Employee Work-life Balance Research Articles

Various Dimensions of Personal and Professional Work Life Balance of Employees in Power Industry in India

In today’s organized sector, work- life balance assumes a critical importance as this facilitates the development of a productive work culture and minimization of tensions between work and other aspects of people lives. There are three key components that are needed to achieve a healthy lifestyle, namely paid work, unpaid work and personal time. Bringing a balance between all these there is the optimum one can accomplish. Power is among the most critical components of infrastructure, crucial for the economic growth and welfare of nations. The existence and development of adequate power infrastructure is essential for sustained growth of the Indian economy. The fundamental principle of India power industry has been to provide universal access to affordable power in a sustainable way. The purpose of this study is to highlight the necessity of adopting work-life balance in a power sector. The paper examines different elements of work-life balance especially with reference to employees working in power sectors.

Employee's Work-Life Balance, Career Development, Motivation and Satisfaction as the Determinants of NGO’s Performance

This study investigates the determinants of employee performance in the Service Industry in Malaysia, with a specific focus on work-life balance, job satisfaction, employee motivation, and career development. 300 survey questionnaires were distributed in total, and 170 respondents from both executive and non-executive groups were analyzed using IBM's SPSS version 23. The findings validate a substantial correlation among work-life balance, job satisfaction, employee motivation, career development and employee performance at Non-Government organizations (NGO’s). This study provides significant insights that can be employed by NGO’s in Malaysia to design effective strategies for enhancing employee performance. The proposals aim to advance research on employee management to improve corporate effectiveness and promote employee success in NGOs as its strategic influence on government policy at domestic and international levels.

The Influence of Transformational Leadership, Competence, Work Motivation and Organizational Culture on the Performance of RSCM Employees through Job Satisfaction as a Mediating Variable and Organizational Support as a Moderating Variable

The purpose of this study was to analyze the effect of organizational culture, job performance, motivation, and transformational leadership on employee performance at Cut Mutia General Hospital in North Aceh, with the role of organizational culture as a mediating variable and the role of organizational capacity as a moderating variable. This study used a combination of qualitative and quantitative methods with a sample size of 250 participants. Information was collected using questionnaires and interviews. The analysis method used is the SEM-PLS model using Smart-PLS and Nvivo qualitative tools. The research findings show that organizational culture, competence, work motivation, and transformational leadership have a significant impact on employee performance and work-related performance. Employee performance has a significant impact on employee work-life balance. This study also indicated that work-related stress is a mediator of transformational leadership, competencies, work motivation, and organizational culture in relation to employee performance. In addition, organizational capacity facilitates communication among employees.

The Impact of the Covid-19 Pandemic on the Work-Life Balance of Employees

The Impact of the Covid-19 Pandemic on the Work-Life Balance of Employees

THE RELATIONSHIP BETWEEN WORKLOAD, TECHNOSTRESS, WORK LIFE BALANCE AND EMPLOYEE PERFORMANCE IN THE REGIONAL SECRETARIAT OF THE CITY OF SURABAYA

Bureaucratic Reform is one way to achieve good governance and make fundamental changes and renewals to the government administration system, especially in terms of institutional (organizational), administrative and human resource aspects. Through improvements to human resources. This study was conducted at the Regional Secretariat of Surabaya City with the aim of determining the relationship between the influence of workload, technostress, work life balance and employee performance. The research method is a quantitative approach where variables are measured using a Likert scale. The population in this study were employees who use technology in their work. Sampling was taken with a 95% confidence level using the Slovin technique, 193 people were obtained. The research variables consist of three independent variables, namely workload, technostress, work life balance and the dependent variable is employee performance. Data collection was carried out by distributing questionnaires. The results of the data collection were then analyzed using the Structural Equation Modeling Technique using the SMART PLS – 3 application. The results of the study showed that: (1) Workload has a positive effect on Technostress at the Surabaya City Regional Secretariat (2) Technostress does not affect Employee Performance at the Surabaya City Regional Secretariat. (3) Workload does not affect Employee Work Life Balance at the Surabaya City Regional Secretariat. (4) Work Life Balance has a positive effect on Employee Performance at the Surabaya City Regional Secretariat (5) Technostress has a negative effect on Work Life Balance at the Surabaya City Regional Secretariat (6) Workload does not have a significant negative effect on Employee Performance at the Surabaya City Regional Secretariat.

