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Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal 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.)

"Training and development are critical for the short- and long-term sustainability of an organisation, not only as a good motivator for employees." In Tamil Nadu, the automobile industry is the fastest growing industry. It is critical to be focused on developing strategies to increase their profitability as they contribute to our company's growth. Every organisation in this sector is required to improve its training and development programmes to improve employee's quality work life. As a result, they must include the most effective technique for developing a training and development programme within their organisation. This will enhance the accuracy of the personnel, which will represent the industry's success. As a result, the focus of this research is on an exploratory investigation of several significant critical reviews highlighting the role of this metric. This study is mainly focusing on a continuous process of developing career objectives and skill sets of key leaders through training and development to plan and improve the quality work life and handling happy work environment in Automobile Industry. This study is exploratory studies about Training and is intended to improve a person's behaviour and performance. It is an ongoing or never-ending process. Because it is an assessment of the whole worth of a learning event, rather than just how far it fulfils its learning goals and objectives, assessment and inspection of training programmes is a crucial activity in every organisation. The goal of training assessment is to determine whether or not training is producing relevant and valued outcomes through competent and well-managed practises. It's a technique for obtaining data in order to make decisions concerning employee training. As a result, it puts the episode in context and provides knowledge that is critical for future planning and development. Employees in the automobile industry were surveyed about the efficiency of their organization's training programmes. [ABSTRACT FROM AUTHOR]

This study aims to manage stress through digital humor in an effort to improve the quality of work life. The research method uses a quantitative approach. Respondents are members of the WhatsApp Indonesian Lecturer Community group with a total of 120 people. The work stress that a teacher feels is quite high, that is, when a teacher is more intense in the use of humor in digital media, in the middle of his work schedule, the work stress that he feels will actually increase, then the perceived quality of work life will actually decrease. But in this study it was not possible to verify that the work stress variable is significantly related to the influence of digital humor on the quality of work life. [ABSTRACT FROM AUTHOR]

Aim: This study measures the levels of QNWL and determines the relationship between QNWL and nurses' personal, family and work shift factors. Background: The nursing profession in Saudi Arabia (SA) is diverse, with many challenges during nursing practice. Therefore, examining QNWL is important for managers because it has become an essential subject in current nursing practice. Methods: A quantitative approach utilizing a cross‐sectional design with 400 nurses recruited randomly through a multistage cluster sampling plan. Results: The overall level of quality of nursing working life among nurses was moderate (mean = 165; SD = 26.8). Bivariate analysis showed that non‐Saudi nationality, higher age, more work experience, married status, full‐time employment, rotating shift and specialty units were the significant factors contributing to higher QNWL scores (p < .05). Conclusions: The study provides initial understanding of the quality of work life among nurses working in the Madinah region. It reveals a moderate level of QNWL and a significant association between personal, family, and work shift variables and QNWL. Implications for Nursing Management: The findings will be of interest to all management levels to support nurses through adequate staffing with defined criteria that dictate the nurse–patient ratio for adequate QNWL. [ABSTRACT FROM AUTHOR]

The plll])ose of this study is to investigate the level of quality of work life (QWL) of professional and nonprofessional faculty members in educational institutions of higher learning and to investigate the relationship between the QWL and Organizational Commitment (OC) between professional and nonprofessional faculty members. The first objective of this study is to identify the significant dimensions of QWL of academic and the second objective is to compare the relationship between quality of work life and organizational commitment between the faculty members teaching professional and non-professional courses at private institutions. This study adopted descriptive research and 300 respondents were taken, out of which I 50 from public institutions and 150 from private institutions. The results indicate that faculty members teaching professional courses are slightly more satisfied than the faculty teaching nonprofessional courses on the organizational factors, environmental factors and on normative commitment. On the other hand faculty members teaching nonprofessional courses are more satisfied than the faculty members teaching professional courses on the personal factors and continuance commitment. However on the affective commitment both types of faculty members are dissatisfied with the same mean score. Discussions and recommendation are provided in this study. [ABSTRACT FROM AUTHOR]

Copyright of Jordan Journal of Business Administration is the property of University of Jordan 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.)

Healthy and harmony work environment is important to retain and develop high quality work and life of employees. It is important to minimize job burnout, stress and unbalance of work requirement and family. In previous, there were many factors with vary key terms of work environment factors and studied in different area. Hence this study was conducted using factor analysis with objective to measure the reliability and validity factors of work environment in context of quality work life. A survey was conducted at five listed company in Sabah to represent the response to this study. Exploratory Factor Analysis (EFA) with varimax rotation indicated were two main factors that influence employees to experiences high quality of work and life. It was considered as organization citizenship and organizational social support in turn lead to ability of employee to balance between their job requirements, family and own life. The findings contribute to the study by identify the reliability and validity dimensions of work environment that can be applicable to others studies. More than that develops awareness of employer on how to solve the issues of job burnouts, stress, or motivation of employees to retain and increase the human capital productivity and organization performance. [ABSTRACT FROM AUTHOR]