*':^!l - V- ■■—:•■■- :., :?;.;Iti-'-UNIVERSITY ^"';tl£'-? % p£ ■ ? OF IBADAN LIBRARY An International Journal of Psychology in Africa

IFE

V ol. 21 No. 2, 2013 X A

X SYCHOLOGXxm.

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Published by the Ife Centre for Psychological Studies j

UNIVERSITY OF IBADAN LIBRARY ASSOCIATE EDITORS AKINNAWO, TOPE Redeemer’s University, Mowe, Ogun State, . AKUAMOAH-BOATENG, R. University of , Legon ALADE, EUNICE , Nairobi. AYANNIYI B. ALHASSAN University (Ipetu-Ijesha Campus) BOJUWOYE, NIYI University of the Western Cape Cape Town, South Africa BOSKI, PAWEL Academy of Sciences, Podlesna 62, Warsaw. CANGEMI JOSEPH University of Western Kentucky CASTRO JOSE LUIS Universidad de Burgos,Spain EZEILO BERNICE Anambra State University, Uli GINSBERG PAULINE Utica College, Syracuse University, New York 13502 HALL, R. E. Michigan State University, USA. IKEOTUONYE ALPHONSO , Abuja. KOLO IBRAHIM Ibrahim Babangida University, Lapai, Minna MBOYA MZOBANZI Research Institute of Southern Africa 480, Essenhout Lane, Lynnwood, Pretoria. 0081 SA. MYAMBO KATHLEEN American University in Cairo. - > OKATCHA FREDERICK Kenyatta University Nairobi. OLADIMEJ1 BENEDICTA Obafemi Awolowo University, lle-Ife PFEFFER KAREN Lincoln University, Lincolnshire, England. PELTZER KARL Human Sciences Research Council,. Private Bag X9182, Cape Town 8000 South Africa. SEFA-DEDEH ARABA Medical School. ' -><< SHINDIJOSIAH Benue State University, Makurdi .// TIAMIYU MOJI : University of Toledo, Ohio 43606-3390. t* ' n UDEGBEBOLA , Ibadan. UMEH CHARLES / / Lagos University Teaching Hospital (Staff Clinic),Tdi-Araba, Lagos. WATKINS DAVID ' ; University of Hong Kong, Pokfulan Road, Hong Kong ZAMANI ANDREW Dept, of Psychology, Nasarawa State University, Keffi.

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UNIVERSITY OF IBADAN LIBRARY E ditorial The compilation of each new edition of our journals brings fresh challenges: scholars with different interest and concerns, current thinking and research to present and elucidate, past standards to try to exceed. This is more so in a competitive world where one must excel always. We have enjoyed grappling with these challenges again in the production of this Volume 21 Number 2, 2013 of our senior journal, IFE PSYCHOLOgIA.

One of our goals is to provide an integrated approach to psychology. Another is to show psychology as a dynamic discipline made up of people trying to explain different aspects of human behaviour and experience - sometimes agreeing and sometimes not - but asking important questions and trying to answer them scientifically. In all, we have in this Volume, an unprecedented number of brilliant articles. They are thirty nine!

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l DECLARATION IFE PSYCHOLOGIA: An International Journal is jointly published by the Ife Centre for Psychological Studies (ICPS), P.O. Box 1548, Ile-Ife, Osun State, Nigeria. (RC 011934) and PSYCHOLOGIA (GHANA) LTD. (RC 83, 305) P.O. Box UC 146, University of Cape Coast, Ghana

www.ifepsvchologia.org UNIVERSITY OF IBADAN LIBRARY

ii VOLUME Twenty-One ISSN 1117-1421

N u m b e r Two SEPTEMBER 2013

CONTENTS

NAME OF AUTHORS PAGE TITLE OF ARTICLES

Ottu, I. F. A., Aroyewun, B. A., 1 Co-morbidity of Alcohol and Psychiatric Problems: Impaired Ekore, J. 0., & Osinowo, H. Moral-Ethical Self as Sources of Irrational Beliefs among Custodial Patients

Adegoke, A. A. 12 Sexual Behaviour Practices of Secondary School. Adolescents in Ibadan Metropolis, South West Nigeria

Umeh Charles 27 r Assessment of Personality Characteristics of Lagos “Area Boys”

Ijide, W . V. O 35 Development and Validation of Nigerian Army Commanding Officers’ Job Specification Index