Work-life Balance: Telepressure and Marital Status Interaction

Telepressure in the workplace, represented as an employee's concern and urge to reply fast to work-related communications through the use of information and communication technologies, which may be concerned about poorer employee work-life balance and the employee’s inferior well-being. This study aims to identify the relationship between telepressure and work-life balance. This study further tested the moderating role of marital status between telepressure and work-life balance. Data for the present study was collected from 558 volunteers from Malaysia by getting responses through online surveys. The employing simple technique was convenience. Data was analysed through PROCESS macro using SPSS. Results showed the significant influence of telepressure on work-life balance. Results further confirmed that employees' marital status moderates this relationship of telepressure on work-life balance. Results also found that the telepressure is seen high among married people but low among single people. Present study’s model is supported by the Role Conflict Theory. Which covers the conflicts arises between work and personal life of employees as a result of extra demand of work. This is a unique combination that is important in the post-COVID context, and it was less explored previously. While no study has been found covering "telepressure->marital status->work-life balance" in context of Malaysia previously.

The Impact of Emotional Work And Work Stress On The Work-Life Balance of Employees In Private Banking Subsidiaries

Emotional labor is an integral part of many jobs, especially those that involve interactions with other people. Employees who perform emotional labor are required to manage their emotions and display emotions that are appropriate to the demands of the job. This research aims to analyze the impact of emotional labor on employees' work-life balance. This research uses quantitative research. The data collection technique used was a questionnaire. The data that has been collected is then analyzed in the validity test, reliability test, normality test, and regression test. The results showed that emotional labor and work stress affect employees' work-life balance. Employees who do emotional labor and work stress are more likely to experience fatigue, and difficulty separating work life and personal life. Companies need to overcome these negative impacts, including with various social support company policies that support work-life balance can help employees overcome the negative impacts of emotional labor and work stress.

FACTORS INFLUENCING EMPLOYEES JOB PERFORMANCE

Employees performance enables the Employee job performance is key to fortunate key to achieving organizational surviving and goals competition. The present research tested he factors influencing the job performance to ascertain the subjects to work life balance, rewards and Training and development.Design/methodology/approach –This research focuses on the Information Technology industry as single research, using Amos and regression analysis to identify the employees job performance involving the employees of the IT industry in Chennai.Findings– This research shows how Work life balance, Rewards and Training and development will influence the employees job performance in their work place and employees balancing employees as well perform better. This study examines the the connection between employee’s performance and its factors. (Work life balance, Rewards and Training and development)Research limitations/implications– This research contributes to the growing the literature on employee’s job performance and the factors of job performance, this study focuses on IT employees in Chennai.Practical implications – This Research offers IT employees balancing their work and family life and to increase their rewards and training and development, showing the create and good performance on employees their working conditions.Originality/value: This paper gets investigates the factors influencing the job performance of employees. This paper will identify the employees work life balance, Rewards and training and development.

The Influence of Work-Life Balance and Motivation on Employee Performance with Job Satisfaction as the Mediator: ACase Study of Medicine Faculty Employees

Employee performance at the Faculty of Medicine, North Sumatera University, is a crucial factor in achieving academic organizational objectives. This study aims to identify factors influencing employee performance, namely work-life balance, motivation, organizational culture, and job satisfaction. The research method used is associative causal research with a quantitative approach. The research sample consists of 99 employees selected using total sampling method. Data were collected through interviews, documentary studies, and questionnaires. The analysis results indicate that Motivation has a significant positive influence on Job Satisfaction, while Work motivation has a significant positive influence. Work-life balance has a significant positive influence on Employee Performance, but Work motivation has a significant positive influence on Employee Performance. Additionally, Job Satisfaction has a significant positive influence on Employee Performance. Recommendations from this study include the management of the Faculty of Medicine, North Sumatera University, paying attention to employee work-life balance and strengthening positive organizational culture. Providing incentives or rewards to employees who achieve high job satisfaction levels is also suggested to enhance overall performance.

