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Stegmann, Sebastian, Rolf van Dick, Johannes Ullrich, Julie Charalambous, Birgit Menzel, Nikolai Egold, and Tina Tai-Chi Wu. "Der Work Design Questionnaire." Zeitschrift für Arbeits- und Organisationspsychologie A&O 54, no. 1 (January 2010): 1–28. http://dx.doi.org/10.1026/0932-4089/a000002.
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Der Work Design Questionnaire (WDQ, Morgeson & Humphrey, 2006 ) ist ein Fragebogen zur Analyse von Arbeitstätigkeiten. Er umfasst Aufgaben-, Wissens-, soziale und kontextuelle Arbeitsplatzmerkmale (insgesamt 21 Skalen). In diesem Beitrag wird eine deutsche Übersetzung des WDQ vorgestellt. Wir berichten Ergebnisse aus vier Studien, in denen die deutsche Version erstmals eingesetzt und überprüft wurde. In Studie 1 zeigten sich gute bis sehr gute interne Konsistenzen für die Skalen. Im Hinblick auf die Validität der Skalen konnten einige postulierte Zusammenhänge der über den WDQ erfassten Arbeitsplatzmerkmale mit Zufriedenheit, Arbeitsmotivation, Bedeutsamkeit, Verantwortlichkeit und dem Wissen um die Resultate nachgewiesen werden. Das differenzierte Muster der Zusammenhänge spricht für die getrennte Erfassung aller 21 Konstrukte. In Studie 2 konnten die Ergebnisse zu Reliabilität und Kriteriumsvalidität aus der ersten Studie repliziert werden. Darüber hinaus konnte die postulierte Faktorstruktur durch konfirmatorische Faktorenanalysen bestätigt werden. Es zeigten sich theoretisch plausible Unterschiede hinsichtlich Berufsgruppe, Selbstständigkeit und Führungsverantwortung. In Studie 3 konnte eine ausreichende zeitliche Stabilität der WDQ-Skalen nachgewiesen werden. In Studie 4 gaben wir den WDQ einer Stichprobe von Pflegekräften vor. Die Angaben sind deutlich homogener als in heterogenen Stichproben, was eine Erfassung von objektiv gegebenen Arbeitsmerkmalen durch den WDQ andeutet. Insgesamt sprechen die Ergebnisse der vier Studien für die Reliabilität und Validität des deutschen WDQ.
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Fehn, Theresa, and Astrid Schütz. "Rezension des Work Design Questionnaire." Zeitschrift für Arbeits- und Organisationspsychologie A&O 65, no. 1 (January 2021): 42–47. http://dx.doi.org/10.1026/0932-4089/a000347.
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Masrek, Mohamad Noorman, Irwan Kamaruddin Abdul Kadir, and Mohd Faizal Hamzah. "Development of an individual work performance and work design questionnaire." International Journal of Society Systems Science 12, no. 1 (2020): 65. http://dx.doi.org/10.1504/ijsss.2020.10028749.
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Hamzah, Mohd Faizal, Mohamad Noorman Masrek, and Irwan Kamaruddin Abdul Kadir. "Development of an individual work performance and work design questionnaire." International Journal of Society Systems Science 12, no. 1 (2020): 65. http://dx.doi.org/10.1504/ijsss.2020.106950.
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Bayona, Jaime Andrés, Amparo Caballer, and José-María Peiró. "The Work Design Questionnaire: Spanish version and validation." Revista de Psicología del Trabajo y de las Organizaciones 31, no. 3 (December 2015): 187–200. http://dx.doi.org/10.1016/j.rpto.2015.06.001.
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Borges-Andrade, Jairo Eduardo, Adriano Lemos Alves Peixoto, Fabiana Queiroga, and Amalia Raquel Pérez-Nebra. "Adaptation of the Work Design Questionnaire to Brazil." Revista Psicologia: Organizações e Trabalho 19, no. 3 (2019): 720–31. http://dx.doi.org/10.17652/rpot/2019.3.16837.
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Weigl, Matthias, Britta Herbig, and Severin Hornung. "Rezension der deutschsprachigen Adaptation des Work Design Questionnaire (WDQ)." Zeitschrift für Arbeits- und Organisationspsychologie A&O 64, no. 4 (October 2020): 289–92. http://dx.doi.org/10.1026/0932-4089/a000344.
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Wahyuni, Dini, Harmein Nasution, Irwan Budiman, and Khairini Wijaya. "Analysis of Work Design in Rubber Processing Plant." E3S Web of Conferences 31 (2018): 06009. http://dx.doi.org/10.1051/e3sconf/20183106009.
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The work design illustrates how structured jobs, tasks, and roles are defined and modified and their impact on individuals, groups, and organizations. If the work is not designed well, the company must pay greater costs for workers’ health, longer production processes or even penalties for not being able to meet the delivery schedule. This is visible to the condition in a rubber processing factory in North Sumatra. Work design aspects such as layouts, machinery and equipment, worker's physical working environment, work methods, and organizational policies have not been well-organized. Coagulum grinding machines into sheets are often damaged, resulting in 4 times the delay of product delivery in 2016, the presence of complaints of heat exposure submitted by workers, and workstation that has not been properly arranged is an indication of the need for work design. The research data will be collected through field observation, and distribution of questionnaires related aspects of work design. The result of the analysis depends on the respondent's answer from the distributed questionnaire regarding the 6 aspects studied.
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Morgeson, Frederick P., and Stephen E. Humphrey. "The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work." Journal of Applied Psychology 91, no. 6 (2006): 1321–39. http://dx.doi.org/10.1037/0021-9010.91.6.1321.
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EDWARDS, JEFFREY R., JUDITH A. SCULLY, and MARY D. BRTEK. "THE MEASUREMENT OF WORK: HIERACHICAL REPRESENTATION OF THE MULTIMETHOD JOB DESIGN QUESTIONNAIRE." Personnel Psychology 52, no. 2 (June 1999): 305–34. http://dx.doi.org/10.1111/j.1744-6570.1999.tb00163.x.
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Bigot, Leslie, Evelyne Fouquereau, Marc-André K. Lafrenière, Guillaume Gimenes, Caroline Becker, and Nicolas Gillet. "Analyse Préliminaire des Qualités Psychométriques d’une Version Française du Work Design Questionnaire." Psychologie du Travail et des Organisations 20, no. 2 (2014): 203–32. http://dx.doi.org/10.1016/s1420-2530(16)30038-3.
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Anisya, Dina, Zaenul Muttaqien, and Anita Sumelvia Dewi. "Quality of work life dan self-esteem pada kinerja karyawan." Implementasi Manajemen & Kewirausahaan 2, no. 2 (October 13, 2022): 68–82. http://dx.doi.org/10.38156/imka.v2i2.132.
