Workload, Social Support and Emotional Stability: A Comparative Study of Croatian and German Employees

OBJECTIVE: A significant number of people with mental illness do not use mental health services to receive treatment for their symptoms. This study examined the hypothesis that social network and social support affect mental health service use. METHODS: Data were from the Baltimore cohort of the Epidemiologic Catchment Area study, a prospective cohort study that gathered data over four time points. This study examined data gathered in 1993–1996 (N=1,920) and 2004–2005 (N=1,071). The study examined indicators of social network and social support in relation to four types of service use (general medical, mental health within general medical, specialty psychiatric, and other human services) with multivariate logistic regression. Examples of other human services include a self-help group or crisis center for help with any psychological problem. Weighted generalized estimating equations were used for the analyses. RESULTS: Among persons with major depressive disorder, generalized anxiety disorder, panic disorder, or alcohol use disorder in the past year or psychological distress in the past few weeks, general medical service use was reduced when the frequency of contact with relatives or friends occurred less than daily, but it was increased by about 40% when there was a higher than median level of spousal support. In contrast, receiving general medical services for mental health problems was reduced by about 50% when there was a higher than median level of social support from relatives. Specialty psychiatric service use was reduced when there was regular contact with six or more relatives and there was a higher than median level of social support from friends and relatives. None of the social network or social support measures were significantly (p≤.01) associated with use of other human services. CONCLUSIONS: Increased contact with the social network and higher levels of social support were associated with greater use of general medical services. However, more social support was associated with use of fewer services within the specialty psychiatric sector.

This study examines the impact of work-life balance on employee performance within public universities in Nairobi County, Kenya. In recent years, public universities have faced scrutiny due to declining revenues, yet limited attention has been paid to employee implications, specifically their work-life balance. Beyond compensation and rewards, maintaining a suitable work-life balance is essential for employee productivity and focus. However, the ongoing crises in public universities raise concerns about the degree to which work-life balance is supported and how this affects employee productivity. The study aimed to evaluate the adoption of critical work-life balance elements—flexible work arrangements, organizational support, employee well-being, and social support—within these universities and to analyze their relationship with employee performance. The theoretical foundation for this research rests on the resource-based view and dynamic capabilities theories. Utilizing a descriptive research design, the study focused on administrative staff across two public universities in Nairobi County. A sample of 356 administrative employees was selected through a sampling formula, and data were collected using a structured questionnaire. Descriptive and inferential statistical methods were employed to analyze the data. The findings indicate that the universities have not effectively adopted flexible work arrangements, organizational support, employee well-being initiatives, and social support, which are essential components of work-life balance. Furthermore, these components were found to influence employee performance significantly. The study concludes that the inadequate implementation of work-life balance practices has adversely impacted employee performance in these institutions. Consequently, the study recommends that public universities enhance employee work-life balance by implementing flexible work options, improving employee well-being programs, and strengthening organizational and social support structures to bolster employee performance.

Social support is one of the most important concepts by which people can cope with stressful events. Social support is defined as information from others that one is loved and cared for, esteemed and valued, and part of a network of communication and mutual obligations. Most of the researchers typically focus on specific support transactions involving the seeking and receiving of help through instrumental, or emotional support also a source of social terms, supervisors and co-workers. The purpose of this study is to investigate the effect of social support(supervisor, co-worker) on work engagement, and the work-life balance(WLB) mediate between social support and work engagement of service employees. Also, regulatory focus(promotion, prevention) moderate between social support and WLB. Working with a sample of 346 service employees in South Korea, regression and Process macro for SPSS are employed to test research hypotheses.BR The findings are as follows. First, social support is positively related to work engagement and WLB. Second, WLB is positively related to work engagement. Third, WLB mediated between social support and work engagement. Fourth, regulatory focus especially promotion focus moderate between social support and WLB. Finally, WLB mediation effect is greater if high on promotion focus as conditionally indirect effect are supported. Based on these findings, we conclude that social support is critical antecedent of work engagement and WLB. Therefore service organizations should consider practical practice to develop strong social support within the company to enhance service employees’ WLB and work engagement. Also, it is clear that if high on promotion focus, WLB mediation effect is greater than low on promotion focus. Promotion focus is concerned with advancement, growth, accomplishment, and the strategic inclination to make progress by approaching matches to the desired end-state. So that we would that key aspect of motive that regulatory focus theory has emphasized.

