Personal Life Balance Research Articles

Comprehensive Study on the Impacts of Gender Disparities Over Life and Work Balance in IT Sector in Bangalore

This study is focusing on, especially in the workforce of the information technology sectors, to look into the work and family life balance of the employees in the IT sectors, mainly in Bangalore City. The objective of this study is to learn the relation of gender and employees’ personal and professional life balance in the IT sector of Bangalore and how marital status affects work and personal life balance in the IT sector of Bangalore. The aim of this study is to identify how organizational support, policies, management, and leadership can help employees balance their personal and work lives in the organization. Work-life balance is to find time for family and family functions, neighbourhood participation, friends and relatives’ functions, enriching self-care, and personal and spiritual growth by attending sessions, other personal activities. Basically, it is to understand the need and how to adjust time and fulfil additional demands of the workplace. The method has been used with the collection of responses from different IT companies in Bangalore, and the chi square tool has been used for analysis.

Kebutuhan untuk Pemulihan Dalam Perspektif Perilaku Organisasional: Sebuah Studi Literatur

This article discusses the concept of the need for recovery in the context of work well-beingand productivity. Understanding the need for recovery is expected to help design effectivestrategies for managing work stress, improving employee performance, and buildingorganizational resilience to unexpected events. This research uses a qualitative approachwith a literature study design. This article discusses the significant implications the need forrecovery has on individuals and organizations, and provides practical suggestions fordesigning work environments that support employee recovery. In conclusion, awareness andsupport of recovery needs not only creates a productive work environment but alsocontributes to employees' work and personal life balance. The recovery program initiative isexpected to be a competitive force for organizations in achieving long-term growth andsustainability.

WORKPLACE BASED CHALLENGES FOR POSTGRADUATE TRAINEE DOCTORS WORKING IN A PUBLIC SECTOR HOSPITAL

Background: Workplace-based challenges are experiences that are seen as inappropriate by the person experiencing or observing the challenge. These challenges may arise every day in different situations or may be a one off incident that is disturbing and affects one’s productivity. The study aims to identify and analyse the major hurdles that healthcare professionals encounter in their daily practice. Methods: A qualitative approach was employed to collect data from a diverse group of doctors at a public sector hospital in Sialkot. Semi-structured interviews were conducted in groups from different departments of the hospital in 2023. The consenting participants were interviewed regarding the challenges they face day to day working in government setup. Themes were extracted and data was tabulated to draw results. Results: We interviewed 21 consenting doctors from different departments mainly, Medicine, Surgery, Paediatrics and Gynaecology and identified six main themes which were high workload, security threats, financial Issues, resource constraints, time constraints, and inadequate work-life and personal-life balance. Amongst the 21 doctors, (47.62%) were females and (52.38%) were males. the challenges of high workload was stated by all (100%) of the participants, followed by security threats (91.5%), resource constraints (85.7%), financial issues (76.1%), time constraints (71%) and work and personal life imbalance (71.4%). Conclusion: Doctors reported significant levels of work-related stress, poor work-life balance, inadequate work capacity, and about one-third of them burned out, a sign of unfavourable working conditions. Pak J Physiol 2023;19(4):15–8

Job happiness: influence of work flexibility through work-life balance and gender moderation

PurposeThis research aims to determine the influence that work flexibility (WF) has on the happiness of workers through the work and personal life balance, work-life balance (WLB), as a mediating variable, as well as the moderating role of gender between WLB and job happiness (JH). A structural model that describes the interactions between these study variables is proposed.Design/methodology/approachA quantitative approach was used. The data were collected by non-probabilistic sampling, surveying 200 mid-level employees in small and medium industrial enterprises (industrial SMEs). The proposed hypotheses were analyzed and tested using partial least squares structural equation modeling.FindingsThe results confirmed the hypotheses presented. In the relation of WLB and JH, positive work-family and family-work interactions would result in a greater increase in JH in the women group compared to men, and special characteristics were found in the variables in the Mexican context.Practical implicationsThis study will provide information to those responsible for the human resources departments of companies to design and implement good practices in which importance can be given to labor agreements involving WF and the implementation of WLB policies differentiated by gender to generate happiness at work.Originality/valueThe JH construct proposed by Fisher (2010) was applied, and its relationship with WF and WLB in a post-pandemic context was studied. The research applied to supervisors and area managers of industrial SMEs reflects the importance of considering the balance between their life and work to achieve JH, understanding it as job satisfaction and more commitment to work, in addition to considering the differences by gender.

