Abstract
The purpose of this research was to identify the role of high performance work practices of banks, work-family conflict, job stress, and personality of bank employees in affecting their work-life balance. To accomplish this goal, self-administered structured questionnaires were distributed to those bank employees who were either married, divorced, or separated, had children, and at least one year working experience in that bank. Final sample was comprised of 726 employees from 277 banks of South Punjab. The results revealed that high performance work practices of banks, family to work conflict, and personality type B behavioral patterns of bank employees increase their work-life balance, and work to family conflict of bank employees decreased their work-life balance. However, job stress and personality type A behavioral patterns of bank employees did not affect their work-life balance. Contrary to previous studies, these results suggest that moderate family to work conflict is actually good for work-life balance, and job stress and personality type A behavioral patterns are inherently not bad for work-life balance. Hence, State Bank of Pakistan should consider developing policies to enhance employee friendly high performance work practices in banks. Banks should also consider taking personality tests prior to recruiting and selecting employees for hectic posts.
Highlights
Work-life balance (WLB) is a notion to explain the balance between any individual’s personal life and work (Dizaho & Othman, 2013)
Descriptive analysis was performed to analyze the level of high performance work practices (HPWP), work-family conflict, job stress (JS), personality type behavior patterns (PTBP), and WLB in banks of South Punjab
Results further indicate that bank employees in South Punjab experienced significant levels of work to family conflict (WFC) (M=4.1658, SD=0.94933) as compared to family to work conflict (FWC) (M=3.5165, SD=1.16800)
Summary
Work-life balance (WLB) is a notion to explain the balance between any individual’s personal life and work (Dizaho & Othman, 2013). The public’s interest in work-life policies has enhanced tremendously (Lewis, 2009) because of its challenges and importance. WLB is becoming challenging due to increased workload, technological advancement, availability of younger workforce and globalization (Dizaho & Othman, 2013). Due to this rapid change in the labor market, it’s becoming nearly impossible to balance the work and life (Lewis, 2009). As work and life are inseparable, so there is always a tug war situation while balancing the work and family. This situation creates pressure on the individual and work-family conflict arises (Jamadin et al, 2015) and stress generates (Gulzar & Khalid, 2016; Lewis, 2009). Situation becomes more critical in case of married people (Herman & Gyllstrom, 1977) especially those who have young children (Beutell & Greenhaus, 1980; Pleck, 1977), and have to look after their families (Hays, 1996; Reskin & Padavic, 1994)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