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This study aimed to investigate the significance of the effect of quality of work life and self-esteem on employee performance. This study employed a quantitative research design. The research sample was 32 employees of PT. Podomoro Poultry Equipment. Data collection was done by distributing closed questionnaires; quality of work life questionnaire, self-esteem questionnaire, and employee performance questionnaire; using a Likert scale 1-5 which was given to respondents directly. The analysis phase was carried out the first time by testing the validity and reliability of the questionnaire. Data analysis was performed using multiple regression analysis with SPSS 25.0. The results of the study found that simultaneously, quality of work life and self-esteem had a significant effect on employee performance, and partially it was also found that quality of work life and self-esteem had a significant effect on employee performance.
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García Izquierdo, Antonio León, and Ana M. Castaño Pérez. "Work characteristics and occupational health: validation and proposal of a shortened version of the Work Design Questionnaire." Anales de Psicología 38, no. 1 (January 1, 2022): 149–62. http://dx.doi.org/10.6018/analesps.480481.
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Interest in the study of work characteristics to explain how an individual's relationship with the work environment can lead to maladaptive responses has taken on renewed importance in the light of increasing concern for the development of healthy organizations and organizational diversity. This study aims to develop a shortened version of the Work Design Questionnaire (WDQ) with a view to facilitating its use and interpretation. The psychometric properties of this shorter questionnaire were tested in a multi-sectoral sample of workers in Spain, with due consideration given to the gender measurement invariance. For this purpose, we applied the questionnaire to a sample of 500 workers and analyzed the relationship between the answers provided to WDQ and specific occupational health variables (satisfaction, well-being and emotional exhaustion). Results showed adequate reliability and criterion-oriented validity for the shortened version of the WDQ, that is, the WDQ18-S, as well as evidence of factorial invariance across gender. We then discuss the results and their implications for the application of the WDQ in further research and the field of occupational health and psychosocial risks prevention. El interés por el estudio de las características del trabajo para explicar cómo la relación de un individuo con el entorno laboral puede conducir a respuestas desadaptativas ha cobrado una importancia renovada a la luz de la creciente preocupación por el desarrollo de organizaciones saludables y por la diversidad organizacional. Este estudio tiene como objetivo desarrollar una versión abreviada del Work Design Questionnaire (WDQ) con el fin de facilitar su uso e interpretación en este contexto. Las propiedades psicométricas de este cuestionario reducido se probaron en una muestra multisectorial de trabajadores en España. Para ello, aplicamos el cuestionario a una muestra de 500 trabajadores y analizamos la relación entre las carácterísiticas del trabajo y las variables seleccionadas de salud ocupacional (satisfacción, bienestar y agotamiento emocional). Los resultados mostraron una fiabilidad y una validez orientada al criterio adecuadas para la versión abreviada del WDQ, esto es, el WDQ18-S, así como evidencia de invarianza factorial de género. Posteriormente se discuten los resultados y sus implicaciones para el uso del WDQ en el ámbito aplicado e investigador de la salud ocupacional y la prevención de riesgos laborales.
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Griffiths, A. "Work design and management in the manufacturing sector: development and validation of the Work Organisation Assessment Questionnaire." Occupational and Environmental Medicine 63, no. 10 (June 6, 2006): 669–75. http://dx.doi.org/10.1136/oem.2005.023671.
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Ismail, Aini Wizana, Shahrizal Badlishah, and Kamal Ab Hamid. "RELATIONSHIP BETWEEN WORK STRESS AND TEACHER WORK PERFORMANCE." International Journal of Education, Psychology and Counseling 6, no. 42 (September 15, 2021): 432–39. http://dx.doi.org/10.35631/ijepc.642034.
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The role of teachers is arguably the most important in professional groups for our country in the future. So it becomes very important to identify the factors that influence the performance of teachers due to the increasing importance of the role of performing and quality teachers today. Therefore, this study aims to identify the relationship between work stress and teacher work performance. The population for this study consists of National Secondary School (SMK) teachers in the education sector in the northern region of Peninsular Malaysia. states of Kedah and Perlis. This study uses a quantitative approach with a questionnaire method to obtain data. Based on the survey method, followed by cluster sampling method and simple randomization, a total of 500 questionnaires were distributed to randomly selected respondents. Of the 500 questionnaires that were distributed, a total of 421 questionnaires were returned representing a response rate of 84.2 percent. However, only 406 identified questionnaires can be used. While the process to analyze the data is using Statistical Packages for Social Science (SPSS) Version 24. The results of the analysis found that work stress has a significant positive relationship with teacher work performance. The findings of the study are beneficial to theoretical and practical implications. An understanding of the findings of the study enables the Ministry of Education Malaysia to design and implement more effective self-development programs for teachers. Some suggestions for further study are also presented.
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“Miracle” Qi, Ji, Alexander E. Ellinger, and George R. Franke. "Work design and frontline employee engagement." Journal of Service Theory and Practice 28, no. 5 (September 10, 2018): 636–60. http://dx.doi.org/10.1108/jstp-04-2017-0061.
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Purpose In response to calls for the identification of approaches that promote frontline employee (FLE) engagement, the purpose of this paper is to extend the current understanding of the influence of work design by testing competing mediating models that assess job resource and social exchange aspects of work design as either intermediate or antecedent mechanisms in reciprocal social exchanges between service provider firms and FLEs. Moderating effects of interactions between job resources and organizational support and customer focus on engagement are also assessed. Design/methodology/approach A questionnaire is administered to 525 FLEs from multiple service industries. Structural equation modeling is used to test hypotheses and examine their robustness relative to competing models. Common method bias is assessed using a confirmatory factor analysis marker variable technique. Findings Organizational support and customer focus are identified as proximal mediating social exchange aspects of work design that, consistent with role-specific conceptualizations of engagement, differentially influence FLE job and organization engagement. Practical implications The study findings offer insight about how firms can implement job resource and social exchange aspects of work design to favorably influence FLE engagement. Originality/value Services marketing research continues to focus more on service recipients than on FLE service providers. The examination of reciprocal social exchanges between service provider firms and FLEs sheds light on the complexities associated with exploiting aspects of work design to more effectively engage FLEs.
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Hegazy, Tarek, Jameel Khalifa, and Essam Zaneldin. "Towards effective design coordination: a questionnaire survey 1." Canadian Journal of Civil Engineering 25, no. 3 (June 1, 1998): 595–603. http://dx.doi.org/10.1139/l97-115.
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The design of medium- and large-sized projects is an iterative multi-disciplinary process often challenged by a tight budget and limited time. A quality design is highly dependent upon effective coordination among the diverse teams involved in the process. With the current fast pace of technological advances, design coordination becomes an essential element of success particularly within the prevailing market pressures on design firms to downsize, restructure operations, and work more productively and cost effectively. Despite its importance, however, coordination is neither simple nor error free, and has traditionally been applied through manual procedures that are slow and costly. As a step towards effective design coordination, this paper presents the results of a questionnaire survey conducted among 12 leading Canadian design firms. The survey elicited the manner by which expert designers prevent mistakes, detect mismatches, and effectively communicate design changes. Accordingly, solutions to some coordination-related problems have been presented and areas of potential improvement to the design process identified. A suggested coordination scheme has been presented and common interrelationships within the design development process have been explicated. Recommendations toward a more efficient design process have been presented.Key words: construction management, design coordination, quality design, value-engineering, constructability, computer applications, survey.