Ajala, E. M 46 Quality of Work Life and Workers Wellbeing: The Industrial Social Workers Approach

Fasiku Gbenga 57 Why the Knowledge Argument is wrong

Akomolafe, M. J., & O la to m id e, Job Satisfaction and Emotional Intelligence as Predictors of 0. O. 65 Organizational Commitment of Secondary School Teachers

Ajayi, M. P., & Abimbola, O. H 75 Job Satisfaction, Organizational Stress and Employee Performance: A Study of NAPIMS

A d ew u y i, T. D . 0 . , & A k in so la , 83 Age and Peer Influence on Substance Abuse among E. F Undergraduates

Aondoaver, U., Chinelo, H. O., 91 The Influence of Psychosocial Factors on Helping Behaviour of Samuel, T. A. Benue State University Students

U m ar, T . I. 100 Counselling Administration as A Panacea for Advancing and Sustaining Educational Ideals in the 2 U' Century

Olaleye, Y. L. 106 Indigenous Cultural Practices as Precursors to Social Work Education in Nigeria

Emmanuel,UNIVERSITY O. A., Adetoro, W., 113 OFInternal IBADAN Migration of Young Persons LIBRARY and Street Trading Activities & Oluwole-Isaac, A in Urban Areas of Nigeria

Y u n u sa , U. 123 Influence of Reflective and Impulsive Cognitive Styles on Students Achievement in Mathematics among Senior Secondary School Students

111 Awogbade, M. 0 128 A Perspective on Motivating Children Art Activity

Paul Kobina Annan Bedu-Addo 133 Balancing Work-Related Stress and Family Interaction: A Banking Perspective

Eric Nyarko-Sampson 141 Tutors’ Participation in Guidance and Counselling Programmes in Colleges of Education in Northern Ghana

Longe Olukayode 150 The Effect of Personal Characteristics and Other Status Related Factors on Employee Commitment to Work in the Manufacturing Industry in Nigeria

Busari, A. 0 160 The Impact of Recreation Therapy on Festive Stress

Elegbeleye, A. O 170 Predictors of the Mental Health o f Orphans and Vulnerable Children in Nigeria

Esse, 11. C 181 Library 2.0: Perception, Knowledge and Reception among Information Professionals at Library-

Etadon, F.I., & Adegoke, T. G 190 Effects ofHIV/AIDS and the Millennium Development Goals on the Psychosocial and Economic Well-being of People for Sustainable Development in Ibadan Metropolis

Eucharia O. Ejechi 203 The Association between Social Network, Socio-demographic Variables and Cognitive Functions of a Nigerian Sample of Elderly People

Kingsley Nyarko, Abigail Baah 210 The Effect of Corporal Punishment and Math Anxiety on Math Kwarteng, Gameli Martin Performance among Junior High School Students in Ghana Akakpo. Rita Boateng, & Nkansah Adjekum

Jide Tbietan 220 Collective Bargaining and Conflict Resolution in Nigeria’s Public Sector

Samuel Oni 232 The Legislative and Constituency Representation in the Fourth Republic ofNigeria’s Democratic Governance

Tolu Eni-Olorunda, & 242 Socio-Economic Status Difference in English Language Adediran, O. A Comprehension Achievement o f Pupils with Intellectual Disability

Adeoye, A. O 250 The Moderating Effect of Home Setting and Religion Affiliation on the Effectiveness of Contingency Management and Cognitive Self Instruction on Bullying Behaviour of Secondary Students in Nigeria

Ogu, D. C., & Adegbesan, O. A 258 Perceived Effect of Re-Injury Anxiety on Team Sport UNIVERSITYPerformance OF IBADANamong Amateur Athletes in LIBRARYIbadan Barnabas, E. Nwankwo 264 Role of Gender, Emotional Empathy, Interpersonal Attraction on Moral Judgement

Mapayi Boladale, Akinsulore 277 Experience of Childhood Violence and Help-Seeking Behaviour Adesanmi, & Aloba Olutayo of Students Exposed to Dating Violence at the Obafemi Awolowo University, lle-lfe

IV Igbo, H. I., & Ikpa, I. 290 Effects of the Basic Training Programme on Intra-Personal Coping and Communication Skills o f the Personnel of Nigeria Security and Civil Defence Corps Benue State Command

Torubeii, V. A 296 Adjustment and Psychological Well-Being of School- Going Adolescent Flood Victims in Bayelsa State, Nigeria