Organizations Should Maintain Employee’s Work-Life Balance

The scope of the current study is to determine the challenges of employees in between work-life and personal life balance. Organizations should prioritize and maintain employees’ work-life balance. Work-life balance refers to the equilibrium between an employee's work responsibilities and their personal life, including family, hobbies, and personal well-being. When employees have a healthy work-life balance, they experience less stress and improve their working skills to achieve the targets, and this well-being leads to improved mental and physical health as well as work productivity. This descriptive research approach surveyed by 67 responses as simple random technique, provides a significant result toward organizations that they should maintain employee’s work-life balance. The research finds that organizations that prioritize work-life balance are more likely to attract and retain top talent. By the managing time, regular assessment and adjustment in work-life balance initiatives, organizations can enhance their employer brand and improve employee retention rates. Work-life balance allows employees to have time for personal pursuits and interests outside of work which can contribute to their creativity and innovation. When employees have a healthy work-life balance, they are more likely to have positive relationships with their colleagues and supervisors. Improved relationships can lead to better teamwork, collaboration, and a more positive work environment.

The Influence of Principal Supervision and Pedagogic Competence On Teacher Innovativeness and Teacher Work Quality

Teacher Work Quality is an individual's feelings and perceptions about the balance of personal life and professional life in relation to work, co-workers and the organization where he works. The Effect of Principal Supervision, and Pedagogic Competence on Teacher Innovativeness and the Quality of Teacher Work is a scientific article of literature study within the scope of the field of science. The purpose of this article is to build a hypothesis of the influence between variables that will be used in further research. Research objects in online libraries, Google Scholar, Mendeley and other academic online media. The research method with the research library comes from e-books and open access e-journals. Qualitative descriptive analysis. The results of this article: Principal Supervision (X1) and Pedagogic Competence (X2) on Teacher innovation (Y1) and Teacher work quality (Y2).

Researchers’ strategies to cope with the covid-19 impact on their activity

This study aims to characterize the strategies researchers used to cope with Covid-19 impact and to explore the relationship between those strategies, researchers’ characteristics and the pandemic impact in their lives. 721 researchers, proportionally distributed among three Spanish regions, answered an online survey on the pandemic impact on their activity. Scales referred to social support, productivity, research tasks, working conditions, and work and personal life balance. An open-ended section was included to collect the strategies they used to cope with the pandemic consequences. 1528 strategies were content analysed and categorised based on their purposes and related to the rest of the impact variables. Results show the predominance of some strategies for the whole sample both at the work level, such as organizing work duties and plans, and at the personal level, such as maintaining life-work balance and improving personal well-being. Results stress to what extent a strategic approach contributed to minimize contextual issues or constraints even in an extreme situation as the Covid-19 pandemic and lockdown. A non-strategic approach, consisting of just reacting emotionally or dropping research, was the less effective way to maintain interest in research, sustained work and productivity and to warrant work-life balance. Developing a strategic approach was easier for those without caring responsibilities and for men. Women in our study, especially with caring responsibilities, had reduced opportunities to continue with their careers during the pandemic. No evidence of institutional strategies supporting researchers to cope with the situation was found.

Work-family balance: assessments of successful working parents

In the context of the intensification of labor activity, the spread of unstable forms of employment, the growth of informatization and digitalization of social development, the unstable economic situation, the issues of ensuring a balance between the work and personal life of the working population are being actualized. This is especially important for workers with families and, most importantly, children, because in the modern realities (depopulation, high mortality rate in working age, low birth rate), the importance of determinants of family well-being increases significantly. And in a situation where parents are successful workers building a career or developing their business, the problem of the balance between work and living space is even more relevant. The purpose of the article is to analyze the balance of personal life and work of successful working parents. The context of the success of working parents in the analysis of the work-life balance is the scientific novelty of the study, the practical significance is connected with the possibility of using data in the management activities of economic entities in development of social support measures for employees. The information base of the study was made up of data from sociological studies: the pilot sociological study "Modern Successful Man" conducted in 2018 (no. = 492 people) by an international scientific group (psychologists, economists, sociologists) in the cities of Vologda, Cherepovets, Petrozavodsk and Kolomna (Russia), Minsk (Belarus), Lublin (Poland), as well as monitoring the quality of labor potential (no.=1500people) conducted in Vologda oblast by employees of the Vologda Research Center of the Russian Academy of Sciences. 57% of the cross-country study participants identify themselves with successful people. 100% of working parents in Vologda oblast agree with the statement that "work is a way to achieve success." It was found out that working parents who consider themselves successful people show significantly higher satisfaction with life and work in general, including directly with the balance of personal and work life. It is shown that having a family not only does not interfere with the career aspirations of spouses, but even contributes to them. balance, work, personal life, working parents, work satisfaction.

