This document summarizes a research study that examined the impact of work-life balance (WLB) on organizational commitment (OC) among women healthcare workers in India. The study found:
1) There was a significant positive relationship between WLB and OC among the 580 female healthcare workers surveyed across several hospitals.
2) Component-wise analysis showed WLB had a positive relationship with affective and normative commitment, but a negative association with continuance commitment.
3) The study highlighted the importance of organizational policies and support for managing the relationship between work and non-work domains to enhance employees' OC.
This document provides an overview of a proposed research study on work-life balance among women in higher educational institutions. It outlines the introduction, literature review, research gap, problem statement, objectives, hypothesis, and methodology. The research problem aims to understand challenges women in academia face in balancing work and personal lives. The objectives are to analyze the impact of factors like family/social support, responsibilities, workload, and organizational policies on work-life balance. The hypothesis is that there is a work-life balance problem among these women. A descriptive research design will be used, collecting data via questionnaires distributed to a sample of the population.
This document summarizes a research paper on work-life balance challenges and opportunities in Indian companies. It discusses trends pressuring employers to rethink people practices and how this generates potential to meet organizational and worker goals. It outlines work-life balance definitions and reviews literature on its importance. Challenges include long work hours, aging workforce, and technology advances. Benefits of work-life policies include improved employee retention, motivation, productivity and reduced absenteeism, which positively impact organizations. The document recommends organizations evaluate compensation, support employees, offer flexible policies and programs, and create an enabling environment to achieve work-life balance.
AN ANALYSIS ON THE DETERMINANTS OF QUALITY OF WORK LIFE AND EMPLOYEE TURNOVER...IAEME Publication
The document analyzes the determinants of quality of work life and employee turnover among nurses in private hospitals in Coimbatore, India. It examines the opinions of 200 sample nurses on their quality of work life and intention to leave their organizations. The study finds that the sample nurses have expressed dissatisfaction with the quality of work life in their organizations. It analyzes eight dimensions that determine quality of work life, including compensation, working conditions, opportunities at work, and work-life balance. The study aims to understand how socioeconomic factors and quality of work life dimensions influence nurses' turnover intentions.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
Impact of career enablers and flexible working methods on workforce participa...IAEME Publication
This document summarizes a research study examining factors that influence career enablers for women professionals and their impact on workforce participation in India. The study used a sample of 1,064 women who attended a job fair. Most were under age 30, married, working full-time with less than 5 years' experience. The study aims to analyze relationships between work-life balance, career growth, longevity, engagement and use of flexible work arrangements. Initial analysis found that personal demographics like age, marital status and family type can influence women's work participation more than workplace factors for many in the sample. The research will further examine how career enablers like flexible schedules relate to indicators of career strength and longevity in the workforce.
This document summarizes a research study that examined the relationship between psychological contract fulfilment and organizational citizenship behaviour among lecturers in public universities in Rivers State, Nigeria. The study used a survey methodology with a sample of 344 lecturers from 3 public universities. The results found that both transactional contract fulfilment and relational contract fulfilment were significantly related to measures of organizational citizenship behaviour, including helping behaviour and loyal boosterism, among the lecturers. The study concluded that fulfilling psychological contracts can increase organizational citizenship behaviour among university lecturers.
This document provides an overview of a proposed research study on work-life balance among women in higher educational institutions. It outlines the introduction, literature review, research gap, problem statement, objectives, hypothesis, and methodology. The research problem aims to understand challenges women in academia face in balancing work and personal lives. The objectives are to analyze the impact of factors like family/social support, responsibilities, workload, and organizational policies on work-life balance. The hypothesis is that there is a work-life balance problem among these women. A descriptive research design will be used, collecting data via questionnaires distributed to a sample of the population.
This document summarizes a research paper on work-life balance challenges and opportunities in Indian companies. It discusses trends pressuring employers to rethink people practices and how this generates potential to meet organizational and worker goals. It outlines work-life balance definitions and reviews literature on its importance. Challenges include long work hours, aging workforce, and technology advances. Benefits of work-life policies include improved employee retention, motivation, productivity and reduced absenteeism, which positively impact organizations. The document recommends organizations evaluate compensation, support employees, offer flexible policies and programs, and create an enabling environment to achieve work-life balance.
AN ANALYSIS ON THE DETERMINANTS OF QUALITY OF WORK LIFE AND EMPLOYEE TURNOVER...IAEME Publication
The document analyzes the determinants of quality of work life and employee turnover among nurses in private hospitals in Coimbatore, India. It examines the opinions of 200 sample nurses on their quality of work life and intention to leave their organizations. The study finds that the sample nurses have expressed dissatisfaction with the quality of work life in their organizations. It analyzes eight dimensions that determine quality of work life, including compensation, working conditions, opportunities at work, and work-life balance. The study aims to understand how socioeconomic factors and quality of work life dimensions influence nurses' turnover intentions.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
This document summarizes a research article about linking work-life balance to employee performance through job engagement, job satisfaction, and organizational commitment among nurses from Generation X. The document begins with definitions of employee performance, work-life balance, job engagement, job satisfaction, and organizational commitment. It then proposes relationships and hypotheses between work-life balance and these other variables, which are expected to positively impact employee performance. Specifically, it hypothesizes that work-life balance will positively impact job engagement, organizational commitment, job satisfaction, and ultimately employee performance. The goal of the research is to contribute to understanding how to improve performance among Generation X nurses through enhancing work-life balance.
Impact of career enablers and flexible working methods on workforce participa...IAEME Publication
This document summarizes a research study examining factors that influence career enablers for women professionals and their impact on workforce participation in India. The study used a sample of 1,064 women who attended a job fair. Most were under age 30, married, working full-time with less than 5 years' experience. The study aims to analyze relationships between work-life balance, career growth, longevity, engagement and use of flexible work arrangements. Initial analysis found that personal demographics like age, marital status and family type can influence women's work participation more than workplace factors for many in the sample. The research will further examine how career enablers like flexible schedules relate to indicators of career strength and longevity in the workforce.
This document summarizes a research study that examined the relationship between psychological contract fulfilment and organizational citizenship behaviour among lecturers in public universities in Rivers State, Nigeria. The study used a survey methodology with a sample of 344 lecturers from 3 public universities. The results found that both transactional contract fulfilment and relational contract fulfilment were significantly related to measures of organizational citizenship behaviour, including helping behaviour and loyal boosterism, among the lecturers. The study concluded that fulfilling psychological contracts can increase organizational citizenship behaviour among university lecturers.
Impact of work-life_balance_happiness_at_work_on_e1611SitiAlifah
This document summarizes a research article that investigated the relationship between work-life balance, happiness at work, and employee performance. The study was conducted through a survey of 289 employees at pharmaceutical companies in Jordan. The results indicated that work-life balance and happiness at work, as measured by job satisfaction, employee engagement, and organizational commitment, positively impacted employee performance. However, job satisfaction alone did not influence performance. The findings suggest that supporting work-life balance and cultivating happiness in the workplace can improve employee performance in the pharmaceutical industry in Jordan.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
IRJET- A Study on the Perception of Working Mother on Her Child’s Career Aspi...IRJET Journal
This document summarizes a study on the influence of working mothers on their children's career aspirations in Andhra Pradesh, India. The study used questionnaires and statistical analysis tools to examine the relationship between a mother's occupation and her child's career choice. The results found that a mother's occupation has a significant influence on her child's career aspirations. The document provides context on women's participation in the workforce in India and defines key terms like work-life balance, career planning, and the role of parents' occupations in shaping children's career interests. It reviews previous related literature primarily from Western countries and notes a lack of studies from India specifically on the influence of working mothers.
mm bagali...... mba...... research......management......hrm......hrd............dr m m bagali, phd in hr
This document discusses work-life balance among working mothers in India. It begins by providing context on the rising levels of female employment in India and the challenges working mothers face in balancing work and family responsibilities. It then reviews literature on various studies related to work-life balance practices. The study aims to do a comparative analysis of work-life balance based on the age of working mothers' children and identify influencing factors. It defines six sub-scales used to measure work-life balance: personal factors, balancing factors, organizational support, motivational factors, career advancement, and psychological factors. The document provides details of the methodology used for collecting primary data through questionnaires distributed to working mothers across various sectors in Bangalore, India.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Wellbeing and Employee Engagement: The Evidence WhitepaperEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, higher resilience, and better health. Organizations that promote wellbeing through flexible work and supportive management can improve health outcomes and reduce health inequalities in society.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”AJHSSR Journal
The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
15. risnita, mukhtar, wirda, uin jambi, journalijar.comHapzi Ali
This document summarizes a study that analyzed the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Quantitative analysis using path analysis and determination analysis found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Specifically, organizational culture and having good competency can improve midwife performance and allow them to achieve optimal work results.
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Quantitative analysis using path analysis and determination analysis was conducted to analyze the partial and simultaneous effects. The results showed that organizational culture and midwife competency had a positive and significant effect on midwife performance.
