Nursing staff turnover has remained a challenge to the healthcare sector in India, especially in the private hospitals. Work-life imbalance is one of the factors that have raised as a serious issue that affects job satisfaction, organizational commitment, and retention outcome. This paper reviews the association between work-life imbalance and turnover intention among nursing professionals working in the private hospitals in India. It discusses the long work hours, rotations, shortages of personnel, emotional draining, and the lack of institutional support as the factors influencing the personal well-being of nurses and their professional involvement. The study takes a quantitative methodology with the use of structured questionnaire to be administered to nursing personnel in sampled private hospitals. Workload, scheduling flexibility, supervisor support, family interference, burnout and turnover intention are the variables to be measured and analyzed through statistical tools such as correlation and regression analysis. The results show that work-life imbalance and turnover intention have a high level of positive correlation, and emotional exhaustion and insufficient managerial support are the main intermediary variables. Nurses with irregular shifts and lack of rest time reported to be more stressed and more inclined to find alternative to their employment were more likely to find different jobs. The paper identifies supportive human resource practices as per the need of administrators in hospitals to adopt such practices such as flexible work schedules, proper staffing, wellness programs, and policies that are friendly to families. Attrition rates can be substantially decreased with a healthy work environment being promoted, and this process can be achieved by strengthening the organizational support systems. Through work-life balance, the private healthcare institutions would be able to enhance retention of nurses, continuity of care, and quality of services provision in their establishments. The study has added to the increasing body of work on the sustainability of the workforce within Indian healthcare setting and provided effective implications in policy development and management practices in hospitals.

Work-life balance has emerged as a central theme in modern medicine, particularly in radiology, where high burnout rates underscore the urgency for systemic change. This narrative review explores how perceptions of work-life balance vary across generations-Baby Boomers, Generation X, Millennials, and Generation Z-and how these differences shape workplace expectations and cultural evolution within healthcare. Baby Boomers often view medicine as a vocation requiring sacrifice and long hours, while Gen X emphasises flexibility and independence. Millennials prioritise purpose, inclusivity, and work-life integration, favouring fluid schedules and value-driven environments. Gen Z, as digital natives, seeks ethical workplaces, diversity, and clearly defined personal-professional boundaries. That paper started from a dedicated session at the European Congress of Radiology (ECR) 2025, combining literature references with reflections on evolving professional values. It highlights that while generational perspectives differ, common ground exists: across all groups, well-being, fulfilment, and supportive workplace structures are increasingly seen as essential rather than optional. The paper emphasises the importance of adapting institutional policies to accommodate generational needs through flexible scheduling, mentorship, protected time, and inclusive leadership. Ultimately, we aim for the embracing of intergenerational collaboration and recognition of the diverse definitions of professional success, which are key to building resilient radiology teams. Sustainable solutions must move beyond one-size-fits-all models to foster innovation, prevent burnout, and retain talent across all career stages. It is also calling for healthcare institutions to proactively integrate these perspectives to shape a more supportive and effective professional culture. CRITICAL RELEVANCE STATEMENT: This paper offers a narrative overview of generational perspectives on work-life balance in radiology, highlighting both shared values and evolving priorities across age groups KEY POINTS: Burnout remains a widespread issue in radiology, with high prevalence across all career stages, emphasising the need for systemic solutions rather than individual resilience alone. Generational views on work-life balance vary: Boomers value duty, Millennials seek purpose and flexibility, while Gen Z demands ethics, diversity, and personal sustainability. Intergenerational collaboration and adaptability are essential for building resilient teams, requiring healthcare institutions to embrace diverse expectations and implement inclusive, flexible work models.

