Achieving work–life balance for Korean entrepreneurs in the USA

Work Life Balance – What Balance?

Purpose Does the self-employed nature of entrepreneurs’ business ventures mean that they have perfect boundaries between their work and nonwork lives? Drawing on border theory, the purpose of this paper is to examine entrepreneurs’ work–life balance (WLB) in terms of how they construct and manage the borders between their work and nonwork lives. Design/methodology/approach The authors adopt a qualitative research approach to enhance their insight into entrepreneurs’ WLB using border theory. The study benefits from its empirical focus on Nigerian migrants in London who represent a distinct minority group living in urban areas in the developed world. Data for the study was collected over a three-month period, utilising semi-structured interviews as the primary method of data collection. Findings The study’s findings indicate that entrepreneurs prioritise “work” over “life” and reveal that entrepreneurs have little desire for boundaries as they work everywhere, which makes long working hours prevalent among them. Furthermore, the findings bring to the fore the prevalent social anomaly of entrepreneurs preferring to be unmarried, single and even divorced as a result of or associated with the entrepreneurs’ boundaries creation and management. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research. Practical implications Research on human resource management (HRM) in small- and medium-sized enterprises (SMEs) or businesses in which entrepreneurs operate is still under developed. The issue of the size and the nature of an organisation (i.e. labour or product market influences, ownership structures, etc.) have profound implications for human resources (HR) structures, policies and practices and the quality of the WLB of entrepreneurs. Research on HRM and entrepreneurship is still evolving. Consequently, HRM in several entrepreneurial business ventures is sometimes (if not often) organisationally fluid and ad hoc. The main implication for this work environment is that there may be little structure in HRM policies and processes to help self-employed entrepreneurs in their ability to comprehensively manage border crossing and to achieve WLB. Originality/value This paper provides valuable insights into entrepreneurs’ work/nonwork boundaries, which is hugely influenced by the commodification of time and money. It also enriches work–life border theory and its social constructionist perspective.

The emergence of coronavirus disease has impacted human lives, one of which is economic disruption. Many Malaysian organisations have devised various crisis-response techniques, such as downsizing, laying off, retrenching, and combining. As a result, the number of Malaysians working in precarious jobs, which are defined by unpredictable and uncertain situations, has indirectly increased, hence increasing job insecurity. Therefore, maintaining psychological health is essential to safeguarding the mental health of employees. In the current working landscape, job security and work–life balance have commonly been deemed necessary in contributing to well-being among employees. As a result, the purpose of this study was to examine how work–life balance influences the relationship between job insecurity and psychological well-being among Malaysian precarious workers. It also fills a gap in the research by explaining the causal association between job insecurity and psychological well-being among precarious workers, as previous well-being studies have largely focused on employees with secure jobs. There were 442 responders collected using purposive and snowball sampling methods, and they were requested to complete the Job Insecurity Scale (JIS), Work–Life Balance, and Well-Being Index Scale (WHO-5). Job instability was negatively connected with work–life balance and psychological well-being. On the other hand, work–life balance was found to be positively related to psychological well-being. This supports the notion that work–life balance is a significant mediator in the relationship between job insecurity and psychological well-being. These findings emphasise that Malaysian precarious workers with job security could enhance their psychological well-being by achieving work–life balance.

Employers are divided into those who support their employees to achieve work–life balance and others who believe that employees should devote anything in their life to fulfilling work obligations. Employees in different occupations struggle to balance their work and life adequately. Especially during the pandemic, the barriers between work and life diminished. This study proposes that self-efficacy could be a potential moderator under personal resources. Drawing on the Job Demands–Resources Theory (JD–R) and Conservation of Resources Theory (COR), this study empirically tested the role of emotional demands and supervisor support in predicting the academicians’ perception of work–life balance in Egypt during the COVID-19 pandemic. Data were collected from 504 academicians employed in the top 10 private universities in Egypt. Results reveal that emotional demands and supervisor support were related to work–life balance. Self-efficacy moderated the relationship between supervisor support and work–life balance. However, self-efficacy did not moderate the relationship between emotional demands and work–life balance. Our findings provide new insights, contribute to the literature on the work–life balance topic among academicians during the pandemic, and enhance the universities’ understanding of implementing strategies to help achieve a work–life balance.