Ejike Okonkwo 301 Correlational Analysis of Work-Family Conflict Bi-Directionality

Ihaji, E. 0., Awopetu, R. G., & 309 Attitude ol'Tiv People of Benue State Nigeria towards Mental Aku, M. M Illness

Agbe, N. N., Aku me, G. T., & 315 Impact of Culture on Adjustment to Bereavement in Benue and Kohol, B Nasaravva States ofNigeria: Counseling Implications

Dora Baaba Aidoo 321 Locating Challenges in Achieving MDG 2 in Ghana: Stakeholder * Involvement in Management in Special Schools as an Exemplar

Sorcmckun Rebecca, & 331 Information-Seeking Behaviour and Sources of Information for Shonovvo Jadesola People living with HIV-AIDS: Case Study of a Military Hospital

Lawrence O. A., Charity, N. LI 340 Socio-Economic Status, Locality and Patterns of Adolescents’ Self-Esteem among Nigerian Sample

Ulrich International Directory 348 Sabinet Online 349 Proquest 349 Invitation to Subscribe 350 African Journal Online 352

UNIVERSITY OF IBADAN LIBRARY

V Ife PsychoIoglA. 21(2). September 2013 Copyright Q lfe Center for Psychological Sludies/Services, lle-Ife, Nigeria

Quality of Work Life and Workers Wellbeing: The Industrial Social Workers Approach

E. M. Ajala Department of Social Work University of Ibadan Ibadan E-mail: [email protected]

The aim of this study is to look at quality of work life (QWL) and workers well­ being through an industrial social workers approach. 264 employees randomly selected from confectionary organizations participated in this study. Five variables to m easure QWL: (job satisfaction (JS), capacity development (CD), work and non-work .life balance (WLB), emotional supervisory support (ESS), organizational support (OS), were used to measure health and wellbeing of employees in the workplace. The test indicated the joint effect of the independent variables contributed significantly to the wellbeing of employees (Fs, 245=49.039, p<0.05). Using the multiple linear regression, each of the five independent variables are significantly related to workers wellbeing in the following descending order: job satisfaction (t=7.271, (1=,375), capacity development (t=6.26, p=.269), work and non-work life balance (t=4.108, (3=.214), organizational support (t=3.986, p=.201) and emotional supervisory support (t=2.655, P=.136). It was recommended that a proper understanding of the construct of QWL and the dynamic nature will enable human resource practitioners and industrial social workers take proactive steps in integrating relevant strategies, policies, training programs, procedures and coping strategies to improve the quality of work life of employees so as to guarantee their

The dynamism in the work culture as a will lead to an excellent quality of work life result of globalization and business (Hackman and Oldhams, 1980). The competitiveness and technology (Ratnam, construct here for quality of work life 2001) have changed employees outlook of include rewards from the organization such what a company is. The Maslow theory of as compensation, promotion, recognition fulfillment of human basic needs been and development. It is clear that it is determinants of quality of work life (QWL) difficult for the organizations to fulfill the has been rendered ineffective because the personal needs and values of each meaning of quality of work life as the degree employee through reward system to which work are able to satisfy important (organization designs the job to meet personal basic needs through their employees interest) hence the definition of experience in the organization is no longer quality of work life by Beukema (1987) as relevant (Suttle, 1977). This is because this the degree to which employees are able to definition has neglected the fact that the shape their jobs actively, in accordance constructUNIVERSITY of quality of work OF life IBADANwith their opinions, LIBRARY interests and needs. (hierarchical needs) is subjective and That is, it is the degree of power an continuously evolves, due to ever growing organization gives to its employees to needs of each and every employee. design their work (emphasis on individual’s choice of interest in carrying out the The work environment that is able to fulfill organizational task). employees’ personal needs is considered to provide a positive interaction effect, which Furthermore, a look at quality of work life from the satisfying work environment made