15. risnita, mukhtar, wirda, iain sts jambi, www.journalijar.comHapzi Ali
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Using a sample size of 80 midwives, the study found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Organizational culture influences mindsets and behaviors within an organization, while competency is related to skills and knowledge. The study aims to help reduce maternal mortality rates in Indonesia by improving midwife performance.
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Using a sample size of 80 midwives, the study found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Organizational culture influences mindsets and behaviors within an organization, while competency is the skills and abilities midwives possess to perform their work. The study concludes that strong organizational cultures and high competencies contribute to improved midwife performance.
Running Head: RESEARCH TOPIC 1
RESEARCH TOPIC 3
Lilisbet Alonso
Florida National University
Nursing Research
Prof: Claudia Davis PhD, RN-BC
May 12, 2020
RESEARCH TOPIC
Family nurse practitioners are much more interested in improving the general quality of nursing care and services delivery to the patients. I believe that family nursing practitioner profession is very vital in improving the quality of care by serving a very unique function in the medical care system. This is through the development of lasting relationships with patients and viewing the success of patients within the greater family and community framework.
My research topic of interest is Obesity and Weight Management Programs. The reason why I choose doing this research is due to the day by day increasing mortality rates and considerable morbidity that are linked with obesity due to the impact that it has on other conditions such as type 2 diabetes, reproductive diseases, cancer as well as gastrointestinal diseases. (Tappen, 2016). Obese individuals face a incessant, enduring struggle. This makes obesity to be one of the most prevalent diet-related health problems globally and more so in the United States. It places a significant burden on healthcare systems. There is, therefore, the importance of research to better understand the problem and how it can be maintained.
According to Lean, et al., (2018) there was a projection by the government that by the turn of 21st century, less than of 20% of adults aged 20 years and above and no more than 15% of adolescents aged 12 and above should not be overweight. This goal has not been achieved; rather, the United States is moving father rather than closer to the goal. The prevalence of overweight and obesity continues to rise and not falling.
References
https://www.youtube.com/watch?v=hXvoKE6_wQo
https://www.youtube.com/watch?v=lw8HPXJP1VA
Lean, M. E., Astrup, A., & Roberts, S. B. (2018). Making progress on the global crisis of obesity and weight management. bmj, 361, k2538.
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett Publishers. Retrieved from: https://books.google.co.ke/books?hl=en&lr=&id=DnyUCgAAQBAJ&oi=fnd&pg=PR1&dq=Tappen,+R.M.+(2015).+Nursing+Research.+Advanced+Nursing+Research:+From+Theory+to+Practice.+(2nd+ed.).+Jones+%26+Bartlett+Learning.&ots=NMrFQlcuEw&sig=BcD9_wBWYoJnfY9u6duh8Qvt5TE&redir_esc=y#v=onepage&q&f=false
NORMAN, ELTON_DIS9902A-12-1 1
LAST, FIRST DIS9902A-12-4 1
Gender Diversity and Job Performance in the Banking Industry
Chapter 2
Student Name
Professor Name
14 May 2020
Table of Contents
Introduction 3
Patterns of Gender Diversity 6
Senior Management 7
Importance of Diverse Board 8
Theoretical Background 8
Agency Theory.
This document summarizes a study on the impact of night shift work on the physical and mental health of women working in private hospitals in Mumbai, India. It finds that 71% of respondents accepted night shift work for better pay, and 80% had over 5 years of experience working more than 2 night shifts per week. The study aims to investigate how night shifts affect women's health and job satisfaction by examining their working conditions, lifestyle habits, and reported physical and psychological health issues. Statistical analysis of surveys from 50 female hospital employees found strong correlations between night shift work and negative impacts on lifestyle and health. The study suggests employees working rotating night shifts need special attention due to higher health risks and lower productivity.
The document summarizes a study that identifies factors contributing to work-family conflict among nurses. It discusses how workload, work shifts, and job position can lead to conflict. The study interviewed 10 nurses at Sarawak General Hospital. It found these three factors increased nurses' experience of balancing work and family responsibilities. The document recommends reducing conflict through better work-family balance, family support, and self-commitment from nurses.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
This document discusses linking the emerging fields of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM). It argues that while GHRM focuses on integrating environmental sustainability into human resource practices, and GSCM focuses on integrating sustainability into supply chain operations, the two areas are rarely studied together despite their synergies. The document proposes a framework to integrate GHRM and GSCM and outlines a research agenda to further study their relationship and implications for organizational sustainability. It aims to bridge the gap between the two fields and emphasize how considering people and human relations is important for advancing sustainable supply chains.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Impact of work-life_balance_happiness_at_work_on_e1611SitiAlifah
This document summarizes a research article that investigated the relationship between work-life balance, happiness at work, and employee performance. The study was conducted through a survey of 289 employees at pharmaceutical companies in Jordan. The results indicated that work-life balance and happiness at work, as measured by job satisfaction, employee engagement, and organizational commitment, positively impacted employee performance. However, job satisfaction alone did not influence performance. The findings suggest that supporting work-life balance and cultivating happiness in the workplace can improve employee performance in the pharmaceutical industry in Jordan.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
IMPACT OF PATERNALISTIC LEADERSHIP ON EMPLOYEE COMMITMENT AND INNOVATIVE WOR...MehranMouzam
1. Description of Research Work
Innovation is a key concern of HR now a days. It is the key requirement for organizational success (Akram,
Lei, Haider, & Hussain, 2018). It gives new ways to do work, to overcome situations, to solve problems
and to make decisions. Dedahanov et al. (2019) claims that PLB and EE promotes innovative work
behaviour of employees. This positive impact can be enhanced by I-deals that are now trending in
manipulating job behaviours of employees. Recent studies conducted by Microsoft Japan on a four-day
working week claims that, not only the employees became happier and satisfied, they became productive
at workplace. These shortened working weeks and flexibility made employees more efficient and
productive at workplace (Paul, 2019). Leadership styles are now playing major roles in organizations and
are proved to be crucial factors for their success. PLB is a practical approach to get maximum out of
employees. According to Hornung, Rouseau, Glaser, Angerer, and Weigh (2011), loyalty and commitment
of employees are major outcomes of PLB. When employees are committed at workplace, their performance
boost ups which ultimately effects the organizational performance positively. This study is conducted to
observe and to describe the role of PLB on employee’s commitment level and how I-deals can mediate this
relationship in pharmaceutical sector. According to PPMA (2017), Pakistan’s pharmaceutical industry is
progressive, vibrant and future oriented. It consists of more than 700 manufacturing units, having 25-
multinational pharmaceutical units working in country. 70% of country’s demand of finished medicines is
been met by this sector and have shown a remarkable growth over last ten years and has export turnover of
more than 12 million and accounts for less than one percent of country’s GDP. To observe this productive
phenomenon of PLB, I-deals, EE, IWB and commitment in such a fast-growing sector can help to develop
positive outcomes for them.
IRJET- A Study on the Perception of Working Mother on Her Child’s Career Aspi...IRJET Journal
This document summarizes a study on the influence of working mothers on their children's career aspirations in Andhra Pradesh, India. The study used questionnaires and statistical analysis tools to examine the relationship between a mother's occupation and her child's career choice. The results found that a mother's occupation has a significant influence on her child's career aspirations. The document provides context on women's participation in the workforce in India and defines key terms like work-life balance, career planning, and the role of parents' occupations in shaping children's career interests. It reviews previous related literature primarily from Western countries and notes a lack of studies from India specifically on the influence of working mothers.
mm bagali...... mba...... research......management......hrm......hrd............dr m m bagali, phd in hr
This document discusses work-life balance among working mothers in India. It begins by providing context on the rising levels of female employment in India and the challenges working mothers face in balancing work and family responsibilities. It then reviews literature on various studies related to work-life balance practices. The study aims to do a comparative analysis of work-life balance based on the age of working mothers' children and identify influencing factors. It defines six sub-scales used to measure work-life balance: personal factors, balancing factors, organizational support, motivational factors, career advancement, and psychological factors. The document provides details of the methodology used for collecting primary data through questionnaires distributed to working mothers across various sectors in Bangalore, India.
Work life balance through flexi work arrangements empirical study on bank emp...iaemedu
This document discusses work-life balance among bank employees in India. It finds that most bank employees, especially married women, struggle to balance work and family responsibilities. Implementing flexible work arrangements, like flexible hours and compressed work weeks, could help employees better manage their work and personal lives. The study also found flexible work arrangements were correlated with increased employee performance. The document recommends flexible work arrangements to improve work-life balance and motivation among bank employees.
Wellbeing and Employee Engagement: The Evidence WhitepaperEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, higher resilience, and better health. Organizations that promote wellbeing through flexible work and supportive management can improve health outcomes and reduce health inequalities in society.
Engage for Success Wellbeing Subgroup Whitepaper: The EvidenceEngage for Success
This document summarizes evidence on the linkages between employee wellbeing, engagement, and performance. It finds that engaged employees with high wellbeing are more attached to their organizations and that wellbeing and engagement positively reinforce each other in a "virtuous circle." Research shows relationships between engagement, lower absenteeism, job stress, and positive emotions at work. High wellbeing leads to individual outcomes like commitment and health that then improve organizational performance through higher productivity, satisfaction, and lower turnover.
