Enhancing Work-life Balance by Getting Off Work On Time

Abstract

Taiwanese workers experienced longer working hours, compared to workers from most of the member countries of OECD. Previous studies suggested that long working hours and overtime work could cause negative consequences to an individual’s work-life balance, but they only examined the relationship between a total number of working hours and work-life balance. This study shifted the focus toward (a) identifying various forms of overtime work by developing a “get off work on time” (GOWOT) scale and (b) exploring the relationships among get off work on time, work-life balance, perceived organizational support, organizational commitment, and workaholism from border theory and social exchange theory perspectives. This study collected 246 valid responses from incumbent workers in various industries on two occasions. This study first verified the factor structure of the 3-dimensional GOWOT scale: leave on time, no assigned tasks via communication devices after work, and no compulsory activities after work. The results revealed (1) GOWOT was positively related to work-life balance; (2) work-life balance was positively related to perceived organizational support; (3) perceived organizational support was positively associated with organizational commitment; (4) the moderating role of workaholism on the relationship between GOWOT and work-life balance was observed; (5) work-life balance mediated the relationship between GOWOT and perceived organizational support; and (6) there was an indirect effect of GOWOT on organizational commitment via work-life balance and perceived organizational support. Based on the findings, theoretical and practical implications, and suggestions for future research were discussed.