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Objective: To analyze the quality of life at work (QOL) of workers from various positions and occupations, under a home office work regime, comprising as they process of adaptation to the context imposed by the pandemic of COVID-19. Design/method/approach: Descriptive schist, with a qualitative approach, using the online interview, with a semi-structured script as a data collection technique. The snowball technique was used to reach the eight women who were on a home office basis due to the COVID-19 pandemic. The data were analyzed through content analysis, with categories defined a priori. Results: It should identify the adaptation of workers to the COVID-19 pandemic and the home office, the influence of this work regime on personal and professional routine, quality of life (QOL) and QOL, and the impacts on physical and mental health, which depend mainly on the context in which each worker lives and works. It was observed that the greatest impact on the lives of professionals was not the home office, but the pandemic as a whole, which brought a mixture of feelings and challenges. Originality/value: The value of the study lies in its theory, practical and social contribution to working with dilemmas and challenges of the home office experienced in the pandemic moment. Moreover, the work will give organizations greater attention to the well-being of workers, rethinking qoL and QOV issues that automatically affect a healthier and happier society. [ABSTRACT FROM AUTHOR]

The present study aimed to identify the predictive power of sociodemographics, work, working conditions, and health variables in the pandemic/COVID-19 period for Quality of Life at Work (QWL). As instruments, we used a sociodemographic and labor data questionnaire and questions related to working and health conditions during the pandemic/COVID-19 period and the QWL Assessment Scale. The sample consisted of 189 Basic Education teachers. Multiple Linear Regression analysis (Stepwise method) was performed, and the results revealed explanatory models for QWL consisting mainly, of variables related to the pandemic and general health perception. In this sense, they indicate the importance of the pandemic context for QWL in teachers, perceiving themselves as healthy and receiving assistance and support from the educational institution. [ABSTRACT FROM AUTHOR]

The present study aimed to identify the predictive power of sociodemographic, work, working conditions and health variables in the pandemic/Covid-19 period for Quality of Life at Work (QWL). As instruments, we used a questionnaire of sociodemographic, labor data and questions related to working and health conditions in the pandemic/Covid-19 period and the QWL Assessment Scale. The sample consisted of 189 Basic Education teachers. Multiple Linear Regression analysis (Stepwise method) was performed, and the results revealed explanatory models for QWL consisting, mostly, of variables related to the pandemic and general health perception. In this sense, they indicate the importance of the pandemic context for QWL in teachers, that is, perceiving themselves healthy and receiving assistance and support from the educational institution. [ABSTRACT FROM AUTHOR]

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Esta investigación busca conocer la aplicación de los factores que fomentan la calidad de vida en el trabajo y que generan un clima organizacional óptimo en las micro y pequeñas empresas de Ocosingo, Chiapas. Para la recolección de la información, se utilizó un cuestionario que mide la organización como un sistema. Hallazgos importantes son el desconocimiento o poca aplicación del cumplimiento de factores como pago de un sueldo y salario justo, compensaciones por el logro de metas, y reconocimientos y elogios. Abstract This research seeks to know the application of the factors that promote the quality of life at work and that generate an optimal organizational climate in micro and small enterprises in Ocosingo, Chiapas. To collect the information, a questionnaire was used that measures the organization as a system. Important findings are the lack of knowledge or little application of compliance with factors such as payment of a fair salary and wage, compensation for the achievement of goals, and recognition and praise.

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: This study aimed to identify the perception of accountants about the quality of life at home office work during the Covid-19 pandemic. Studies on the quality of life at work are relevant to understanding the variables that have an impact on the performance of both the organization and its employees. Methodology: The descriptive research had a quantitative approach, applying a self-completion questionnaire that highlights the quality of life at work (QWL) according to the model by Hackman and Oldham (1975), in three dimensions: tasks performed at work, personal feeling about the job and satisfaction with aspects of the job. The respondents were 132 accountants who were at home office in accounting services companies located in the State of Santa Catarina. Data were analyzed descriptively based on the frequency of responses. Results: The results revealed, in general, a QVT for the surveyed accountants. Analyzing the dimensions, it is observed that, in relation to the tasks performed at work, the one in which superiors often say what they think about the quality of the work carried out stood out. About statements related to personal feelings about work, the following stood out: I often think about quitting this job. Finally, regarding satisfaction with aspects of work, safety, in physical and mental terms, in the work performed was the one that obtained the highest average among respondents. Study Contributions: The findings of this study offer a brief diagnosis of psychosocial indicators of the reality of professionals in the accounting area and can support future reflections and discussions on the continuity and improvement of the home office within the scope of accounting services companies, as well as, knowing what employees of accounting services companies think about QWL are essential assumptions for designing human resource management policies and programs. [ABSTRACT FROM AUTHOR]