“STRESS INDICATORS AMONG GOVERNMENT EMPLOYEES IN ZAMBALES, PHILIPPINES”AJHSSR Journal
The document summarizes a research study that examined stress indicators among 120 government employees in Zambales, Philippines. It found that employees agreed they faced stress from supervisors' high expectations of excellent performance and clients' demands to finish transactions quickly. However, employees disagreed they faced stress from pressure from colleagues or an imbalance of work and personal life. There was a positive high relationship found between stress indicators and employee engagement and commitment. The study aims to help organizations identify stressors and improve working conditions to benefit employees and operations.
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
International Journal of Humanities and Social Science Invention (IJHSSI)inventionjournals
International Journal of Humanities and Social Science Invention (IJHSSI) is an international journal intended for professionals and researchers in all fields of Humanities and Social Science. IJHSSI publishes research articles and reviews within the whole field Humanities and Social Science, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
ACQUIRING EMPLOYEE ENGAGEMENT TO ACHIEVE HIGH QUALITY OF CARE IN PRIMARY HEAL...JIANGUANGLUNG DANGMEI
Quality of care in the primary health care system of India is poor that often leads to high infant mortality and maternal mortality rate in the rural areas. However, there are strong evidences that demonstrate the importance of employee engagement to quality of care and patient satisfaction in the health care industry. Many health care industries have adopted employee engagement as a strategy to enhance the quality of care. Engaging the employees effectively can overcome the challenges faced by the health care system of India in the years to come and will continue to improve quality of services towards the patients. This paper explores the importance and significances of employee engagement to enhance quality of care in the primary health care of India.
15. risnita, mukhtar, wirda, uin jambi, journalijar.comHapzi Ali
This document summarizes a study that analyzed the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Quantitative analysis using path analysis and determination analysis found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Specifically, organizational culture and having good competency can improve midwife performance and allow them to achieve optimal work results.
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Quantitative analysis using path analysis and determination analysis was conducted to analyze the partial and simultaneous effects. The results showed that organizational culture and midwife competency had a positive and significant effect on midwife performance.
15. risnita, mukhtar, wirda, iain sts jambi, www.journalijar.comHapzi Ali
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Using a sample size of 80 midwives, the study found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Organizational culture influences mindsets and behaviors within an organization, while competency is related to skills and knowledge. The study aims to help reduce maternal mortality rates in Indonesia by improving midwife performance.
This study aims to analyze the influence of organizational culture and midwife competency on midwife performance at community health centers in Jambi Province, Indonesia. The study population was 391 midwives across three regencies. Using a sample size of 80 midwives, the study found that organizational culture and midwife competency had a positive and significant effect on midwife performance. Organizational culture influences mindsets and behaviors within an organization, while competency is the skills and abilities midwives possess to perform their work. The study concludes that strong organizational cultures and high competencies contribute to improved midwife performance.
Running Head: RESEARCH TOPIC 1
RESEARCH TOPIC 3
Lilisbet Alonso
Florida National University
Nursing Research
Prof: Claudia Davis PhD, RN-BC
May 12, 2020
RESEARCH TOPIC
Family nurse practitioners are much more interested in improving the general quality of nursing care and services delivery to the patients. I believe that family nursing practitioner profession is very vital in improving the quality of care by serving a very unique function in the medical care system. This is through the development of lasting relationships with patients and viewing the success of patients within the greater family and community framework.
My research topic of interest is Obesity and Weight Management Programs. The reason why I choose doing this research is due to the day by day increasing mortality rates and considerable morbidity that are linked with obesity due to the impact that it has on other conditions such as type 2 diabetes, reproductive diseases, cancer as well as gastrointestinal diseases. (Tappen, 2016). Obese individuals face a incessant, enduring struggle. This makes obesity to be one of the most prevalent diet-related health problems globally and more so in the United States. It places a significant burden on healthcare systems. There is, therefore, the importance of research to better understand the problem and how it can be maintained.
According to Lean, et al., (2018) there was a projection by the government that by the turn of 21st century, less than of 20% of adults aged 20 years and above and no more than 15% of adolescents aged 12 and above should not be overweight. This goal has not been achieved; rather, the United States is moving father rather than closer to the goal. The prevalence of overweight and obesity continues to rise and not falling.
References
https://www.youtube.com/watch?v=hXvoKE6_wQo
https://www.youtube.com/watch?v=lw8HPXJP1VA
Lean, M. E., Astrup, A., & Roberts, S. B. (2018). Making progress on the global crisis of obesity and weight management. bmj, 361, k2538.
Tappen, R. M. (2016). Advanced nursing research: From theory to practice. Jones & Bartlett Publishers. Retrieved from: https://books.google.co.ke/books?hl=en&lr=&id=DnyUCgAAQBAJ&oi=fnd&pg=PR1&dq=Tappen,+R.M.+(2015).+Nursing+Research.+Advanced+Nursing+Research:+From+Theory+to+Practice.+(2nd+ed.).+Jones+%26+Bartlett+Learning.&ots=NMrFQlcuEw&sig=BcD9_wBWYoJnfY9u6duh8Qvt5TE&redir_esc=y#v=onepage&q&f=false
NORMAN, ELTON_DIS9902A-12-1 1
LAST, FIRST DIS9902A-12-4 1
Gender Diversity and Job Performance in the Banking Industry
Chapter 2
Student Name
Professor Name
14 May 2020
Table of Contents
Introduction 3
Patterns of Gender Diversity 6
Senior Management 7
Importance of Diverse Board 8
Theoretical Background 8
Agency Theory.
This document summarizes a study on the impact of night shift work on the physical and mental health of women working in private hospitals in Mumbai, India. It finds that 71% of respondents accepted night shift work for better pay, and 80% had over 5 years of experience working more than 2 night shifts per week. The study aims to investigate how night shifts affect women's health and job satisfaction by examining their working conditions, lifestyle habits, and reported physical and psychological health issues. Statistical analysis of surveys from 50 female hospital employees found strong correlations between night shift work and negative impacts on lifestyle and health. The study suggests employees working rotating night shifts need special attention due to higher health risks and lower productivity.
The document summarizes a study that identifies factors contributing to work-family conflict among nurses. It discusses how workload, work shifts, and job position can lead to conflict. The study interviewed 10 nurses at Sarawak General Hospital. It found these three factors increased nurses' experience of balancing work and family responsibilities. The document recommends reducing conflict through better work-family balance, family support, and self-commitment from nurses.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
This document discusses linking the emerging fields of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM). It argues that while GHRM focuses on integrating environmental sustainability into human resource practices, and GSCM focuses on integrating sustainability into supply chain operations, the two areas are rarely studied together despite their synergies. The document proposes a framework to integrate GHRM and GSCM and outlines a research agenda to further study their relationship and implications for organizational sustainability. It aims to bridge the gap between the two fields and emphasize how considering people and human relations is important for advancing sustainable supply chains.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
Yu 2020 Mgmt Sc (accelerator effectiveness in general).pdfazra mufti
This article examines how accelerators impact the performance of high-technology ventures. It develops a model where accelerators provide feedback to founders that helps resolve uncertainty about their idea's quality sooner. This leads founders to make more efficient decisions about continuing or shutting down their venture. The model predicts that accelerator companies will 1) close down earlier and more often, 2) raise less money conditional on closing, and 3) appear to be more efficient investments. The article tests these predictions using data on 900 accelerator and 900 matched non-accelerator companies. It finds support for all three predictions, suggesting accelerators help founders assess feasibility and make funding/exit decisions accordingly.
This document discusses women's path to top management positions and entrepreneurship. While women own one-third of American businesses, fewer than 6% of corporate CEOs are women and women hold only about 10% of board seats in Fortune 1000 companies. For women with children, climbing the corporate ladder is difficult due to perceived risks of leaving to start a family, lack of flexible work arrangements, and guilt over work-life balance. As a result, many high-achieving women choose to become entrepreneurs instead of rising through corporate ranks.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise boosts blood flow and levels of serotonin and endorphins which elevate mood and may help prevent mental illness.
Boudreau and Kaushik 2020 NBER working paper.pdfazra mufti
This document summarizes a working paper that examines the potential role of competitive work environments in explaining the gender gap in technology fields. The paper reports on a large field experiment involving over 97,000 university students randomly assigned to competitive or collaborative conditions in a tech product development activity. The study finds that:
1) In non-STEM fields, competition led to a 27% lower participation rate for females compared to males.
2) However, in STEM fields no significant differences were found between male and female responses to competition.
3) Patterns suggest men in non-STEM fields exhibited overconfidence in competing.
