Outcomes Of Work-life Balance Research Articles

Seeing the Forest and the Trees: A Scoping Review of Empirical Research on Work-Life Balance

Work–life balance (WLB), which has become a central issue in workers’ everyday lives, is a global issue with a growing body of investigation into its meaning and the construction of suitable measurement scales, but varying meanings for WLB have been observed in studies. Due to these discrepancies, review or summary work is needed to identify the trends and development of WLB among workers, including (a) the commonly used WLB scales, (b) the antecedents and outcomes related to WLB and (c) the frequency of the emergence of these antecedents and outcomes. This review aims to provide an overview of empirical studies investigating the antecedents and outcomes of WLB. A total of 99 published articles from 77 journals over the period of 2006–2020 were extracted. The research methods, analysis methods, countries investigated, pivot of WLB scales used, and thematic topics and research gaps were identified. The trends of WLB, including the establishment of standard working hours, the availability of working from home, the effects of technologies on achieving WLB and the benefits of WLB for subjective wellbeing, are discussed. The research insights will provide the research directions for constructing WLB scales and investigating issues that significantly affect the WLB of employees.

Antecedents, focus, and outcomes of work-life balance: A conceptual review

Grounded on a thorough literature review, this study proposes a conception about work-life balance (WLB) in an integrated approach, which includes antecedents, focus and outcomes of work-life interface. This framework includes two essential aspects such as, commitment to work and non-work roles and minimum role conflicts between role domains of work and non-work. Based on our conceptualization, this study reviews evidence regarding the consequences of WLB relating to work, personal life and stress outcomes. The study finally reviewed 57 published articles in their entirety out of 181 articles selected through searching databases. The study then pinpoints organizational and personal predictors to WLB and describes their influences on WLB. After that, I explained relevant theoretical approaches are aligning WLB and life satisfaction. The findings explored two key predictors such as organizational and individual, and three key consequences including, work-related, non-work-related, and stress-related consequences. The study further explained several theories relating to WLB and life satisfaction. Finally, I highlight policy implications and directions for future research. IIUC Business Review Vol. 9, Dec. 2020 pp. 27-46

Antecedents and Outcomes of Work-Life Balance While Working from Home: A Review of the Research Conducted During the COVID-19 Pandemic

We present a systematic review of 48 studies conducted between March 2020 and March 2022 that examined work-life balance (WLB) among those who worked from home. We propose a conceptual framework that organizes the antecedents and outcomes of WLB based on resource loss and gain. Resource loss occurred when employees faced stressors such as perceived work intensity, workspace limitations, technostress, professional isolation, work interdependence, housework intensity, care work intensity, and emotional demands. Resource gain was likely when employees were supported by resources such as work supervisors and family members, received job autonomy, and were personally adaptable. Our findings have resonance for remote work contexts beyond the pandemic by seeking patterns across the literature that examined WLB while working from home. We contextualize antecedents and outcomes of WLB and suggest stressors and resources that impact WLB are dynamically related. Our review informs HRD practitioners as they manage the post-pandemic remote work.

A Systematic Literature Review of Work-Life Balance Using ADO Model

This study systematically synthesizes the existing literature on work-life balance (WLB) over the last 16 years to determine the various constructs associated with it using the Antecedents, Decisions and Outcomes (ADO) model for the WLB construct. It also identifies research gaps and proposes a direction for future research. A rigorous systematic literature review (SLR) process as proposed by Tranfield et al. (2003) is followed. Further, the study uses the PRISMA framework to select the 43 full-text articles relevant to the WLB in business management. The review was conducted for the studies from 2004 to 2020, used only published articles, and excluded books and conference proceedings. This review provides an organized view of the antecedents, decision processes and outcomes of WLB in the business management domain. The analysis provides information on the most prolific authors and journals. This review also found that the most productive institutions publishing WLB-related literature are based in India. This review contributes to the literature by proposing a conceptual model that provides a theoretical understanding of WLB. It also provides essential insights into how personal, household and organizational factors influence WLB.

Investigating the antecedents and outcomes of work-life balance: evidence from garment industries in Indonesia

The garment industry is one of the main contributors to Indonesia's GDP. However, work-life balance has become a crucial issue for workers in this industry. This study aims to investigate the antecedents and outcomes of work-life balance among workers in the garment industry. More specifically, we examine the effect of asset ownership and working conditions (health conditions, compensation, and working hours) affect work-life balance. Furthermore, we also examine the effect of work-life balance on job satisfaction, life satisfaction, and turnover intention. We collected data using a survey of 3691 garment workers in Central Java, West Java, DI Yogyakarta, DKI Jakarta, and Banten. The analysis shows that work-life balance could increase workers' life satisfaction and job satisfaction. Interestingly, health condition is found out to be the important variable that could improve work-life balance significantly.

