Exploring the Mediating Effects of Gratitude on the Relationship Between Work-life Balance, School Support, and Life Satisfaction among Honorary Teachers

This study explored the associations between family support and satisfaction with life, food-related life and family life. It also assessed the associations between both parents’ work-life balance and satisfaction with life, food-related life and family life among adolescent children from dual-earner families. Questionnaires were administered to 303 dual-earner families with one child between 10 and 17 years in Temuco, Chile. Adolescents answered the Satisfaction with Life Scale (SWLS), Satisfaction with Food-related Life scale (SWFoL), Satisfaction with Family Life scale (SWFaL) and the Family subscale of the Multidimensional Scale of Perceived Social Support. Both parents answered the Work-life Balance (WLB) scale. Using structural equation modelling and having controlled for adolescents’ gender, age and socioeconomic status, we confirmed that adolescent life satisfaction is associated with satisfaction with family life and food-related life. Food-related life satisfaction and family life satisfaction had complete mediating roles between perceived family support and adolescents’ life satisfaction. Satisfaction with food-related life also had a complete mediating role between both parents’ WLB and adolescents’ life satisfaction. Satisfaction with family life had a complete mediating role between mothers’ WLB and adolescents’ life satisfaction. In addition, mothers’ WLB was positively associated with perceived family support among adolescents. These findings suggest the need to improve family support and work-life balance among mothers in order to enhance adolescents’ satisfaction with different domains of life in dual-earner families.

Parents in dual-earner couples use family resources to balance work and other life roles, which can influence not only their own well-being, but that of their partner. Following the theories of conservation of resources and role balance, in the present study we proposed that family support is positively associated with life satisfaction, directly and via work-life balance, in dyads of different-sex dual-earner parents with adolescent children 10–17 years-old. Questionnaires were administered to 303 different-sex dual-earner couples in Temuco, Chile. Both parents answered the family subscale of the Multidimensional Scale of Perceived Social Support, the Work-Life Balance Scale, and the Satisfaction with Life Scale. Analyses were conducted using the Actor-Partner Interdependence Model and structural equation modelling. Results showed positive associations for each parent from family support to life satisfaction, directly and via work-life balance. Crossover associations were only found from fathers to mothers—namely, fathers’ family support had a positive effect on mothers’ work-life balance, as did father’s work-life balance on mother’s life satisfaction. Overall, men’s resources had a positive effect on their female partner’s role balance and well-being. Results are discussed by considering gender dynamics in the work-life interface.

This study explored the spillover and crossover associations between work-life balance and satisfaction with life, food-related life and family life in dual-earner parents. Questionnaires were administered to 303 dual-earner couples with adolescent children in Temuco, Chile. Both members of the couples answered the Work-life Balance (WLB) scale, Satisfaction with Life Scale (SWLS), Satisfaction with Food-related Life scale (SWFoL) and the Satisfaction with Family Life scale (SWFaL). Using the actor-partner independence model and structural equation modeling and having controlled for the effects of age, number of children, number of family members and family socioeconomic status, we found that the man’s work-life balance was positively associated with his own levels of satisfaction with life, family life and food related life, as well as with his partner’s (the woman’s) levels of satisfaction with life, food related life and family life. Likewise, the woman’s work-life balance was positively associated with her own levels of satisfaction with life, family life and food related life, as well as with her partner’s (the man’s) levels of satisfaction with food related life and family life, but not with his level of life satisfaction. These findings suggest the need to improve work-life balance for employees of both genders in order to enhance their overall life satisfaction, as well as their satisfaction in the family and food domains.