4) Field dominance (male vs. female) better predicted gender participation ratios than whether the field was
Four studies tested whether cultural values moderate the content of gender stereotypes. Specifically, they tested if male stereotypes more closely align with core cultural values (individualism vs collectivism) than female stereotypes. In Studies 1 and 2, Americans rated men as less collectivistic than women, whereas Koreans rated men as more collectivistic than women. Study 3 found that bicultural Korean Americans gave different ratings depending on the language and cultural frame. Study 4 analyzed gender stereotype data across 26 nations, finding that views of traits as masculine correlated with how individualistic or collectivistic a culture was. Together, the studies provide support for the hypothesis that cultural values influence the content of gender stereotypes.
This document summarizes a study that analyzed differences in business performance and obstacles between male-owned and female-owned enterprises in India using survey data from 9,281 firms. The study found that female-owned firms comprised about 8% of top managers and 15% of owners. Female-owned firms differed significantly from male-owned firms in location, size, type and age. Tests also showed significant differences in annual sales growth, labor productivity growth and capacity utilization between the two ownership groups. Female owners perceived fewer business obstacles. The study provides insights into how enterprise characteristics and performance vary by gender to help design policies promoting gender-based businesses.
This document analyzes factors affecting consumers' willingness to pay for health and wellness food products in India. It finds that 44% of consumers are willing to pay an average of 9% more for these products. Key demographic factors influencing willingness to pay include income and education levels. The main psychological factor is health consciousness. Consumers prioritize product quality, taste, packaging, and convenience over price and marketing influences when purchasing health foods.
NSDC-JnK 2013 District Wise Skill Gap Report.pdfazra mufti
This document provides a district-wise skill gap study for the state of Jammu and Kashmir conducted in 2013. It begins with an overview of the socio-economic profile of Jammu and Kashmir, including demographics, migration trends, agriculture, manufacturing, existing industrial estates, and comparisons to other states on education, economic, and social parameters. It then discusses the education and training profile, current skill development initiatives, and employment exchange performance. The remainder of the document analyzes employment potential and qualitative skill gaps, maps high growth sectors, identifies clusters, examines qualitative skill gaps, and youth aspirations. It concludes with recommendations and individual district reports for each of the 22 districts of Jammu and Kashmir.
The document summarizes a case study about Bella's Salon and Day Spa. It discusses the company profile, characters involved including the founder Illa Fitzgerald and former and current general managers Lynn Gibson and Kris Jenkins. It describes the current situation of low employee satisfaction, high attrition and declining sales. It also includes questions about job satisfaction, employee engagement, an employee survey and recommendations for Kris Jenkins to improve the workforce.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
"Learn about all the ways Walmart supports nonprofit organizations.
You will hear from Liz Willett, the Head of Nonprofits, and hear about what Walmart is doing to help nonprofits, including Walmart Business and Spark Good. Walmart Business+ is a new offer for nonprofits that offers discounts and also streamlines nonprofits order and expense tracking, saving time and money.
The webinar may also give some examples on how nonprofits can best leverage Walmart Business+.
The event will cover the following::
Walmart Business + (https://business.walmart.com/plus) is a new shopping experience for nonprofits, schools, and local business customers that connects an exclusive online shopping experience to stores. Benefits include free delivery and shipping, a 'Spend Analytics” feature, special discounts, deals and tax-exempt shopping.
Special TechSoup offer for a free 180 days membership, and up to $150 in discounts on eligible orders.
Spark Good (walmart.com/sparkgood) is a charitable platform that enables nonprofits to receive donations directly from customers and associates.
Answers about how you can do more with Walmart!"
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
1. See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/338704618
Impact of work–life balance on organizational commitment of women
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3. society at large. It embarks upon the significance of work–life interface as a crucial area of
concern for researchers, business establishments and government, and a matter of vital
importance to employers, individuals and their families.
The challenges and complexity surrounding the combination of paid employment and
family responsibilities have taken center stage as an area of interdisciplinary research. As
satisfactorily performance of each of these roles require adequate time, energy and
organizational commitment (OC), any sort of role incompatibility makes it difficult for the
employees to deliver the required performance. Issues pertaining to work–life balance
(WLB) practices in the present day organizations demonstrate a paradigm shift that not only
relate to the challenges of combining paid work and family care, but also recognize the
importance of employees’ other life roles, such as community, elder care, personal values,
leisure and aging. While businesses and human resources (HR) professionals have shifted
their focus, with many aligning and integrating WLB practices with broader and more
strategic business objectives, the decisions regarding the balancing of paid employment
with non-work responsibilities are based mostly on personal choices and present a major
concern in the Indian context.
Like all other work fields, WLB is an important concern in the health-care organizations
also. As public dealing is substantially involved in case of health-care industry, employees
play a crucial role in the smooth functioning of an organization by providing quality
services to the end users. Also, hospitals are intrinsically complex systems and the job of
health-care workers is very challenging and demanding. As such, problems with the
healthcare not only influence the patients; they impact the staff, overall institution and the
society at large. By and large, the health-care organizations lack the implementation of WLB
strategies, which result in their poor OC and performance. This is well-evidenced from the
high number of health-care professionals quitting their organizations because of their
discontentment mainly with scheduling challenges, long duties, illness and patient volume
variability (Nelson and Tarpey, 2010). This study, therefore, attempts to examine the
linkage between the WLB and OC among women employees in the health-care sector.
Review of literature
As a gauge of the quality of life, WLB has gained academic and policy currency throughout
the world (McGinnity and Whelan, 2009). There is a continuous interest among researchers
and practitioners to study WLB as it has been viewed as a means of enhancing OC among
employees (Choo et al., 2016). The issues concerning commitment are central to WLB for
organizational performance as well as commitment to work (Nwagbara and Akanji, 2012).
Particularly, in today’s competitive and fast-paced work environment, demands on personal
and work life are high as people attempt to juggle multiple roles that creates an upsurge in
work–life imbalance in the form of marital and work stress (MacInnes, 2006; Roberts, 2007),
increased absenteeism and turnover (Deery, 2002; Wang and Walumbwa, 2007), recruitment
issues (Doherty, 2004) and psychosomatic symptoms (Burchill et al., 1999; Lewis, 2003). This
situation coupled with social pressures impinges on the commitment and motivation that
women bring to work (Aziz and Cunningham, 2008; Kaufman and Uhlenberg, 2000; Lambert
et al., 2006). Resultantly, difficulty in balancing work and personal life affects job
satisfaction, OC and leads to turnover (Arif and Farooqi, 2014).
Numerous studies have indicated that OC predicts and shapes job satisfaction,
absenteeism, organizational citizenship behavior, performance, turnover and WLB among
other variables (Greenhaus and Beutell, 1985; Lambert et al., 2006). Studies have also been
conducted to understand the role of WLB in enhancing the OC and in turn the efficiency of
an organization (Biwott et al., 2015; Cegarra-Leiva et al., 2012; Choo et al., 2016; Fapohunda,
IJOA
4. 2014; Wayne et al., 2013). The studies on the impact of WLB on the commitment of
employees conducted by Akintayo (2010), Atkinson (2011), Kim (2014), Nwagbara and
Akanji (2012) and O’Neill et al. (2009) have found that a significant relationship exists
between WLB and OC among employees. The other cross-section research studies
conducted by Deery and Jago (2015), Kopp (2013), Malone and Issa (2013), Smeaton et al.
(2014) and Tayfun and Çatir (2014) have also revealed that there is a positive relation
between WLB and OC. However, Evangelista et al. (2009), Greenberger et al. (1989), Malan
(2010) and Wallace (2006) found that the correlation between WLB and OC was inconclusive.
Various cross-nation, cross-culture and cross-sector studies, conducted in different health-
care organizations, so far, identify how work–life integration influences numerous
organizational outcomes (Azeem and Akhtar, 2014; Barnett and Gareis, 2002; Ferreira, 2014;
Mafini and Dlodlo, 2014; Poulose, 2017; Pryce et al., 2006; Reumkens, 2011; Russo and
Buonocore, 2012; Sakthivel and Jayakrishnan, 2012; Varma et al., 2016).
Despite the growth of research attention in the area, adequate empirical evidence on the
WLB and OC linkage is still scarce (Ferreira, 2014). The available WLB research has been
criticized as being theoretical (Zedeck, 1992), inadequately conceptualized (Lambert, 1990),
methodologically inappropriate (Casper et al., 2007) and narrowly focused (Carlson et al.,
2010). Most of the existing studies are, by their nature, general, descriptive and devoid of
empirical basis. Besides, a substantial amount of stand-alone research work has been done
in both the fields of WLB and OC, while the exploration of their linkage has remained
overwhelmingly confined to Western societies. The research conducted on the subject to
date is mainly confined to banking, construction, information technology, education, small
and medium-sized enterprises, financial service, defense and manufacturing sectors. Less
attention has been given to explore the impact of WLB on OC in the health-care sector,
specifically in the context of India.
