Work-life Balance Initiatives Research Articles

Work-Life Balance and Job Satisfaction for Hotel Employees in Delhi NCR, India

This research delves into the impact of work-life balance practices on the job satisfaction of kitchen professionals working in five-star category hotels situated in Delhi NCR, India. Employing a quantitative approach, data is gathered through surveys involving 300 respondents. Descriptive statistics, correlation analysis, and multiple regressions are harnessed to explore the intricate relationships between work-life balance, job satisfaction, and the overall well-being of employees. The findings underscore the pivotal role of work-life balance in elevating job satisfaction within the dynamic kitchen department of the hotel industry. Furthermore, the study offers practical recommendations for hotel kitchen management to effectively implement work-life balance initiatives

The Role of Human Factors in Maintaining Service Quality in Hospitals

The delivery of high-quality healthcare services is a multifaceted endeavor influenced by various factors, among which human factors play a pivotal role. This paper explores the significance of human factors in upholding service quality within hospital settings. Drawing upon interdisciplinary research from fields such as psychology, sociology, and healthcare management, it examines the intricate interplay between healthcare professionals, patients, and organizational structures. In today's healthcare landscape, where patient-centric care is increasingly emphasized, understanding the impact of human factors is paramount. One of the primary focuses is on patient satisfaction, which is not only influenced by clinical outcomes but also by the quality of interactions with healthcare providers. Effective communication between healthcare professionals and patients is essential for building trust, managing expectations, and ensuring informed decision-making. Moreover, the demeanor, empathy, and interpersonal skills of healthcare staff significantly contribute to patients' overall experience and satisfaction levels. Safety is another critical aspect of service quality in hospitals, and human factors play a central role in patient safety initiatives. Research has shown that the majority of adverse events in healthcare are attributable to human error, highlighting the importance of addressing factors such as fatigue, stress, and workload among healthcare professionals. Furthermore, teamwork and collaboration are vital for promoting a culture of safety, where healthcare providers work together cohesively to identify and mitigate risks, thereby enhancing patient outcomes and reducing preventable harm. Effective leadership within healthcare organizations is also instrumental in shaping service quality. Strong leadership sets the tone for organizational culture, values, and priorities, influencing the behavior and performance of healthcare staff. Leaders who prioritize patient-centered care, employee well-being, and continuous quality improvement foster an environment conducive to delivering high-quality services. To optimize service quality, hospitals must invest in staff training, development, and support programs. Ongoing education ensures that healthcare professionals stay abreast of the latest evidence-based practices, technological advancements, and regulatory requirements. Moreover, initiatives to promote staff well-being, such as employee assistance programs, work-life balance initiatives, and resilience training, are essential for preventing burnout and maintaining morale. In conclusion, human factors play a multifaceted role in maintaining service quality in hospitals, encompassing aspects such as communication, teamwork, leadership, and staff well-being. By recognizing the complexities of human interactions within healthcare systems and implementing targeted interventions, hospitals can enhance service delivery, improve patient outcomes, and cultivate a culture of excellence.

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.

Relationship between Personality Traits and Work Life Balance with a Mediating Role of Work Family Conflict

This study explores the nexus between personality traits and work-life balance, with a focus on the intermediary role of work-family conflict. The research, quantitative in nature, employs a correlational design, using instruments such as the Ten Item Personality Inventory (TIPI) and Work and Family Conflict Scales (WAFCS) to assess a sample of 200 salespersons in Gujranwala, Pakistan. Key personality traits examined include extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Results reveal a significant negative correlation between several personality traits (extraversion, agreeableness, and conscientiousness) and work-family conflict, and a positive correlation between extraversion and emotional stability with work-life balance. Openness to experience, however, does not significantly predict work-life balance outcomes. Work-family conflict is found to have a substantial negative impact on work-life balance and serves as a partial mediator in the relationship between certain personality traits and work-life balance. The study underscores the critical influence of personality traits on the work-life balance equation and the mediating role of work-family conflict. It suggests that a better understanding of these relationships can aid organizations in tailoring interventions and support systems to individual employee needs, enhancing both personal well-being and organizational productivity. study's implications extend to the realm of human resource policies and practices, emphasizing the importance of considering personality dimensions in work-life balance initiatives. However, the research's correlational nature and its focus on a specific professional group in a singular geographic locale highlight the need for further, more diverse studies to broaden the generalizability of these findings.

Career enhancement strategies, supportive work relationships and subjective career success: the moderating role of family–work conflict

PurposeOur study examines the impact of career enhancing strategies (CES), supportive work relationships and family–work conflict (FWC) on subjective career success.Design/methodology/approachThe data were sourced from 107 professionals, who were the members of an alumni LinkedIn group of the Masters Human Resource degree program from a university in the Midwestern United States. Multiple regression analysis was employed to test the study hypotheses.FindingsResults indicate that both forms of CES – networking and mentoring – were positively associated with subjective career success, and there exists a positive association between perceived organizational support and subjective career success. Further, FWC moderates the relationship between subjective career success and mentoring and also moderates the relationship between subjective career success and perceived supervisor support.Practical implicationsOrganizations should provide opportunities to employees for networking and institute formal mentoring programs to enhance employees' perceptions of subjective career success. It is also crucial for organizations to promote work–life balance initiatives that can help reduce the levels of FWC experienced by employees.Originality/valueOur study makes important contributions to the extant literature by highlighting the importance of CES and supportive work relationships in ensuring subjective career success. It also identifies an important moderator, FWC, which can significantly impact subjective career success.