- 4 6 - Ife PsychologlA, 21(2), September 2013

Heskett, Sasser and Schlesinger (1997) to workers to face heavy workloads, significant define quality of work life as the feelings stress for meeting targets and deadlines, that employees have towards their job, greater control, less autonomous and less colleagues and organizations that ignite a job security than ever before (Gayathiri and chain leading to the organizations growth Ramakrishnan, 2013). Therefore, there is and profitability. Similarly, Lau, Wong, the need to explore ways to create better Chan and Law (2001) explained quality of work life conditions for workers towards work life to be the favourable working achieving high performance, enhancing job environment that supports and promotes satisfaction and reducing threat of satisfaction by providing employees with employee attrition (Hannif, Burgess and rewards, job security and career growth Connell, 2008). opportunities. Quality of work life has been defined by Looking at having meaningful and researchers in different ways, which has satisfying work as parameters that are brought about certain equivalents such as involved in job satisfaction leading to work quality, function of job content, quality of work life th an quality of work life employee’s well-being, working defined by Serey (2006) has been related to environment, balance between job demands meaningful and satisfying work make the and decision autonomy, the quality of the following clarifications: an opportunity to relationship between employees, or the exercise one’s talents and capacities, to face balance between control need and control challenges and situations that require capacity (Korunka, Hoonakker and independent initiative and self-direction; an Carayon, 2008; Lewis Brazil, Krueger, activity thought to be worthwhile by the Lohfeld and Tjam, 2001; Schouteten, 2004; individuals involved, an activity in which Van Laar, Edwards and Easton, 2007). one understands the role the individual Thus, quality of work life becam e plays in the achievement of some overall recognized as a multi-dimensional goals; and a sense of taking pride on what construct and making the categorization one is doing and in doing it well. This neither universal nor eternal. definition is quite conclusive and best met the contemporary work environment and Considering Brock-Utne (2000) notation can be seen to be very relevant to the that the most important determinants of confectionary industry were personal quality of work life are whether an employee achievement at work, produce acceptance finds his job interesting, has good by consumers, spur employees and relationships with managers and organization to job satisfaction and colleagues, has a high income, is allowed to increased profitability. This article therefore work independently and has clearly defined fall in line with the definition of Cummings career advancement opportunities and in and Worley (2005) th a t quality of work life conjunction with the consideration of include aspects that affect employees job European Foundation for the Improvement satisfaction and productivity and these of Living Conditions (2002) that described aspects are, reward systems, physical work quality of work life as a multi-dimensional environment, employee involvement, rights construct that is made up of interrelated and esteem needs. factors like job satisfaction, job involvement, motivation, productivity, There is the need to ask a major question. health, job security, competence What is UNIVERSITYthe concern of quality of work OF life? IBADANdevelopment and LIBRARY balance between work The impact of technology with the increased and non-work life, this research based on in automation has led to greater de-skilling, industrial social work approach is adopting dehumanization, and alienation at the following constructs to evaluate quality workplace. Furthermore, in order for of work life a t the workplace. organizations to gain advantage of comparative cost advantage there is the Constructs to Evaluate Quality of Work Life reduction of reliance on domestic labour at the Workplace through outsourcing. This has made

- 4 7 - •ljala, E. M.: Quality o f Work Life and Workers Wellbeing

(aj Job Satisfaction help people manage the many aspects of The relationship of job satisfaction with their lives and deal with the fact that there work life quality is an aspect of working life is a clear promotion track (Sinha, 2012). that is often investigated by researchers. Employers can no longer promise job Job satisfaction, a pleasurable, positive, or security, but they can help people maintain optimistic emotional state resulting from the skills they need to remain viable in the the self-appraisal of one’s work or work job market (Moses, 1999). As a result of experience, has been found to be positively competition both in home and international associated with the desire to work and the market, there is high demand for quality of meaning that one finds in a job (Yip and Ng, products through the use of new 2002; Resnick and Bond, 2001). It is seen technology. Technological changes in as an important indicator of working life production process require working harder quality (Cohen, Kinnevya and Dichtera, with newer skills (Islam, 2002). However, 2007; Aryee, Fields and Luk, 1999} employees are still not finding comfort in determining the extent to which the working with the new technology, because employee is satisfied or is (enthusiastic of the lack of needs-based training as well about his job (Aryee, Fields and Luk, 1999). as the lack of on-the-job training (Islam and Quality of work life is said to differ from job Siengthai, 2009). It should be realized that satisfaction (Kabanoff, 1980; Near, Rice and the basic philosophy of quality of work life Hunt, 1980; Staines, 1980; Champoux, . is in regard to employee learning capability 1981; Lawler, 1992) but quality of work life (Camman, 1984) and learning organization is thought to lead to job satisfaction. environment (Zain, 1999). If this is not met, Quality of work life is the impact of the jobs come under threat and insecurity set workplace on satisfaction in work life (job in with a resultant increase in employees’ satisfaction), satisfaction in non-work life dissatisfaction and low work performance. domains, and satisfaction with overall life It is established that career-related (Sirgy, Efraty, Siegel and Lee, 2001). dimensions (career satisfaction, career achievement and career balance) predict The results of previous studies indicate that significantly the quality of work life of many different aspects of the job, such as employees (Sinha, 2012). pay, promotions, supervision, fringe benefits, one’s co-workers support, and Capacity development opportunity will excessive working hours (Watson, provide essential training that will help the Buchanan, Campbell and Briggs, 2003) are individual employees to be equipped with associated with levels of satisfaction.. the new skills to spearhead in their career. Insufficient compensation and poor Most contemporary organizations do not promotion prospects were key sources of limit themselves to just training an dissatisfaction (Martinsons and Cheung, employee for a job, but they go beyond to 2001). Therefore, job satisfaction appears to furnish them with a support system that stem from the interaction between the encourages workplace learning. Learning employee, the job itself and the opportunities and skill discretion have been organizational context within which the job proven to have a positive effect on job is carried out. It is clearly seen therefore, satisfaction and reduce job stress that will that physical conditions that allow the lead to better quality of work life (Rethinam utilization of the ability of employees, proud and Ismail, 2008). Therefore, lack of of working in an organization and a sense capacity development in a working of belonging that leads to job satisfaction environment may cause employees to are among theUNIVERSITY items adopted in any study OF IBADANexperience poor quality LIBRARY of work life. of quality of work life. (c) Work and Non-Work Life Balance (b) Capacity Development A major component of quality of work life, The purpose of career planning as part of which is important for both the employees an employee development programme is not and the employers, is the relationship only to help employees feel like their between work and home life. What employers are investing in them, but also happened in the workplace have significant

