Abstract
<p>The main aim of this research is to contribute to the body of literature revolving around work-life balance (WLB) and its causal relationship with desired workplace outcomes. Particularly, the interest was directed towards investigating the linkage between WLB practices and workplace attitudes of job satisfaction and organizational commitment along with the mediation effect of work-life conflict. The research also sought to differentiate between formal and informal WLB practices in order to examine the more influential of the two.</p><p>This research was applied to the context of private hospitals in Jordan targeting medical-staff. With 450 questionnaires randomly distributed to medical-staff working in private hospitals in Jordan, 363 responses were obtained and analyzed yielding a response rate of 81 percent. Fitness-of-measure tests (reliability and validity) were first carried out to assess the suitability and generalizability of the obtained sample. Subsequently, data was analyzed and the research hypotheses were tested for possibility of rejection.</p><p>Results revealed the rejection of all hypotheses implying a statistically significant relationship between WLB practices and workplace attitudes of job satisfaction and organizational commitment with the former being more affected by the relationship than the latter. The findings also confirmed the mediation effect of work-life conflict. Furthermore, informal WLB practices were found to be superior to formal practices in terms of attaining desirable organizational outcomes. Finally, the research disclosed the fact that physicians—of all the segments under study—had the most conflict between work and life responsibilities.</p>
Highlights
After the industrial revolution, the introduction of mass production and fast-forwarding to the 1970s, workforce demographic characteristics dramatically changed with women increasingly joining the labor force
To test the relationship between manager support and job satisfaction, again regression analysis was performed on the following hypothesis: Results of the analysis showed that the significance level was below 0.05 leading to yet another rejection of the null hypothesis
The main aim of this study is to investigate the relationship between Work-Life Balance (WLB) practices and two workplace attitudes mediated by work-life conflict
Summary
The introduction of mass production and fast-forwarding to the 1970s, workforce demographic characteristics dramatically changed with women increasingly joining the labor force. Single parents and dual careers were additional features of the late 20th century These changes brought about the potential to affect the quality of work and family life (Higgins, Duxbury & Irving, 1992) and sparked the realization for a coping mechanism with clashes between work and personal life and the concept of Work-Life Balance (WLB) emerged. It can be argued that Generation Y places greater emphasis on personal life than former generations did with research proving that employees today value the quality of life more than the salary they earn (Vloeberghs, 2002) They have started to appreciate the non-standard work arrangements that WLB introduces and supports such as flexible work arrangements (Becker & Moen, 1999)
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