Exploring the WLB and OC linkage in the health-care industry in India is important
because it is emerging as one of the fastest growing sectors – both in terms of revenue and
employment. The sector is expected to grow by compound annual growth rate of 16-17 per
cent to reach US$132.84bn by 2022. Health-care market in India is also expected to reach US
$372bn by 2022, driven by a rising income, greater health awareness, life style diseases and
health insurance (IBEF Report, 2019). The demand for health-care services is expected to be
at 7.4 million in 2022 (KPMG FICCI Report, 2015) and to meet this demand, the health-care
sector calls for a greater number of health-care practitioners and skilled labor. India is set to
increase its public health spending to 2.5 per cent of the country’s GDP by 2025, compared to
1.15 per cent as of now (IBEF Report, 2019). Obviously, the prevalence of employee-related
challenges involving health-care workers demands further research so as to come up with
appropriate solutions. Accordingly, the “reconciliation of work and family” has become a
core concern for policymakers in India and has encouraged a national-level debate and
policy intervention. This gives impetus for further research focus in the area. The present
study is an attempt in this direction.
Objectives
The study aims to:
examine the state of WLB and OC of women working in the health-care sector;
determine the impact of WLB on women workers’ OC; and
ascertain the influence of WLB on the dimensions of affective, continuance and
normative commitment (NC).
Commitment
of women
health-care
workers
5. Methodology
This multi-organizational, descriptive cum exploratory cross-sectional study adopted
quantitative and qualitative research methods. In addition to self-administered
questionnaires, the study made use of the evidence from in-depth interviews and
observations to elicit information from the respondents. The sample for the study
comprised 580 women working in the health-care sector belonging to various
demographic groups and categories, comprising administrators, doctors, nurses,
paramedics and the supporting staff of eight major public and private hospitals of Jammu
and Kashmir, India. The respondents were selected by means of a stratified random
sample process, which included a quota set for each category of employees from selected
public and private hospitals.
Sample profile
As depicted in Table I, out of total 580 respondents, 34.7 per cent were in the age group of
21-30 years and 29.3 per cent in the age group of 30-40 years. Over 72 per cent of them
were married, whereas 22.6 per cent reported being single. Just over half (66.4 per cent) of
the respondents had employed spouse. Around 80 per cent of respondents resided in a
nuclear family and 68.6 per cent had children with 49.1 per cent having two children.
Most of the respondents had children in the age group of below 12 years. About 42.6 per
cent of the respondents did not require child caretakers and half of the respondents
claimed to shoulder dependent care responsibility themselves. Respondents also revealed
to have cohabited mostly with 5-6 family members. In all 30 per cent of the respondents
had a master’s degree, followed by bachelor’s degree (26.2 per cent). Just 5.5 per cent of
the respondents worked as administrators, 37.4 per cent as doctors, 32.4 per cent as
nurses, 18.8 per cent as paramedic staff, whereas, 5.9 per cent worked in non-professional
positions such as house-keepers, sweepers and security guards. A vast majority of 71 per
cent respondents were permanent employees. About 21 per cent of the respondents had
experience of above 15 years while 27.6 per cent had up to 3 years of work experience.
The majority of the respondents were in the income group of Rs 30,000-50,000. Above 30
per cent respondents commuted a distance of 5-10 km daily. More than half of the
respondents worked during night shifts. About 60 per cent of the respondents claimed to
get 6-9 h of sleep on a daily basis, followed by 38 per cent of partakers who reported to get
3-6 h of sleep.
Research instrument
The study used a 78-item structured questionnaire based on a five-point Likert scale,
including some reverse-coded items. Respondents were asked to rate their level of agreement
on each statement from “1” as “strongly disagree” to “5” as “strongly agree.” The
questionnaire’s first section sought to reveal the socio-demographic details of the
respondents while the last two sections comprised statements related to WLB and OC.
The WLB scale developed in the Indian context by Banu and Duraipandian (2014) was
adopted with some minor modifications. The scale comprised 46 statements categorized into
5 constructs including work place support (WPS), work interference with personal life
(WIPL), personal life interference with work (PLIW), satisfaction with WLB (SWLB) and
improved effectiveness at work (IEW). Cronbach’s alpha values for all the five factors had
acceptable reliability estimates and the factor loadings were above 0.6 which further verified
the dimensionality of items. The three-component model developed by Allen and Meyer
(1990), consisting 24 statements was used to assess the 3 components of OC, namely
affective, continuance and normative commitment, each component having 8 statements.
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6. Demographics Category Frequency (%)
Age 21-30 201 34.7
30-40 170 29.3
40-50 130 22.4
50 79 13.6
Marital status Unmarried 131 22.6
Married 419 72.2
Divorced 14 2.4
Widowed 16 2.8
Spouse employment Employed 385 66.4
Not employed 39 6.7
Not applicable 156 26.9
Family type Nuclear 461 79.5
Extended/joint 119 20.5
Parental status Yes 398 68.6
No 182 31.4
Number of children 1 124 31.1
2 196 49.1
3 71 17.8
4 or more 8 2.0
Age of 1st child #9 142 35.58
10-21 136 34.08
22 121 30.32
Age of 2nd child #12 103 37.59
13-21 86 31.38
22 85 31.02
Age of 3rd child #12 28 35.44
13-20 28 35.44
21 23 29.11
Age of 4th child #12 4 50
13-19 2 25
20 2 25
Child caretaker Spouse 7 1.8
Parents 7 1.8
In-laws 98 24.6
Crèche 22 5.5
Maid/helper 61 15.3
Others 34 8.5
Not needed 170 42.6
Dependents Yes 295 50.9
No 285 49.1
Number of dependents #1 133 45.08
2-2 145 49.15
3 17 5.76
Total family members #4 219 37.75
5-6 239 41.20
7 122 21.03
Academic qualification Up to matriculation 32 5.5
Higher secondary 87 15.0
Diploma 103 17.8
Bachelor’s degree 152 26.2
Master’s degree 174 30.0
Above master’s degree 32 5.5
Current job position Administrator 32 5.5
Doctor 217 37.4
Nurse 188 32.4
(continued)
Table I.
Demographic profile
of the respondents
Commitment
of women
health-care
workers
7. This model was chosen over the other models because it took care of the major components
of OC and has been adopted widely in the Indian context. The model has also confirmed
reliability for each scale (affective commitment scale, 0.87; continuance commitment scale,
0.75; and normative commitment scale, 0.79) and the items loaded highest on their
representative factors.
To validate the results of the field survey, interviews were also conducted while
administering the questionnaires. Questionnaires were delivered to the respondents at
various locations as per their convenience which resulted in a high response rate. A
provision for eliminating the unusable questionnaires was maintained by collecting 2 per
cent more than the required sample size out of the total population. The attrition rate was
fixed as 2 per cent which led to the total sample size of 625. Out of 625 questionnaires,
missing data, unengaged responses, straight-lined responses and non-return ability
rendered 23 questionnaires unusable. Subsequently, such questionnaires were eliminated
yielding an effective sample size of 580.
Tools of data analyses
The results were checked for reliability through Cronbach’s alpha and the validity was
ensured through the measurement of total item correlation during the pilot study. The data
collected through questionnaires were analyzed using a multi-method statistical approach.
Predominantly, SMART PLS 3.2.6 and Statistical Package for the Social Sciences (SPSS)
version 20 were used to analyze the collected data. For missing data analysis and normality
check, SMART PLS was put to use. Normality was measured with the help of skewness and
Demographics Category Frequency (%)
Paramedic 109 18.8
Other 34 5.9
Type of employment Permanent 412 71.0
Contractual 168 29.0
Work experience Up to 3 years 160 27.6
3-7 years 146 25.2
7-11 years 85 14.7
11-15 years 67 11.6
15 years 122 21.0
Monthly income Up to Rs 10,000 139 24.0
Rs 10,000-30,000 151 26.0
Rs 30,000-50,000 164 28.3
Rs 50,000-1,00,000 106 18.3
Rs 1,00,000 20 3.4
Workplace–residence distance Up to 5 km 134 23.1
5-10 km 178 30.7
10-15 km 126 21.7
15-20 km 82 14.1
20 km 60 10.3
Work on night shifts Yes 340 58.6
No 240 41.4
Number of night shifts 1-3 47 13.8
4-6 112 32.9
7-9 118 34.7
Above 9 days 63 18.5
Hours of sleep Up to 3 h 14 2.4
3-6 h 221 38.1
6-9 h 345 59.5
Table I.
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8. kurtosis that revealed the characteristics of a frequency distribution. For un-engaged
responses, zero/lesser standard deviation technique, using Microsoft Excel, was used to
screen them out and outlier detection was done through Z-score calculations in SPSS. Data
set was also assessed for common method bias by examining the construct correlations
among the principal constructs of the study. Descriptive statistics such as frequencies,
percentages, mean, variance and standard deviation were computed to describe the
characteristics of the respondents and construct items.
SMART PLS was used to explore the factors of WLB and OC. As the measurement
model consisted of formative and reflective variables, the formative constructs were
analyzed by evaluating convergent validity, indicator collinearity, statistical significance
and the relevance of the indicator weights and for reflective measured constructs, only
reliability and validity quality criterions were examined. Further, to find the effect of
various factors of WLB on OC, inner models were examined through determination of
collinearity assessment among the constructs, coefficient of determination (R2
), cross-
validated redundancy (Q2
), significance and relevance of structural path coefficients and the
effect size ( f2
).