A Study on Work-Life Balance of Employees in the Digital Age

Abstract: In the digital age, when cutting-edge technologies have completely changed the nature of employment, this study investigates the complex dynamics of work-life balance. The study investigates how employees' capacity to strike a balance between their personal and work obligations is affected by technological breakthroughs. Key elements such as flexible hours, technology for communication, working from home, and employee well-being are examined in this study using a mix of surveys, interviews, and data analysis. The study highlights the value of company policies, boundary-setting, and communications in reducing possible risks to workers' well-being. Examined include long-term effects on professional development, job satisfaction, and retention. In the end, the research offers complete policy suggestions for companies and greater harmony between work and life in the digital age, taking into account the changing needs

Organizational change and employees’ work life balance in ABC semiconductor company

This article investigated the link between organizational change and employee work-life balance at ABC Semiconductor, a prominent company in the Biňan, Laguna Philippines. It aimed to analyze the change's impact and identify influencing factors. Quantitative methods gathered data via surveys, offering statistical insights. The findings revealed a multifaceted relationship between change and work-life balance. Key factors like communication quality, employee participation, top management attitude, and supervisor support were found to impact employee well-being through stress, self, time, and change management during transitions. An action plan for improving work-life balance amidst change was proposed.

Employee’s Well Being dan Job Satisfaction : Tinjauan Peran Family Supportive Supervisor Behaviors dan Work-Family Conflict

This research aims to explore the influence of family supportive supervisor behaviors on work-family conflict and its impact on work life balance and work engagement, which in turn influences employee job satisfaction. This research method used purposive sampling and involved 357 aircraft cabin crew from airlines in Indonesia. Data analysis was carried out using Structural Equation Modeling (SEM). The research results show that family supportive supervisor behaviors have a negative influence on work-family conflict. Furthermore, work-family conflict also has a negative influence on employee work-life balance and work engagement. However, work life balance and work engagement positively influence employee job satisfaction. The managerial implication of this research is that the implementation of family supportive supervisor behaviors in companies can help reduce the level of work-family conflict, so that employee performance and productivity can increase. Thus, companies can obtain long-term benefits through attention to these aspects. Conclusion, this research contributes to the understanding of the relationship between family supportive supervisor behaviors, work-family conflict, and employee work welfare factors. The practical implications of this research provide guidance for companies in developing management policies and practices that support balance between work life and personal life of employees, so as to increase overall job satisfaction and productivity. Keywords: Employee's Well-Being, Family Supportive Supervisor Behaviors, Job Satisfaction, Role Analysis, Work-Family Conflict

The impacts of a high commitment work system on well-being: the mediating role of organization support and employee work-life balance

PurposeThis study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.Design/methodology/approachUsing structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE).FindingsResults show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being.Originality/valueManagers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.

Remote work demands and work-life balance: Moderating effect of perceived leadership behavior

This study investigates the relationship between remote work demands, work stress, and work-life balance among employees in the service sector, specifically those working in Information Technology companies. The COVID-19 pandemic has forced organizations to shift to a new mode of working, which has led to significant changes in work and family roles. Due to the unpredicted changes, remote work causes work stress among employees. A cross-sectional study was chosen, and data were gathered from 242 employees working in the service industry. A purposeful sampling technique is used, and data were collected using a questionnaire. Grounded with Conservation of Resources (COR) stress theory and transformational leadership theory, the result of moderated mediation analyses specifies that the negative influence of remote work demands on the work-life balance of employees is potentially increased by work stress and reversed by the influence of their leader’s behavior style, specifically transformational leadership. Through the dimensions of transformational leadership such as idealized influence, inspirational motivation, individualized consideration, intellectual simulation, the leaders help the individuals working in the team cope with stress and support them in all possible ways to achieve the goal. The outcome also signifies the moderating effect of gender on balancing work and life.

Analyzing the Factors Affecting Private Sector Employees' Work-Life Balance: An Empirical Study

The purpose of this study is to look at the connections between 352 employees of private companies in Bangladesh and their perceptions of work-related issues and work-life balance. In order to emphasize the features and importance of the different study factors, a descriptive research approach was adopted. 352 workers of private businesses in Bangladesh were asked to complete a well-structured questionnaire in order to get primary data. Regression models and factor analysis were employed in the data analysis. The method used by the researcher was a convenient random sample. The study underwent a reliability test. For the independent and dependent variables, the Cronbach's alpha values are 0.850 and 0.770, respectively. The study's regression analysis showed a connection between perceived work-related characteristics and work-life balance (like workplace flexibility, paid time off, and paternity leave) as well as demographic factors (like marital status, work time, income, and tenure) among employees in private organizations. The researcher established that these elements affected work-life balance. This research may provide managers with the necessary knowledge to determine the optimal way to develop work-related components, such as employee work-life balance.