Problematic eating behaviors and obesity are frequent problems encountered during adolescence that may potentially result in psychological, social and physical consequences that may interfere with adolescent development and well-being. The present study evaluates the relationship between satisfaction with food-related life and satisfaction with family life, and their relationship with life satisfaction in male and female adolescents. We explored the relationships between both subscales of the Revised Restraint Scale (RRS), Diet Concern (DC) and Weight Fluctuation (WF) and adolescent life satisfaction as well as satisfaction with food-related life and family life. We also explored the moderating role of socioeconomic status (SES). A questionnaire was applied to a non-probabilistic sample of 470 adolescents (mean age 13.2 years, 52.3% female) in Chile, including the RRS, Satisfaction with Life Scale (SWLS), Satisfaction with Food-related Life (SWL-Food) scale and Satisfaction with Family Life (SWL-Family) scale. Using structural equation modeling, we found that adolescent life satisfaction was related to satisfaction with family life and food-related life in both genders. In male adolescents, a negative relationship was identified between WF and food-related life satisfaction. In contrast, a negative relationship was identified in female adolescents between DC and food-related life satisfaction. DC and WF were not directly related to life satisfaction or to satisfaction with family life in either gender. SES was found to moderate the relationship between food-related life satisfaction and life satisfaction and the relationship between WF and food-related life satisfaction in female adolescents. These findings suggest that reducing DC in female adolescents and reducing WF in male adolescents and female adolescents from higher SES may improve their food-related life satisfaction.

Amaç – Bu çalışmanın amacı, iş-yaşam dengesinin yaşam doyumuna etkisinin işe gömülmüşlüğün
\naracılık rolü kapsamında incelenmesidir.
\nYöntem – Anket tekniğinin kullanıldığı çalışma, Antalya’nın önemli turistik ilçelerinden Manavgat’ta yer
\nalan konaklama işletmelerindeki 598 çalışan ile gerçekleştirilmiştir. Veriler, Hayman’ın (2005) İş-Yaşam
\nDengesi Ölçeği, Mitchell vd.’nin (2001) İşe Gömülmüşlük Ölçeği ve Diener vd.’nin (1985) Yaşam Doyum
\nÖlçeği kullanılarak elde edilmiştir.
\nBulgular – Korelasyon analizleri sonucunda, iş-yaşam dengesi ile işe gömülmüşlük, işe gömülmüşlük ile
\nyaşam doyumu ve iş-yaşam dengesi ile yaşam doyumu arasındaki istatiksel olarak anlamlı ilişkiler
\nsaptanmıştır. Regresyon analizi ve Sobel testi bulguları, iş-yaşam dengesi ve yaşam doyumu arasındaki
\nilişkide işe gömülmüşlüğün aracılık rolü olduğunu ortaya koymaktadır.
\nTartışma – Bu çalışma, iş-yaşam dengesi ve yaşam doyumu arasındaki ilişkide işe gömülmüşlüğün
\netkisinin istatistiksel olarak anlamlı olduğunu ortaya koymaktadır. Ayrıca, çalışmada ele alınan
\ndeğişkenler arasındaki anlamlı ilişkiler, iş-yaşam dengesinin çalışanların hem iş hayatını hem de özel
\nhayatını etkilemesi nedeniyle işe gömülmüşlük ve yaşam doyumu ile ilişkisinin önemine de işaret
\netmektedir. Bu çerçevede, bireyin iş-yaşam dengesinin bozulması durumunda, hem iş hayatı hem de özel
\nhayatı etkilenmekte ve devamında yaşam doyumu da etkilenmektedir. İşe gömülmüşlükle
\nilişkilendirilecek uygulamaların işletmelerde kullanımı ise çalışanları örgüte bağlayan önemli bir güç
\nolacaktır. Bu noktada, çalışanların işe gömülmüşlüklerini artırmak için, özellikle kişisel değerlerin
\nörgütün değerleri ile uyumlu olmasına dikkat edilmesi yerinde olacaktır.
\n
\nPurpose – The aim of this study is to examine the effect of work-life balance on life satisfaction in the
\ncontext of mediating role of job embeddedness.
\nDesign/methodology/approach – A questionnaire-based study was carried out 598 employees who work
\nin the accommodation establishments, located in the tourism destination of Manavgat, Antalya. The data
\nwere obtained using Hayman's (2005) Work-Life Balance Scale, Mitchell et al's (2001) Job Embeddedness
\nScale and Diener et al’s (1985) Life Satisfaction Scale.
\nFindings – As a result of the correlation analyses, statistically significant relationships were found
\nbetween work-life balance and job embeddedness, job embeddedness and life satisfaction, and work-life
\nbalance and life satisfaction. Regression analysis and Sobel test findings reveal that job embeddedness
\nhas a mediating role in the relationship between work-life balance and life satisfaction.
\nDiscussion – This study reveals that the effect of job embeddedness on the relationship between worklife balance and life satisfaction is statistically significant. In addition, the significant relationships
\nbetween the variables discussed in the study indicate the importance of the relationship between job
\nembeddedness and life satisfaction, as the work-life balance affects both the business and private life of
\nemployees. In this context, if the individual's work-life balance is deteriorated, both his work life and his
\nprivate life are affected, and then his life satisfaction is also affected. The use of applications to be
\nassociated with job embeddedness in businesses will be an important force that increases employees'
\ncommitment to the organization. At this point, it would be appropriate to pay particular attention to
\npersonal values to be compatible with the values of the organization in order to increase employee
\nembeddedness.

