Work-life Balance Perceptions Research Articles

Examining the Role of Work-Life Balance Programs in Reducing Burnout among Healthcare Workers: A Case Study of C.B. Dunbar Hospital and the Baptist Clinic in Gbarnga City, Bong County, Liberia

Burnout among healthcare workers is a significant concern globally, particularly in low-resource settings like Liberia. This mixed-methods study aimed to assess burnout levels and identify contributing factors among healthcare workers at C.B. Dunbar Hospital and The Baptist Clinic in Gbarnga City, Bong County, Liberia. Quantitative data on burnout levels and work- life balance perceptions were collected from 50 healthcare workers, supplemented by qualitative insights from interviews. Findings revealed that a majority of participants experienced frequent workload-related stress, highlighting the pervasive nature of burnout in this context. Despite challenges, many healthcare workers reported moderate to positive work-life balance perceptions. Logistic regression analysis identified workload and work-life balance perceptions as significant predictors of burnout. Qualitative analysis further elucidated the complex interplay of factors contributing to burnout, including workload pressures, inadequate support systems, and stigma surrounding mental health issues. The study underscores the importance of implementing targeted interventions to mitigate burnout among healthcare workers in Liberia, including improving workload management, enhancing support systems, and promoting a culture of work-life balance.

Balance of work and personal life in the perception of civil servants of the metropolitan megalopolis

The article presents the results of a sociological study to identify the peculiarities of the perception of work-life balance by modern civil servants of the metropolitan megalopolis. As the empirical basis the materials of questionnaires and interviewing carried out by the authors in 2022 in several ministries of the city of Moscow were used. Using modern methods of textual data analysis, the authors visualise with the help of a word cloud the answers of respondents to an open-ended question about their subjective understanding of work-life balance. Such terms as "time", "opportunity" and "family" prevail in the interpretation of the interviewed civil servants, that allows to find out what meaning civil servants put into the concept of work-life balance. Thus, being a subjective phenomenon, this concept is primarily associated with the proportional distribution of time for family and work. Based on the results of the questionnaire survey, the authors distinguish two groups of civil servants who do and do not experience a sense of work-life balance and analyse their socio-demographic characteristics, life priorities, attitude to work, assessments of time resources and level of satisfaction with various life spheres. Representing subjective assessments, the authors note that just over half of the civil service employees surveyed do not experience work-life balance. Statistical analysis showed that the selected groups do not have significant socio-demographic differences. It was also found that civil servants, who differently assess the presence of work-life balance, do not differ significantly in determining the leading life priorities, putting family and work in the foreground. However, statistically significant links were found between subjective indicators of work-life balance and peculiarities of differentiation of work and personal problems, assessment of sufficiency of time for everyday practices and satisfaction with private life. It was found that the state of imbalance is more characteristic of people who note the influence of work on personal affairs, experience a lack of time for everyday private life and are not satisfied with its main components. The interviewing focused on a group of external factors that relate to the conditions of employment, which is important to consider in matters of personnel policy and work organisation in the public service. The obtained materials allowed to consider the existing working regime from the point of view of civil servants, to discuss initiatives for its improvement, opportunities and limitations of remote work.

Work-Life Balance Practices: Drivers of Job Engagement and Mitigators of Turnover Intention

The research aims to investigate how Work-Life Balance Practices act as catalysts for Job Engagement and as effective measures in reducing Turnover Intention. By examining these dynamics, the study seeks to provide insights into the mechanisms through which organizations can enhance employee commitment and well-being while mitigating turnover risks. Methodology – A quantitative study was conducted. The data was collected by distributing questionnaires to 233 executive employees in Infopark, Kochi. Research Findings - Interestingly, the study found a link between work-life issues and intentions to leave one's job and to engage in it. Employee inclination to leave is also connected with job engagement. Originality – WLB, work engagement, and turnover intention are the three study variables that are all holistically related. Organisational inferences in the Kochi environment - Work-life balance (WLB) initiatives must be put into place inside companies in order to promote employees' well-being, which will eventually increase engagement and retention. These results, which were obtained from Malaysian executives, provide practitioners with practical advice on how to create a supportive work environment. Research Limitations and Implications - The majority of the sample population consisted of individuals from the millennial generation, potentially introducing variances in their perceptions of work-life balance compared to those of more mature adults.