Objective In this study, we examined the mediating role of resilience in the relationship between social support and work–life balance. Method Questionnaires administered face-to-face were completed by 434 volunteer participants working in the service sector in the Kocaeli province of Turkey who were recruited through convenience sampling. Structural Equation Model was performed on the collected data. Analyses were performed using IBM SPSS 21 and AMOS 22. Results Findings showed that resilience had a mediating role in the relationship between social support and work–life balance, and the three variables were positively related to each other. Conclusions Social support primarily affects the resilience levels of individuals, which, in turn, affects work–life balance. The increase in the level of social support of individuals also increases their resilience, and this positive change in the level of resilience positively affects work-life balance. The findings of the study are discussed on the basis of the relevant literature.KEY POINTS What is already known about this topic: (1) Recent changes in organisations and employee demographics have made work–life balance more important. (2) Ensuring work–life balance is important for both organisations and individuals. (3) Both personal and social determinants play an important role in ensuring work–life balance. What this topic adds: (1) There are few studies showing the effect of resilience on the relationship between social support and work–life balance. (2) Social support is considered one of the protective factors of resilience. (3) Resilience is considered a personality trait that is effective in maintaining work–life balance.

Due to the nature of work-life balance, entrepreneurs cope greater challenges – the boundary between the two areas is heavily blurred in terms of time and responsibility. Understanding the mechanisms of balancing all entrepreneurial roles (at work and in the family) and the factors that influence the success of balancing is crucial for entrepreneurs and all those who think about the entrepreneurial path, as well as for those who form public policies to support and promote entrepreneurship. The main aim of the paper is to investigate the impact of the variables identified in the theoretical verification on satisfaction with work-life balance of entrepreneurs. Variables self efficacy and social support are emerging as the key factors. The main research question is how workplace social support and social support by family and the entrepreneur's self-efficacy affect satisfaction with work-life balance. The results of our study show that there is a statistically significant and positive association between self-efficacy and satisfaction with work-life balance. This means that entrepreneurs with a higher level of perceived self-efficacy are more likely to feel a higher level of satisfaction if they put more effort into work-life balance. Furthermore, there is a positive link between social support by co-workers and satisfaction with work-life balance, a positive link between social support by partner and satisfaction with work-life balance, and a negative link between social support by family and satisfaction work-life balance. There is a negative link between social support by co-workers and self-efficacy, a positive link between social support by partner and self-efficacy, and a positive link between social support by family and self-efficacy.

Purpose: Workloads have substantial impacts on the working woman's identity. The banking sector also exhibits this trend with long working hours, commuting, and potential job stress. This study investigates the possible relationships between work-family conflict, social support toward work-life balance, and job stress from Indonesian female bankers. Design/methodology/approach: This study obtains data from 197 female workers in the banking sector in I ndonesia and constructs a hypothesized path model by maximizing the covariance-based structural-equation modelling with the Lisrel 10.2 software. Findings: This study reports dynamic results as work-family conflict does not contribute to work-life balance but toward job stress. Furthermore, social support is foundational for the work-life balance but not toward stress. The partial mediating effect is also reported. Research limitations/implications: This study's predictive power can get further upgrades from a wider participant across the industry. The comparison between genders can clarify this issue's advantages and disadvantages. The social peers' positive support may remedy the work-life balance issue; thus, firms must recognize this problem at their managerial discretion. Originality/value: This study extends the neglected conjoint effects of work-family conflict and social support to work-life balance, decreasing job stress among working women. The novel finding suggests the absence of conflict in the family-office relationships, indicating that work-life balance requires an update on the office-level policy.

Working in startups has its own dynamics, as it emphasizes flexibility and freedom for employees to complete their work. This study aims to understand the drivers of job happiness for startup employees by looking into their job autonomy, work-life balance, and social support. To obtain the data, we distributed questionnaires through online platforms to 165 startup employees in Bandung and Jakarta who participated as the respondents of this study. The data is then analyzed using multiple linear regression with SPSS 26 software. The findings indicate that job autonomy, work-life balance, and social support partially and simultaneously lead to the job happiness of startup employees. These results suggest that fostering a supportive and balanced work environment with a high degree of autonomy can significantly enhance employee well-being in startups. Organizations can leverage these insights to create targeted HR strategies that promote happiness and, in turn, improve employee retention and productivity.