Analysis of results
Work–life balance
As revealed by Table II, the aggregate mean value across all the components of WLB is
much higher than the average mean score (M = 3.252 and SD = 0.72972) which implies that
the state of existing WLB in the organizations under study is fairly satisfactory and the
respondents are mostly satisfied with the overall WLB situation in their organizations.
Effectiveness at work is the most significant contributor for WLB within health-care
organizations (mean = 4.265 and SD = 0.515) implying that greater the access to WLB
initiatives, higher would be the employee effectiveness at work. Likewise, WIPL (mean =
3.416 and SD = 0.786) acted as the second most contributing factor toward WLB among the
employees, signifying that the lower the interference of work into the family domain,
the better is the WLB. Next, WPS (mean = 3.195 and SD = 0.742) is believed to enhance the
WLB of health-care employees. It entails that the employees perceive that their well-being is
valued by their colleagues, supervisors and the broader organization in which they are set
in.
WPS provides the employees with a greater sense of control and ownership over their
own lives. This brings about the stability in the relationships among the stakeholders and as
such the number of conflicts among coworkers and management get drastically reduced,
which thereby increases organizational productivity. Moreover, SWLB (mean = 2.982 and
SD = 0.884) and PLIW (mean = 2.405 and SD = 0.7194) contribute to WLB among health-
care employees though not to the extent of the above-mentioned factors.
Table II.
Descriptive statistics
for WLB
S. No. Factors Cronbach’s alpha (0.7) Mean SD
1 WPS 0.819 3.195 0.7428
2 WIPL 0.849 3.416 0.7865
3 PLIW 0.756 2.405 0.7194
4 SWLB 0.908 2.982 0.8840
5 IEW 0.767 4.265 0.5159
Total 3.2526 0.72972
Commitment
of women
health-care
workers
9. Organizational commitment
The study results (refer to Table III) indicate that the overall mean score (M = 3.275) is high
for OC which implies that the respondents are largely committed to their organizations. The
highest mean score recorded in respect of continuance commitment (mean = 3.573 and SD =
0.95796) indicates that the majority of employees are committed as they relate to various
costs and risks in the form of accumulated investments or better employment opportunities
that they could lose if they leave their organizations. Affective commitment (AC) scores the
second highest mean value (mean = 3.218 and SD = 0.860) suggesting that the employees
are committed and emotionally attached to their organizations and share a value and goal
congruence with their employers. Employees who are affectively committed to their
organizations demonstrate enhanced positive organizational citizenship behaviors and
reduced negative turnover cognitions. However, the normative commitment has scored
comparatively the lowest mean value (mean = 3.036 and SD = 0.843), implying that the
employees stay back with their employers because they feel morally obligated to do so.
Social norms greatly influence the extent to which employees remain loyal to their
organizations. It is marked by a feeling of indebtedness and need for reciprocity because
employees feel that their organizations invest a lot of resources in their development.
Moreover, relationship with peers, support from supervisors and long working tenure also
guide the commitment levels of employees.
Work–life balance and organizational commitment: measurement model
Herein, the effect of WLB dimensions on overall WLB and its subsequent effect on three
components of OC have been measured. Outer measurement model (Figure 1),
representing a collection of reflective and formative measures, revealed that 98.2 per cent
of the variance in WLB is explained by its WPS, WIPL, PLIW, SLWB and IEW
dimensions. The strongest effect on WLB was that of SWLB, followed by WPS, PLIW,
IEW and WIPL. However, this effect was positive and significant only for SWLB and
WPS. Moreover, this posited that 32.5 per cent of the variance in AC is explained by
WLB, followed by NC (24.8 per cent) and continuance commitment (CC) (9.2 per cent).
WLB significantly affects the AC, CC and NC.
Evaluating the structural model/inner model
This stage is most crucial and involves evaluating the structural model (Figure 2) by
determining whether the proposed structural relationships are significant and meaningful.
To assess the inner model’s quality, collinearity assessment among the constructs,
coefficient of determination (R2
), cross-validated redundancy (Q2
), significance and
relevance of path coefficients and the effect size ( f2
) were examined as recommended by
Hair et al. (2014) and Sarstedt et al. (2014).
The details of each step are given below:
Step 1: First, this study examined each set of predictors in the structural model for
potential collinearity issues prior to path coefficient estimation. Mooi and Sarstedt (2011)
Table III.
Descriptive statistics
for OC
S. No. Factors Cronbach’s alpha (0.7) Mean SD
1 Affective commitment 0.918 3.218 0.86048
2 Continuance commitment 0.908 3.573 0.95796
3 Normative commitment 0.864 3.036 0.84388
Total 3.275 0.88744
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10. suggest a thorough examination for detection of collinearity issue because path coefficients
estimation is based on the ordinary least squares regressions and the presence of collinearity
may lead to biased outcomes. The results (Table IV) reveal that collinearity among the
predictor constructs in the structural model is not an issue as variance inflation factor (VIF)
values are below the threshold of 5 and/or 10 and tolerance level 0.1 and/or 0.2 (as
suggested by Ali and Park, 2016; Sarstedt et al., 2017; Wong, 2013). As such
multicollinearity does not constitute a problem for the present data.
Step 2: The study assesses estimated path relationships among the latent variables in the
model through a re-sampling bootstrap method with 5,000 sub samples, no sign changes option,
bias-corrected and accelerated (BCa) bootstrap confidence interval and two-tailed sample test at
0.05 significance level to generate statistical significance values. The results highlight a
significant impact of WLB on OC with the path coefficient of 0.643 (mean = 0.665 and SD =
0.021). Moreover, the relationship between variables was found to be significant with t-values
(29.984) more than 1.96 and p-value = 0.000. Thus, WLB has a significant impact on OC.
Step 3: The present model depicts coefficient of determination R2
= 0.414, indicating that
WLB explains 41.4 per cent of the variance in OC. Results suggest that OC, the primary
outcome measure of the model, has a satisfactory R2
value of 0.414.
Step 4: It involves calculation of f2
. Threshold values for f2
are 0.02, 0.15 and 0.35
representing small, medium and large effects, respectively (Chin, 1998). As f2
value is =
0.706, i.e. greater than 0.35, an exogenous construct (WLB) strongly contributes to
explaining an endogenous construct (OC).
Figure 1.
Measurement model
Commitment
of women
health-care
workers
11. Step 5: Blindfolding was put to use to evaluate the predictive validity of the endogenous
construct in the model using partial least squares (PLS). A Q2
value larger than zero for a
particular endogenous construct indicates the path model’s predictive relevance for a
particular construct (Hair et al., 2014). Using the blindfolding procedure with an omission
distance of seven yielded all cross-validated redundancy values for OC considerably above
zero, as shown in Table V, thus providing support for the model’s predictive relevance
regarding the reflective endogenous latent variable. Comparison of Q2
value to zero is just
an indicative of whether an endogenous construct can be predicted. However, it does not
reveal its quality of the prediction (Rigdon, 2014; Sarstedt et al., 2014).
On the basis of construct cross-validated redundancy, Q2
revealed a value greater than
zero indicating the path model’s predictive relevance for a construct (Table VI).
Structural model-II (inner model) evaluation
This study follows Hair et al.’s (2014) five-step approach to measure the structural model; that is,
collinearity assessment among the constructs, structural model path coefficients, coefficient of
determination (R2
value), effect size f2
and predictive relevance Q2
and blindfolding (Figure 3).
The details of each step involved in evaluation of inner model-II are as under:
Step 1: multicollinearity test
First, the inner model is to be tested for potential collinearity issues. Inner model
estimates result from sets of regression and if there are collinearity issues then the
Figure 2.
Structural model – I
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13. values and significance of model estimates can be subject to biases (Hair et al., 2014).
During a prior model evaluation process, Fornell–Larcker criterion helps to detect
collinearity issues but this is not the case when formative constructs are involved in the
model because the Fornell–Larcker criterion is based on average variance extracted
(AVE) and AVE is not a meaningful measure for formative constructs (Hair et al., 2014).
The results (Table VII) show no collinearity issues along with the VIF outputs as all the
values are below the threshold of 5 and/or 10 or a tolerance level of 0.1 and/or 0.2 or higher
as suggested by Hair et al. (2011) and Sarstedt et al. (2017).Therefore, collinearity among the
predictor constructs in the structural model is not an issue.
Table VI.
Construct cross-
validated
redundancy
Indicators SSO SSE Q2
(=1SSE/SSO)
OC 11,020.000 9,489.369 0.139
WLB 15,660.000 15,660.000
Figure 3.
Structural model–II
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14. Step 2: coefficient of determination – R square
The coefficient of determination (R2
) is a measure of the model’s predictive accuracy that
represents the exogenous variable’s combined effect on the endogenous variable(s).