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Rugulies, Reiner, Jeffrey Braff, John W. Frank, Birgit Aust, Marion Gillen, Irene H. Yen, Rajiv Bhatia, et al. "The psychosocial work environment and musculoskeletal disorders: Design of a comprehensive interviewer-administered questionnaire." American Journal of Industrial Medicine 45, no. 5 (2004): 428–39. http://dx.doi.org/10.1002/ajim.20009.
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Karanika-Murray, Maria, and George Michaelides. "Workplace design." Journal of Organizational Effectiveness: People and Performance 2, no. 3 (September 7, 2015): 224–43. http://dx.doi.org/10.1108/joepp-08-2014-0048.
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Purpose – Although both job design and its broader context are likely to drive motivation, little is known about the specific workplace characteristics that are important for motivation. The purpose of this paper is to present the Workplace Characteristics Model, which describes the workplace characteristics that can foster motivation, and the corresponding multilevel Workplace Design Questionnaire. Design/methodology/approach – The model is configured as nine workplace attributes describing climate for motivation at two levels, psychological and organizational. The multilevel multi-time questionnaire was validated with data from 4,287 individuals and 212 workplaces and with integrated regulation as the criterion outcome. Findings – Multilevel factor analysis and regression indicated good internal reliability, construct validity, and stability over time, and excellent concurrent and predictive validity of the questionnaire. Practical implications – The model could help to optimize job and workplace design by contextualizing motivation. The questionnaire offers advancement over single-level climate measures as it is validated simultaneously at two levels. Further research can focus on overcoming the low response rate typical for online surveys, on need fulfillment as the mediating variable, and on the joint influence of job and workplace characteristics on organizational behavior. Originality/value – This work responds to calls to incorporate context in research into organizational behavior and job design. An understanding of the workplace is a first step in this direction. This questionnaire is the first to be validated at multiple levels of analysis. Ultimately, workplace design could support job design and the development of inherently motivating workplaces.
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Rosiak, Łukasz. "THE ROLE OF A TWO-STAGE QUESTIONNAIRE IN THE URBAN DESIGN PROCESS." Space&FORM 2021, no. 48 (December 6, 2021): 205–22. http://dx.doi.org/10.21005/pif.2021.48.c-07.
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The aim of the article is to present how urban planners use the potential of a questionnaire. The intention of the designers is to incorporate this study into two different phases of urban design. The first will be a questionnaire relating to the diagnosis of the condition. The second test will be performed at a later stage of works, during the assessment of spatial solutions. This questionnaire will be an assessment of spatial solutions. In the article, the author in this work, will try to explain the important this research technique is in the decision-making process of urban design. For this purpose, he will use the example of developing a local revitalization plan for the so-called "Old Town" of the city of Wołomin.
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Jacobo Galica, Gabriela, and Aurora Irma Máynez Guaderrama. "Design and validity of a questionnaire for measuring psychosocial risk factors and burnout." DYNA 87, no. 214 (July 1, 2020): 66–74. http://dx.doi.org/10.15446/dyna.v87n214.85187.
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In recent years, burnout has emerged as one of the most important work risks. Continuous chronical emotional and interpersonal stressors at the workplace can lead to burnout. Among those, psychosocial risk factors are things, events, or circumstances that may affect workers' health due to their work and workplace conditions and may result in burnout. The purpose of this research was to design and validate a scale to evaluate the relationship between psychosocial risk factors and burnout within the aerospace manufacturing industry. A reliable, valid scale was obtained, which can be applied to operative personnel.
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Carlson, Jordan A., Lawrence D. Frank, Jared Ulmer, Terry L. Conway, Brian E. Saelens, Kelli L. Cain, and James F. Sallis. "Work and Home Neighborhood Design and Physical Activity." American Journal of Health Promotion 32, no. 8 (April 26, 2018): 1723–29. http://dx.doi.org/10.1177/0890117118768767.
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Purpose: To investigate relations of perceived worksite neighborhood environments to total physical activity and active transportation, over and above home neighborhood built environments. Design: Observational epidemiologic study. Setting: Baltimore, Maryland-Washington, DC, and Seattle-King County, Washington metropolitan areas. Participants: One thousand eighty-five adults (mean age = 45.0 [10.2]; 46% women) recruited from 32 neighborhoods stratified by high/low neighborhood income and walkability. Measures: The Neighborhood Environment Walkability Survey assessed perceptions of worksite and home neighborhood environments. Accelerometers assessed total moderate-to-vigorous physical activity (MVPA). The International Physical Activity Questionnaire assessed total active transportation and active transportation to and around work. Analysis: Mixed-effects regression tested relations of home and worksite neighborhood environments to each physical activity outcome, adjusted for demographics. Results: Home and worksite mixed land use and street connectivity had the most consistent positive associations with physical activity outcomes. Worksite traffic and pedestrian safety were also associated with multiple physical activity outcomes. The worksite neighborhood explained additional variance in physical activity outcomes than explained by the home neighborhood. Worksite and home neighborhood environments interacted in explaining active transportation to work, with the greatest impacts occurring when both neighborhoods were activity supportive. Conclusion: Both worksite and home neighborhood environments were independently related to total MVPA and active transportation. Community design policies should target improving the physical activity supportiveness of worksite neighborhood environments and integrating commercial and residential development.
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Ariyanti, Silvi, Lamto Widodo, Muhammad Zulkarnain, and Kevin Timotius. "DESIGN WORK STATION OF PIPE WELDING WITH ERGONOMIC APPROACH." SINERGI 23, no. 2 (July 12, 2019): 107. http://dx.doi.org/10.22441/sinergi.2019.2.003.
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The activity of welding specimens on a big pipe that causes various problems for the body, in this activity the worker is at a risky position such as lifting a pipe weight 90 kg, lifting the specimen and welding the pipe with the specimen and the final process is to lower the pipe that has been connected. The purpose of this study is to design workstation by the principles of ergonomics to help reduce physical worker complaints. The research method in this study was the Nordic Body Map (NBM) questionnaire to determine complaints of musculoskeletal disorders (MSDs); the work posture was analyzed by the Rapid Entire Body Assessment (REBA) method. From the results of this study, it can be concluded that the welding work requires a tool in the form of a bench, pipe support, a pulley used at a new welding workstation. With a new workstation, poor work posture can be repaired. With a new work station, there is an efficiency of 8.33 minutes of work time from previous working conditions.
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Ponton, Kate, Dion Parera, and Jessica Irons. "The Submarine Habitability Assessment Questionnaire: A Survey of RAN Submariners." Journal of Marine Science and Engineering 9, no. 1 (January 6, 2021): 54. http://dx.doi.org/10.3390/jmse9010054.