espanolThe study aimed to determine the type of relationships that could exist between work design, engagement, and life satisfaction. This research was carried out in Madrid, Spain, where a random sample of 305 people answered a survey. All those constructs were assessed with the following instruments: Work Design Questionnaire - WDQ-; Utrecht Work Engagement Scale - UWES - in its short version of 9 items; and Satisfaction with Life Scale - SWLS. The Structural Equation Model (SEM) is proposed in order to determine how work design, engagement and life satisfaction are related. Results from SEM showed that work design indirectly affects life satisfaction and also can serve as predictor of engagement. In other words, work design fully mediates the relationship between engagement and life satisfaction. EnglishThe study aimed to determine the type of relationships that could exist between work design, engagement, and life satisfaction. This research was carried out in Madrid, Spain, where a random sample of 305 people answered a survey. All those constructs were assessed with the following instruments: Work Design Questionnaire (WDQ); Utrecht Work Engagement Scale (UWES) in its short version of 9 items; and Satisfaction with Life Scale (SWLS). The Structural Equation Model (SEM) was decided on in order to determine how work design, engagement and life satisfaction are related. Results from SEM showed that work design indirectly affects life satisfaction and also can serve as a predictor of engagement. In other words, work design fully mediates the relationship between engagement and life satisfaction.

