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Quality of working life (QWL) describes a person's broader employment-related experience.Various authors and researchers have proposed models of quality of working life – also referred to as quality of worklife – which include a wide range of factors, sometimes classified as "motivator factors" which if present can make the job experience a positive one, and "hygiene factors" which if ...
Increasing engagement is a primary objective of organizations seeking to understand and measure engagement. Gallup defines employee engagement as being highly involved in and enthusiastic about one's work and workplace; engaged workers are psychological owners, drive high performance and innovation, and move the organization forward.
The Centers for Disease Control and Prevention conducted a case study of a workplace wellness program at Capital Metro, the local transit authority in Austin, TX. [71] The study found that there was a reduction in costs associated with employee health care and absenteeism after the workplace welfare program was implemented. [71]
Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and ...
Work motivation reflects the energy an individual applies "to initiate work-related behavior, and to determine its form, direction, intensity, and duration" [111] Understanding what motivates an organization's employees is central to I-O psychology. Motivation is generally thought of as a theoretical construct that fuels behavior.
Cognitive ergonomics (sometimes known as cognitive engineering though this was an earlier field) is an emerging branch of ergonomics. It places particular emphasis on the analysis of cognitive processes required of operators in modern industries and similar milieus.
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In 2001 a Quality Assessment Agency for UK universities produced guidelines [61] for universities to enhance personal development as: a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development;