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This paper reports on the development, method, and major findings from the Submarine Habitability Assessment Questionnaire (SUB-HAQ) undertaken as part of a lessons-learned review of the current RAN submarine platform. The questionnaire was completed by 167 Royal Australian Navy (RAN) Submariners and was developed to examine the perceived habitability of the main living and working areas. The results showed satisfaction with cleanliness, lighting, privacy of amenities, ventilation in certain areas, and location of amenities and facilities. The results also suggest dissatisfaction with aspects of the work areas (such as storage space for work materials, and space to conduct off-watch work), allocation of space and equipment for exercise, crowding, and ratio of crew to amenities. Best use of space on a submarine is an extraordinarily challenging design problem. However, it was concluded that significant benefit could be achieved through applying human systems integration methods early in the design of a future RAN platform. The importance of careful workforce planning and crewing analyses to prevent occurrences of overcrowding, lack of storage, and an unacceptable ratio of crew to amenities was observed. The findings from SUB-HAQ have led to a significant investment in evidence-based habitability design assurance by the RAN.
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Jansson von Vultée, Pia Hannele. "Healthy work environment – a challenge?" International Journal of Health Care Quality Assurance 28, no. 7 (August 10, 2015): 660–66. http://dx.doi.org/10.1108/ijhcqa-11-2014-0108.
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Purpose – In Sweden, leave due to sickness was high during the 1990s. The Swedish Social Insurance Agency was able to decrease sick days in the period between 2000 and 2010 but sick days are rising again in Sweden, mostly due to psychological problems among women and partly due to their work environment. It is important to find methods to identify poor work settings to prevent absenteeism due to sickness. The paper aims to discuss these issues. Design/methodology/approach – The authors created a web questionnaire focusing on the organizational setting and its impact on employee wellbeing – reported as mental energy, work-related exhaustion and work satisfaction. The questionnaire measures good and poor work environment factors to help managers improve organizational settings. The questionnaire was validated qualitatively and quantitatively. Findings – It is possible to measure individual wellbeing in an organizational context at an early stage. The authors followed a company undergoing organizational change and identified groups at risk of developing illness. Practical implications – Managers uncertain about employee mental status can measure employee wellbeing easily and cost effectively to prevent illness. Originality/value – The authors created a method, statistically evaluated, to proactively identify good and poor work environments to promote healthy co-workers.
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Zielasek, J. "Organizing the Work in German-speaking Countries: The ICD10-questionnaire in 2008." European Psychiatry 24, S1 (January 2009): 1. http://dx.doi.org/10.1016/s0924-9338(09)70461-4.
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In the revision of the International Classification of Mental Disorders (currently 10th revision, hence ICD-10), an international scientific partnership network group was founded by the World Health Organisation (Chair: N. Sartorius, Geneva) in order to review the international scientific evidence of putative significance for the revision of ICD-10 in different language areas. The group of German-speaking countries was founded during the annual congress of the German Society of Psychiatry, Psychotherapy and Nervous Diseases in 2007. The core group consists of representatives from Austria, Germany, Switzerland and representatives of other German-speaking countries.A major task of the German-speaking group was to design and test an international survey questionnaire addressing the perceived need for changes to the classification criteria in ICD-10 for mental disorders, the scientific rationale for such proposals, and a general assessment of the foodnes of fit with which the current classification criteria represent the respective mental disorders. The survey was started in August 2008 and results will be presented in this symposium.The results of and experiences with this questionnaire are expected to influence the questionnaires to be distributed in other language areas, allowing for regional or national differences to be reflected, but also allowing a comparison with previous editions used when ICD-10 was developed. Taken together, the questionnaire is expected to yield insights into the perceived need to adjust ICD-11 to comply with new scientific evidence, but also with practical clinical experiences with its predecessors.
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Peters, Susan E., Glorian Sorensen, Jeffrey N. Katz, Daniel A. Gundersen, and Gregory R. Wagner. "Thriving from Work: Conceptualization and Measurement." International Journal of Environmental Research and Public Health 18, no. 13 (July 5, 2021): 7196. http://dx.doi.org/10.3390/ijerph18137196.
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Work is a major contributor to our health and well-being. Workers’ thriving is directly influenced by their job design, work environment and organization. The purpose of this report is to describe the qualitative methods used to develop the candidate items for a novel measure of Thriving from Work through a multi-step iterative process including: a literature review, workshop, interviews with experts, and cognitive testing of the candidate items. Through this process, we defined Thriving from Work as the state of positive mental, physical, and social functioning in which workers’ experiences of their work and working conditions enable them to thrive in their overall lives, contributing to their ability to achieve their full potential in their work, home, and community. Thriving from Work was conceptualized into 37 attributes across seven dimensions: psychological, emotional, social, work–life integration, basic needs, experience of work, and health. We ultimately identified, developed and/or modified 87 candidate questionnaire items mapped to these attributes that performed well in cognitive testing in demographically and occupationally diverse workers. The Thriving from Work Questionnaire will be subjected to psychometric testing and item reduction in future studies. Individual items demonstrated face validity and good cognitive response properties and may be used independently from the questionnaire.
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Guerin, Denise A., Jonee Kulman Brigham, Hye-Young Kim, SeonMi Choi, and Angelita Scott. "POST-OCCUPANCY EVALUATION OF EMPLOYEES' WORK PERFORMANCE AND SATISFACTION AS RELATED TO SUSTAINABLE DESIGN CRITERIA AND WORKSTATION TYPE." Journal of Green Building 7, no. 4 (November 2012): 85–99. http://dx.doi.org/10.3992/jgb.7.4.85.
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This case study investigated employees' work performance and satisfaction in relation to sustainable design criteria used to design the interior of their office building. The case study is part of ongoing research to continue testing a questionnaire for validity and reliability, which will contribute to the development of sustainable design/occupant scales relating to satisfaction and performance. A self-administered, Internet-based questionnaire was developed that reflects a set of recognized sustainable design guidelines. It was submitted to over 200 employees of a business housed in a newly built office building in a mid-western city. Generally positive results were found for employees' satisfaction with the new facility (site, building, and interior) and their performance as related to sustainable design criteria in the new facility. Dissatisfaction with acoustic and privacy conditions were found for employees of open-office workstation types (cubicles). Exploration of prior workstation types showed that moving from private offices to cubicles decreased employees' satisfaction with new cubicles compared to moving from cubicles in a prior building to cubicles in the new building, though dissatisfaction with these two criteria was found despite prior workstation type. These findings concur with other sustainable design studies and demonstrate that the questionnaire can be used by sustainable designers to document and explore design outcomes.
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Tarawneh, Bashar, and Khaled Al Ajmi. "Risk Factors Affecting Ground Improvement Work in the Gulf Corporation Council Countries." Open Civil Engineering Journal 14, no. 1 (September 24, 2020): 228–37. http://dx.doi.org/10.2174/1874149502014010228.