This study was conducted to examine the relationship between work–life balance and job satisfaction and to analyze the moderating role of resilience among millennial employees. A quantitative, cross-sectional research design was adopted, and primary data were collected from 240 millennial employees working in public and private sector organizations using a structured questionnaire based on a five-point Likert scale. Simple random sampling was applied to ensure equal participation opportunity. Descriptive statistics, Pearson correlation, multiple regression, and chi-square analyses were performed to test the research objectives. The findings showed that there is a strong positive significant relationship between work-life balance and job satisfaction (r =.62, p < 0.01). The regression analysis showed that resilience played a tremendous positive role in influencing job satisfaction (b = .58, p < 0.001), with 34% of the variance (R2 =.34) being explained. In addition, the chi-square test established that the relationship between work-life balance and job satisfaction was significantly moderate by resilience (kh2 = 26.95, p < 0.01), with significant associations between work-life balance and job satisfaction being stronger among highly resilient employees. The results indicated that millennial employees with greater resilience experienced more job satisfaction because they had better work-life balance. The paper emphasized organizational measures and policies that support flexible work arrangements and resilience-enhancing programs to improve the well-being and satisfaction of employees.

Burnout and decreased well-being among primary care physicians threaten workforce sustainability and health outcomes. Understanding how primary care physician burnout and its mitigators differ across countries could inform policy changes, but evidence is limited. Using 2012-22 survey data from primary care physicians in the United States and nine other high-income countries, we found that shares reporting stress rose across countries. By 2022, the US had one of the highest shares of primary care physicians reporting burnout (44percent). Switzerland (18percent) and the Netherlands (12percent) had the lowest shares reporting burnout, alongside higher shares with satisfaction and lower shares with stress. Across countries, female physicians had higher odds of burnout, whereas workplace factors-including satisfaction with income and administrative workload-and better care quality were associated with reduced odds of burnout. Efforts to reduce burnout should address disparities by sex and should include systemic supports including quality initiatives, flexible work, and arrangements for patient cross-coverage; in-depth cross-national learning could reveal additional strategies.

Do generalized epilepsies exhibit more attentional or executive disorders?

Describe qualitative factors explaining why newly licensed nurses (NLNs) intend to stay or leave clinical practice. One in 3 NLNs will leave nursing within 1 year of entry into practice. Understanding factors related to NLN retention is imperative to address workforce shortages. Descriptive statistical analysis of demographics and qualitative analysis of 3 open-ended survey questions, from a larger study, distributed via email through Listservs for NLNs licensed ≤5 years. One hundred twenty NLNs responded. Themes for intent to stay are cultural fit, schedule, and being a part of a healthy work environment. Reasons for intent to leave include work environment, current treatment of nurses, and personal well-being. Flexibility, appreciation, and healthy work environments are factors valued by NLNs when determining their intent to stay or leave nursing. Younger NLNs place greater emphasis on work-life balance, salary, and support. Nurse administrators play a pivotal role in influencing factors that have been identified to enhance NLN retention.

Understanding employee and managerial acceptance of flexible working arrangements as a transport policy in the Philippines: A sectoral comparative analysis

The relationship of flexible working arrangements on work-family conflict, work-life balance and organizational commitment: a systematic review and meta-analysis.

Work patterns in the IT industry have changed as a result of the quick acceptance of the hybrid work paradigm, which combines remote and on-site labour. This study looks at how employee satisfaction in the IT sector is affected by the hybrid work model. Important aspects including work-life balance, employment flexibility, organizational support, effective communication, and general job satisfaction are the focus of the study. A standardized questionnaire was used to gather primary data from IT experts, and the proper statistical tools were used for analysis. The results show that the hybrid work model significantly increases employee happiness, mostly through better work-life balance and increased flexibility. However, organizational policies, leadership support, and communication channels all affect how well the hybrid model works. IT companies can use the study's insightful findings to create hybrid work strategies that improve organizational performance and employee satisfaction.

