brazil. PLoS ONE 15(4): e0231474. https://doi.

show abstract

Quality of work life of Emirati women and its influence on job satisfaction and turnover intention

Cited by 90 publications

References 62 publications

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Mapping the human resource focused enablers with sustainability viewpoints in Indian power sector

Organizational Justice and Turnover Intention: The Mediating Role of Quality of Working Life

Short Index of Job Satisfaction: Validity evidence from Portugal and Brazil

Contact Info

Product

Resources

About