-48- lfe PsychologlA, 21(2), September 2013

impact on individuals and families boost an employee’s energy level by (Greenhaus and Powell, 2006; Kossek and discussing family-related problems, Ozeki, 1998). The combination of a reinforce the employee’s positive self-image fluctuating work environment with by giving feedback, and reduce stress by competing job and family commitments has showing understanding for the employee’s negatively affect employees in the form of family life (Halbesleben, 2006; Lapierre and lowered morale and motivation, reduced Allen, 2006). Supervisory emotional support productivity, and increase burnout and as a resource help boost employees work turnover (Galinsky and Stein, 1990; outcomes most when they replace such Benedict and Taylor, 1995). Furthermore, resources that employees lack at home the inability of employees to balance the (Edward and Rothbard, 2000; Greenhaus demand challenges of their work and and Powell, 2006). Supervisor support is personal life has contributed to the not aimed primarily at combining work and escalating stress and conflict of today’s family tasks, but it is hoped to help workforce (Edwards aqd Rothbard, 2000). employees in general function better at Therefore, employees nowadays are more work and find a work life fit (Anderson, likely to express a strong desire to have a Coffey and Byerly, 2002). It is therefore harmonious balance among career, family expected that employees with the fewest life and leisure activities. The ILO family support resources at home will profit Convention of 1981 stated that it is most from supervisory support. necessary for organizations to help employees to balance their work and non­ (e) Organizational Support work demands (Lewis, 1997). The level of support offered by the organization is an indication of the work-life The threat of imbalance in work and non­ quality in organizations. Organizational work life has implications not only on the support is defined as the extent to which employees but also on organizations, employees perceive that the organization government and society (Gizywaiz and values their contributions and cares about Marks, 2000; Swanson, Power and their wellbeing (Sinha, 2012). This is a key Simpson, 1998). Less conducive factor in influencing employee commitment environments in the workplace have a to the organization, job satisfaction and greater impact on home life than vice versa general quality of work life. Researchers (Rethinam and Ismail, 2008). It has been have found a positive relationship between found that conflict between work and non­ organizational support and work-life quality work life is associated with impaired of worker and this relationship have psychological well-being and other negative positive impact on organizational outcomes. Similarly, problems associated commitment, employee performance as well with family responsibilities are additional as job satisfaction (Rhoades and sources that may diminish quality of work Eisenberger, 2002; Dixon and Sagas, 2007). life in employees (Allen, Herst, Bruck and Sutton, 2000). Bradley (2001) argued that (f) Health and Well-being constantly increasing work demand creates Health and wellbeing of quality of work life an isolation of employees from their refer to physical and psychological aspects families. Personal and family of an individual in any work environment. responsibilities are neglected in the process An unstressful work environment provides of securing an economic prospect; hence, it comfortable work life. Therefore higher job deterioratesUNIVERSITY the interaction of familyOF lifeIBADAN demand which LIBRARY leads to higher strain work that reduces quality of work life. environment will affect employees’ health and wellbeing. It is noted that higher job (d) Emotional Supervisory Support demand leads to higher strain work Emotional support at work may help environment, hence its negative effort on balance work and family roles because it health and well-being of employees contributes to the employee’s energy level (Iacovides, Fountoulakis and Kaprins (Van Daalen, Willemsen and Sanders, (2003). An unstrained work environment 2006). A supportive supervisor may help ensures good health and psychological

