No TITLE AUTHOR

Norfadzilah
Abdul
Razak,
Measuring Reliability and Validity Instruments of
1 Hairunnisa
Work Environment towards Quality Work Life
Ma'amor,
Narehan
Hassan
 Hassan
Narehan,
Maamor
The Effect of Quality of Work Life (QWL)
Hairunissa,
2 Programs on Quality of Life (QOL) among
Razak A.
Employees at Multinational Companies in Malaysia
Norfadzillah,
Lapok
Freziamella

Wan, Yim
Casino employees’ perceptions of their quality of King Penny,
3
work life Chan, Sow
Hup Joanne
 Sarina
Muhammad
Quality Work Life among Factory Workers in Noor,
4
Malaysia Mohamad
Adli
Abdullah

Kalayanee
Koonme,
Anusorn
Ethics institutionalization, quality of work life, and
Singhapakdi,
5 employee job-related outcomes: A survey of human
Busaya
resource managers in Thailand
Virakul,
Dong-Jin
Lee
 Bita Parsa,
Khairudin
Bin Idris,
Bahaman
Relationship between Quality of Work Life and Bin Abu
6
Career Advancement among Iranian Academics Samah, Nor
Wahiza Binti
Abdul
Wahat,
Parisa Parsa
 Arun Vijay
Quality of Work Life of Teaching Staff Working at a
Subbarayalu,
7 Higher Education Institution in Saudi Arabia: A
Ahmed Al
Cross-sectional Study
Kuwaiti

Quality of Work Life: A Study of Employees in

8 Ka Wai Chan
Shanghai, China
 Rafidah
Abdul Aziz,
Fuziah
Mohd
Nadzar,
Haslinda
Quality of work life of librarians in government
9 Husaini,
academic libraries in the Klang Valley, Malaysia
Asmah
Maarof,
Salleh Mohd
Radzi,
Izhairi
Ismail

The Quality of Work Life in NAEYC Accredited and Paula Jorde

10
Nonaccredited Early Childhood Programs Bloom
PUBLICATION TITLE YEAR PUBLISHER METHODS NOVELTY

This study was conducted

using quantitative method
in measuring the reliability
and validity of items
measurement of quality of
work life program. The
Procedia Economics and
2016 elsevier reliability analysis was
Finance
conducted by analyzing the
Cronbach alpha values and
factor analysis with the
aim to measure the factors
loadings and validity of the
instrument used in this
study.

Procedia Social and
2014
Behavioral Sciences
International Journal of
2013
Hospitality Management
The study used a
quantitative research
method to identify the
relationship between
quality of work life (QWL)
programs and quality of
life (QOL). The purpose of
using research design was
to measure the degree of
relationship between
variables under study
(Hall, 2009). According to
Cherry (2008), a
elsevier
correlational studies were
often used to identify
relationships between
variables and it might
result either there were
positive correlation,
negative correlation or no
correlation. Other than
that, the researcher also
can analyze relationships
among many variables in a
single study (Salkind,
2006).
This study investigates
what contributes to a good
QWL for employees in the
casino industry, which is
currently an untouched
topic in the existing
hospitality and tourism
elsevier
literature. This qualitative
study involves face-to-face
interviews with 40 casino
employees (including
dealers, supervisors, and
managers) from six major
casinos in Macau.
 Malaysia. This
multinational firm declares
that it “strives for work
balance and global
diversity”. The instrument
used was a set of
questionnaires adapted
from various sources.
Quality of work life
questions was adapted
from Sirgy et al. (2001)
while a short version of
Minnesota Satisfaction
questionnaires was used to
gauge on job satisfaction
Procedia Social and
2012 elsevier aspects of the respondents.
Behavioral Sciences
The questions for job
involvement were adapted
from Kanungo (1982) and
questions for job security
were adapted from
Oldham, Kulik, Stepina,
and Ambrose (1986). All
in all there are 50 items in
each set of the
questionnaires. Reliability
test revealed that these
questions are reliable with
Cronbach-alpha of 0.734-
0.777. A self administered
questionnaire was

A self-administered
questionnaire was used as
the data-collection
technique for this study.
The participants targeted as
Journal of Business
2010 elsevier a sampling frame are
Research
human resource managers
of all Thai companies
listed on the Stock
Exchange of Thailand
(SET).
 of quality of work life and
career advancement (1=
almost never; 5 = almost
always). According to
suggestion of Lee et al.
(2007), we collapsed these
need dimensions into two
major sets: lower- and
higher- order needs.
Lower-order needs include
health/safety needs and
economic/family needs.
Higher-order needs include
social needs, esteemneeds,
Procedia Social and self actualization needs,
2014 elsevier
Behavioral Sciences knowledge needs, and
aesthetic needs. In current
study reliability of the
QWL and career
advancement constructs
were at desirable levels
(Cronbach’s alpha>0.70).
Using the pilot study, the
researcher improved the
face and the content
validity of the
questionnaire. Data was
analyzed with structural
equation modelling method
(AMOS).
 A total of 360 teaching
staff were randomly
selected using a two-stage
cluster sampling method,
Journal of Social Service and a self-structured
2018 tandfonline
Research quality of work life
questionnaire was used to
collect data. Statistical
analysis was done using
SPSS 19.0.

quantitative research
methods, a total of 319
questionnaires were
collected from eight
organizations in Shanghai,
China. Multiple regression
Asia Pasific Business 2007 tandfonline
analyses confirm using
levels of satisfaction of six
different individual needs
as significant predictors of
the five dependent
variables.
 This study applied a
quantitative research
design as well as
descriptive and correlation
approach. Respondents
International Information & are all librarians working in
2013 tandfonline
Library Review government academic
libraries in the Klang
Valley, Malaysia. An online
survey was used to gather
data for each participating
library. The questionnaire
was divided into two
sections: Section A, the
socio-demographic
information; and Section B,
the seven questions
related to the study. The
data were analyzed using
Pearson Correlation
Analysis.