Copyright of REUNIR: Revista de Administração, Contabilidade e Sustentabilidade is the property of REUNIR - Revista de Administracao, Contabilidade e Sustentabilidade and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim was to understand how the workers of a public hospital perceive the quality of life at work (QLW). The research used Walton's model (1973) to measure the QLW of 225 workers in a hospital in the Midwestern Region of Brazil. The results show that, in only three of Walton's eight criteria, the workers' satisfaction is superior to dissatisfaction. The highest percentages of dissatisfaction concern participation in results, workload, fatigue caused by work, incentives offered for qualification, respect for workers' rights, influence of work on the possibility of personal leisure, and human resources policy. On the other hand, the highest percentages of satisfaction are related to the importance of the activity performed, the work responsibility received, the relationship with the boss and colleagues, and pride in the work performed. The research contributed to highlight critical points of the QWL and showed elements that need organizational attention. [ABSTRACT FROM AUTHOR]

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This research aimed to identify the characteristics of the work context of servants of a body of the Brazilian Judiciary Power and the relationship of these variables with the quality of life at work. The Activity Ergonomics Applied to Quality of Life at Work (EAAQVT) approach was adopted as a theoretical-methodological reference. 169 servers participated, 92 women and 77 men, with an average age of 41.5 years. 23 focus groups were conducted, in which a semi-structured script was used. Of the 23 focus groups, 18 were validated and submitted to thematic content analysis performed by judges. The empirical categories obtained were devaluation, demotivation, and disgust; organizational management; impacts of the electronic process; workload; insufficient working conditions; and relationships with colleagues, leadership, and senior management. A work context characterized by contradictions and demands that potentiate experiences of malaise and risk of illness was identified, thus compromising the quality of life at work. [ABSTRACT FROM AUTHOR]

Introducción: la calidad de vida en el trabajo (CVT) hace referencia a un concepto que abarca el bienestar del individuo al realizar su actividad laboral y que involucra varios aspectos como el ingreso económico, estabilidad, satisfacción laboral, y, además una armonía entre la vida personal y familiar. Objetivo: caracterizar la calidad de vida en el trabajo en el personal académico y administrativo de una universidad pública. Materiales y métodos: estudio descriptivo transversal orientado a caracterizar la calidad de vida en el trabajo de los funcionarios de una universidad pública a través de la aplicación del instrumento para evaluar la calidad de vida en el trabajo CVT-GOHISALO-versión corta, y que consta de 31 preguntas que evalúan siete dimensiones: soporte institucional para el trabajo, seguridad en el trabajo, integración al puesto de trabajo, satisfacción por el trabajo, bienestar logrado a través del trabajo, desarrollo personal del trabajador, y administración del tiempo libre. Resultados: este estudio encontró que los funcionarios de la universidad manifestaron sentirse satisfechos en seis de los siete aspectos valorados. La seguridad en el trabajo mostró una valoración de moderadamente satisfechos. Conclusiones: se hace necesario revisar por parte de la institución factores referidos al tipo de vinculación laboral, el desarrollo personal y los cargos dentro de la institución. Así mismo, se debe examinar la carga laboral de los funcionarios ya que la destinación de parte del tiempo libre para actividades laborales puede afectar su calidad de vida. Introduction: the quality of work life (QWL) refers to a concept that encompasses the well-being of the individual when carrying out their work activity and that involves various aspects such as income, stability, job satisfaction, and a harmony between personal and family life. Objective: to characterize the quality of life at work in the academic and administrative staff of a public university. Materials and methods: descriptive cross-sectional study aimed at characterizing the quality of work life of public university officials through the application of the instrument to assess the quality of life at work QWL-GOHISALO-short version and consisting of 31 questions that evaluate seven dimensions: institutional support for work, job security, job integration, job satisfaction, well-being achieved through work, worker personal development, and free time management. Results: this study found that university officials said they felt satisfied in six of the seven aspects assessed. Safety at work showed an assessment of moderately satisfied. Conclusions: it is necessary to review by the institution factors related to the type of labor relationship, personal development, and positions within the institution. Likewise, the workload of civil servants must be examined since the allocation of part of their free time for work activities can affect their quality of life