-49- Ajala, E. M: Quality o f Work Life and Workers Wellbeing

conditions which enable the employees to Instrumentation perform job and non-work related functions All the constructs of the research were without inhibitions. Thus, it leads to an un­ measured with instruments that are based stressful work environment providing on modified four point rating scales of 1 for comfortable work life (Rethinam and Ismail, strongly disagree to 4 for strongly agree. 2008). The reliabilities of the instruments were obtained through cronbach’s alpha test Keeping the phenomenon of quality of work value. life in mind, Carayon, Haims and Kraemer (a) Employees Job Satisfaction (2001) revealed that stress arises in the Questionnaire (EJSQ): Job satisfaction process of interaction between a person and was m easured with five variables the work environment that threatens the adapted from Hackmen and Oldham individual’s physical, psychological and (1980) scale for job satisfaction as physiological homeostasis. They further adapted by Islam and Siengthai (2009). reported that employees exposed to high Adapted scale has reliability of 0.84. strain work environment over a few years (b) Capacity Development Questionnaire show higher systotic blood pressure. (CDQ): This was m easured with five Furthermore, depression and anxiety are variables adapted from Karl Albrecht other forms of stress that contribute (2013) ‘Employee Quality of Work Life towards the deterioration of health. Survey (EQWLS)’. Adapted scale has Depression and anxiety allow employees reliability of 0.84. develop stress that can harm job (c) Work and non-w ork life balance performance, health and slow down the Q uestionnaire (WNWLBQ): This is a 6 ability to cope with the work environment. item scale adapted from Zare, Hamid, Haghooyan, Zolfa and Asl, Zahra Karim Method (2012) ‘Determining and Prioritizing the Criteria and Scale of Quality of Work Design and population Life (QWL)’. The adapted scale has A questionnaire survey was undertaken reliability of 0.71 with confectionary industries in South-west (d) Emotional Supervisory Support Nigeria with non-managerial employees who Q uestionnaire (ESSQ): This is a five are under different supervisors and are item scale adapted from Karl Albrecht involved in the production process. These (2013) “Employee Quality of Work Life sets of respondents were chosen because Survey (EQWLS)’. Adapted scale has their actions are responsible for the reliability of 0.75. determination of productivity level, (e) Organizational Support Questionnaire profitability and sustenance of the (OSQ): This is an adapted version of Lau organization. They are more suitable for the and May, 1998 - “A win-win paradigm constructs of QWL under consideration. for quality of work life and business Sampling performance”. It is made up of 6 items A simple random sampling method was and has reliability of 0.80. used to set one hundred respondents from (f) Health and Wellbeing Questionnaire each workplace (Sword Sweet (HWQ): This is a 10 item scale adapted Confectionaries (Nig) Ltd, Dufil Prima Foods from ‘Measure of Well-Being: An Pic. and Summal Foods Ltd.). Of the 320 Empirical and Critical Assessment QuestionnairesUNIVERSITY administered, 246 were OF IBADANQuestionnaire’ ofLIBRARY Kletnmack, Carlson, returned and found usable. and Edwards (1974). The adapted scale has 0.85 reliability. Data Analysis Data were analysed using descriptive Results statistics, regression analysis to test the The demographic result showed that of the formulated hypotheses and the significance 264 respondents, 184 were male while 62 and reliability of the findings. were female. Most of the respondents (62%) were between 32 and 41 years of agefmean

-50- Ife PsychologlA, 21(2), September 2013

37 years), 85% have worked for between 2 (either on-the-job or off-the- job). All these and 10 years in their present attributes make the respondents suitable establishments. 95.5 of the respondents are for the measurement of the constructs of married. All respondents have had training QWL under research.