With the intensification of social competition, the phenomenon of academic credential inflation has become increasingly severe, highlighting the growing importance of education. Although existing research has focused on individual factors related to academic anxiety, the roles of family functioning, emotional stability, and social support in alleviating academic anxiety remain underexplored. In particular, these factors may exert different influences across diverse cultural contexts. Given the prevalence of academic anxiety in adolescents, this study examines the role of family functioning as mediated by emotional stability and social support. It aims to provide practitioners with effective intervention strategies. This study conducted a questionnaire survey among 456 college students to assess their family functioning, social support, emotional stability, and academic anxiety. Data were analyzed using SPSS software. The findings revealed significant negative correlations between family functioning, emotional stability, social support, and academic anxiety. After controlling for demographic variables, emotional stability and social support were found to play a chain mediating role in the relationship between family functioning and academic anxiety. This study highlights the important role of family functioning in reducing academic anxiety among adolescents, mediated by emotional stability and social support. The findings provide actionable insights for parents and educators to foster a supportive environment that reduces academic stress.

Objective: To examine the association between remote working and work-life balance with mediating effect of social support on work-life balance among migrated employees in Hyderabad Metro. The study was carried out by surveying the migrated employees who are working super markets, malls, IT industry and construction industry, and are from different states across India, working in Hyderabad city. The data were collected during May 2021 to May 2022. Method: The survey type of research adopted in this empirical study. The data were gathered using a questionnaire with 24 items for 3 constructs remote working with 12 items, social support 6 items, and work-life balance with 6 items. However, 5 items (2 from remote working, 1 from social support, and 2 from work-life balance) were dropped from the study because the outer loadings of the items were <0.5. Results: The reliability and internal consistency of the questionnaire were assed measuring Cronbach’s alpha and Split-half (odd-even) correlations which ranged from 0.80 to 0.92 indicating strong internal consistency and reliability. The data from a total of 301 correct responses were analyzed using structural equation modeling using IBM AMOS 28 version. The data normality was assessed with Shapiro Wilk’s test (p>0.05), The model fit indices demonstrated excellent model fit. There was a statistically insignificant (p>0.05) direct effect between remote working and work-life balance, while social support is fully mediating the work-life balance (p<0.001) of the migrated employees. The moderation analysis indicates statistically significant gender differences with the constructs remote working, work-life balance, and social support exhibiting statistically significant differences among the gender groups. The detailed results are presented in the manuscript. Conclusions: the study provides valuable insights into the impact of remote working on work-life balance and the role of social support as a mediating factor, in particular on migrated employees. The results can be used by companies to enhance their remote work policies and practices, thereby improving work-life balance and overall job satisfaction for their employees. Remote working has become an increasingly popular option for many workers in recent years, with the COVID-19 pandemic accelerating this trend.

Work-life balance is a method that uses to help an employees reduce the conflict which unbalanced dual role. An individual needs to balance between his personal life and his work. Work-life balance in an employee is very important, while social support can be something that can encourage employees to carry out their obligations. This study aim to determined the effect of social support on work-life balance on employees. Research subjects 100 employees at PT. PLN PERSERO using quota sampling technique. Data collection used a scale of social support and work-life balance, data analysis used simple linear regression. Sig value Regression of 0.000 <0.05 shows the result that there is a significant influence between social support and work-life balance on employees. Social support contributes 24.5% to work-life balance. The results of this study provide evidence that a hypothesis stating that there is an influence between social support towards work-life balance is accepted. So with the proven hypothesis explaining that social support is one of the work-life balance factors.

Work-life balance is a method that uses to help an employees reduce the conflict which unbalanced dual role. An individual needs to balance between his personal life and his work. Work-life balance in an employee is very important, while social support can be something that can encourage employees to carry out their obligations. This study aim to determined the effect of social support on work-life balance on employees. Research subjects 100 employees at PT. PLN PERSERO using quota sampling technique. Data collection used a scale of social support and work-life balance, data analysis used simple linear regression. Sig value Regression of 0.000 <0.05 shows the result that there is a significant influence between social support and work-life balance on employees. Social support contributes 24.5% to work-life balance. The results of this study provide evidence that a hypothesis stating that there is an influence between social support towards work-life balance is accepted. So with the proven hypothesis explaining that social support is one of the work-life balance factors.

