Abstract
This study utilized the descriptive correlational research method wherein a modified survey questionnaire was used to gather data from 107 employees of BASC. Frequency count, percentage, Pearson's r Correlation Coefficient was used in data analysis. The majority of the respondents are female, married, with below five-year work experience and rank and file employees. The total work-life balance of the majority of the respondents was out of balance as more than half of them felt that their work-life balance in terms of work and career, friends and family, fitness and health, fun/recreation and money is on the edge while the rest is out of balance. Only in terms of romance and significant other did they believe that they have a right balance work-life situation. Among the demographic profile, age, educational attainment, and work-life balance in all the seven areas were found to be significantly correlated to the job stress of the employees in BASC.
Highlights
Human resources are the most valuable and unique assets of an organization (Kanthisree & Sarada, 2013)
More than half of the respondents (59.81%) felt that their work-life balance in terms of work and career was on the edge which means partly imbalance, 27.10% of them sensed that they are out of balance while the remaining 13.08% felt otherwise
There is a slight difference between the number of respondents who felt that their worklife balance is out of balance (25.23%) and those who believed that their work-life condition was well balance (23.36%)
Summary
Human resources are the most valuable and unique assets of an organization (Kanthisree & Sarada, 2013). Employees play a key role in any business formation and there is a need to provide an enabling environment at all levels to attain the stated objectives and goals of the organization (Abioro et al, 2018). Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and strengthen employee loyalty and productivity (Dhas, 2015). Work-life balance programs have been demonstrated to have an impact on employees in terms of recruitment, retention/turnover, commitment and satisfaction, reduce absenteeism, job stress levels, work-life conflict and accident rates; and increased productivity (Dhas, 2015); increased job satisfaction and enhanced control over their work schedule (Lazăr et al, 2010)
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