Perceptions regarding the impact of gender on training and career advancement among gastroenterologists in India and other South Asian countries.

There are limited studies on the impact of gender on training and career advancement in gastroenterology. The aim was to study this impact and understand the perceptions of work-life balance and beliefs regarding gender dynamics among gastroenterologists in India and other South Asian countries. A web-based survey was conducted among trainees and attending physicians in South Asia from November 15, 2021, to March 30, 2022. The survey instrument had four components: demographic features, training, career advancement and work-life balance. As many as 622 gastroenterologists completed the survey, of which 467 responses were from India (mean age: 41.1years; females: 11.5%). A higher proportion of female respondents from India believed that gender bias in recruiting and training had negatively impacted their careers (40.7% females vs. 1.5% males). Radiation hazard for fertility (11.1% females vs. 1.9% males, p < 0.001) and as a health concern (14.8% females vs. 5.1% males, p = 0.005) were significant career deterrents for females. A higher proportion of female participants from India faced a career interruption (59.3% females vs. 30.3% males, p ≤ 0.001). Common reasons were pregnancy (37%) and childcare provision (25.9%). More females believed that women were more productive than men (40.8% females vs. 16.9% males, p < 0.001) and that a salary gap existed (44.7% females vs. 29.1% males, p < 0.001). The incidence of self-perceived burnout was 63% among females and 51.6% among males (p = 0.115). Gender-related factors impact the training and career of female gastroenterologists.

Factors associated with perceived work-life balance among health workers in Gulu District, Northern Uganda: a health facility-based cross-sectional study

IntroductionWork-life balance (WLB) plays a significant role in improving career satisfaction and reducing burnout. While health workers’ productivity is considered a key factor in client care, there is limited effort put into examining how health workers perceive the balance of their jobs with family and other societal responsibilities (PWLB), especially in low-income countries where the number of health workers in active patient care is low. The purpose of this study was to assess factors associated with perceived work-life balance (PWLB) among health workers in the rural district of Gulu, Northern Uganda.MethodsA health facility-based cross-sectional analytical study was conducted. A simple random sampling technique was used to select 384 study participants from the three main hospitals in Gulu District. Data were collected from health workers using a self-administered semi-structured questionnaire and analyzed using STATA version 15. Factors associated with PWLB were determined at a multivariable level using a modified Poisson regression with robust variance with a 95% confidence level and 5% statistical significance. Adjusted prevalent ratios (APR) were used to report the Factors associated with PWLB.ResultsOnly 157/384 (40.9%) of the health workers reported a positive perceived work-life balance. Multivariable modified Poisson regression analysis showed positive statistical association with PWLB of a laboratory worker(APR = 1.74, 95% CI: 1.10–2.75); a midwife(APR = 1.82, 95% CI:1.13–2.93) or a nurse (APR = 2.19, 95% CI = 1.45–3.30); working in the inpatient department (APR = 1.97, 95% CI: 1.31–2.96) or laboratory (APR = 2.09, 95%CI: 1.34–3.28); and having a flexible work schedule (APR = 28.32, 95%CI:14.52–55.22); feeling satisfied at work (APR = 1.58; 95% CI:1.17–2.10), and belonging to an association in the community (APR = 32.71, 95% Cl:11.91–89.88). On the other hand, employment tenure of 1–4 years (APR = 0.63,95% CI:0.40–0.99) was negatively associated with perceived work-life balance.ConclusionOnly four in every 10 health workers experienced a positive perceived work-life balance. The type of profession, duty station, flexibility in work schedule, satisfaction with work, and availability of social support systems, were independent determinants of perceived WLB. Therefore, nurturing a system of reviews of the scheduling of health workers, allowing internal staff rotation, and fostering support systems around the health workers could be beneficial for WLB.