Table 1: Regression analysis showing the joint contribution of quality of work life and health and wellbeing of employees______Source of DF Sum of Mean Square F Sig. R R Adjusted Std. Error of variation Squares Square R Square the Estimate Regression 5 4573.26366 914.6527 49.039 .000 .711 .505 .493 4.673 Residual 240 4476.33823 18.6514 Total 245 9049.60189 a. predictors: (constant), JS, CD, WLB, ESS, OS, HW

Regression result has been used to test the The correlation of coefficient is .711, the R- hypothesis to measure the relationship Square adjusted is .493 meaning that all between job satisfaction (JS), capacity the independent variables can explain development (CD), work an d non-w ork life about 49.3% of the total variation in the balance (WLB), emotional supervisory health and well-being of employees because support (ESS), organizational support (OS), the result is statistically significant at the health and well being (HW) of employees. level of 0.05.

Table 2: Coefficient (a)

Model Unstandardized Coefficient Standardized Coefficient t Sig.

B Std. Error Beta

1 constant 66.498 2.728 24.374 .000

Job satisfaction 3.145 .433 .375 7.271 .000

Capacity Development 3.025 .483 .269 6.260 .000

Work and Non-Work Life Balance 1.895 .461 .214 4.108 .000

Emotional Supervisory support 1.254 .472 .136 2.655 .000

Organizational support 1.772 .445 .201 3.986 .000

The coefficient Table 2 reports that job work life balance 21.4%; em otional satisfaction is highly significantly positive supervisory support 13.6% and relationship with health and wellbeing of organizational support 20.1%. employees and it has explained 37.5% of total variance. Similarly, capacity Discussion development has a positive and significant The findings showed that job satisfaction as relationship with health and well-being of enhanced quality of work life and better employeesUNIVERSITY and accounted for 26.9% OF of total IBADAN well-being of LIBRARY employees. This is in line with variance. The following constructs had the the finding of Traut, Larsen and Feimar following positive relationship with health (2000) that a better understanding of job and well-being of employees and the satisfaction ensures a sustainable following contributions to total variance: development of workforce and well-being of employees. Furthermore, employees are likely to have higher well-being if they are satisfied with their work and organization

-51 AJala, E. M.: Quality o f Work Life and Workers Wellbeing and they perceive their quality of work life This is in line with Aminah (2002) that positively, since employees experience in reducing the level of spill over may help to the workplace and their quality of work life reduce perceived stress and psychological influence their health and psychological stress and assist to maintain some amount well-being (Chan and Wyatt, 2007; of balance between work and non-work Srivastava, 2007). environments.

Learning opportunities and skill acquisition Implications of findings for Industrial Social have a positive effect on job satisfaction and Workers reduce job stress that leads to better Since employees are experiencing or have quality work life. With the capacity experienced changes in management or development, employees gain the cognitive information systems, the quality of work life and behavioural capabilities that improve becomes dynamic and non static. For quality of work life through improved example, Stress management techniques attitudes and reduction of anxiety. This is have been said to have some short-term what this study has established in its benefits to relief strains but they cannot finding. The positive contribution to health eradicate the problem completely, therefore, and well-being by capacity development is industrial social workers and employees buttressed by the fact that a high quality should focus on the relationship between work life is perceived to be one in which the individual job context, working there is an opportunity to develop close conditions and changes in the workplace. personal ties and achieve career goals with This will create the feeling of fulfillment, job an absence of excessive job stress (Sinha, satisfaction that will promote good health 2012). and well being among employees. Industrial social workers should ensure Furthermore, is established that the that employers make development of career relationship between work and home life progression, job context in working have effect on the quality of work life and environment known to employees, this will employees’ health and well-being. This is in promote essential competencies that will line with the finding of Allen et al (2000) make employees excel in their careers that conflict between work and non-work which that eventually ensure good quality life impairs psychological well-being and of work life and good health well-being. causes other negative outcomes (including Working long hours reflect poor health both poor health). Employees not balancing work physically and psychologically. Workers and no-work life, especially those having health should not be sacrificed for the sake long hours at work, have ill health, both of greater productivity and efficiency in the physical and psychological (Rethinam and industry. Therefore, industrial social Ismail, 2008). Therefore, the time and workers should endeavour to work on energy consumed at work must be employees to balance work and non-work commensurate to the time and energy life by having leisure/relaxation time, devoted to life, thus maintaining family and balance work-family relationship. career balance for healthy living. Employers should provide sport centres, It is also confirmed that there is positive relaxation venues and family party life (even significant relationship between emotional if only at the end of the year.) supervisory support and well-being of The study will assist Industrial Social employees becauseUNIVERSITY emotional supervisory OF IBADANWorkers and Human LIBRARY Resource Personnel to support helps employees function better at co design work for their employees using work and find a work life fit (Anderson et humanistic factors as determinant as al., 2002). contained in the constructs of this The finding showed that high level of research. organisational support will reduce risk of lower quality of life and promote good Conclusion and Recommendations health and well-being of employees. Employees are the soft assets and the Organisations should reduce the level of hidden value of a company (Abdeen, 2002) spill over between work and non-work life. and given the amount of time and energy