The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

Background Working in hospitals requires nurses to function within less than ideal and stressful circumstances such as shift work, tight schedules, and understaffing. Work stress and life demands have impacted nurses’ ability to maintain a good work-life balance. Research evidence shows that nurses’ poor work-life balance is significantly associated with negative nurse (e.g., emotional exhaustion, mental distress, and poor self-rated health) and organizational outcomes (e.g., poor job satisfaction and high turnover). Despite the importance of work-life balance in nursing, the extent to which the concept has been studied is relatively low. In addition, work-life balance relies on contextual factors such as social environment, culture, and economic status, however, majority of studies were conducted in Western countries. Our understanding of how contextual factors in non-Western countries, such as Oman, is limited. Moreover, most of the available studies are descriptive and focus on examining organizational and personal predictors of work-life balance with limited information about tools that could help nurses achieve the desired balance. Self-leadership, an individual attribute, represents the way by which individuals influence themselves to achieve self-direction and motivation, and could thus play a significant role in shaping how nurses respond to work and life demands and attempt to achieve work-life balance. Study Purpose and Research Questions The two-fold purpose of this quantitative, cross-sectional, correlational study was to: 1) investigate the relationship between work and personal factors and work-life balance among Omani nurses working in Ministry of Health (MOH) institutions, and 2) explore the moderating effect of self-leadership on the relationship between both work and personal factors and work-life balance. The current study was guided by the following research questions: 1) to what extent do nurses’ personal factors explain variance in work-life balance?, 2) to what extent do nurses’ work factors explain variance in work-life balance?, and 3) to what extent does self-leadership moderate the relationships of both work and personal factors to nurses’ work-life balance? Methods A quantitative, cross-sectional, correlational study design was used to investigate work-life balance among nurses working in MOH institutions in Oman. Nurses completed an online questionnaire measuring work-life balance (Valcour’s Satisfaction with work-life balance scale, Carlson’s Work-Family Balance scale, and Greenhaus’s Work-Family Balance scale), self-leadership (Abbreviated Self-Leadership Questionnaire), nursing practice environment (Practice Environment Scale of Nursing Work Index), job demands (Job Demands in Nursing Scale), and job characteristics and personal factors (using investigator developed questions). The three scales measuring work-life balance were combined into two scales labeled as “Satisfaction with work-life balance” and “Actual work-life balance.” Multiple linear regressions were performed for each research question twice using the two work-life balance scales that were identified by the factor analysis. Results The final study sample comprised of 1,741 Omani nurses. The majority of the participants were females (84.4%) and married (85.9%); 59.4% of the participants worked in acute care hospitals while 36.2% worked in primary care institutions and nearly half of the participants worked rotating shifts (53.8%). The overall regression model involving personal factors explained 22% and 8% of the variance in satisfaction with work-life balance and actual work-life balance respectively. The overall regression model involving work factors explained 44% and 23% of the variance in satisfaction with work-life balance and actual work-life balance. Age, using an in-house helper, and satisfaction with support at home were the significant personal predictors of satisfaction with work-life balance and actual work-life balance. Significant work predictors of satisfaction with work-life balance and actual work-life balance included nursing practice environment and job demands. Self-leadership was computed as a moderating variable for personal and work factors with criterion variables satisfaction and actual work-life balance. Regression models involving self-leadership interaction with personal factors explained 33% and 22% of the variance in satisfaction and actual work-life balance respectively; and regression models involving self-leadership interactions with work factors explained 46% and 30% of the variance in satisfaction and actual work-life balance respectively. Conclusion Certain personal and work factors explained the variance in work-life balance among nurses in Oman and self-leadership was found to moderate the relationship between some personal and work factors. Implications for nursing practice include providing nurse mangers with information that can be used to develop initiatives and strategies to improve nurses’ work-life balance and inform the development of work-life friendly policies.

The concept of Work-life balance is becoming more and more important in the fast changing working environment. Increased working hours have adverse impact on the lifestyle of huge number of people, which ultimately affects their social and psychological well-being. Work-life balance became an important area of human resource management, seeking attention from government, researchers, and professionals for providing innovative ways to improve employee morale, retain employees andby providing suitable ways to employers for facilitating a better Work life balance at the work-place. This study attempts to investigate the relationships between Work life balance,stress, mentalhealth, and life and job satisfaction. Four hundred bank employees (200males and 200 females) were randomly selected from Private sector banks of Chandigarh and adjoining areas ranging ageof 32 to 55 years. The general hypothesis stated in the reaserch pertains to the relationship between Work life balance,stress, mentalhealth, and life and job satisfaction. The possible effect of gender difference has also been considered in this study. To test the hypothesis, t –test and inter correlations were applied. Analysis of results reported sexdifferences on some of the variables where females scored significantly high on Stress; males score high on Work life balance, Mental Health and job satisfaction. Correlations results for the whole sample reveals thatwork life balance is significantly positively correlated with mental health, Job satisfaction and life satisfaction in males while work life balance is positively and significantly correlated with mental health and Life satisfaction in females. Job satisfaction is positively correlated with life satisfaction in males whereas; mental health is positively correlated with life satisfaction in females. Stress is not correlated with any variable in any group.