Evaluating Staff Perceptions Of Work-Life Balance In Some Selected Construction Companies Abuja, Nigeria

The construction industry is a vital sector in Abuja, Nigeria, contributing significantly to the country's economic growth. However, this sector is notorious for its demanding work schedules, long hours, and often challenging working conditions, which can impact the work-life balance of its employees. This study presents an investigation into the staff perceptions of work-life balance within some selected construction companies operating in the vibrant city of Abuja. The objective of this research is to shed light on the factors affecting work-life balance, employee experiences, and potential strategies for improving work-life harmony in Abuja's construction industry. To achieve this, a quantitative method approach was employed, combining quantitative surveys and qualitative interviews with employees from a diverse range of construction companies in Abuja. The findings of this study reveal a multifaceted perspective on work-life balance within the construction sector in Abuja. Employees reported challenges related to long working hours, tight project deadlines, and the physical demands of their roles. However, they also highlighted the sense of purpose and job satisfaction derived from their work. The study identifies several key factors influencing work-life balance, including organizational culture, leadership practices, and the availability of supportive policies. It becomes evident that fostering a positive work culture and implementing policies that promote work-life balance can significantly enhance employee well-being. Furthermore, this research offers specific recommendations for construction companies in Abuja, emphasizing the importance of flexibility in work arrangements, employee engagement, and the provision of resources to support personal and professional development. In conclusion, this thesis contributes to the growing body of knowledge on work-life balance within the construction industry, with a focus on the unique context of Abuja. By understanding and addressing the challenges faced by employees, construction companies in Abuja can not only improve their employees' quality of life but also enhance overall productivity and competitiveness in this critical sector. As Abuja continues to experience growth and development, construction companies must prioritize the well-being of their workforce, ensuring that the city's construction industry remains a source of economic strength while providing a work environment conducive to a balanced and fulfilling life for its employees.

간호사의 워라밸 인식에 대한 내용분석

Purpose : This study aimed to provide foundational insights into various issues related to work-life balance by analyzing interview data on how nurses perceive this concept. Methods : Conducted as a descriptive exploratory research, data were collected from 80 nurses in Seoul and Gyeonggi Province from August 1 to September 20, 2023. Results : Applying content analysis, the study identified four domains, twelve categories, and twenty-two meaningful statements, shedding light on nurses' perceptions of work-life balance. Conclusion : This research contributes to understanding nurses' awareness of work-life balance and can serve as foundational data for improving hospital organizational culture to enhance nurses' work-life balance.

Academic Librarians’ Perception of Work-Life Balance and Self-Management Skills

This study focuses on the work-life balance of librarians and considers significant factors that could influence this balance, such as the formulation of policies, workplace support, workload, financial assistance, work expectations and work satisfaction. This research adopted a positivist research paradigm in which a questionnaire was used as an instrument of data collection. The survey targeted Kenneth Dike Library of the University of Ibadan, which is the first university library in Nigeria. With 103 members of staff, the sample size was purposively selected. The reliability of the research instrument was tested by using Cronbach’s alpha, which yielded an overall reliability value of 0.91. The study revealed the following: (1) Work-life policy documents were not at the disposal of the librarians because they were not implemented and no good programmes that could enrich the work-life balance of librarians exist. (2) Librarians want to receive fair treatment and respect among their colleagues and be recognised when they take the initiative on their job. It is crucial to communicate the policy to librarians, whether it is included in the employee’s handbook or not; it is vital to organise a seminar to alert library staff to the importance of the policy, the benefits it provides, and its implementation procedure.

The need to work from home in higher education during the first phase of COVID-19: Employee productivity, autonomy, work relationships, job satisfaction and well-being

The purpose of this paper is to examine the experiences of university teaching staff in Poland in a forced work-from-home situation and its impact on autonomy, productivity, labour relationships, work-life balance, and job satisfaction. A conceptual model based on the literature review was built and empirically verified using structural modelling. A pandemic-enforced shift to remote work negatively affected job satisfaction, increased productivity and reduced autonomy perceived by the university teaching staff. This study differs from the previous ones in that the requirement for mandatory remote work during the crisis has a different impact on employees’ perceptions of autonomy, satisfaction, productivity, work-life balance, and relationships compared to when the transition to remote work was a voluntary choice. Plenty of lessons remain to be learned from the initial response to the COVID-19 crisis and experience acquired under the disruptive circumstances of the pandemic. Universities should pay closer attention to the needs of employees and current digitalization trends and implement specific strategies to foster work-life balance so that research and teaching staff can develop academic activities and provide expected results even in an unfavourable environment while maintaining teaching quality. In the long run, these actions can lead to the creation of agile universities.

Perceptions of work-life balance and gender issues in private radiology in Australia.