In recent years, the world of work has seen the arrival of a new generation known as Generation Z. Generation Z has different desires from previous generations, especially in the aspect of work flexibility related to work life balance. In achieving work life balance, workload analysis is needed, because workload can indirectly lead to a decrease in work life balance. This study aims to determine the relationship of workload to work life balance in Generation Z employees at PT “X”. The research method used is quantitative method using Spearman Rank non-parametric test. The subjects of this study were 61 employees at PT “X” using saturated samples. This study uses a workload scale and a work life balance scale. The results showed a positive relationship between workload and work life balance with a correlation value of 0.352 (p < 0.05). This shows that when the level of workload is increased according to the ability of employees, the level of work life balance also tends to increase, and vice versa. This finding provides important implications for organizations to pay attention to workload so that generation Z employees can achieve their work-life balance. KEY WORDS: workload; work-life balance; employees; generation z

The ability to balance professional and family responsibilities remains a challenge for most working adults. This is even more so for physicians, who experience a higher level of burnout and work-life balance dissatisfaction compared to their non-medical counterparts.1 Dissatisfaction with work–life balance is highest for physicians at the forefront of medical care, including family medicine, general internal medicine and emergency medicine.1 As one may expect, the subset of physicians who combine clinical responsibilities with research activities experience an even greater level of work-life balance issues. Strong et al.2 qualitatively assessed work–life balance among physicians in academic medicine through telephone interviews of 100 physician recipients of NIH K08 or K23 awards and 28 of their mentors. Interview participants were asked about family structure, effects of family and personal demands on careers success as well as institutional policies influencing work–life balance. Their results showed that while the new generation of academic physicians seems to be more cognizant of maintaining work–life balance than the “older,” work–life balance remains challenging due to work demands and inadequate job flexibility. Even when supervisors offer flexible scheduling and time off, many female academic physicians are hesitant to make use of these offers due to societal and gender stereotypes. They do not want to be perceived as being on the “mommy track”. It is clearly not enough for employers to simply offer flexibility in work scheduling or time off; a concerted effort to de-stigmatize these opportunities and encourage employees to utilize them is necessary to overcome societal beliefs and expectations that have been entrenched through generations. Furthermore, physician researchers who achieve work–life balance need to take an active role in mentoring the younger generation. Physician peer mentoring has been shown to improve both academic productivity and personal life.3,4 In addition, the individual physician must take the initiative to plan ahead and communicate effectively5 with those in the professional as well as the personal arena. Attaining the elusive balance between work and life is important and requires continued effort from both institutions and individuals.

Background Job control is an important factor for managing job demands and achieving work–life balance, which reflects on nursing staff performance and patient care. Aim The aim was to examine the influence of job demands and job control on work–life balance among nursing staff. Design A descriptive, correlational research design was used for this study. Setting The study was conducted at El-Sadat Central Hospital in Menoufia Governorate, which is affiliated to the Ministry of Health. Sampling A convenient sample of 150 nursing staff out of 313 constituted the study sample. Tools Data was collected by utilizing the following three tools. (I) Personal characteristics and work-related data sheet. (II) Job demands and job control questionnaire. (III) Work–life balance questionnaire. Results The results revealed that the total mean percent of job demands among nurses was 70.7%, which indicated a high level of job demands. Moreover, the mean score of job control among nurses was 64%, which indicated a moderate level of job control. Also, the mean score of work–life balance among nurses was 76.7%, which indicated a moderate level of work–life balance. Conclusion There was a highly statistically significant positive, strong correlation between job control and work–life balance among the studied nursing staff, and there was a negative correlation between job demands and both job control and work–life balance. Recommendations Nurse unit managers should support nurses with a healthy work environment, which involves good management of workload and ensuring the availability and dissemination of guidelines, standards, policies, and procedures to achieve organization.

