Topic
Quality of working life
About: Quality of working life is a research topic. Over the lifetime, 1550 publications have been published within this topic receiving 36842 citations.
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TL;DR: In this paper, the authors presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction.
Abstract: Within research on the quality of working life the variables of trust, organizational commitment and the fulfilment of personal needs play an important part. Yet relevant measures with adequate psychometric support are ditTicult to locate, especially ones applicable to blue-collar British working populations. The present paper introduces new measures of these variables, each of which has a number of subscales. Internal homogeneity, reliability and factor analytic data are described which show the scales to be psychometrically adequate and stable. To support the future use of the measures for diagnostic and evaluative purposes, normative data are also provided. The three scales reported in this paper add to the work previously reported in Warr et al. (1979), where it was argued that there exists a need to develop robust, short and generally applicable instruments relevant to multivariate research into the quality of working life. To that end the paper presented psychometric data in support of seven new measures covering work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, self-rated anxiety, job satisfaction and life satisfaction. The latter two measures included a number of subscales. The present paper extends this work by introducing three additional instruments, each with subscales, together with details of their psychometric properties and standardization data. These measures are, (a) interpersonal trusi al work, (b) organizational commilment, and (c) personal need non-futfthnent. All the scales have been developed primarily for use with UK blue-collar employees, and for that reason have been kept fairly brief, with the content of items easily understood.
2,352 citations
TL;DR: In this paper, eight scales relevant to the quality of working life are introduced and assessed, including work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety.
Abstract: Two studies of male manual workers are described, in which eight scales relevant to the quality of working life are introduced and assessed. The scales build upon previous work, but are designed to remedy certain conceptual and operational deficiencies. They cover work involvement, intrinsic job motivation, higher order need strength, perceived intrinsic job characteristics, job satisfaction, life satisfaction, happiness, and self-rated anxiety. In addition, components of job satisfaction and life satisfaction, derived through cluster analyses, are also identified. The scales are shown to have good internal reliability and to be factorially separate. Comprehensive psychometric data are provided as a base-line for future applications.
2,127 citations
Book•
01 Jan 2002
TL;DR: In this article, a new social contract for the elderly is proposed, which is based on a child centred social investment strategy, and a new gender contract is proposed for the Elderly.
Abstract: Foreword 1. Towards the Good Society, Once Again? 2. A Child Centred Social Investment Strategy 3. A New Gender Contract 4. The Quality of Working Life in Welfare Strategy 5. A New Social Contract for the Elderly 6. The Self-Transformation of the European Social Models
1,703 citations
TL;DR: A new measure of QWL was developed based on need satisfaction and spillover theories as discussed by the authors, which was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee.
Abstract: A new measure of QWL was developed based on need satisfaction and spillover theories The measure was designed to capture the extent to which the work environment, job requirements, supervisory behavior, and ancillary programs in an organization are perceived to meet the needs of an employee We identified seven major needs, each having several dimensions These are: (a) health and safety needs (protection from ill health and injury at work and outside of work, and enhancement of good health), (b) economic and family needs (pay, job security, and other family needs), (c) social needs (collegiality at work and leisure time off work), (d) esteem needs (recognition and appreciation of work within the organization and outside the organization), (e) actualization needs (realization of one's potential within the organization and as a professional), (f) knowledge needs (learning to enhance job and professional skills), and (g) aesthetic needs (creativity at work as well as personal creativity and general aesthetics) The measure's convergent and discriminant validities were tested and the data provided support to the construct validity of the QWL measure Furthermore, the measure's nomological (predictive) validity was tested through hypotheses deduced from spillover theory Three studies were conducted – two studies using university employees and the third using accounting firms The results from the pooled sample provided support for the hypotheses and thus lent some support to the nomological validity to the new measure
728 citations
TL;DR: Lawler as mentioned in this paper reviewed the book "High-Involvement Management: Participative Strategies for Improving Organizational Performance,” by Edward E. Lawler, III.
Abstract: The article reviews the book “High-Involvement Management: Participative Strategies for Improving Organizational Performance,” by Edward E. Lawler III.
497 citations