Influencing Factors Of Work Life Quality In The Health Sector

Purpose: This article exhumes the relationship between the Quality of Work Life and Work Life Balance and reveals the dimensions of Quality of Work Life and Work-Life Balance in the health sector. Theoretical framework: This article also extracts the actual meaning of the Quality of Work Life and Work Life Balance, clarifies the same, and finds the relationship between both in the current working condition after the literature review. Research Design: Analysed the relationship between the quality of work life and the work life balance of employees in the health sector. This article discloses the dimension of the Quality of Work Life that creates an impact on the Work-Life Balance. Findings: The study reveals that the quality of work-life and work-life balance are interrelated and has few influencing factors. Work environment and rewards and recognition are the most influential factors in the work-life balance of employees. Research implications: Based on the findings the study suggests that Human Resource Department should give due importance to the rewards based on effort and provide various welfare facilities like transportation to enhance proper working conditions. Originality: the Quality of the Work Life of employees is influencing the Work-Life Balance of employees. With the advent of the changing lifestyle of the employees, it is necessary to update the working condition and the welfare facilities for every employee in an organization to increase their level of satisfaction.

The impact of remote work on the work-life balance of employees

The impact of remote work on the work-life balance of employees

Enhance Work-Life Balance of Employees through Increased Employee Engagement and Innovation

Enhance Work-Life Balance of Employees through Increased Employee Engagement and Innovation

Impact of Emotional Intelligence on Employee Work-Life Balance: A Study of Clinical, Non-Executive Level Employees in ABC Hospital (Pvt) Limited

The current study examines the impact of Emotional Intelligence (EI) on the Work-life Balance of Clinical, Non-Executive level employees in ABC Hospital (Pvt) Ltd. This study explored the relationship and examined the influence of those variables among non-executive level employees who work in a service Company in Sri Lanka. This research is a deductive (theory–testing) research. This research was conducted using survey research strategy and quantitative research method. Non-Executive clinical level employees of ABC Hospitals were chosen as the population of the study. A Simple random sampling technique was used calculate the sample size. Accordingly, sample size was 155 observations and used primary data as data source, data collection was done through a self-administered printed questionnaire. The number of employees who responded was 155 among 160 employees. Statistical Package for Social Science (SPSS), version 23.0 was used as the data analysis tool. The results indicate that emotional intelligence has significant direct effects on employee work-life balance. It can be concluded that self-management is the most impacted dimension of emotional intelligence in determining employee work-life balance. According to the hypotheses testing, there is a positive correlation between work-life balance and the dimensions of emotional intelligence. Parametric test including correlation and multiple linear regressions proves the results findings. There is a statistically significant relationship between emotional intelligence and the level of work-life balance. Management can take necessary actions to enhance the EI of their employees so that it will support them to have a proper work-life balance. Management needs to focus on the level of EI of their employees to enrich work-life balance to achieve higher level of productivity, commitment, and involvement.

Differences in Work-Life Balance, Flexible Time Arrangement, and Life Satisfaction of Employees of the Ombudsman of the Republic of Indonesia According to Education Level

This research aims to determine the differences in Work-Life Balance, Flexible Time Arrangement, and Life Satisfaction of Indonesian Ombudsman employees according to education level. This research uses a quantitative research approach. The research population used was the Ombudsman of the Republic of Indonesia, while the sample used was 102 employees. The sampling technique uses random sampling for employees who have a high school, diploma, bachelor's degree, level II and level III educational background. The data analysis technique uses the Statistical Package for the Social Sciences (SPSS) application with Two Way ANOVA to test the research hypothesis. The results of this research show that there is no difference in employee work-life balance according to education level, indicated by sig, 0.245>0.05, There is a difference in employee flexible time arrangements according to education level, indicated by p-value 0.030 <0.05, There is a difference in life satisfaction employees according to education level, indicated by a p-value of 0.024 <0.05. Recommendations for further research should be to conduct more research to gain more information and look for solutions to strengthen the life satisfaction of RI Ombudsman employees which can be encouraged with flexible time arrangements so that work-life balance can be carried out well and appropriately in the work of each employee.