Workplace telepressure and work-life balance outcomes: The role of work recovery experiences.

Workplace technology has posed some challenges to worker well-being. This research examined how workplace telepressure-a preoccupation and urge to respond quickly to message-based communications-is related to work life balance evaluations, as well as how work recovery experiences might explain this relationship. Using an online survey design, Study 1 (N=254) and Study 2 (N=409) demonstrated that employees' workplace telepressure negatively related to satisfaction with work-life balance. Study 1 showed that psychological detachment may explain the relationship between workplace telepressure and satisfaction with work-life balance. In Study 2, psychological detachment and control over leisure time explained the relationship between workplace telepressure and global evaluations of work-life balance (satisfaction and effectiveness). Mastery and control experiences explained the relationship between workplace telepressure and work-family enrichment. Lastly, three recovery mechanisms (detachment, relaxation, and control) explained the link between workplace telepressure and work-family conflict. The evidence suggests that workplace telepressure is negatively associated with various employee evaluations of work-life balance, but the role of recovery experiences may depend on how work-life balance is measured.

A NATIONAL STUDY ON THE ANTECEDENTS AND OUTCOMES OF WORK-LIFE BALANCE IN IRAN

This paper examines the impact of work-life balance (WLB) on individual outcomes of full time employees in Iran. This research aims to identify the influence of WLB on job satisfaction, life satisfaction, and turnover intentions. Moreover, this paper aims to identify the influence of a selected group of antecedents (job autonomy, work demands and supervisor work-family support) on WLB. Structural equation modeling in AMOS is used to analyze data from a sample of 203 full time workers in Iran. Analysis of data reveals positive relationships between WLB and job and life satisfaction while negative relationships between WLB and turnover intentions. The results also show significant relationships with all the studied antecedents of WLB. Job autonomy and supervisor work-family support have a positive relationship with WLB while work demands have a negative relationship with WLB. This is one of the first studies to analyze antecedents and outcomes of WLB in Iran. The results show that WLB is a relevant factor in the Iranian society. Employees that are able to balance all their life roles experience higher satisfaction and have less intention to leave their organization. In addition, the perception of balance is strongly influenced by work and family conditions. These findings align with other national studies in Western countries. Further research is needed to assess other work and non-work conditions that might influence WLB, for example, the role that colleagues, supervisors and HR management play in creating supportive work environments. It would also be valuable to extend the current study to other countries to develop a comparative cross-national research.

Gender differences in antecedents and outcomes of work-life balance: Focused on married workers

Gender differences in antecedents and outcomes of work-life balance: Focused on married workers

Work–life (im)‘balance’ and its consequences for everyday learning and innovation in the New Economy: evidence from the Irish IT sector

Over the last decade, the desirability and means of successfully integrating paid work with other meaningful parts of life has received widespread attention. Despite the profound moral and social significance of work–life balance (WLB), economistic ‘business case’ arguments claiming the benefit of WLB provision for firms' organisational performance continue to dominate the neoliberal policy agenda. However, there remains a paucity of empirical evidence to support the WLB business case. At the same time, conventional business case analyses sideline social equity concerns of workers and their families, and in their focus on revealed output measures of firm performance, say little about the underlying determinants of firms' competitive performance in the New Economy. In response, this article presents new qualitative evidence from Dublin's high-tech regional economy to develop an alternative socioeconomic analysis focused on: (i) gendered experiences of work–life conflict in the Irish IT industry; (ii) the arrangements that different groups of IT workers and their families find most useful in ameliorating those work–life conflicts; and (iii) the mechanisms through which workers' use of those preferred WLB arrangements helps foster and support routine learning and innovation processes within knowledge-intensive firms. As such, the article responds to earlier calls by WLB commentators to develop a ‘dual agenda’ that moves beyond either/or thinking to consider both business and social imperatives in pursuit of optimal work–life balance outcomes.

Management Practices, Work--Life Balance, and Productivity: A Review of Some Recent Evidence

Increasing product-market competition is believed to be a driving force behind higher productivity. However, even those critics of globalization who accept this argument claim that there is a hard trade-off because tougher competition comes at the price of reducing work—life balance (WLB). Optimists, by contrast, argue that competition can spur better WLB practices and therefore higher productivity, so there is a ‘win—win’ situation. To address this issue we use an innovative survey tool to collect the first international data on management practices and WLB practices, surveying 732 medium-sized manufacturing firms in the USA, France, Germany, and the UK. We find that the USA has the best management practices but the worst work—life balance. When we look within countries, however, we reject the pessimistic ‘trade-off’ model. First, WLB outcomes are significantly associated with better management, so that well-run firms are both more productive and offer better conditions for their employees. Second, tougher competition increases average management quality but does not negatively affect employees' working environment. As with many other studies, better WLB practices are associated with significantly higher productivity. This relationship disappears, however, after controlling for the overall quality of management.