Achieving work-life balance is a big challenge for lecturers, particularly given the complexity and variety of their job demands. This study explores the moderating effect of psychological well-being in the relationship between social support and work-life balance. The participants research involved 284 lecturers in Tuban Regency, selected using purposive sampling. This study utilized a research instrument comprising three scales: a work-life balance scale consisting of 12 items (α = 0.820), a social support scale (27 items, α = 0.933), and a psychological well-being scale (24 items, α = 0.949). Data analysis was conducted using moderation analysis techniques by Hayes' Process Macro v4.3. The results showed that psychological well-being moderates the relationship between social support and work-life balance in lecturers (β = 0.0041; CI95 [0.0017, 0.0065]; SE = 0.0012; p = 0.0010). The relationship between social support and work-life balance in lecturers will be stronger with increasing psychological well-being. Furthermore, this study also indicates a significant positive relationship between social support and work-life balance (β = 0.2547; CI95 [0.2001, 0.3092]; SE = 0.0277; p = 0.0000). The findings have practical implications for higher education institutions in designing policies and programs that support work-life balance, which ultimately contributes to improving the quality of education.

General Background: The increasing number of individuals belonging to the sandwich generation has created complex challenges in balancing occupational responsibilities and family demands, which are closely associated with work productivity outcomes. Specific Background: Work-life balance and social support are considered important psychosocial factors that help individuals manage dual roles while adapting to workplace demands and maintaining performance quality. Knowledge Gap: Empirical evidence examining the simultaneous relationship between work-life balance, social support, and work productivity among the sandwich generation in regional Indonesian contexts remains limited. Aims: This study aimed to determine the relationship between work-life balance and social support with work productivity among sandwich generation individuals in Sidoarjo Regency. Results: Using a quantitative correlational design with purposive sampling, data were collected from 110 respondents through validated Work-Life Balance, Social Provision, and work productivity scales and analyzed using multiple correlation with SPSS 25.0. The findings indicated a significant positive relationship between work-life balance and work productivity (r = 0.518, sig &lt; 0.000) and between social support and work productivity (r = 0.323, sig &lt; 0.001), confirming the research hypotheses. Novelty: The study provides empirical confirmation of concurrent relationships between psychosocial resources and productivity adaptation within the sandwich generation population. Implications: These findings highlight the importance of maintaining balanced role management and accessible social support systems to support productive work behavior and serve as a reference for future studies addressing similar occupational and family dynamics. Highlights: Positive Statistical Associations Were Identified Between Role Management Conditions and Occupational Performance Indicators. Respondents Predominantly Demonstrated Moderate Levels Across Measured Psychosocial and Performance Variables. Hypotheses Testing Confirmed Significant Correlations Using Multiple Correlation Analysis Procedures. Keywords: Work-Life Balance, Social Support, Work Productivity, Sandwich Generation, Quantitative Correlational Study

Background: The purpose of this descriptive study is to investigate nurses’ social support, health status, grit, and work-life balance and identify the factors affecting their work-life balance.Methods: The subjects in this study were 203 nurses working in a university hospital. Data were analyzed using Pearson’s correlation coefficients, independent t-test, one-way analysis of variance, Scheffe’s test, and multiple linear regression.Results: The study revealed significant relationships between work-life balance and social support (r=0.39, P&lt;0.001), health status (r=0.69, P&lt;0.001), and grit (r=0.36, P&lt;0.001). Factors influencing work-life balance were health status (β=0.57), grit (β=0.17), social support (β=0.14), and work experience (β=-0.12). The explanatory power of the regression model was 51.2%, and the model was statistically significant (F=43.45, P&lt;0.001).Conclusions: This study suggests that it is necessary to include, in the intervention strategy for nurses’ work-life balance, methods to improve their health status, grit, and social support. A balanced work-life for nurses can help them satisfactorily perform professional services while managing the nursing organization stably and, ultimately, help them grow into professional nurses in the future.

Achieving work-life balance is a big challenge for lecturers, particularly given the complexity and variety of their job demands. This study explores the moderating effect of psychological well-being in the relationship between social support and work-life balance. The participants research involved 284 lecturers in Tuban Regency, selected using purposive sampling. This study utilized a research instrument comprising three scales: a work-life balance scale consisting of 12 items (α = 0.820), a social support scale (27 items, α = 0.933), and a psychological well-being scale (24 items, α = 0.949). Data analysis was conducted using moderation analysis techniques by Hayes' Process Macro v4.3. The results showed that psychological well-being moderates the relationship between social support and work-life balance in lecturers (β = 0.0041; CI95 [0.0017, 0.0065]; SE = 0.0012; p = 0.0010). The relationship between social support and work-life balance in lecturers will be stronger with increasing psychological well-being. Furthermore, this study also indicates a significant positive relationship between social support and work-life balance (β = 0.2547; CI95 [0.2001, 0.3092]; SE = 0.0277; p = 0.0000). The findings have practical implications for higher education institutions in designing policies and programs that support work-life balance, which ultimately contributes to improving the quality of education.