This study examines the quality of work life among female school teachers in Thiruvananthapuram district in Kerala. The study investigates; various organizational and personal factors influence their professional well-being and satisfaction. The comprehensive literature review, identifies gender inequality, workplace stress, work-life balance challenges, and organizational support as critical dimensions The research employs quantitative methodology to assess the key variables, like workload, working hours, flexibility, organizational support, and stress levels among fifty participants. Descriptive statistical analysis reveals that organizational support emerges as the most consistently positive factor with the highest mean and lowest variability. On the other hand, workload presents the lowest satisfaction levels with significant individual differences in stress experiences. Correlation analysis indicates a significant negative relationship between organizational support and stress levels, that reflects an enhanced organizational support, that effectively mitigates workplace stress among female teachers. The findings suggest that targeted interventions focusing on workload management, improved work flexibility, sustained organizational support, and stress reduction strategies are essential for enhancing the quality of work life and professional sustainability of female school teachers in Thiruvananthapuram.

Digital transformation is reshaping how small and medium enterprises operate, yet limited empirical evidence explains how digital human resource practices and flexible work arrangements jointly influence employee productivity in creative industry contexts. This study examines the effects of Digital HRM (DHRM) and Flexible Work (FW) on Employee Productivity (EP), with Work Digital Agility (WDA) conceptualized as an adaptive capability that supports employees in managing technology-driven work environments. A quantitative survey was conducted involving 520 workers from Craft Fashion MSMEs across five regencies in Bali, selected through purposive sampling to ensure adequate exposure to digital HR systems and flexible work arrangements. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess both direct and indirect relationships. The results indicate that DHRM has a strong and significant direct effect on EP and an even stronger effect on WDA, demonstrating that digital HR practices enhance productivity primarily by strengthening employees’ adaptive digital capabilities. Flexible Work also exhibits a positive direct effect on EP; however, its influence on WDA is not statistically significant. Furthermore, WDA significantly predicts EP and mediates the relationship between DHRM and EP, but does not mediate the effect of Flexible Work on productivity. These findings suggest that productivity improvements in digitally transforming MSMEs depend not only on technological investments and flexible work policies, but critically on the development of work digital agility as a core employee capability fostered through structured digital HR practices.

Purpose The purpose of this study is to examine how working parents in the urban Indian Information Technology workforce navigate, perceive and negotiate flexibility at the workplace while balancing childcare responsibilities. It explores the co-construction of flexibility and the socio-cultural, structural and emotional factors influencing its accessibility and impact. Design/methodology/approach Based on a qualitative study involving semi-structured interviews with 36 employees across diverse urban information technology firms in India, using thematic analysis and Gioia's inductive data structuring approach, the study identifies how individual agency, organisational culture and policy enactments interact in shaping flexible working arrangements. Findings Four themes emerged from the findings: (1) collaborative construction of flexible arrangements, (2) socio-cultural impediments to equitable flexibility, (3) structural and power-based constraints and (4) social and emotional tensions in flexibility implementations. While participants reported appreciation for flexible working options, they also encountered guilt, performance mistrust and managerial gatekeeping. Flexibility was both a support system and a hidden stressor, particularly for new parents in dual-career households. These pioneers “controlled flexibility” as a hybrid extension of I-deals for collectivist contexts, revealing novel inequities. Research limitations/implications The study focuses on the urban Information Technology workforce, and findings may not fully generalise to other sectors or national cultures. Future research could incorporate a longitudinal design or comparative cross-sector analysis. Originality/value The study contributes to organisational behaviour and HRM literature by exposing the “flexibility paradox” and advancing an understanding of how flexibility can become a site of negotiation, exclusion and emotional strain in culturally complex workplaces.