Women comprise almost 30% of practising clinical radiologists in Australia. Despite three-quarters of clinical radiologists working in private practice, there is limited research regarding the experience of female radiologists in private practice and issues surrounding work-life balance. The primary aim of this study was to identify gender issues within private radiology and investigate work-life balance, focusing on issues relevant for female practitioners. Clinical radiologists working in private practice at five major Australian private radiology service providers were sent an email on behalf of the researchers, containing study information and a link to an online questionnaire. Descriptive statistics, chi-square analysis and Fisher's exact test were used. Binary logistic regression was used to determine odds ratios and 95% confidence intervals. Responses to short-answer questions were analysed manually and grouped into themes. There were consistent gender differences in perceptions of gender and its implication upon working and career progression in radiology private practice. There was near unanimous agreement that private radiologists should be able to work flexible/reduced working hours for a proportionate decrease in pay. Two themes with distinct gender differences related to pay equity and transparency. Key themes relating to work-life balance for private radiologists included workload, setting boundaries and flexibility of work hours in private radiology. This preliminary survey highlights areas related to work-life balance and gender issues relevant for female practitioners in private practice radiology in Australia that can be targeted for further investigation and improvement, namely pay equity and transparency, and part-time leadership opportunities.

The Value of the Advanced Practitioner in Hematology and Oncology: Establishing Benchmarks

Advanced practitioners (APs) in hematology and oncology (heme/onc) practice and provide oversight across myriad settings, including outpatient, inpatient, specialty centers, infusion centers, and other care settings. Understanding the complexity of care within the specific role APs play in providing day-to-day services across the oncology service line and throughout the continuum of care is critical to developing productivity metrics that adequately reflect the value and scope of the heme/onc AP role. Productivity metrics specific to APs are lacking. Physician models, commonly applied to APs, do not adequately reflect the changing landscape of oncology services, and more importantly do not capture nonbillable services APs provide that are essential to run a practice safely, effectively, and efficiently. Here we describe results of the APSHO Productivity, Burnout, and Work-Life Balance Survey deployed to APSHO members in October 2022 with insight into the day-to-day workload of heme/onc APs, levels of burnout, and perceptions of work-life balance in their current role. Results of the survey confirm the significant amount of time APs spend performing tasks that are not billable but are crucial for access to care and treatment, patient safety, practice efficiency, and downstream revenue. Imperative to an agile and stable heme/onc workforce is an AP leadership structure. Advanced practitioner leaders are at the cornerstone of AP retention, yet metrics for measuring AP leader productivity are also lacking. Now, more than ever, it is essential to accurately describe and assign value to the broad scope of services APs and AP leaders bring to heme/onc practices.

Work-life balance of academic parents: expectations and experiences of mothers and fathers

PurposeThis study was conducted to fill gaps in the literature based on institution type, career level, and gender identity.Design/methodology/approachFaculty often struggle with achieving work-life balance. This struggle is exacerbated for faculty parents. Most academic parent research has been conducted on early-career women and at research-intensive universities. Although these groups are important, it is also important to understand experiences of academic parents at different career levels and types of institutions. The authors conducted a qualitative thematic analysis from focus groups with faculty from a mid-sized master's level university about work-life balance expectations and experiences in their roles as academics and parents. These four groups included early-career mothers (n = 5), early-career fathers (n = 4), mid-career mothers (n = 4), and mid-career fathers (n = 7).FindingsFaculty expressed having a high workload based on an intersection of high work expectations, unclear work expectations, and lack of equity. Consequences of the high workload included lower work-life balance, dissatisfaction at not doing more, the loss of flexibility as an advantage, and lower organizational commitment.Originality/valueAlthough results are limited in generalizability, it is useful to examine one institution, with all participants sharing the same culture and policies, in-depth. The authors discuss recommendations for educational administrators for assisting academic parents and suggest institutions work to examine informal expectations and formal policies at their institutions. Working together, faculty and staff can help enhance alignment of expectations and perceptions of work-life balance, hopefully leading to happier, more satisfied employees.

Economic inequality increases the number of hours worked and decreases work-life balance perceptions: longitudinal and experimental evidence.