Artificial intelligence: the way ahead for employee engagement in corporate India

PurposeEmployee engagement (EE) can result in multiple positive impacts not only on the individual and his/her team but also on the organisational and financial outcome of the business. If artificial intelligence (AI) can be used as a tool to facilitate EE, organisations will be more than satisfied to adopt it. The paper aims to study the penetration of AI for EE in corporate India.Design/methodology/approachBased on the information gathered through secondary research, a framework of questions was built and sent to some senior people in the area of AI and HR to check for its completeness. Respondents based on inclusion criteria were selected through random purposive sampling to be a part of the study. A total of 23 respondents participated in the study. Qualitative data analysis of the transcripts was conducted using MAXQDA 2022 (Verbi Software, Berlin, Germany), which is a qualitative data analysis software. Multiple readings were undertaken to identify the patterns and relationships in the data.FindingsThe participants described a variety of issues while using or planning to use AI for EE. Some of the issues mentioned were related to cost, challenges, mindsets and attitudes, demography of employees, comfort in the use of technology, size of the organisation, change management strategies, software vendors and vendor support. The most common responses were grouped into headings such as Organisation, Process, Employee and Software Choice Related aspects.Originality/valueLately, the overall work environment, work and personal life balance, and quality of life have become more desirable than earning a good salary. AI is becoming a part of various aspects of business but its role in HR is yet to be explored. AI’s capabilities to predict may result in more employee work satisfaction. The paper explores the possibility of using AI as a tool in every aspect of employee life cycle, thereby attempting to make HR processes more productive and enhance EE.

Nurses suffering in silence: Addressing the stigma of mental health in nursing and healthcare.

Nurses suffering in silence: Addressing the stigma of mental health in nursing and healthcare.

Impact of Work Life Balance (WLB) on Job Switching Behavior: An Empirical Study

To date, researchers who have done work life balance (WLB) have mainly focused on work and the family domain. However, the present-day workforce is heterogenous in nature and the workers might even value the other domains of non-working apart from family. These researchers mainly aim at investigating the significance of the other domains of non-working in work life balance with a special focus on the health of workers. Besides the meaning of the effect of balance between serious and fun activities and work well-being balance on representative fulfillment was evaluated. Likewise, these examinations investigate the impact of balance between serious and fun activities and work well-being balance on change in the degree of representative fulfillment according to the qualities of the laborers, including parental status, age, work capacity, and sex. The consequences of studies show that the specialists believe well-being to be a significant factor in the space of balance between fun and serious activities. Work well-being balance clarifies a greater amount of change in representative fulfillment when contrasted with balance between fun and serious activities. A sample of 311 respondents was surveyed to find the factors related to work life balance and their impact on job switching behavior. After applying factor analysis, a statistical tool, and analyzing the data, the study concludes that work health balance, job satisfaction, work environment, relation with management and co-workers, and work and personal life balance are the different factors related to work life balance that shows significant impact on job switching behavior.

Perceived advantages and disadvantages of work from home in IT professionals

Background: Work from home (WFH) was faced with new challenges for many of them. Aims and Objectives: The aim is to investigate IT professional's experiences of WFH during the pandemic and to identify the main factors of advantages and disadvantages of WFH. Materials and Methods: An online survey was conducted among IT professionals by sending Google forms to them wherein demographic, professional details were collected and questions regarding advantages and disadvantages of WFH were asked. Results: 61.4% of individuals were males and 38.6% were females with mean age of 29.82 ± 4.25 years. The main advantages of WFH were flexible work timings and reduction in traveling time and costs by employees. Disadvantages perceived were mainly extending working hours and loss of professional and personal life balance. Conclusions: This survey suggests that WFH is advantage to employees and it can be enhanced for increasing productivity by overcoming the disadvantages to a maximal extent possible.

The work-life balance and job satisfaction

The promotion of an internal environment marked by a positive and stable context contributes to the employees' sense of belonging to the organisation. As such, it is increasingly important to enhance commitment and professional satisfaction, and at the same time, allowing their employees to achieve a balance between their professional and personal life. Using a quantitative study based on a survey sample of 262 workers, our findings reveal that the organisational environment positively affects job satisfaction. Furthermore, results indicate a strong relation between organisational engagement and employee satisfaction. However, no significant relationships were found between organisational commitment and between professional and personal life balance. It was also found that organisational commitment mediates the relation between the organisational environment and job satisfaction, but not the relation between organisational commitment and the balance between professional and personal.