La globalización y la búsqueda de la eficiencia organizacional han desdibujado la línea que equilibra el trabajo y la vida personal. Cada vez es más difícil separar los roles y evitar extender los horarios laborales, lo cual puede conllevar a una sobreexposición de factores de riesgo psicosocial, afectando la salud mental de los trabajadores e incrementando costos para las organizaciones. El objetivo del artículo es caracterizar la relación existente entre el equilibrio, vida laboral y personal —WLB, por sus siglas en inglés Work-Life Balance— y la salud mental de los trabajadores —estrés, depresión, ansiedad, burnout, angustia y fatiga—, para lo cual se realizó una revisión sistemática de la literatura, y mediante el análisis de 43 estudios se logró aclarar el concepto del WLB. Se presentaron los hallazgos generales sobre la relación WLB y salud mental, y se analizó el contexto de los estudios haciendo énfasis en sectores u ocupaciones. Así, se concluye que algunos estudios no se centran verdaderamente en el WLB, ya que prefieren enfocarse en la perspectiva negativa —conflicto —, y en el caso de la salud mental los estudios se centran en los síntomas de la enfermedad. En otros hallazgos, se determinó que no hay consenso en resultados por género, ni frente al impacto de la flexibilización laboral en la relación —WLB y la salud mental—. En lo metodológico, la mayoría de estudios analizados son cuantitativos, transversales y con muestras homogéneas, que contemplan la perspectiva individual —autoinforme— y tan solo uno estudia las condiciones de trabajo.

The global coronavirus disease 2019 (COVID-19) pandemic has brought on many changes in Brazil, one of them being the option of most organizations for teleworking, which up until that time had not been a common occurrence in the country. This article discusses the compulsory work-from-home scenario and analyzes the perceptions and experiences of workers obliged to work from home during the COVID-19 pandemic, identifying favorable and unfavorable factors for Quality of Work Life (QWL). We conducted qualitative research based on Activity-Centered Ergonomics Applied to Quality of Life at Work (ACE-QLW) for 12 workers with varying positions in different public and private sector organizations. We analyzed their perceptions and experiences about working from home based on six categories examined by ACE-QLW. The results revealed a balance: three of the categories largely concerning well-being (socio-professional relationships, recognition and professional growth, and use of computers) and three other categories largely concerning malaise (working conditions, work organization, and opinions of work), indicating possible focal points for interventions and care in maintaining this type of work. Important issues were discussed, such as the lack of distinction between public and private spaces, current performance/fatigue characteristics, and the possible repercussions this can have on workers, their health, and organizations. [ABSTRACT FROM AUTHOR]

Introducción: Como promedio, un profesor labora 5 horas diarias frente al grupo, esto significa 25 horas clase por semana e invierte una misma cantidad de tiempo en actividades extraáulicas de planeación y revisión. Esta es una realidad que se replica en los diferentes países alrededor del mundo, por lo que estos contextos laborales en los que los docentes se desempeñan frente a grupo han conducido a los investigadores a indagar sobre el bienestar psicológico de esta población como una variable de estudio. Objetivo: Identificar desde la literatura científica cómo se ha relacionado el bienestar psicológico con otras variables. Material y método: Se realizó una revisión de la literatura con 26 estudios empíricos sobre el bienestar psicológico y su relación con otras variables en el ámbito laboral de la población docente en 11 países en el periodo comprendido del 2000 al 2020. Resultados: Los datos sociodemográficos figuraron en los estudios como un elemento a considerar tanto en relación con el bienestar psicológico como con las variables relacionadas. Se observó que la variable bienestar psicológico es frecuentemente vinculada y asociada a las variables estrés laboral y síndrome de burnout. El bienestar psicológico fue una variable dependiente en el 96 % de los estudios. Introduction: On average, a teacher works 5 hours a day in front of the group, this translates into 25 class hours per week, and spends the same amount of time in extra classroom activities planning and reviewing activities. This is a reality that is replicated in different countries around the world, so these work contexts in which teachers work in front of a group have led to the concern of researchers to investigate the psychological well-being of this population as a variable of the study. Objective: To identify from the scientific literature how psychological well-being has been related to other variables. Material and method: A literature review was carried out with 26 empirical studies carried out on psychological well-being and its relationship with other variables in the workplace with the teaching population, in 11 countries in a period from 2000-2020. Results: Showed that socio-demographic data appeared in the studies as an element to consider both in relation to psychological well-being and related variables. It was observed that the psychological well-being variable is frequently linked and associated with the variables work stress and burnout, being psychological well-being a dependent variable in 96% of the studies.