Introduction Sleep problems are frequently reported by caregivers of individuals with Parkinson’s disease (PD) and are associated with greater caregiver burden and poorer caregiver life satisfaction. The primary aim of this study was to examine the pattern of associations among PD patient and caregiver sleep problems, caregiver burden, and life satisfaction in PD caregivers. A secondary aim was to assess whether the pattern of associations differed between Mexican and US caregivers. Methods Secondary analyses were performed on data obtained from 253 caregivers (age M=59.92, SD=14.66). A composite score was produced for caregiver and patient sleep problems. The Zarit Burden Interview (ZBI) and Satisfaction with Life Scale (SWLS) measured caregiver burden and life satisfaction, respectively. A structural equation model (SEM) was developed to examine the pattern of associations among sleep problems, caregiver burden, and life satisfaction. An invariance design was employed to assess differences in the associations between Mexican and US caregivers. Results Fit indices suggested the SEM fit the data adequately. Path coefficients among all variables were significant (p≤.005), except between patient sleep problems and life satisfaction. Three significant indirect effects were found: caregiver sleep problems were negatively associated with life satisfaction via caregiver burden (p=.003); patient sleep problems were positively related to caregiver burden via caregiver sleep problems (p=.005); and life satisfaction via caregiver burden and caregiver sleep problems (p=.002). Despite noninvariance of error terms for the ZBI (z=2.92) and SWLS (z=3.37) between Mexican and US caregivers, the model was generally invariant across countries. Conclusion Patient sleep problems were associated with caregiver sleep problems, leading to increased burden in caregivers and poorer life satisfaction. The findings highlight a potential opportunity for empirically-supported sleep interventions in both individuals with PD and their caregivers which may initiate a cascade of salubrious effects on caregiver burden and overall life satisfaction. Support Dr. Dzierzewski’s effort on this project was supported in part by the National Institute on Aging (K23AG049955 to J.M.D).

Background: The COVID-19 pandemic has imposed unprecedented stress on healthcare workers (HCWs), potentially affecting their job satisfaction and life satisfaction. This study aimed to examine the role of perceived stress, self-efficacy, and coping strategies as predictors and mediators of well-being among HCWs during the pandemic. Methods: A total of 326 HCWs participated in the study. Perceived stress was assessed using the Perceived Stress Scale (PSS-10), self-efficacy was assessed with the Generalized Self-Efficacy Scale (GSES), life satisfaction was assessed with the Satisfaction with Life Scale (SWLS), job satisfaction was assessed with the Brief Job Satisfaction Scale (BJSS), and coping strategies were assessed with the Mini-COPE. Correlation, regression, and mediation analyses were conducted. Results: HCWs reported elevated stress levels (M ≈ 24), higher than general population norms. Stress was negatively associated with life satisfaction and job satisfaction. Self-efficacy and adaptive coping strategies (acceptance, social support) were positively associated with life and job satisfaction and mediated the relationship between stress and life satisfaction. Helplessness mediated the effect of stress on life satisfaction but not job satisfaction. Conclusions: High self-efficacy and adaptive coping strategies serve as protective factors for HCWs' well-being during the COVID-19 pandemic. Interventions enhancing self-efficacy and promoting acceptance and social support may mitigate stress and improve life and job satisfaction.

This study aims to determine the effect of work-life balance on the subjective well-being of women who work in PTPNII. The subjects of this study were 79 women who worked in PTPN II. The approach used in this research is quantitative. The data were collected Using work-life balance scale and the Satisfaction with Life Scale (SwLS) as measuring instruments and were analyzed statistically using a simple regression analysis. The results of statistical analysis show that simultaneously, work-life balance has a significant positive effect on subjective well-being. The determinant coefficient (R square) shows a value of 0.068 meaning that subjective well-being is influenced by work-life balance of 6.8%. Working conditions and work environment that require individuals to continue to be productive, as well as working time pressuresare challenges for individuals that have an effect on subjective well-being. This research may provide information for policymakers in implementing better human resource policies, such as enhancing employees’ psychological well-being by balancing the intensity of task difficulty with adequate working time and staffing level. Keywords: Subjective Well-being, Work-Life Balance, Women Working, PTPN II