Lifestyle and Career Satisfaction among U.S-based Oral and Maxillofacial Surgeons: Results of a Nationwide Survey

PurposeThe purpose of the study is to identify predictors of lifestyle and career satisfaction among U.S-based oral and maxillofacial surgeons (OMSs). MethodsAll active members of the American Association of Oral and Maxillofacial Surgeons (AAOMS) with a non-generic email were invited to participate in a survey-based assessment. The survey was constructed using the online platform Qualtrics (Provo, UT). A total of 12 close-ended questions were designed and distributed. Two follow-up reminder emails were sent, each after a two-week period. Descriptive statistics were computed. Responses were evaluated through univariate analysis. ResultsIn total, 280 of the 820 invitees completed the survey for an overall response rate of 34%. Majority of respondents were male (89%), more than 45 years old (71%), working in a private-practice setting (55%), and had been in practice for more than 15 years (66%); 61% of the respondents reported taking call more than 3 days a week, with 88% of them stating a negative impact on their practice due to their call schedule. An overwhelming majority of 84.2% OMSs reported being satisfied with their career and 77.5% of respondents were willing to choose a career in oral and maxillofacial surgery again as a fourth-year dental student. On univariate analysis, factors associated with overall career satisfaction included: age, practice location, salary, and personal life balance (P < .01). ConclusionDespite length of training and professional burnout, there is a significant degree of career satisfaction among OMSs practicing in the United States. The majority of queried surgeons would choose the specialty as a profession if given the choice again. Factors associated with negative impact on professional practice need to be further studied at local, regional, and national levels.

Burnout in Referees: Relations with Stress, Cognitive Appraisal, and Emotions

Background: Referees assume an important role on sports activity because their decisions are highly scrutinized and can influence the results achieved by athletes and teams. However, referees are much less studied than athletes regarding the way they deal with and respond to stress factors. This study analysed how soccer referees adapted to a stressful situation by using a critical incident methodology of collecting data 24 to 48 hours before a game. For that, we established two goals and five hypotheses: goal 1) to describe the feelings of stress, cognitive appraisal, emotions, and burnout in referees; goal 2) to analyse the predictor value of stress, cognitive appraisal, and emotions in explaining the referees’ burnout experience. The five hypotheses tested were: higher levels of stress predict the referees’ tendency to burnout (H1), higher levels of threat perception and lower levels of challenge perception predict the referees’ tendency to burnout (H2); lower levels of coping perception and control perception predict the referees’ tendency to burnout (H3), higher levels of anxiety, dejection, and anger predict the referees’ tendency to burnout (H4), and lower levels of excitement and happiness predict the referees’ tendency to burnout (H5). Methods: The evaluation protocol included measures of stress, cognitive appraisal, emotions, and burnout. Participants were 394 soccer referees (males = 364; 90%), with a mean age of 27 years old (SD = 7.33). Results: Results indicated that burnout was predicted by these dimensions: higher levels of stress related to conflicts and family and personal life balance, higher levels of threat perception, lower levels of challenge perception, lower levels of coping perception, lower levels of happiness, and higher levels of anger. Conclusion: These results indicate that referees can benefit from participating in psychological programs that include stress management strategies directed to deal with the stress and negative emotions from competition.

Women’s Transition to Entrepreneurs from Professional and Managerial Careers in Organizations

Careers have different dimensions, they can be developed in an organization and in individual way. Organizations no longer have a role in creating careers, but individuals develop careers using the organization as a tool or medium. Changes in the external and internal environment in the organization are the basic conditions why individual career dares to change. The research aimed to explore senior female managers' phenomenon that left professional and managerial careers in organizations to be entrepreneurs. Structured and in-depth interviews were conducted with 25 female entrepreneurs who had left senior manager positions at the companies. Qualitative research approaches were carried out to explore what motivated female entrepreneurs to make a career transition and how the career transition process was done. Then, the Critical Incident Technique was used to analyze the data to get responses regarding female entrepreneurs' perceptions of career transitions. From the results, there are four main categories: personal, organizational life, value and integrity, and capital. Then, there are also nine subcategories: independence and individualism, strong encouragement and family support, professional and personal life balance, organizational life, values, integrity, partner ties, mentor ties, and human capital. The personal category causes more women to make a career transition, followed by capital, value and integrity, and organizational life categories.