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Aim: This research aims to identify the risk factors related to ground improvement projects in the Gulf Corporation Council Countries (GCC). Background: Investigating and identifying those factors are essential to avoid schedule delay, cost overruns, diminished quality, and failure to achieve the project design requirements. Methods: A questionnaire was used to prioritize the possible risk factors that influence the ground improvement projects in the GCC. Results: Data were collected using a questionnaire completed by 120 respondents who work in the ground improvement industry in the GCC, including geotechnical engineers, technical managers, operation managers, project engineers, and project managers. Participants were asked three questions for each risk factor. Questions were about the impact, probability, and detection of the risk factor. Responses were analyzed using descriptive statistics, Responses' Score (R.S.), and Risk Priority Number (RPN). Conclusion: Five risk factors were included in the questionnaire, namely, site investigation, ground improvement technique, environmental conditions, ground improvement design, and ground improvement performance criteria. This paper also presents detailed recommendations to mitigate each risk factor.
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Faraji, Ali, and Morteza Rohani Farahmand. "An Ergonomic Computer Mouse for Professional Designers." Applied Mechanics and Materials 440 (October 2013): 194–98. http://dx.doi.org/10.4028/www.scientific.net/amm.440.194.
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Some criteria for designing an ergonomic mouse for professional computer users via scenario-based design are presented in order to decrease Work-Related Musculoskeletal Disorders (WMSDs) especially in upper limbs. Library research studies performed based on 5W-H approach extremely tend to medical, ergonomics and functional affairs. Since this study was user-centered design (interaction design), practical research studies performed for better comprehension of users needs by making use of questionnaire, interview and observation procedures in three field of design: ergonomics, functional and aesthetics. First, target group divided into three categories by using AHP method: A-users who work professionally with design, graphic and animation softwares; B-users who work professionally or unprofessionally with other softwares; and C-users who work professionally with engineering softwares. Then, 56 questionnaires are presented to this group and also they interviewed and 15 ones observed during interaction with computer mouse. Finally, 23 design criteria achieved and final idea designed based on these criteria. The most important notes that considered in final design are neutral position of wrist, ulnar deviation prevention and preventing from static and powerful grips.
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Mills, Peter R., Ronald C. Kessler, John Cooper, and Sean Sullivan. "Impact of a Health Promotion Program on Employee Health Risks and Work Productivity." American Journal of Health Promotion 22, no. 1 (September 2007): 45–53. http://dx.doi.org/10.4278/0890-1171-22.1.45.
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Purpose. Evaluate the impact of a multicomponent workplace health promotion program on employee health risks and work productivity. Design. Quasi-experimental 12-month before-after intervention-control study. Setting. A multinational corporation headquartered in the United Kingdom. Subjects. Of 618 employees offered the program, 266 (43%) completed questionnaires before and after the program. A total of 1242 of 2500 (49.7%) of a control population also completed questionnaires 12 months apart. Intervention. A multicomponent health promotion program incorporating a health risk appraisal questionnaire, access to a tailored health improvement web portal, wellness literature, and seminars and workshops focused upon identified wellness issues. Measures. Outcomes were (1) cumulative count of health risk factors and the World Health Organization health and work performance questionnaire measures of (2) workplace absenteeism and (3) work performance. Results. After adjusting for baseline differences, improvements in all three outcomes were significantly greater in the intervention group compared with the control group. Mean excess reductions of 0.45 health risk factors and 0.36 monthly absenteeism days and a mean increase of 0.79 on the work performance scale were observed in the intervention group compared with the control group. The intervention yielded a positive return on investment, even using conservative assumptions about effect size estimation. Conclusion. The results suggest that a well-implemented multicomponent workplace health promotion program can produce sizeable changes in health risks and productivity.
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Erfannia, Leila, Manash P. Barman, Sadiq Hussain, Reyhane Barati, and Goli Arji. "How mobile health affects primary healthcare? Questionnaire design and attitude assessment." DIGITAL HEALTH 6 (January 2020): 205520762094235. http://dx.doi.org/10.1177/2055207620942357.
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Objectives The current research aimed to develop a questionnaire for the evaluation of the staff viewpoints in mobile phone use in the delivery of their services and then to assess the primary health center staff attitudes toward this area. Methods This was a two-stage cross-sectional study. In the initial stage, a questionnaire was constructed that tested their reliability and validity through Cronbach’s alpha coefficient, multitrait/multi-item correlation matrix and multivariate method of factor analysis. In the second phase, we computed the raw score of each construct which was calculated by taking the mean of the responses of all the items in a particular construct. The normality of the scores for each construct was tested via Kolmogorov-Smirnov and various parametric/non-parametric statistical tests were applied to compare the responses of the subjects. After statistical tests, the final questionnaire was confirmed, including 28 items. Results The final questionnaires’ five main axes consisted of health services efficiency, education, notices, consultation, as well as follow-up. Personnel perspective assessment indicates that there is no difference of view among individuals coming from various demographic features, including gender, age, work experience, as well as education level, to mobile phone use in their services. Conclusion The attitude of public health center staff to mobile phone use in providing health services was positive in general, which would be an influential context for the effective application of mobile phones in public health; such a context would result in users' intentions to use and accept m-Health.
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Tutenges, Sébastien, Thomas Friis Søgaard, Lea Trier Krøll, Kim Bloomfield, and Morten Hesse. "Violent work environments." International Journal of Workplace Health Management 8, no. 2 (June 8, 2015): 129–41. http://dx.doi.org/10.1108/ijwhm-06-2014-0023.
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Purpose – Over the last decade a substantial pool of research has emerged on bouncers and their influence on the safety conditions in nightlife environments. Comparatively little, however, has been written on bouncers themselves and their working conditions. The purpose of this paper is to identify the perceived risks, stress and other work-related problems among bouncers working in Danish nightlife. Design/methodology/approach – A survey was conducted. In total, 238 bouncers were contacted and 159 of them completed a questionnaire. Findings – In total, 40 percent reported having been threatened with a weapon and 58 percent reported that they had been physically assaulted at work. Moreover, 16 percent reported feeling stressed and 50 percent reported weekly sleeping difficulties. Originality/value – These findings highlight some of the costs of working in the night-time economy. They may be used to improve the working conditions of bouncers and, by implication, help improve the general safety conditions in nightlife environments.
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Septiawan, I. Putu Adi, and Komang Krisna Heryanda. "Effect of Work Environment and Work Discipline on Employee Performance." Prospek: Jurnal Manajemen dan Bisnis 2, no. 2 (January 31, 2021): 174. http://dx.doi.org/10.23887/pjmb.v2i2.27513.
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This study aims to examine the effect of (1) work environment and discipline on employee performance, (2) work environment on work discipline, (3) work environment on employee performance, and (4) work discipline on employee performance on CV Puspa. The research design used in this study is causal quantitative. The subjects of this research are employees at CV Puspa and the object is the work environment, work discipline and employee performance. The population in this research is 76 Puspa employees. All populations are made as observation units, therefore this study is included as population research. Data collected by questionnaire technique, then analyzed by path analysis. The results showed that, (1) work environment and discipline had a positive effect on employee performance, (2) work environment had a positive effect on work discipline, (3) work environment had a positive effect on employee performance, and (4) work discipline had a positive effect on performance employee at CV Puspa.