quantitative research
methods, The sample
included 5,008 directors,
Early Education and teachers, and support staff
2010 tandfonline
Development who worked in 60
accredited and 320
nonaccredited child care
centers in 33 states.
 FINDINGS SUMBER

The findings were contributed to the

understanding the consistency and validity
of the items to measure the work
environment influences employees’ quality
of work life. Apparently, the work
environment in the study determines that
organizational social support and
organization citizenship behavior is the https://www.sciencedirect.com/s
dimension that influences the stability of cience/article/pii/S22125671163
work environment. This finding also 01605
contribute to the acknowledgement of the
managerial level to ensure that the factors
(organizational social support and
organization citizenship behavior) are being
practices in organization to enhance the
employees productivity and retain human
capital in the business.
The study found that there was significant
relationship between quality of work life
(QWL) programs and quality of life (QOL).
The most influence factor on qualit y of life
(QWL) were work environment followed
by job facet s. The result also indicat ed
that there was a positive and significant
relat ionship bet ween qualit y of work life
(QWL) programs and qualit y of life
https://www.sciencedirect.com/s
(QOL). The most influence factors were
cience/article/pii/S18770428140
emotional well being, personal
11537
development, social inclusion and
interpersonal relations. Therefore, the
researcher highly recommend those
multinational companies to plan an
excellent qualit y of work life (QWL)
programs by focussin g on particular
service element s that will further enhance
the overall qualit y of life (QOL) of
employees.

The content analysis of the data yielded

four dimensions of QWL that casino
employees considered to be an important
constructs: job characteristics, HR policies,
work group relationships, and the physical https://www.sciencedirect.com/s
work environment. The four dimensions cience/article/pii/S02784319120
and 17 attributes identified in this study can 01533
help HR practitioners develop strategies to
improve the QWL of casino employees
while reducing the industry's high turnover
rate.
This study was conducted at one of the
largest factories in northern part of
Malaysia. With a respond rate of 70%,
Pearson correlation indicates that job
satisfaction, job involvement and job https://www.sciencedirect.com/s
security have significant relationship with cience/article/pii/S18770428120
quality of work life. The study contributes 04569
to the mainstream knowledge of the work
life study as it delineates the situation from
the perspectives of locals working in
multinational firm.

Our survey results reveal a positive

relationship between implicit form of ethics
institutionalization and both lower-order
and higher-order aspects of QWL. The
results also indicate that the implicit form
of ethics institutionalization and the two
aspects of QWL have positive impacts on https://www.sciencedirect.com/s
the three employee job-related outcomes: cience/article/abs/pii/S01482963
job satisfaction, organizational 09000174
commitment, and team spirit. The research
findings not only validate the research
findings in the U.S. but also verify the
importance of ethics institutionalization and
QWL programs for business organizations
in Thailand.
The finding of this study confirmed quality
of life play an important role on employees’
career advancement. Career advancement
has usually been associated with learning
new ideas, concepts and facts that can
improve one’s opportunities, having strong
https://www.sciencedirect.com/s
personalities such as high self-efficacy and
cience/article/pii/S18770428140
mentoring as well as developing new
52318
interaction may have similar benefit. Strong
individualities and frequent networking
need to become as important to one’s plan
for career advancement as they related
significantly to individual’s career
advancement.
The results indicated that 71% of the
respondents were satisfied with their
QoWL at Imam Abdulrahman Bin Faisal
University (IAU), Saudi Arabia. A
significant difference of opinion was
observed among the teaching staff on two
dimensions of QoWL, viz. ‘working
conditions’ and ‘psychosocial factors’ (p
<0.05). However, no significant difference
https://www.tandfonline.com/doi
was observed on other QoWL attributes,
/full/10.1080/01488376.2018.14
such as ‘opportunity for training and
81173
development’ and ‘job satisfaction and job
security’ (p > 0.05). Given that all public
universities in Saudi Arabia are governed
by regulations framed by the Ministry of
education, this study provides important
indicators to educational policy planners on
understanding the QoWL of teaching staff
employed in universities across Saudi
Arabia.

Esteem need satisfaction is found to be the

most important for life satisfaction and
turnover intention while four needs
(esteem, actualization, economics and
https://www.tandfonline.com/doi
family, and health and safety) predict
general well-being. Knowledge and health /full/10.1080/136023807012506
81
and safety need predict affective
commitment. Three needs (economic and
family, health and safety, and knowledge)
are important for job satisfaction. Being
recognized and appreciated for one' s work
is found to be a strong predictor of how
satisfied employees in Shanghai feel with
regard to their lives.
Findings from this study indicated that both
https://www.tandfonline.com/doi
work variables and non-work variables do
/full/10.1080/10572317.2011.10
matter in determining the quality of work
762893
life.

The results revealed that there were notable

differences between accredited and
nonaccredited programs relating to the
quality of work life for staff. In 10
dimensions of organizational climate, there
were statistically significant differences
between accredited and nonaccredited
programs. The four dimensions which https://www.tandfonline.com/doi
together accounted for the greatest /abs/10.1207/s15566935eed0704
variation in differences were _1
innovativeness, goal consensus,
opportunities for professional growth, and
clarity. Statistically significant differences
were also registered in staffs level of job
commitment, staff turnover, and teachers'
current and desired levels of decision-
making influence.