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people expend at the workplace, it is Aryee, S., Fields, D. and Luk, V. (1999). ‘A important for employees to be satisfied cross-cultural test of model of the work- about their life at work. It is of note that family interface’, Journal of Management, benefits of quality of work life include job 25, 4, 491-511. satisfaction, increased productivity, Benedict, R. and Taylor C.A. (1995). increase positive attitudes of employees and Managing the Overlap of Work and increase employees participation. Reduce Family: A Shared Responsibility. CUPA absenteeism, lower rates of complaints, Journal, fall, 1-9. fever employees leaving the service and Beukema, L. (1987), “Kwaiiteit Van De reduce disciplinary code. Arbeidstijdverkorting (Quality of A good human resource practice through reduction of working hours). Groningen: the assistance of industrial social workers Karstapel”. In: Suzanne, E.J. Arts, Ada would encourage employees to be more Kerkstra, Jouke Van Der Zee, and Huda productive while enjoying their work. Huyer Abu Saad, (eds.) (2001). Quality of Therefore, policies are to be formulated to Working Life and Workload in Home govern and provide excellent quality of work Help Services: A Review of the Literature life am ong the em ployees so as to achieve and a Proposal for a Research Model. both employees and organisational goals. Scandinauian Journal of Caring Society, Alternatives such as career breaks, flexible 15, 12-24. working arrangements and family friendly Brock-Utne, B. (2000). Quality of Work Life employment policies will balance work and for Manual Workers, Nurses, Job non-work life thereby guaranteeing health Satisfaction. A Proposed Measure. and wellbeing of employees. Nursing Research. 39, 2, 113-117. The proper understanding of the constructs Camman, C. (1984). Productivity of of QWL and the dynamic nature will enable Management Through quality of work life human resource practitioners and Programmes, In Frombun (ed.). Strategic industrial social workers take proactive Human Resource Management. New steps in integrating relevant strategies, York, Wiley. policies, training programs, procedures and Carayon, P., M.C., Haims, and S., Kraemer, coping strategies to improve the quality of 2001. “Turnover and Retention of the work life of employees. information technology Workforce: the Finally, employers should create a career diver sit}' issu e”. In: sm ith M.J. and G., growth opportunity within their workplace Salvendy, eds Systems, Social and environment so as to lead to better health Internationalization Design Aspect of and wellbeing that may lead to better Human-Computer Interaction. M ahwah, performance and better productivity of their NJ: Lawrence Erlbaum Associates. employees. Chan, K.W. and W yatt, T.A. (2007). Quality of Work Life: A Study of Employees in References Shanghai, China, Asia Pacific Business Abdeen, T. (2002) Company performance: Review. 13, 4, 501-517. does quality of work life really matter? Champoux, J. (1981). A sociological Management Research News, 25, 8-10. perspective on work involvement, Allen, T.D., Herst, D.E., Bruck C.S., and International Review of Applied Sutton, M., (2000). “Consequence Psychology, 30, 55-86. Associated with Work-to-Family Conflict: Cohen, B.J., Kinnevya, S.C. and Dichtera, AUNIVERSITY Review and Agenda for OF Future IBADAN M.E. (2007). LIBRARY The quality of work life of Research”. Journal of Occupational child protective investigators: A H ealth Psychology, 5, 278-308. comparison of two work environments, Anderson, S.E., Coffey, B.S. and Byerly, Children and Youth Services Review vol. R.T. (2002). Formal organizational 29, 4. initiatives and informal workplace Cummings, T.G. and Warley, E.G. (2005). practices: Links to work-family conflict Organizational Development and and job-related outcomes. Journal of Change. Cincinnati, OH: Thomson Management, 28, 6, 787-810. South-Western College Publishing.

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