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Tannis, Candace, Araliya Senerat, Malika Garg, Dominique Peters, Sritha Rajupet, and Elizabeth Garland. "Improving Physical Activity among Residents of Affordable Housing: Is Active Design Enough?" International Journal of Environmental Research and Public Health 16, no. 1 (January 8, 2019): 151. http://dx.doi.org/10.3390/ijerph16010151.
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Physical inactivity increases risk of chronic disease. Few studies examine how built environment interventions increase physical activity (PA). Active design (AD) utilizes strategies in affordable housing to improve resident health. We assessed how AD housing affects PA among low-income families in Brooklyn, New York. Participants were recruited at lease signings in 2016 from a new AD apartment complex and two recently renovated comparison buildings without AD features. Eligibility included age ≥18 years with no contraindications to exercise. Anthropometric data were collected. PA was self-reported using the Recent and Global Physical Activity Questionnaires. Smartphone users shared their tracked step. Data collection was repeated one year after move-in. All data were analyzed using SPSS. Eighty-eight eligible participants completed the initial questionnaire (36 AD and 52 from 2 comparison buildings) at baseline (T0). There were no differences between AD and comparison cohorts in: stair use, PA, sitting time or, mean waist-to-hip ratio (WHR) at T0. However, the AD cohort had a lower baseline BMI (27.6 vs. 31.0, p = 0.019). At one-year follow-up (T1), 75 participants completed our survey including a 64% retention rate among those who previously completed the T0 questionnaire. Among T0 questionnaire respondents, mean daily steps increased at T1 among AD participants who moved from an elevator building (∆6782, p = 0.051) and in the comparison group (∆2960, p = 0.023). Aggregate moderate work-related activity was higher at T1 in the AD building (746 vs. 401, p = 0.031). AD building women reported more work-related PA overall but AD men engaged in more moderate recreational PA. Living in an AD building can enhance low-income residents’ PA. More research with objective measures is needed to identify strategies to sustain higher PA levels and overall health.
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Islam, Talat, Rashid Ahmad, Ishfaq Ahmed, and Zeshan Ahmer. "Police work-family nexus, work engagement and turnover intention." Policing: An International Journal 42, no. 5 (October 10, 2019): 739–50. http://dx.doi.org/10.1108/pijpsm-09-2018-0138.
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Purpose Around 87 percent of employees are not engaged in their work and 82 percent have withdrawal intentions across the globe. Considering these emerging challenges the purpose of this paper is to investigate the associations between inter-role conflicts, work engagement and turnover intention considering person-job-fit (PJF) as a moderator. Design/methodology/approach The data from 343 Punjab police employees were collected on a convenience basis through a questionnaire-based survey. The study used the second generation data analysis technique (i.e. structural equation modeling) in two stages. Findings The results found work engagement as a mediator between inter-role conflicts and turnover intention. In addition, PJF was found to moderate these relations. Research limitations/implications This study collected data from a single province of the county. The study has implications for the academicians and policymakers. Originality/value Considering the emerging challenges to policing, this study is first of its kind to examine the moderating role of PJF. This theoretical model is developed on the basis of conservation of resource theory and field theory.
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Cheng, Jui-Chang, and Chien-Yu Chen. "Job resourcefulness, work engagement and prosocial service behaviors in the hospitality industry." International Journal of Contemporary Hospitality Management 29, no. 10 (October 9, 2017): 2668–87. http://dx.doi.org/10.1108/ijchm-01-2016-0025.
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Purpose Prosocial service behaviors play a major role in the hospitality industry. However, few studies have examined how job resourcefulness affects prosocial service behaviors. This paper aims to investigate the relationship between job resourcefulness and prosocial service behaviors as well as clarify the mediating effect of work engagement. Design/methodology/approach A questionnaire was developed to collect data from 282 frontline service employees in Taiwan’s hotel industry. Structural equation modeling was conducted to test the hypotheses of this research. Findings The results indicate that job resourcefulness is positively related to role-prescribed service behaviors, extra-role service behaviors and cooperation. Furthermore, work engagement mediates the relationship between job resourcefulness and prosocial service behaviors. Research limitations/implications The design of cross-sectional research restricts inference to the findings of cause–effect relationships. Also, the design of this study could not rule out the effect of common method variance, as all the data used in the study were acquired using the same questionnaire. Originality/value The current study contributes to the hospitality management research by investigating the link between job resourcefulness and prosocial service behaviors, and elaborating the partially mediating role of work engagement in this relationship.
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Tziner, Aharon, Alla Ben-David, Lior Oren, and Gil Sharoni. "Attachment to work, job satisfaction and work centrality." Leadership & Organization Development Journal 35, no. 6 (July 29, 2014): 555–65. http://dx.doi.org/10.1108/lodj-08-2012-0102.
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Purpose – The purpose of this paper is to investigate the associations between attachment styles, work centrality and job satisfaction with turnover intentions. Design/methodology/approach – A self-report questionnaire that included psychometrically sound measures of the key constructs was completed by a sample of 125 employees. A structural equation model was conducted to test the proposed relations and mediating hypotheses. Findings – Attachment styles were found to be linked directly to turnover intentions, and not mediated by job satisfaction and work centrality, as predicted. Avoidant and anxious employees showed higher levels of turnover intentions. A positive relationship was found between work centrality and job satisfaction; job satisfaction was negatively related with turnover intentions. Research limitations/implications – Although the study involved cross-sectional self-report data, it shed light on the associations between attachment theory and the costly organizational phenomena of voluntary turnover. Practical implications – Managers should pay particular attention to employees characterized by an insecure attachment style. Efforts should be made to improve work centrality and job satisfaction among employees. Originality/value – The study adds attachment styles as an additional tool available to managers in their efforts to manage turnover.
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Puspita*, Kana, Muhammad Nazar, Latifah Hanum, and Muhammad Reza. "Pengembangan E-modul Praktikum Kimia Dasar Menggunakan Aplikasi Canva Design." Jurnal IPA & Pembelajaran IPA 5, no. 2 (May 23, 2021): 151–61. http://dx.doi.org/10.24815/jipi.v5i2.20334.
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The implementation of learning has undergone significant changes due to the corona virus (Covid-19) spreading rapidly so that the teaching and learning process at various levels of education is generally carried out online. This urges lecturers to adapt teaching materials to online learning systems, especially subject topics that require laboratory activities. This study aims to develop an e-module for basic chemistry practice courses not only containing material and quizzes but also integrates practical video tutorials in each of its sub-topics. The research method used is research and development (RD) by applying the ADDIE model. Research respondents were 58 students of the Physics Education FKIP USK wenrolled in basic chemistry practice courses in their first-year study in the 2019-2020. The research data were collected using instruments in the form of students’ responses to the questionnaire on 1) the e-module, and 2) the application of e-modules in basic chemistry laboratory courses. The questionnaires were distributed via Google form to avoid physical contact and comply with health protocols. Prior to distribution, the questionnaire was tested for validity and reliability using the Cronbach's alpha test and analyzed with SPSS version 12 (IDMTM). The results of the validation show that the mean value of validation is 91.48% for the display, content, grammar, and evaluation system items. Cronbach's alpha test shows a mean alpha value of 0.903. The results of the response questionnaire showed that the average response score was greater than 8.00 for each questionnaire item, while the mean score for the application of the e-module laboratory courses was 8.88. This shows that the e-module for basic chemistry lab work is favorable and suitable for use as teaching material in the online learning process.