Although the level of acceptance depends on the research context, values of R2
range from 0
to 1, where higher value indicates a greater level of predictive accuracy (Hair et al., 2014;
Sarstedt et al., 2014), i.e. closer the R2
is to 1, the stronger the association. As a rule of thumb,
the R2
values of 0.670 are considered as substantial, values around 0.333 as average and
values of 0.190 and lower as weak (Chin, 1998). Following the rule of thumb, the values of R2
(refer to Table VIII) were found to be as: AC = 0.341, CC = 0.089 and NC = 0.259. Thus, WLB
explains 34.1 per cent of the variance in affective commitment, followed by 25.9 per cent of
the variance in normative commitment and comparably weak i.e. about9 per cent of the
variance in continuance commitment. It implies that WLB has a higher impact on affective
commitment followed by normative commitment.
Table VIII.
R2
matrix
Constructs R2
R2
adjusted
AC 0.341 0.340
CC 0.089 0.088
NC 0.259 0.258
Table VII.
Multicollinearity test
Items Tolerance VIF
IEW1 0.554 1.747
IEW2 0.560 1.717
PLIW1 0.527 1.832
PLIW2 0.558 1.738
PLIW5 0.690 1.385
PLIW11 0.605 1.601
PLIW12 0.645 1.501
SWLB1 0.360 2.659
SWLB2 0.322 2.920
SWLB3 0.406 2.326
SWLB4 0.525 1.773
SWLB5 0.346 2.799
SWLB6 0.326 2.961
SWLB7 0.306 3.080
WIPL3 0.480 2.001
WIPL4 0.613 1.587
WIPL5 0.569 1.706
WIPL6 0.630 1.543
WIPL7 0.450 2.157
WIPL8 0.400 2.430
WIPL9 0.385 2.500
WPS1 0.538 1.768
WPS4 0.642 1.490
WPS6 0.507 1.901
WPS7 0.478 1.996
WPS8 0.425 2.236
WPS9 0.356 2.688
Commitment
of women
health-care
workers
15. Step 3: blindfolding (Q2
)
Q2
values are built on blindfolding process and these reflect how well observed values are
reconstructed by the model and its parameter estimates. The smaller the difference between
predicted and original values the greater the Q2
and thus the model’s predictive accuracy
(Sarstedt et al., 2014). As a rule of thumb, Q2
values greater than zero for a particular endogenous
construct indicate that the path model’s predictive accuracy is acceptable for that particular
construct. For the endogenous construct in this study, blindfolding procedure was applied with
an omission distance of seven. Hair et al. (2016) recommend using an omission distance ranging
between 5 and 7. This procedure yielded cross-validated redundancy values for indicators that
are well above zero (refer to Table IX). The cross validated redundancy values for each construct
are above zero in all the cases. Thus, it provides support for the model’s predictive relevance.
As illustrated in Table X, the construct cross-validated redundancy is greater than zero
for all the three endogenous variables, namely, AC, CC and NC, indicating the path model’s
predictive accuracy.
Step 4: path coefficients
Standardized path coefficients represent the hypothesized relationships linking the
constructs and reflect the inner model’s quality. Path coefficient values are standardized on
a range from 1 to þ1, where coefficients closer to þ1 indicate a strong positive
Table X.
Construct cross-
validated
redundancy
Constructs SSO SSE Q2
(=1SSE/SSO)
AC 4,640.000 3,751.644 0.191
CC 2,900.000 2,742.548 0.054
NC 3,480.000 2,987.407 0.142
WLB 15,660.000 15,660.000
Table IX.
Indicator cross-
validated
redundancy
Items SSO SSE Q2
(=1SSE/SSO)
AC1 580.000 450.370 0.223
AC2 580.000 428.765 0.261
AC3 580.000 473.626 0.183
AC4 580.000 506.489 0.127
AC5 580.000 477.194 0.177
AC6 580.000 476.798 0.178
AC7 580.000 461.484 0.204
AC8 580.000 476.920 0.178
CC1 580.000 561.846 0.031
CC2 580.000 561.934 0.031
CC3 580.000 549.048 0.053
CC4 580.000 542.741 0.064
CC5 580.000 526.978 0.091
NC2 580.000 482.012 0.169
NC3 580.000 518.414 0.106
NC4 580.000 521.358 0.101
NC5 580.000 502.271 0.134
NC7 580.000 484.961 0.164
NC8 580.000 478.390 0.175
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16. relationship and coefficients closer to 1 indicate a strong negative relationship (Hair et al.,
2014; Sarstedt et al., 2014). In this study, a bootstrapping process that generates and allows
testing the statistical significance of various PLS-structural equation modeling results such
as path coefficients, Cronbach’s alpha, Heterotrait-Monotrait ratio of correlations and R2
values has been used. While considering the significance and relevance of the inner model
relationships, the results revealed (with sub samples 5,000, no sign changes option, BCa
bootstrap confidence interval and two-tailed sample test at 0.05 significance level) that all
the three structural relationships between variables are significant with t-values more than
1.96 and p-values = 0.000 (refer to Table XI). These results highlight the importance of WLB
in driving affective commitment and normative commitment with path coefficients of 0.584
and 0.509, respectively. WLB has a significant effect on continuance commitment. However,
with a path coefficient of 0.299, this effect is rather weak. Therefore, of the three structural
relationships, WLB has a stronger direct effect on affective commitment than normative and
continuance commitment.
Step 5: F square
The effect size can be determined by calculating Cohen’s f2
. It is calculated as the increase in
R2
of the latent variable to which the path is connected, relative to the latent variable’s
proportion of unexplained variance. Values between 0.020 and 0.150, between 0.150 and
0.350 and exceeding 0.350 indicate whether a predictor latent variable has a small, medium
or large effect on an endogenous latent variable, respectively, while the effect size values of
less than 0.02 indicate that there is no effect (Sarstedt et al., 2017). This study reveals that
WLB has substantial effect on affective commitment ( f2
= 0.517) whereas, WLB has
marginal effect on continuance commitment ( f2
= 0.098) and a medium effect on normative
commitment ( f2
= 0.350).
Discussion
The findings of this study revealed a positive significant relation between WLB and OC
(having path coefficient = 0.643, t-statistic = 29.984 and p-value = 0.000). These findings are
consistent with some previous research on the subject (Choo et al., 2016; Gulbahar et al.,
2014; Malone, 2010; Sethi, 2015; Tayfun and Çatir, 2014; Tewari and Bhasin, 2014; Zuhaida,
2013). A positive significant association between WLB and OC has been attributed to the
varying forms of WLB (e.g. access to compressed work week, part-time work, flextime and
job sharing) available to employees. Today women are entering into the global workforce in
growing numbers and families are increasingly relying on dual-earner setup. But women
workers still have a greater responsibility of household related work, childcare and
eldercare. These obligations of personal life, along with those of the workplace, impact
women workers physiologically and psychologically, leading to their work–life imbalance.
The effects of work–life imbalance on their performance are enormous. For example,
working mothers who are committed more toward the motherhood may have a greater
Table XI.
Path coefficients
matrix
Constructs Path coefficients Sample mean SD t-statistics p-values*
WLB ! AC 0.584 0.602 0.025 23.242 0.000
WLB ! CC 0.299 0.302 0.047 6.318 0.000
WLB ! NC 0.509 0.532 0.031 16.300 0.000
Note: *Significant at 0.05 level
Commitment
of women
health-care
workers
17. tendency to leave their organizations (Kelley et al., 2002). As such, it creates strong desire
and a dire need for having more flexibility options at the workplace because flexible work
policies accommodate varying needs of employees who have such responsibilities to cater to
(Scandura and Lankau, 1997), thereby, making work–life integration easier.
While the health-care workers may not find it feasible to opt for different WLB initiatives
(e.g. telecommuting), the health-care administrators are striving to maintain positive work
culture while remaining responsive to community needs. Employees who feel some form of
flexibility in how they manage to do their work and non-work related tasks respond in a
proactive way in doing things as they “often have a greater sense of responsibility,
ownership, and control of their working life” (Acas Report, 2015). Thus, WLB and OC go
well with each other. Malan (2010), however, argues that there is an absence of any relation
between the WLB and OC because the commitment is not considered to be limited to a
particular role (e.g. a parental role or a spouse role) but guided by intrinsic (e.g. meaningful
and intellectually stimulating work) and extrinsic factors (e.g. performance based pay). Dex
and Smith (2001) also found employees engaged in the private sector and having access to
some family friendly policies reveal improved commitment while it was not observed among
employees working in the public sector. As such, these findings mostly conformed to an
inverse link of WLB with OC.