How Work Family Conflict, Work-Life Balance, and Job Performance Connect: Evidence from Auditors in Public Accounting Firms

This research examines whether work-family conflict (both work-interfering family and family interfering work) among auditors in public accounting firms affects their job performance and whether the effect is mediated by work-life balance. A web-based survey is used in deploying and delivering questionnaires to 239 auditors in public accounting firms. The result shows that work-life balance partially mediated the relationship between work-family conflict with job performance. The result also demonstrates that work interfering-family (WIF) has a negatively significant effect on work-life balance, whereas family-interfering-work (FIW) has positively related to work-life balance. This study suggests that by embrace visions that support work and personal life balance with managers and supervisors as the gatekeepers in public accounting firms to maintain subordinates' life commitments will help to minimize the occurrences of work-family conflict that will slowly reduce the possibility of poor job performance.

Identifying burnout in young oncologists: The sooner the better.

11010 Background: Professional burnout is an important issue for the healthcare systems with potentially relevant consequences in the quality of patient care. Young oncologists are a special risk population, due to high workload, academic pressure and other specific factors related to cancer care. Work life and lifestyle factors are related with burnout levels and may define specific interventions to reduce and prevent burnout. Methods: A survey based on the validated Maslach Burnout Inventory Human Services Survey for Medical Personnel (MBI-HSS MP) was conducted. Additional questions to explore work life and lifestyle factors were included. We studied potential burnout amongst young Spanish oncologists (residents and oncologist in the first 5 years of professional performance). Statistical analyses, including linear regression, were carried out to test the relations between overall burnout score and work and lifestyle factors. Results: We obtained 243 responses to the survey. The sample was representative in terms of age, sex, geographic region, professional profile (residents and young oncologists) and a homogeneous distribution per year of residence (final participation rate was of 26.6%). Regarding 5 Burnout profiles, 32.1% of the participants were classified as Ineffective, 25.1% as Burnout, 21% as Engaged, 17.3% as Overextended and 4.5% as Disengaged. Percentage of Burnout profile is higher in medical oncology residents (28.24%) than in young oncologists (19.79%). The highest percentage of burnout profile was observed in the second-year residents (35,71%) and gradually decreases, in parallel to an increase in the engaged profile. The multivariable linear regression analysis showed a significant correlation between not having a good work life balance and adequate vacation time and the burnout score. Conclusions: Burnout affects a significant number of young oncologists with significantly different profiles and differences across regions. Adapted interventions to the most frequent profiles and at different stages of the training and professional career may be necessary particularly at the early beginning. Actions towards achieving a better work and personal life balance and stress management could be effective. These results are the basis for the prospective part of our study that aims to design an intervention and to assess its efficacy in this population.

Analyzing the Job Demands-Control-Support Model in Work-Life Balance: A Study among Nurses in the European Context.

The balance of personal life with professional life is a topical issue that is increasingly worrisome due to globalization, the rapid introduction of new technologies into all areas of human life, the overlap between time between work and family, new organizational systems, and changes in the nature of work. This problem is accentuated by professions subjected to intense labor demands, as is the case of nurses. Adopting the Job Demand–Control–Support model, the main purpose of this research is to analyze how these factors lead to a greater or lesser degree of work–life balance. The research proposes a logistic regression model, which was constructed with a sample of 991 nursing professionals from the V European Working Conditions Survey. The results obtained confirm, on the one hand, that there is a significant effect of physical demands (but not psychological demands) on work–life balance. On the other hand, the moderating effects of job control are partially confirmed for psychological demands, and those of supervisor support (but not co-worker support) are partially confirmed for physical demands. In conclusion, the present research shows that effective management of nurses’ work context can decisively contribute to finding the difficult balance between personal and professional time.

Prevalence of Occupational Burnout among Resident Doctors Working in Public Sector Hospitals in Mumbai.

Introduction:Burnout syndrome refers to a combination of physical fatigue and emotional exhaustion, which, in turn, affects the working efficiency of a person. In India, factors such as extensive working hours, poor facilities, and physical and emotional abuse of doctors by patients and seniors lead to the high prevalence of occupational burnout among medical practitioners.Materials and Methods:The sample consisted of 300 resident doctors working in public sector hospitals across Mumbai. The “Copenhagen Burnout Inventory” questionnaire was utilized to assess the prevalence of burnout. Questionnaires were made available personally or electronically. Burnout was recorded on three parameters, personal burnout, work-related burnout, and client-related burnout.Results:The average working hours recorded was 88 h/week. About 56.66% (n = 170) showed scores that indicate burnout. About 66.67% of respondents showed personal burnout, 57.14% had work-related burnout, and 16.67 had client-related burnout.Conclusion:The high prevalence of burnout syndrome among resident doctors in public sector hospitals is alarming as it not only takes a toll on the physical and mental health of the medical practitioners but also reduces their working efficiency and motivation. Stress management strategies should be propagated in hospitals to encourage work and personal life balance.