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Nsenduluka, Evaristo, and Himanshu Kumar Shee. "Organisational and group antecedents of work group service innovativeness." Journal of Management & Organization 15, no. 4 (September 2009): 438–51. http://dx.doi.org/10.1017/s1833367200002534.
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AbstractThis study examined the individual and combined effects of the organisational-level variables of climate and task design, and the group-level variables of group citizenship behaviour (GCB), market orientation, group self-efficacy (GSE), and group climate for innovation (GCI) on work group service innovativeness. Specifically, this study theorised that work group service innovativeness is a product of both organisational (organisational climate and task design) and work group (GCB, market orientation, and GSE) contexts. Drawing upon the theories and literature, six hypotheses were derived. Data were collected through a 64-item questionnaire using a 7-point Likert scale from four hotels in Melbourne, Australia. Results indicated that organisational climate, task design, GCB, group self-efficacy, and group climate for innovation were significant predictors of work group service innovativeness, while market orientation was not. Limitations, future directions, managerial and research implications are explored.
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Nsenduluka, Evaristo, and Himanshu Kumar Shee. "Organisational and group antecedents of work group service innovativeness." Journal of Management & Organization 15, no. 4 (September 2009): 438–51. http://dx.doi.org/10.5172/jmo.15.4.438.
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AbstractThis study examined the individual and combined effects of the organisational-level variables of climate and task design, and the group-level variables of group citizenship behaviour (GCB), market orientation, group self-efficacy (GSE), and group climate for innovation (GCI) on work group service innovativeness. Specifically, this study theorised that work group service innovativeness is a product of both organisational (organisational climate and task design) and work group (GCB, market orientation, and GSE) contexts. Drawing upon the theories and literature, six hypotheses were derived. Data were collected through a 64-item questionnaire using a 7-point Likert scale from four hotels in Melbourne, Australia. Results indicated that organisational climate, task design, GCB, group self-efficacy, and group climate for innovation were significant predictors of work group service innovativeness, while market orientation was not. Limitations, future directions, managerial and research implications are explored.
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Rothmann, Sebastiaan, and Candice Baumann. "Employee engagement: The effects of work-home/home-work interaction and psychological conditions." South African Journal of Economic and Management Sciences 17, no. 4 (September 1, 2014): 515–30. http://dx.doi.org/10.4102/sajems.v17i4.419.
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The aim of this study was to investigate the relationship between work-home and home-work interference, psychological conditions and employee engagement. A cross-sectional survey design was used. The participants were 292 employees of a uranium mine in Namibia residing in towns distant from their workplace. The following measuring instruments were used: Survey Work-Home Interaction – Nijmegen, Psychological Conditions Scale and Employee Engagement Questionnaire. Negative work-home interaction (work-home/home-work spillover) was negatively related to psychological meaningfulness, psychological availability, and employee engagement. Positive work-life interaction (work-home/home-work interaction) was positively related to psychological meaningfulness, psychological availability, and employee engagement. The study builds on the work-life interaction literature by showing that negative and positive interactions indirectly affect employee engagement via psychological meaningfulness and psychological availability.
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Carlotto, Mary Sandra, Gardênia da Silva Abbad, Marina Greghi Sticca, Maria Nivalda de Carvalho-Freitas, and Marcos Santos de Oliveira. "Burnout Syndrome and the Work Design of Education and Health Care Professionals." Psico-USF 26, no. 2 (June 2021): 291–303. http://dx.doi.org/10.1590/1413-82712021260208.
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Abstract This study aimed to identify the predictive power of the Work Design (WD) variables on Burnout Syndrome (BS). The sample consisted of 300 professionals, 188 from the field of education and 112 from health care. Two instruments were used in this research, a reduced version of the Work Design Questionnaire (WDQ) and the Brazilian version of the Spanish Burnout Syndrome Inventory (SBI). The results showed that in both professional categories, the factors of work design are predictors of the 4 dimensions of BS, especially factors related to social and task characteristics. In the education field, characteristics of knowledge required by work appear as predictors of only psychological exhaustion; and in health care professionals, as predictors of psychological exhaustion and decreased Enthusiasm towards the job. Implications of these findings will be discussed in terms of their applicability in interventions to prevent BS based on work redesign actions.
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Moussa, Margaret, Mathew Bright, and Maria Estela Varua. "Investigating knowledge workers’ productivity using work design theory." International Journal of Productivity and Performance Management 66, no. 6 (July 10, 2017): 822–34. http://dx.doi.org/10.1108/ijppm-08-2016-0161.
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Purpose The purpose of this paper is to examine the suitability of job and work design theory for investigating knowledge workers’ productivity. The review is a response to recommendation and adoption of the motivational human resource management approach by a number of knowledge management researchers. The authors show that the existing literature on this topic overlooks key criticisms of HRM job and work design theory itself. The authors suggest modifications. Design/methodology/approach The paper proceeds by outlining knowledge management researchers’ arguments rejecting the application of traditional measurement approaches to investigating knowledge workers’ productivity. The review develops to examine the various arguments for adopting work design theory and considers the key contributions and critiques in this field. Drawing on the insights of key HRM work design critics, the paper concludes by offering suggestions for a model suitable for examining the drivers of knowledge work productivity in process. Findings The principle finding is that Morgeson and Humphrey’s (2006) Work Design Questionnaire (WDQ) stand as the most conceptually consistent and methodologically considered human resource management work design theory. However, this model must itself be modified to include a category of organizational contextual work characteristics. For application to the filed of knowledge management, WDQ must also be expanded to include knowledge sharing, role breadth self-efficacy and employee well-being as key work design mediators and outcomes. Research limitations/implications Greater consideration needs to be given to the distinction between knowledge sharing as a work design mediator and as a work design outcome. Morgeson and Humphrey themselves note that the “common method variance” problems arising in psychometric research have been reduced but not completely eliminated from their model. Practical implications Survey instruments based on the recommended model potentially provide a valuable means for understanding and enhancing productivity in a variety of knowledge intensive service industries. The pronounced benefit of this model is that it is applicable in cross-industry and cross-occupational contexts, unlike many existing knowledge worker productivity models. This is an advantage, given the centrality of the inter-connectivity of different types of activities and industries in knowledge work. Social implications Work design prioritizes employee motivation and support and links this to the quality of work and the well-being of clients. The benefits of well-designed knowledge work extend well beyond the generation of specific innovations and macroeconomic productivity improvements. Originality/value Job design and work design theory have been applied in the field of knowledge management. However, the applications have largely overlooked key critiques of the established models in the human resource management literature. The paper fills this gap. Its original suggestions for modifying Moregeson and Humphry’s (2006) WDQ reflect the authors’ in-depth analysis of the literature.