International institutions' attention to work-life balance (WLB) demonstrates the global breadth of this issue. Yet the scientific community has thus far paid little attention to its structural underpinnings and to the interplay between these macro-level underpinnings and individual psychological factors. We examine the contextual role of economic inequality at the national level as a significant factor influencing working time and WLB perceptions using multiple empirical strategies. In the first set of studies (1a and 1b), we compared countries with different levels of inequality (Study 1a with 37 countries, Study 1b with longitudinal data from 34 countries, N = 254) and found increased working time and reduced WLB in highly unequal countries. In a pilot study (N = 81) and in the pre-registered Studies 2 (N = 338) and 3 (N = 499) we corroborated this evidence with an experimentally induced inequality perception, reporting an indirect effect of inequality on WLB (Studies 2 and 3) and working time (Study 3) through status anxiety and competitiveness. In Study 2, we manipulated socio-economic class in addition to economic inequality, showing that the detrimental effect of inequality on WLB is especially marked for participants assigned to a low-class condition. This research contributes to an integrated understanding of the impact of economic inequality and socio-economic class in shaping WLB and provides useful insights for organizations to develop context-specific policies to improve employees' WLB that take both individual and structural factors into account.

The Relationship Between Perceived Workload and Perceived Organizational Support and Work Life Balance Among Electronic Service Employees in Bojonegoro

This research aims to determine whether there is a relationship between perceptions of organizational support and perceptions of workload and work-life balance among electronic service employees in Bojonegoro. A quantitative approach was used in this research. The sampling technique used was saturated sampling using electronic service employees in Bojonegoro who were tasked with handling electronic service in workshops and on call, totaling 30 employees. The instruments used in collecting data were a scale of perceptions of organizational support, a workload scale, and a work-life balance scale, which were presented in the form of a Likert scale. Hypothesis testing the data analysis method used is the multiple correlation test using SPSS 22 software. Based on the results of the analysis, it can be seen that the significance value (p value) is 0.002 with a significance level of 0.05. So, it can be concluded that p &lt; 0.05. From the calculation results, the calculated F is obtained at 5,881. The F table value with three variables and N=30 respondents obtained a value of 3.316. So that F count &gt; F table. Thus, it can be concluded that one research hypothesis can be accepted, namely that there is a relationship between perceptions of organizational support and perceptions of workload and work-life balance. At the correlation coefficient level, it is known that this research has a correlation coefficient value that is included in the moderate relationship level, namely 0.551. This means that there is a relationship between perceived organizational support, perceived workload, and work-life balance.

The Role of Teachers' Perceptions of Work-Life Balance on the Levels of Compliance with the Psychological Contract

Bu araştırma, öğretmenlerin iş-yaşam dengesi algılarının psikolojik sözleşmeye uyma düzeyleri üzerindeki rolünün incelenmesi amacıyla gerçekleştirilmiştir. Araştırma ilişkisel tarama modelindedir. Araştırmada “İş-Yaşam Dengesi Ölçeği ve “Psikolojik Sözleşmeye Uyma Düzeyi Ölçeği” ile veriler toplanmıştır. Araştırmanın evrenini Uşak il merkezinde görev yapan 2900 öğretmen, örneklemini ise kolay ulaşılabilir örnekleme yoluyla ulaşılabilen 418 öğretmen oluşturmuştur. Araştırma sonucunda; öğretmenlerin iş yaşam dengesine ilişkin algılarının iş yaşam uyumu, kendine zaman ayırma ve yaşamın işten ibaret olması boyutlarında “yüksek”, yaşamı ihmal etme boyutunda ise “orta” düzeyde olduğu görülmüştür. Öğretmenlerin psikolojik sözleşmeye uyma düzeylerinin tüm boyutlarda ve toplamda yüksek olduğu saptanmıştır. Araştırmada öğretmenlerin iş yaşam dengesi algıları ile psikolojik sözleşme uyum düzeyleri arasında anlamlı, pozitif yönlü ve düşük düzeyde ilişkiler olduğu belirlenmiştir. Araştırmada öğretmenlerin iş-yaşam dengesi algılarının psikolojik sözleşmeye uyma düzeylerini yordadığı tespit edilmiştir. Öğretmenlerin iş yaşam dengelerini daha iyi sağlayabilecekleri koşulların yaratılmasının, psikolojik sözleşmeye uyma düzeylerine olumlu yansıyacağı düşünülmektedir.