From the beginning of 2020, the Covid-19 pandemic created, on a global scale, profound impacts on the way people live. Work relationships were drastically and suddenly changed, with the adoption of teleworking being one of the most common solutions. This new scenario implied professional and family adjustments, in addition to causing psychic wear and tear. The present study aimed to understand the experiences of 10 working women mothers of children between zero and six years old who worked in alternative forms of work. The method used was qualitative phenomenological and, from individual dialogic encounters, comprehensive narratives were elaborated and later compiled into a synthesis narrative with results analyzed from the Demand-Resources Model (JD-R). The structural elements of the phenomena identified were: a) focus on personal or professional life; b) isolation and overload; and c) engagement x exhaustion. It was possible to verify that working women who are mothers of young children face difficulties maintaining emotional balance and quality of life. Experiences of overload derived from the multiplicity of roles, as well as the perception of restrictions for career advancement, were also detected. Having a structured support network and with the effective participation of other actors is seen in a positive way when it occurs, but, unfortunately, the feasibility of these resources still only occurs through the organization of the women themselves. Because of these results, the importance of more effective social and organizational policies is highlighted for the favorable working conditions promotion, as well as the valorization of flexible modalities of bonding with work and social awareness regarding gender inequalities. [ABSTRACT FROM AUTHOR]

This study tested the impacts of perceptions of quality of telework life and job crafting on public school teachers' work well-being. The sample was composed of 184 teachers who answered a questionnaire with scales previously validated in Brazil. Confirmatory factor analysis and structural equation modeling were performed. Perceptions of quality of telework life and job crafting actions predicted work well-being and contributed to investigating gaps in the organizational and work literature. This study offers a diagnosis of teachers' experiences during remote work and highlights the relations between those variables in a changing work context transformation, fostered by Covid-19 pandemia. [ABSTRACT FROM AUTHOR]

Con el objetivo de explorar la relación funcional entre el engagement y la calidad de vida en el trabajo (CVT), en el presente estudio se utilizó una estrategia de investigación asociativa con 221 empleados de una institución de educación superior en Colombia, quienes accedieron a participar de manera voluntaria. Para evaluar la CVT se aplicó el instrumento “Perfil de Calidad de Vida Laboral”, desarrollado por Gómez (2010), conformado por 39 ítems que evalúan ocho dimensiones; mientras que, para evaluar el engagement, se utilizó la adaptación realizada por Ospina y Delgado-Abella (2014) del UWES (Utrecht Work Engagement Scale),desarrollada por Schaufeli y Bakker (2004), que consta de 17 ítems que evalúan tres di-mensiones: vigor, dedicación y absorción. Como resultado, se halló una asociación significativa entre las distintas variables del estudio a partir de un modelo de ecuaciones estructurales; y se encontró evidencia sobre las dimensiones de la CVT que más aportan para su configuración, además de las diferencias por sexo en las puntuaciones de las variables de estudio.

Rev.esc.adm.neg El presente estudio evalúa la relación entre la justicia organizacional, en sus dimensiones de justicia procedimental y justicia interaccional, y el conflicto trabajo-familia en las empresas colombianas. La investigación fue de carácter explicativo-causal y con el fin de evaluar las relaciones y los efectos entre las variables se utilizó un modelo de ecuaciones estructurales. La investigación se realizó en tres organizaciones pertenecientes a diferentes sectores económicos —servicios, financiero y producción—, en las que se aplicaron 450 encuestas a sus empleados. En cuanto a los resultados, se obtuvo que solo la justicia interaccional presenta una relación negativa y significativa con el conflicto trabajo-familia; la relación justicia procedimental y conflicto trabajo-familia fue no significativa, además de positiva. Esta investigación y sus resultados respaldan la hipótesis de que el crecimiento empresarial, de la mano del bienestar del capital humano, depende de factores clave como la disminución de los conflictos de los empleados y la capacitación de los jefes o supervisores mediante estrategias de liderazgo transformacional que den cuenta de la justicia organizacional y de la participación activa de todos los actores, para fomentar así, relaciones y entornos laborales en los que prevalezcan valores fundamentales como el respeto, la honestidad, la dignidad y la cortesía.