Taking into account the relationship between WLB and the three components of OC,
results revealed a significant positive relationship between WLB of female employees and
their affective commitment (having path coefficient = 0.584, t-statistic = 23.242 and
p-value = 0.000) and normative commitment (having path coefficient = 0.509, t-statistic =
16.300 and p-value = 0.000) but, WLB was found to be negatively associated with
continuance commitment (having path coefficient = 0.299, t-statistic = 6.318 and p-value =
0.000). The women workers report higher affective commitment than normative
commitment, which suggests that the women workers like to stay in their organization, but
have a low sense of debt toward their workplace. Van Dyk and Coetzee (2012) also opined
that affective commitment has a stronger effect than normative commitment among
workers. These findings are also consistent with Tayfun and Çatir (2014) who found a
positive relationship between WLB and affective and normative commitment on one hand
and a negative relationship with WLB and continuance commitment among nurses on the
other. LaMastro (2000) evidenced a strong positive relation with affective commitment and a
negative relation with continuance commitment. In line with the results of present study,
Ferreira (2014), based on her study in a health-care institute, concluded that affective and
normative commitment were significantly associated with the WLB. Norton (2009) and
Dockel et al. (2006) have also reported WLB to have a significant and direct effect on
affective commitment, while no significant direct effect on continuance as well as normative
commitment was suggested. However, Choo et al. (2016) and Biwott et al. (2015) found a
significant positive link between WLB and affective commitment, normative commitment
and continuance commitment.
The health-care workers, under present study, particularly those working in the public
sector, rendered higher affective commitment, because they enjoy numerous benefits such
as high salaries, greater work autonomy, higher job stability and growth opportunities.
Consequently, these employees feel emotionally attached to their organizations which take
care of their non-work demands. This happens to be more applicable to the workers who
suffer from resource limitations or have dependent/childcare issues. The results have shown
a negative relation between WLB and CC. Continuance commitment is embarked upon by
staying with an organization because of perceived high economic and social costs involved
with leaving a particular job (Phillips and Gully, 2011). Employees tend to remain with the
IJOA
18. organization because of the “nontransferable” investments made, such as, retirement
benefits, relationship with coworkers or things that are unique to a particular organization
(Reichers, 1985). Expectedly, employees would reflect a higher commitment to their
organizations when they cannot obtain the same benefits in other organizations (Lee et al.,
2008).
The study also revealed positive effects of WLB on normative commitment. Staying
normatively committed is perceived to be crucial to hospitals because of the critical role that
employees play while delivering health-care services. Health-care workers tend to effectively
respond to the needs of the community at first. Many employees do not relate hospital to a
mere physical facility but as an organization that affects human lives in one way or the
other. As such, they attribute working in a hospital as their moral responsibility where
duties are owed to patients and the community served at large (De George, 1982). Moreover,
because of the familial pressure, and organizational and societal norms, employees feel
obligated to reciprocate to the demands of the organization. For that matter, in any system,
employees largely feel obligated toward their employer for a wide variety of reasons,
especially if employees are exposed to better WLB initiatives, high salary, long working
tenure, specialized training and more opportunities for career growth. Therefore, this stew of
competing pressures ties employees by a psychological contract/reciprocal exchange
between them and their employers and accordingly, employees demonstrate higher levels of
normative commitment.
Conclusion and implications
Women health-care workers under study were found to be satisfied with the level of WLB
but need further HR interventions that would improve their state of WLB. Women workers
highlighted effectiveness at work as the most important factor for achieving a higher degree
of WLB, followed by work–life interference, WPS and SWLB, subsequently. Results further
revealed that women workers are committed to their organizations but this form of
commitment was largely associated to continuance component of OC, signifying the lack of
opportunities in the context of health-care sector. Women employees also reported being
emotionally attached to their employers but they did not feel highly obligated to stay with
their respective organizations as working in any of the health-care institutes provided them
with the equal levels of satisfaction, considering the well-being of others as the primary
work motive. Meanwhile, many of the workers did not feel to be bound to reciprocate to the
needs of a particular organization, especially if other organizations provided better
employment conditions.
The major interesting findings of the study pertain to the confluence between WLB and
AC, CC and NC. The study indicated that WLB is positively and significantly related to AC
and NC. However, WLB–CC tie up, regardless of being significant, exhibited a negative
association. WLB affected OC positively and significantly in totality also, implying that
most of the women workers consider WLB as a necessary factor that makes them stay in
their respective organizations. While the findings have evidenced WLB as a strong predictor
of OC, these also necessitate taking care of the factors that are of paramount importance to
maintaining commitment among the workers. While the health-care industry is concerned
about the issues related to WLB of its employees; the measures taken to improve the
situation are not adequate.
In today’s complex and constantly changing world, flexible work practices are necessary
for health-care organizations to meet women workers’ work–life demands. Not just for
employees but it is essential for employers as well to ensure WLB of employees so that they
can retain the women workers as they are the major care providers in health-care
Commitment
of women
health-care
workers
19. institutions and their presence acts as a gauge of the health-care systems’ ability to meet the
ever growing needs of the people (Johnstone, 2007). Moreover, in health-care profession
becoming the employer of choice means that hospital practices employment terms and
conditions that are generous enough to increase satisfaction, motivation and commitment
among their employees. Employers should, therefore, treat their employees as clients by
taking necessary steps toward developing appropriate WLB policies to enhance
commitment among their workers. Unless these issues are well addressed, turnover will
increase, service quality will deteriorate, patient satisfaction will be affected negatively and
consequently, the organizations will face the threat of leavening their services in the long
run. The workers’ needs ought to be cushioned through proper organizational support
system coupled with coordination between organizations and different facilities and support
systems that help employees to fulfill their non-work demands. Convenient working hours,
support for employees who have children and elderly persons at home, adequate vacations
and employee support networks should be made available for employees. Job incentives
including the improved condition of service, promotion opportunities, stable career growth,
higher salary, provision for retirement and other fringe benefits should be provided by the
employers. This will motivate the workers to easily schedule time with family errands,
thereby, ensuring effective management of WLB while increasing commitment levels
among employees with corresponding effects on organizational goal achievement.
It is important that various stake holders in each health-care institute come together to
draft common WLB initiatives to ensure fairness and consistency in the implementation of
WLB policies. Ideally these processes should be supported by the government, trade unions
and other stakeholders. Health-care workers mostly do not have fixed work routine as their
work schedule is dependent on the number and type of cases/emergencies received. For such
employees who are required to stay longer for overtime, the organizations should offer them
lunch, takeout meals and transportation facilities. Such benefits help to ensure safety of
women workers, reduce their work–family conflict levels and consequently pave way for
achieving WLB. While more organizational support needs to be directed to young and fresh
workers who tend to be less satisfied than experienced workers, older workers require more
sense of appreciation and respect. It should be an inclusive process whereby a joint
responsibility is shared between employees, union, government and the employing
organization to carve out well planned, realistic and agreed upon programs that can be
worked together to share the benefits of WLB and achieve positive changes in the
organizations.
Employers should espouse the findings of this study and strive to improve upon WLB
and OC related factors. They are expected to gain better insights regarding interrelation
between WLB and OC, and their impact on productivity and overall institutional
performance. This input should be useful to organizations in formulating and implementing
various WLB initiatives. Meanwhile, the health-care managers and administrators should
take into consideration the consequences of poor WLB and accordingly, create such a
working atmosphere that builds up productiveness in balancing work and non-work
demands through appropriate human resource interventions.
Organizations, along with the government, need to explore how their working practices
make a difference with respect to WLB and commitment among workers, satisfaction level
of patients, and the overall organizational performance. They should converge upon their
efforts not only on provision of basic WLB initiatives, but also concentrate their attempts on
making administrators cognizant of the importance of supportive WLB culture in their
organizations for improving organizational outcomes. Organizations, administrators,
government and all other stakeholders should take notice of changing demographic
IJOA
20. characteristics so as to develop an operational framework for implementing effective family
friendly initiatives for employees.
Limitations and directions for future research
The present study is limited to a sample of predominantly women participants working in
health-care sector. Therefore, the findings cannot be generalized to other occupational,
gender and industry groups. Although multi-method approach was used to arrive at an
optimal sample size, still it may not be large enough to make a sweeping assumption about
the findings of the study and to reach on some explicit conclusions about the relationship
between the variables studied. The sample was chosen from northern India so it needs
exhaustive exploration of whether the findings of this study can be replicated in different
geographical areas for further verification and generalization. Because of the cross-sectional
nature of the data, the findings may not draw appropriate causal inferences among the
constructs investigated. For example, while WLB impacts OC, OC could also act as a
facilitator for balancing chores of family work domains. While the undertaken study was
limited to female workers working in hospitals, the future research may consider mixed
samples across different sectors before one can draw conclusions about the relationship
between employees’ levels of satisfaction with organizations’ WLB factors and their
commitment to their organizations. It would be worthwhile to carry out studies with more
heterogeneous samples beyond a common point of interest made up of an equal number of
males and females to examine potential gender differences. Moreover, future research can
attempt to study the difference on the basis of a generational gap and its impact on WLB
and related factors. The number of variables that were limited to two in this study can be
further increased by introduction of more related dependent (e.g. organizational citizenship
behavior, turnover intentions and employee effectiveness) and independent variables (e.g.
role efficacy, self-efficacy, creativity and decentralization). As the study was based on cross-
sectional data, a follow-up study with a longitudinal design would allow for stronger causal
inferences to be made about the relations among the variables examined in this study. It
would enable researchers to establish the impact of new WLB policies and practices on
employees’ perceptions of WLB.
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Corresponding author
Sana Shabir can be contacted at: sanashabir007@gmail.com
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