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Rose, Uwe, Stefan Schiel, Helmut Schröder, Martin Kleudgen, Silke Tophoven, Angela Rauch, Gabriele Freude, and Grit Müller. "The Study on Mental Health at Work: Design and sampling." Scandinavian Journal of Public Health 45, no. 6 (July 4, 2017): 584–94. http://dx.doi.org/10.1177/1403494817707123.
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Aims: The Study on Mental Health at Work (S-MGA) generates the first nationwide representative survey enabling the exploration of the relationship between working conditions, mental health and functioning. This paper describes the study design, sampling procedures and data collection, and presents a summary of the sample characteristics. Methods: S-MGA is a representative study of German employees aged 31–60 years subject to social security contributions. The sample was drawn from the employment register based on a two-stage cluster sampling procedure. Firstly, 206 municipalities were randomly selected from a pool of 12,227 municipalities in Germany. Secondly, 13,590 addresses were drawn from the selected municipalities for the purpose of conducting 4500 face-to-face interviews. The questionnaire covers psychosocial working and employment conditions, measures of mental health, work ability and functioning. Data from personal interviews were combined with employment histories from register data. Descriptive statistics of socio-demographic characteristics and logistic regressions analyses were used for comparing population, gross sample and respondents. Results: In total, 4511 face-to-face interviews were conducted. A test for sampling bias revealed that individuals in older cohorts participated more often, while individuals with an unknown educational level, residing in major cities or with a non-German ethnic background were slightly underrepresented. Conclusions: There is no indication of major deviations in characteristics between the basic population and the sample of respondents. Hence, S-MGA provides representative data for research on work and health, designed as a cohort study with plans to rerun the survey 5 years after the first assessment.
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Llego, Jordan H. "Moral Distress Work Motivation and Job Satisfaction of Medical-Surgical Nurses During the COVID-19 Pandemic: A Correlation Study." TEXILA INTERNATIONAL JOURNAL OF NURSING 7, no. 2 (November 30, 2021): 27–33. http://dx.doi.org/10.21522/tijnr.2015.07.02.art004.
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This research is the second part of a more comprehensive study. The purpose of this part of the study is to examines the relationship between the level of moral distress, work motivation, and job satisfaction of medical-surgical nurses in Hail Saudi Arabia. This study used a descriptive-correlation research design using the combination of three questionnaires (Moral Distress Questionnaire, Multidimensional Work Motivation Scale, and Nurses Job Satisfaction Questionnaire) through an online survey. There are 274 respondents in this study. The statistical tests used are mean, standard deviation, and Pearson-r. Results include about the relationship between moral distress and work motivation Pearson-r scored r=0.07; p=0.27; regarding the relationship between moral distress and job satisfaction Pearson-r scored r=-0.35; p=<0.001; concerning the relationship between work motivation and job satisfaction, Pearson-r scored r=0.05; p=0.42. The researchers conclude that moral distress is minimally inversely influenced by job satisfaction and vice versa, while moral distress does not affect work motivation and vice versa. Also, work motivation is not influenced by job satisfaction and vice versa.
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Mangumpit, Raymond, and Jonathan O. Etcuban. "Responsiveness on Equal Work Opportunity in Philippines." Asian Review of Social Sciences 8, no. 3 (November 5, 2019): 32–36. http://dx.doi.org/10.51983/arss-2019.8.3.1601.
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This work showed the study of the responsiveness of equal opportunity provisions for lesbian, gay, bisexual, and transgender in an information technology logistics company, Cebu, Philippines. The study employed the descriptive-correlational design using a researcher made questionnaire. The respondents were the 91 diverse employees from the various departments. The gathered data were treated using a weighted mean and Chi-square test of independence. The study revealed that the company moderately responded to the equal opportunity provisions for LGBT. It is concluded that makes an inclusive environment will draw better candidates for open positions and hold top talent longer.
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Yean Yng Ling, Florence, and Weiyan Toh. "Boosting facility managers’ personal and work outcomes through job design." Facilities 32, no. 13/14 (September 30, 2014): 825–44. http://dx.doi.org/10.1108/f-04-2013-0031.
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Purpose – This study aims to identify the job characteristics that would boost the personal and work outcomes (e.g. job satisfaction, internal motivation and output quality) of facility managers (FMs) in Singapore based on the Job Characteristics Theory. Design/methodology/approach – The research method is a survey method, and data were collected using a structured questionnaire from 34 FMs through electronic mail and by post. Findings – Using t-test of the mean, 23 out of the 39 identified job characteristics are found to be significantly present in FMs’ jobs. Pearson’s correlation analysis revealed that the job characteristics that are significantly correlated with personal and work outcomes of FMs include those that use a variety of skills, in which task identity is present, task is significant, allow autonomy, provide feedback and meet FMs’ growth needs. Research limitations/implications – The Job Characteristics Theory is found to be applicable to FMs’ jobs, but this needs to be generalized carefully because of the relatively small sample size. Practical implications – It is recommended that the significant job characteristics that are identified in this study be designed and incorporated into FMs’ jobs. These include setting up teams where members play their parts well; a reward system when a job is done well; a career path with ample opportunities for promotion; and communication channels that are clear and precise. Originality/value – Important job characteristics that could boost FMs’ job satisfaction, internal motivation and quality of work are identified. In addition, job characteristics that could reduce their likelihood of leaving the profession are also uncovered. These job characteristics should be designed into FMs’ jobs, so that firms have high performing and motivated FMs.
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Adhikari, Pitri Raj. "Quality of Work-Life for Job Satisfaction in Nepalese Commercial Banks." Management Dynamics 22, no. 1 (December 31, 2019): 79–88. http://dx.doi.org/10.3126/md.v22i1.30240.
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This paper is concerned with the examination of the impact of quality of work life for job satisfaction in Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared and collected from 225 respondents. Descriptive and casual comparative research design have been used in this study. The multiple regression model has been used to test the relationship. The results show that working environment, work life balance, compensation and reward, training and development, and job design are positively related to job satisfaction. The regression result shows that the beta coefficients for all variables are positive and significant with job satisfaction.
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Adhikari, Pitri Raj. "Quality of Work-Life for Job Satisfaction in Nepalese Commercial Banks." Management Dynamics 22, no. 2 (December 31, 2019): 79–88. http://dx.doi.org/10.3126/md.v22i2.30240.
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This paper is concerned with the examination of the impact of quality of work life for job satisfaction in Nepalese commercial banks. To achieve the purpose of the study, structured questionnaire is prepared and collected from 225 respondents. Descriptive and casual comparative research design have been used in this study. The multiple regression model has been used to test the relationship. The results show that working environment, work life balance, compensation and reward, training and development, and job design are positively related to job satisfaction. The regression result shows that the beta coefficients for all variables are positive and significant with job satisfaction.