The present study investigates the sustainable influence of human resources (HR) support on job satisfaction and work–life balance among female employees in Saudi Arabia, underlining its significance in advancing social sustainability within the workforce. It seeks to analyze the role of job satisfaction as a mediator and organizational policies as moderators in these relationships. This study analyzed data from a simple random sample of 145 employed women in different sectors in Saudi Arabia, utilizing exploratory and confirmatory factor analyses, as well as inferential statistical methods for hypotheses testing. We conducted an evaluation of mediating and moderating effects in the investigated relationships using the PROCESS macro for SPSS. The findings show a strong positive relationship between HR support, work–life balance, and job satisfaction in Saudi Arabia’s female workforce. The mediation function of job satisfaction in the relationship between HR support and work–life balance emphasizes the critical role of positive working experiences in achieving work–life balance. Furthermore, this research highlights organizational policies as a crucial mediator, indicating that implementing supportive and progressive policies might amplify the beneficial impacts of HR practices on work–life balance and job satisfaction. The present study enhances the existing body of knowledge by offering empirical findings on the importance of culturally customized sustainable HR practices and the crucial function of organizational policies in advancing gender equality and achieving a healthy work–life balance.

The concept of Work-Life Balance (WLB), which involves finding a harmonious equilibrium between work and personal life, has gained considerable importance across the European Union. In 2019, the European Parliament adopted a directive that requires all member states to integrate the principles of WLB, aiming to promote gender equality and fair treatment in the labor market (Directive on transparent and predictable working conditions in the European Union and Directive on work-life balance for parents and carers). This perspective offers significant opportunities and potential, while also posing challenges for entrepreneurs. An analysis of the literature on the subject indicates that the issue of WLB should be analyzed in the context of company size. The main objective of the research is to analyze and evaluate WLB among employees in small and medium-sized enterprises (SMEs) and large enterprises in Poland. The main results reflect that employees of companies in Poland (both SMEs and large enterprises) indicate a wide range of tools as having, in their opinion, an impact on WLB. Companies in Poland most commonly utilize tools such as flexible working hours and hybrid work. Findings confirm that WLB is less frequently implemented in the SME sector compared to large enterprises, and that employees in large enterprises have a better maintained WLB compared to employees in the SME sector. Implementing WLB is a challenge for the SME sector.

This paper expands and enriches existing knowledge on the work–life balance of migrant workers by exploring the experiences of Polish nurses in Norway. Previous studies predominantly highlight the obstacles faced by migrant workers, such as discrimination, low status and poor working conditions, in achieving work–life balance. Based on ethnographic interviews with 15 Polish nurses working in Norwegian hospitals and nursing homes, our main finding is that these nurses achieved work–life balance through migration. This finding should be viewed in light of their previous experiences in Poland, a precarious state where work–life balance is largely absent, and the apparent insignificance of discrimination in the host country for this group of migrants. The study highlights work–life balance as a cultural process of normalization, constantly negotiated and symbolizing “the West”. Furthermore, it brings attention to the role of class, ethnicity and national contexts in the work–life balance of migrant women.

The impact of work-life balance on women employee is a crucial issue that has gained significant attention recent years. The ability to balance the demands of work and personal life is referred to as having a "work-life balance.", including family responsibilities, leisure activities and personal development. For women employees achieving work life balance can be particularly challenging due to traditional gender roles, social expectations and the persistent gender wage group. Women are often expected take on more caregiving responsibilities than men, which can make it difficulties to balance work life and personal life. It can affect their physical and mental health, their job satisfaction and performance, and their ability to advance in career. Additionally, it can impact their families, as well as society as a whole. Achieving work-life balance can be more challenging for women, particularly those with caregiving responsibilities or family commitments. As a result, some women may prioritize their personal lives over career advancement, leading to slower career progression compared to the male counterparts. Balancing professional and personal responsibilities can lead to increase stress and burnout for women. Sample was selected from 135 women employees in IT Sector. KEYWORDS: Work life balance, Quality of life