Women must be treated with the appropriate respect, dignity, justice, and equality; only then will they be empowered in the fullest sense of the word. Employees in the hybrid work paradigm have unprecedented opportunities to improve their family life, career aspirations, and general well-being. Women's workplace empowerment in India and around the world has been greatly aided by hybrid working shifts. This is a result of the flexible work culture created by hybrid working, which has become more prevalent since the epidemic and is drawing more women to the workplace. This study explores the widely used hybrid work paradigm, which is receiving a lot of attention in the IT and ITeS sectors. It focuses on female employees and seeks to analyze how they see office, remote, and hybrid work modes. Hybrid working methods have been a revolutionary advancement in the organization of contemporary labor in recent years. However, the majority of previous study has mostly focused on the financial benefits of hybrid work for businesses, frequently ignoring its wider societal effects, especially those related to women's employment. Additionally, not enough research has been done on the wider ramifications of hybrid labor in various cultural and social situations. The simultaneous pressures of career and household responsibilities have made occupational stress a major worry in today's workplace, with women employees suffering disproportionately. Employee stress-coping tactics have an impact on an employee's performance due to a number of reasons, including peer interactions, job satisfaction, motivation, occupational stress, and remote working issues. The results of the multiple mediation study show that the mediator variables—occupational stress and job satisfaction—have no statistically significant impact on performance when working remotely. Workload, job insecurity, a poor work environment, personal issues, and a lack of structure are the top five causes of occupational stress for female IT workers who work from home, according to the exploratory factor analysis. The study's multiple regression analysis shows that there is an inverse and adversely significant association between the five components of occupational stress and mental health. We will talk about this in this paper. Occupational Stress, Women's Empowerment, and Hybrid Work Culture: A Cultural Sustainability Viewpoint in the IT Sector.

Work–life balance has become an important concern in the banking sector, particularly for women employees who manage dual responsibilities at work and home. This study examines the level of work–life balance among women employees of Federal Bank and identifies the factors affecting their balance, along with its impact on job satisfaction and performance. The study is based on primary data collected from 72 women employees using a structured questionnaire. Statistical tools such as percentage analysis, mean, standard deviation, chi-square test, correlation, and regression were applied using SPSS software. The findings reveal that women employees experience a moderate level of work–life balance. Marital status significantly influences balance, and a strong positive relationship exists between work–life balance and job satisfaction. Regression results indicate that work–life balance significantly impacts job performance. The study concludes that structured organizational policies, flexible work arrangements, and supportive management practices are essential to enhance work–life balance and improve overall employee productivity and well-being

This study investigates the effects of workplace flexibility and internal communication on marketing effectiveness through employee creativity in micro, small, and medium-sized enterprises (MSMEs). Using a quantitative approach, data were collected from 370 employees of MSMEs in Purwakarta, Indonesia, who are actively involved in marketing-related activities. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was applied to test the proposed relationships. The results show that workplace flexibility has a significant positive effect on employee creativity, and internal communication also significantly enhances creative behavior. Employee creativity is found to positively influence marketing effectiveness, indicating that creative engagement is essential for achieving effective marketing outcomes. Furthermore, employee creativity mediates the relationships between workplace flexibility and marketing effectiveness, as well as between internal communication and marketing effectiveness. These findings suggest that organizational practices shape market performance through behavioral mechanisms. The study contributes to creativity and marketing literature by integrating internal organizational factors with external performance outcomes. Practically, the results provide guidance for MSME managers in designing flexible and communicative work environments to strengthen creative capacity and improve marketing effectiveness.

This study aims to analyze the influence of work-life balance on the work motivation of millennial employees in Makassar City. Work-life balance is an important factor that can affect employee well-being and motivation, especially for the millennial generation who have different expectations in the world of work. The research method used is quantitative with an associative approach, involving 100 millennial employee respondents who work in various companies in Makassar City. Data were collected through questionnaires and analyzed using simple linear regression. The results show that work-life balance has a positive and significant influence on the work motivation of millennial employees. Employees who have a balance between work and their personal lives tend to be more motivated and productive. In addition, a supportive work environment and flexible work policies contribute to improving employee engagement and job satisfaction. Therefore, companies in Makassar City are advised to implement policies that support work-life balance to improve employee motivation and well-being, as well as to enhance organizational performance and sustainability in the long term.