Objetivo: Validar el cuestionario CVT-Gohisalo versión breve para su uso en trabajadores ecuatorianos. Diseño: Análisis factorial exploratorio del cuestionario CVT-Gohisalo con una población de trabajadores ecuatorianos. Métodos: La población se constituyó con 400 sujetos que laboran en diversos frentes laborales de la economía formal en Ecuador. El análisis estadístico se basó en la determinación del coeficiente alfa de Cronbach, porcentaje de varianza explicado y los valores Eigen de cada ítem de la escala. Resultados: El coeficiente α de Cronbach del cuestionario en general fue de 0,911, de manera individual la mayoría de los 7 factores del cuestionario obtuvieron valores satisfactorios; los que presentaron alfa de Cronbach por debajo de 0,7 fueron: integración al puesto de trabajo, que califica como adecuada con déficits (α = 0,6), e igualmente seguridad en el trabajo, cuya calificación se dio como inadecuada (α = 0,5). Conclusiones: Es posible utilizar la versión breve del Cuestionario CVT-Gohisalo con fines de investigación y de evaluación en las empresas en Ecuador.

Burnout is characterized by emotional exhaustion, depersonalization, and low personal accomplishment at work. The objective of this research was to investigate the relationship between sociodemographic variables and personality traits, according to the Big Five theory, in the outcome of the syndrome. The sociodemographic questionnaire, the Work Burnout Inventory and the Reduced Personality Markers were answered in an online platform by 343 Brazilian professionals from the service sector (75.50% women, n = 259), working in the areas of health, education, administrative services, security, banking and customer service (e.g. telemarketing, call centers). The results do not point to a statistically significant relationship between sociodemo-graphic variables and burnout. Personality traits had a more predictive relationship with the three factors of burnout, which Neuroticism was the most important predictor. Personal resources, especially Neuroticism, can play an important role in the development of burnout. [ABSTRACT FROM AUTHOR]

This article analyzes the relationship between quality of working life (QWL) and physical activity, considering that physical activity has been identified as one of the triggering factors of QWL. A descriptive-quantitative survey was conducted at a federal public education institution. The sample of this study consisted of 336 federal civil servants. Data were collected through a questionnaire applied via e-mail between May and April 2016. The results showed that there are no statistically significant differences when comparing levels of physical activity and QWL for the civil servants researched. This indicates that organizational programs involving physical activities may not have the expected impact on QWL. This study provides practical contributions, as it provides data on the QWL of civil servants at the studied institution. The institution can carry out actions and QWL programs based on these differences. As a suggestion for future studies, qualitative and quantitative research can be carried out, using a probabilistic methodology. [ABSTRACT FROM AUTHOR]

Given the question "how are Quality of Life at Work and Organizational Bonds (commitment, entrenchment, consent) related to Family Health Strategy professionals?", The objective was to propose and validate a model that related such constructs, in the perception of doctors and nurses belonging to the Family Health Strategy (FHS) of Manaus (AM). The theoretical framework reflects such themes (Hackman & Oldham, 1975; Meyer & Allen, 1991; Rodrigues & Bastos, 2010, 2015; Silva, 2009, 2013). Through a questionnaire, 98 nurses and 63 doctors participated in the research. Data analysis involved: exploratory factor analysis; structural equation modeling; and descriptive analysis of the data. The adjusted model indicates that the constructs of quality of life at work (Specific Satisfactions: Rewards and Supervision; Task Dimensions: Autonomy and Communication) influence the three bonds and determine the following of the rules, including regarding submission to the hierarchy. closing on Organizational Consent. [ABSTRACT FROM AUTHOR]

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Purpose: This paper aims to present and discuss a general overview about the level of turnover through the perception of internal audit professionals in the Brazilian context. Methodology: The research was carried out through an applied survey with 140 internal audit professionals, whose counts were collected through LinkedIn. The professionals evaluated mainly work in large organizations, 61.4% are former external auditors who made the career change mainly because their previous career did not have a balance between personal and professional life, and 94% understood that the exchange generated better quality of life. Results: A low turnover rate was observed among the participating professionals. Among the main factors related to turnover are the receipt of proposals of work in other organizations for the audit experience, as well as others within the own organization that act. On a scale of 1 to 10 participants define their quality of life as 6.7 and if they say they value the function. Contributions of the Study: This paper contributes with the literature advancing the discussion about turnover and quality of life to the branch of internal audit and brings the discussion to the Brazilian context. The work also contributes to the discussion about the change of career from external auditor to internal auditor, with previous work focusing on the turnover of internal audit activity, and those who study turnover in external audit do not assess the fate of professionals, presenting a gap to be fulfilled in theory. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to present and discuss a general overview about the level of turnover and life quality through the perception of internal audit professionals in the Brazilian context. Methodology: The research was carried out through an applied survey with 140 internal audit professionals, whose counts were collected through LinkedIn. Results: The professionals evaluated mainly work in large organizations, 61.4% are former external auditors who made the career change mainly because their previous career did not have a balance between personal and professional life, and 94% understood that the exchange generated better quality of life. A low turnover rate was observed among the participating professionals. Among the main factors related to turnover are the receipt of proposals of work in other organizations for the audit experience, as well as others within the own organization that act. On a scale of 1 to 10 participants define their quality of life as 6.7 and if they say they value the function. Contributions of the Study: This paper contributes with the literature advancing the discussion about turnover and quality of life to the branch of internal audit and brings the discussion to the Brazilian context. The work also contributes to the discussion about the change of career from external auditor to internal auditor, with previous work focusing on the turnover of external audit activity, and those who study turnover in external audit do not assess the change of profession for those professionals, presenting a gap to be fulfilled in theory. [ABSTRACT FROM AUTHOR]