Balancing the work-life for working women is a phenomenon. Especially, for the working women, it is very difficult to manage the work life along with family life, if there are disturbing factors on both sides. Similarly, female nurses are also face lots of problems, hurdles and difficulties during the performance of their duties. In the situation of imbalance of work-life phenomenon, there are numerous issues for the organization and family life. This study intends to investigate disturbing factors for work-life balance among women nurses who are serving in public hospitals. The main objective of the article is to explain the relationship between work life balance, workload, family and organizational support, and job performance with the arbitrating role of a family-work conflict and work-family conflict among female nurses at public hospitals. Currently, the ratio of women in the healthcare field has been enhanced due to the male and female working force. By exploitation of narrative review analysis, the article intends to highlight the key issues of family-work conflict, work-family conflict and job performance in public hospitals. It has proposed aboriginal consideration to the healthcare policymaker toward marginalized public hospitals regarding female nurses, so that reliable policies and practices for female nurses may be functioned to help them achieve work life balance and unconventional performance.

The role of working women has changed throughout the world due to economic conditions and social demands. This has resulted in a scenario in which working women have tremendous pressure to develop a career as robust as their male counterparts while sustaining active engagement in personal life. Work life balance refers to maintaining the balance between responsibilities at work and at home. Work life balance is one of the most challenging issues being faced by the women employees in the 21st century because of the type of roles they play ay at home and the spill over of personal life over work life. This affects the person’s physical, emotional and social well-being. Thus, achieving work life balance is a necessity for working women to have a good quality of life. This paper is an attempt to explore the tough challenges faced by working women in maintaining a balance between their personal and professional life.

With the rapid advancement of digital transformation and the impact of the COVID-19 pandemic, digital work environments have emerged as the new standard for organizational operations. In this context, small and medium-sized enterprises (SMEs) are increasingly required to shift away from traditional operational models and leadership structures toward more flexible and participatory organizational strategies. Notably, the autonomy- and interaction-oriented tendencies of the MZ generation (Millennials and Generation Z) align well with the principles of shared leadership in digital work settings. This study empirically examines the impact of shared leadership on the work–life balance of MZ-generation employees in SMEs’ digital work environments, focusing on the serial multiple mediating roles of person–organization (P–O) fit and techno-stress. An empirical analysis was conducted with 257 MZ-generation employees in South Korea. The findings reveal that shared leadership enhances P–O fit and reduces techno-stress, thereby exerting a positive influence on work–life balance. Furthermore, P–O fit and techno-stress mediate the effects of shared leadership through a sequential mechanism involving cognitive identity formation and emotional stress buffering. The study extends existing theories of shared leadership by situating them within the contemporary digital organizational context of SMEs and provides theoretical insights into the complex mediating mechanisms underlying its effects on work–life balance. Practically, the results highlight the necessity of adopting shared leadership as an effective collaboration strategy for MZ-generation employees during the digital transformation era. Additionally, the study suggests integrated strategies to enhance organizational fit and manage techno-stress, offering meaningful implications for sustainable human resource management and organizational operations in SMEs.

To explore work–life balance within close relationships, work–life balance is linked to the reduction of work–life conflicts (time, energy, strain, and behavior‐based). Macrosocietal discourses, organizational contexts, and individual differences are offered as influences on individuals’ potential to relationally balance work and personal life. Close relationships are conceptualized as occurring at work and in personal life, and as providing emotional and instrumental social support. At work, supervisor and peer/coworker support, both formal and informal, decreases work–life conflict. Conversely, unsupportive supervisors and coworkers can discourage work–life policy use, increasing work–life conflict and decreasing work–life balance. In the family/life domain, family support and partner support decrease work–life conflicts; partner support also impacts marital quality, relationship satisfaction, and family satisfaction. Dependent relationships impact caregiver strain, and the resulting work–life balance of caregivers. Findings indicate the ways social support, an inherently relational phenomenon, impacts how well individuals are able to achieve work–life balance.