BackgroundThis paper presents the validation of the supermom myth in a new normal situation, where the challenges of the post-pandemic era are so intense that they disrupt women's work-life balance (WOLB).ObjectiveThe paper investigates the school teachers' work-life balance in the new normal situations when challenges are enormous due to situational factors such as frequently changing teaching modes (hybrid & online); excessive household chores, the necessity of taking preventive measures, increased children care, and many more endless challenges.MethodsThe study used the in-depth interview-based method for nineteen female teachers working in elementary, middle, and high schools. The researchers interviewed the teachers using phone calls and online meetings held from 1-28 February 2022. The data were analyzed using a qualitative hermeneutic phenomenology approach.ResultsThe study identified the mother teachers' challenges, struggles, acceptances, and adjustments that they have to make at home and the workplace to comply with the new normal situations and fulfill society's expectation of being a superwoman. The study found that teachers found it difficult to prove themselves as supermom during challenging times when the high society and workplace expectations make the work-life balance more complicated.ConclusionsThe paper suggested that organizations should adopt a flexible and comfortable working approach for their employes. The study suggests that female teachers can maintain their mental well-being with family members and coworkers. Further, society should not always perceive women as superwomen; they should be accommodated so they can manage work-life balance. The paper contributes to societal reforms in flexible, professional policy that supports working women; increases the morale and efficiency of women employes. This study offered insights related to the female teachers' work-life balance when the cultural and social stereotypes expect them to be supermoms in intensified situations, such as the new normal. The study presents the impact of these changes on women's personal, professional, and mental well-being.

Nanostructure lattices offer a compact platform for small, coherent light sources but suffer from compromised emission stability under mechanical deformation. In this study, we demonstrate a flexible nanolaser comprising a perovskite quantum dot (QD) film and a polydimethylsiloxane (PDMS) nanohole array filled with QDs, which maintains robust lasing performance with stable wavelength and intensity under bending and stretching. This nanolaser, fabricated via nanoimprint and QD drop-casting processes, leverages guided-mode resonance (GMR) for lasing emission at 532 nm with a threshold down to ∼15 μJ/cm2. Moreover, we engineer the PDMS nanohole array (Poisson's ratio ≈0.5) to ensure that the nanolaser has a stable effective period and resonance wavelength under deformation. Thus, the nanolaser can maintain a stable wavelength under up to 15% tensile strain and over 1000 stretching cycles under 5% strain. By utilizing the flexibility and normal emission to local array structures of the nanolaser, emission-direction steering over a ±50° range, rotation-rate measurement, and beam-angle control are demonstrated. Facial recognition is proposed as one of the potential applications of flexible, stable nanolasers, and wider employment in human-computer interactions and embodied intelligence scenarios is expected.

This paper navigates the legal and socio-economic complexities of institutionalising Menstrual Leave Policy (MLP) in India, analysing whether such measures constitute a necessary accommodation of biological difference or an inadvertent reinforcement of gender stereotypes. While MLP is gaining traction globally—exemplified by legislative frameworks in Spain and Japan—and domestically through private sector initiatives and state-specific policies like those in Bihar, India lacks a centralised legislative mandate. This paper contextualises the framework of MLP, exploring the tension between the constitutional Right to Health and Dignity (Article 21) and the potential for ‘benevolent sexism’ that may arise from sex-specific labor protections. Relying on the constitutional safeguards of ‘protective discrimination’ under Article 15(3) and the directive for ‘just and humane conditions of work’ under Article 42, the paper emphasises that recognising menstrual health is imperative for substantive equality. However, it critically assesses the economic ramifications, specifically the risk of hiring bias and the marginalisation of women in the workforce due to perceived costs. The paper further discusses the fears concerning the unorganised sector and the exclusion of gender-diverse menstruators from current policy discourse. The paper proposes a nuanced policy trajectory that transcends a binary debate. It proposes a shift toward degendered language, the integration of flexible work arrangements as viable alternatives to fixed leave, and state-supported mechanisms for vulnerable sectors. The paper concludes that achieving true menstrual equity requires a multi-faceted approach that balances biological needs with workplace neutrality, thereby preventing the weaponization of biological difference against female labor participation.

A Randomized Trial to Evaluate the Efficacy of a Pain Neuroscience Education Program on Executive Function and Pain Intensity in Women with Fibromyalgia.