본 연구의 목적은 경력성공과 삶의 만족 관계에서 주관적 경력성공이 객관적 경력성공보다 그 영향력이 지배적임을 규명하면서 특히, 다차원적인 주관적 경력성공에 초점을 맞추어 성별 및 연령대별로 삶의 만족에 대한 영향력 차이를 분석하였다. 국내 직장인 544명을 대상으로 한 분석결과를 요약하면 다음과 같다. 첫째, 객관적 경력성공과 주관적 경력성공은 각각 삶의 만족에 유의한 영향을 주며, 삶의 만족에 대한 주관적 경력성공의 효과는 객관적 경력성공의 효과를 넘어서는 증분효과를 갖는다. 둘째, 주관적 경력성공의 다차원 중에서 ‘경제적 성취’, ‘독립적 근로’, ‘일과 삶의 균형’은 남성의 삶의 만족에 긍정적으로 유의하고 ‘학습과 개발’, ‘일과 삶의 균형’은 여성의 삶의 만족에 긍정적으로 유의하다. 셋째, 연령대별 차이를 살펴보면 장년층에게는 ‘경제적 성취’가, 중년층에게는 ‘학습과 개발,’ ‘일과 삶의 균형,’ 그리고 ‘경제적 안정’이, 청년층에게는 ‘일과 삶의 균형’과 ‘사회적 영향력’이 삶의 만족에 긍정적인 영향을 주었다. 이 연구의 결과들은 이론적으로 경력성공, 삶의 만족, 일과 삶의 균형 주제의 연구 분야에 많은 기여를 할 것이며, 실무적으로는 직장인의 경력개발 프로그램을 설계하는데 실질적인 도움을 줄 것으로 기대된다. 끝으로 이 연구의 한계점을 언급하면서 향후 이를 극복하는 연구방향을 제시하였다.The purpose of this study is to investigate the relationship between career success and life satisfaction. Specifically, this study first aims at examining the augmentation effect of subjective career success on life satisfaction beyond the effect of objective career success. Second, this study examines the gender-specific and the age-specific effects of multiple dimensions of subjective career success on life satisfaction. Hierarchical regression was used to test these ideas. The results from the data of 544 Korean workers showed that subjective career success contributes incrementally to the prediction of life satisfaction beyond objective career success. The findings regarding the gender and the age differences in the relationship between subjective career success and life satisfaction are twofold. First, among the multiple dimensions of subjective career success, ‘financial achievement,’ ‘independent work,’ and ‘work-life balance’ were identified as significant predictors of life satisfaction for male workers; while ‘learning & development’ and ‘work-life balance’ significantly predicted female workers’ life satisfaction. Second, the relationship between each dimension of subjective career success and life satisfaction revealed some difference according to their age level. Specifically, ‘financial achievement’ was identified as a significant predictor of life satisfaction for the age group of 50+, ‘work-life balance,’ ‘financial stability,’ and ‘learning & development’ significantly predicted the life satisfaction of the age group between 36 and 49, and for the age group of 35 and below, ‘social impact’ and ‘work-life balance’ were identified as significant dimensions of subjective career success. Theoretically, these findings contribute to the literature on life satisfaction and career success, as well as the literature on work-life balance. The findings also highlight that multiple dimensions of subjective career success can help the HR practitioners to better develop their career development programs. We end the paper by outlining some limitations of the study and by proposing possible future research directions.

Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM). Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement. Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.

Data describing factors associated with work-life balance, burnout, and career and life satisfaction for early career pediatricians are limited. We sought to identify personal and work factors related to these outcomes. We analyzed 2013 survey data of pediatricians who graduated residency between 2002 and 2004. Dependent variables included: (1) balance between personal and professional commitments, (2) current burnout in work, (3) career satisfaction, and (4) life satisfaction. Multivariable logistic regression examined associations of personal and work characteristics with each of the 4 dependent variables. A total of 93% of participants completed the survey (n = 840). A majority reported career (83%) and life (71%) satisfaction. Fewer reported current appropriate work-life balance (43%) or burnout (30%). In multivariable modeling, excellent/very good health, having support from physician colleagues, and adequate resources for patient care were all found to be associated with a lower prevalence of burnout and a higher likelihood of work-life balance and career and life satisfaction. Having children, race, and clinical specialty were not found to be significantly associated with any of the 4 outcome measures. Female gender was associated with a lower likelihood of balance and career satisfaction but did not have an association with burnout or life satisfaction. Burnout and struggles with work-life balance are common; dissatisfaction with life and career are a concern for some early career pediatricians. Efforts to minimize these outcomes should focus on encouragement of modifiable factors, including health supervision, peer support, and ensuring sufficient patient care resources.