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However, a gender gap exists in this important workplace metric of job satisfaction. Only 59% of women said they enjoy what they do for a living, while 82% of the men polled said the same.
Work–life balance is a state of equilibrium, characterised by a high level of satisfaction, functionality, and effectiveness while successfully performing several tasks simultaneously. [33] The non-work activity is not limited to family life only but also to various occupations and activities of which one's life is composed.
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 ...
Positive affectivity is a managerial and organizational behavior tool used to create positive environments in the workplace. Through the use of PA, the manager can induce a positive employee experience and culture.
Family life satisfaction is a pertinent topic as everyone's family influences them in some way and most strive to have high levels of satisfaction in life as well as within their own family. Family life satisfaction has been shown in studies to be enhanced by the ability of family members to jointly realize their family-related values in ...
Job satisfaction is commonly defined as the extent to which employees like their work. Researchers have examined Job satisfaction for the past several decades. Studies have been devoted to figuring out the dimensions of job satisfaction, antecedents of job satisfaction, and the relationship between satisfaction and commitment.
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
A work–life balance is bidirectional; for instance, work can interfere with private life, and private life can interfere with work. This balance or interface can be adverse in nature (e.g., work–life conflict) or can be beneficial (e.g., work–life enrichment) in nature. [1]