The Relationship Between Work-Life Balance and Academic Burnout Levels of Academic Staff

The aim of this study is to determine the relationship between the perceptions of burnout and the work-life balance of academic staff. This research is a quantitative study using the correlational survey model. The study group consists of academic staff working in two state and two foundation universities in Istanbul, and the sampling consists of 352 academic staff. Data were collected through the Academic Burnout Scale developed by Tümkaya (2000) and the Work-Life Balance Scale developed by Apaydın (2011). Academic burnout and work-life balance levels among academic staff were analyzed according to gender and marital status variables. The arithmetic mean, standard deviation, t-test, regression analysis, and correlation analysis techniques were used to analyze the data. The findings of the study indicate that the participants experienced high levels of burnout and were able to achieve a moderate work-life balance. Academics think they can achieve work-life balance at a moderate level. There is a negative and significant relationship between academics' academic burnout and their perceptions of work-life balance in all sub-dimensions. Academics' perceptions of academic burnout are a significant predictor of their perceptions of work-life balance.

A Study on the Employee Perception of Work Life Balance

A Study on the Employee Perception of Work Life Balance

Working and Parenting During a Pandemic: Children’s and Parents’ Perceptions of Work-Life Balance While Working From Home

The COVID-19 pandemic forced many parents to work from home while children participated in distance learning, providing a unique opportunity to examine what children observed about work-life balance. Parent-child dyads ( N = 194) completed online surveys about their perceptions of work-life balance. Examination of mothers and fathers found similar challenges about working at home. Parents reported that work-life balance was problematic while children reported positive work-life balance for their parents due to the time spent together while everyone was at home.

Work Life Balance among Women Employees in Service Sector with Special Reference to Banking Industry in Kathmandu Valley

This study was interested in female bank employees’ perceptions of work life balance at banking institutions in Kathmandu. The Job Demands-Resources (JD-R) Model was used as a theoretical framework to consider the demands that these women encounter as well as the support systems that they utilize to help facilitate work-life balance (WLB). Importantly, as a theoretical framework, the JD-R was used to bring to light employee experiences of their WLB in relation to their work demands and the resources that are available to them. A qualitative research design was used. Semi-structured interviews on a purposive sample of eight research participants were conducted within eight commercial banks of Kathmandu. Theory-led thematic analysis was used to analyze the interview transcripts. The findings of the study indicated that these women relied heavily upon domestic helpers in terms of household duties, extended family and their spouses in terms of childcare duties and needs. These employees felt that work dominates their lives more due to the core demands of meeting targets. These employees perceived that the bank as a whole was not supportive of WLB as they claimed to be and wanted to be involved with the HR Department in the formation of work-life balance policies. This research study offers insight into the needs of female bank employees and suggests the way forward for organizations to appropriately prioritize WLB as a quality strategy in an attempt to retain talented women in the organization.

Work-Life Balance and Its Relation to Person-Job Fit among Staff Nurses

Context: Today, the nursing profession faces many challenges; in turn, nurses need to balance their professional work with their personal life, which promotes not only harmony between nurses' personal and work-life but also engender positive attitudes, including job satisfaction, and increases person-job fit (PJ fit).&#x0D; Aim: This study investigated the relationship between work-life balance and person-job fit among staff nurses.&#x0D; Methods: A descriptive correlational study design was used. The study was conducted at Obstetrics and Gynecological Hospital affiliated to Ain-Shams University Hospitals. The study subjects include 153 staff nurses. Data were collected by using two tools. The Work-Life Balance Questionnaire (WLBQ) and Person-Job Fit Scale (BJC) were used to collect data for this study.&#x0D; Results: The results demonstrate that 17% of staff nurses had a high total perception of work-life balance. While 55% had a moderate level, only 28% had a low perception of total work-life balance. At the same time, 20% of studied nurses had a high person-job fit level, and 62% had a moderate level of person-job fit. Meanwhile, only 18% had a low person-job fit.&#x0D; Conclusion: The study concluded that a low percentage of nurses had high work-life balance and person-job fit. There was a statistically significant positive correlation between total work-life balance and total person-job fit. The study recommended that hospital managers develop policies that enable them to improve the working environment to meet the work-life balance of staff nurses.