Copyright of Signos is the property of Universidad Santo Tomas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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Copyright of Org & Demo is the property of Revista ORG & DEMO and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Se tiene como objetivo sustentar la calidad de vida en el trabajo como un derecho humano laboral que repercute en la salud ocupacional de los trabajadores. La calidad de vida en el trabajo es un constructo multidimensional y complejo que hace referencia principalmente a la satisfacción de una amplia gama de necesidades de los individuos (reconocimiento, estabilidad laboral, equilibrio empleo-familia, motivación, seguridad, entre otros) mediante un trabajo formal y remunerado. Para este propósito, se efectuó una revisión a la literatura, definiéndose a la calidad de vida laboral en dieciocho dimensiones que, en conjunto, contribuyen a la satisfacción de necesidades a las que hace referencia este constructo.

El objetivo de este trabajo fue identificar los indicadores de la calidad de vida en el trabajo y el absentismo como los indicadores de desempeño de gestión hospitalaria. Para ello se realizó una revisión de la literatura, una encuesta de 52 textos relacionados con la calidad de vida en el trabajo, el ausentismo y la dirección del hospital. El análisis resultante de los textos cubiertos han puesto de relieve que, en el contexto de la gestión de los hospitales, especialmente las organizaciones orientadas a la responsabilidad social, que se ocupa de los problemas relacionados con la calidad de vida en el trabajo y el ausentismo, identificando sus causas y su correcciones, a través de un programa de gestión de despacho de los trabajadores, sobre la base de la administración rigurosa y periódica y la promoción de la salud de los trabajadores, la evaluación de todos los certificados de control aparte, diarias. Con este fin, la evidencia de algunos indicadores para la gestión del programa a distancia, teniendo en cuenta: el monitoreo diario de los certificados, la historia laboral de cada indicador absentismo laboral por meses / años, el absentismo total por sector / CIE / mes / año, señalando que tales indicadores son sugerencias del Sub Comité de la Asociación Médica Internacional, que refleja de inmediato la importancia de la calidad de las evaluaciones de la vida en el trabajo y el absentismo como indicadores de desempeño de gestión hospital.

The university professor suffers high pressure to achieve productivity and performs under work conditions that are not always satisfactory. This study seeks to analyze the subjective well-being, the time-use strategies, and the satisfaction with their use of time of PhD-holding professors with and without productivity grants from the National Council for Scientific and Technological Development (CNPq). A total of 83 professors participated in the study (48 with productivity grants), with an average age of 50 years. A total of 89% of participants were from public institutions. The majority of the participants exhibited high levels of negative affect and low-average levels of satisfaction with their use of time. There was no difference in the subjective well-being or in the satisfaction with the use of time when comparing professors who had received a CNPq grant with professors who had not received a CNPq grant. The most important reason for dissatisfaction with the use of time was an excess of work, whereas peer recognition was the primary achievement obtained with the work. How work demands and conditions influence the well-being of the professors is discussed in this study.

This study aims to analyze the influence of Quality of Life at Work (QLW) on Organizational Commitment (OC) at a Higher Education Institution (HEI). The methodology used was a descriptive quantitative survey applied to 119 employees through a structured questionnaire. Data analysis was performed using confirmatory factor analysis and multiple linear regression. The results confirm the positive influence of QLW actions in the OC, therefore, the study indicates that the more satisfied employees are with the QLW actions, the greater the commitment of them. In this scenario, we highlight the affiliative commitment, which occurs when employees are compromised because they feel they are part of the IES team or group, being more intense than the normative commitment, which aims at achieving the objectives and results for the organization. [ABSTRACT FROM AUTHOR]