Work-life balance and its impact in modern organizations: An HR review

Work-life balance has become a critical aspect in modern organizational management, drawing attention from human resources professionals who play a pivotal role in shaping workplace policies. This paper provides a comprehensive review of the concept and its impact on contemporary organizations, emphasizing the role of Human Resources (HR) in fostering a harmonious work-life equilibrium. The contemporary workplace landscape is characterized by rapid technological advancements, globalization, and changing societal expectations, influencing employees' perceptions of their professional and personal lives. Achieving work-life balance is essential for employee well-being, job satisfaction, and overall organizational success. The HR department serves as a linchpin in crafting policies and initiatives that promote work-life balance, recognizing its profound impact on talent retention, productivity, and organizational culture. This review explores various strategies employed by HR professionals to enhance work-life balance, including flexible work arrangements, telecommuting options, and wellness programs. It delves into the challenges organizations face in implementing these initiatives, such as resistance from traditional workplace structures and the need to adapt to diverse employee needs. Additionally, the paper sheds light on the positive outcomes associated with successful work-life balance initiatives, such as increased employee engagement, reduced burnout, and improved organizational reputation. Furthermore, the paper examines the evolving role of HR in navigating the dynamic landscape of work-life balance, considering the integration of technology, changing demographics, and the impact of the COVID-19 pandemic on remote work trends. It emphasizes the need for HR professionals to adopt proactive approaches, leveraging data analytics and continuous feedback mechanisms to tailor policies that cater to the diverse needs of employees. In conclusion, this HR-focused review underscores the significance of work-life balance in modern organizations and highlights the strategic role of HR professionals in shaping policies that foster a healthy equilibrium between professional and personal spheres, ultimately contributing to enhanced employee well-being and organizational success.

The challenges of personnel management for public service organizations in the era of technological disruption in Indonesia

This thesis examines the challenges of personnel management for public service organizations in the era of technological disruption in Indonesia. The advent of new technologies has significantly impacted various aspects of personnel management, including the adoption of technology-enabled HR systems, the redesigning of job roles and responsibilities, and the need for upskilling and reskilling initiatives. The thesis begins with an introduction that highlights the context and significance of the topic, followed by a thorough review of the relevant literature and theoretical frameworks. The methodology section outlines the research approach and data collection methods utilized in the study. The findings of the study reveal that the adoption of technology-enabled HR systems brings both opportunities and challenges. While these systems enhance efficiency and streamline processes, they also require careful consideration of factors such as employee training, data security, and resistance to change. Furthermore, the era of technological disruption necessitates the reevaluation and redesigning of job roles and responsibilities to align with emerging technologies. This requires organizations to proactively identify the impact of technology and develop strategies to equip employees with the skills needed for the digital age. The thesis explores the significance of enhancing employee engagement and motivation in the face of technological disruption. Clear communication, employee recognition, career development opportunities, work-life balance initiatives, empowerment in decision-making, and employee development programs are identified as crucial factors in fostering employee engagement and motivation.

A STUDY ON IMPACT OF WORKPLACE ENVIRONMENT TOWARDS EMPLOYEES PERFORMANCE AT TOYAMA CONTROLS AND SYSTEMS PRIVATE LIMITED IN HOSKOTE

This study investigates the multifaceted relationship between workplace environments and employee performance. Through a thorough analysis of various workplace factors such as physical design, organizational culture, and social dynamics, we aim to discern the significant influence of these elements on employee productivity, job satisfaction, and overall well-being. Our findings offer valuable insights for employers and managers seeking to enhance workplace conditions to optimize employee performance and promote a healthier, more productive workforce. By comprehensively analyzing factors such as office design, workplace culture, ergonomic considerations, and work-life balance initiatives, this research seeks to provide valuable insights for employers and policymakers aiming to enhance workplace environments, foster employee engagement, and ultimately optimize organizational performance in an ever-evolving professional landscape. Keywords: Workplace environment, Employees performance, Employee well-being, Well- life balance, Ergonomics, Physical workspace.

Discovering harmony: unravelling the work-life balance of hotel employees in Oman: an explorative study of luxury hotels in Muscat

Purpose- The main aim of this study is to analyse the work-life balance initiatives practised in Muscat hotels. The study also aims to examine the influence of work-life balance initiatives on employee career development and retention. Methodology- As the objective of this study was to assess and quantify several factors to provide findings, quantitative research was used. A descriptive research design was employed to collect extensive data by thoroughly detailing the topic or testing hypotheses. The sampling technique used in this study was purposeful sampling, with hotel employees in Muscat serving as the major target group. Responses from 164 individuals were gathered for the study using a questionnaire. Findings- Flexible Working Hours (4.27) was the work-life balance practise used in hotels to assist employees in finding a balance between work and family life. Career breaks (4.35) have the highest mean rating for work-life balance practises that motivate employees to stay with their employers. The results show that there is a positive and significant relationship between work-life balance and employees’ career development, with a Pearson's r value of 0.451 and a p-value of 0.000 < 0.01. Further, the Pearson’s r correlation shows that work-life balance and employee retention are positively and significantly correlated, with the obtained Pearson's r value of 0.634 and a p-value of 0.000 < 0.01. Conclusion- The results of this research indicate that hotels that promote work-life balance will reap benefits such as higher job satisfaction, lower turnover rates, possibilities for career advancement, better morale, and higher organisational productivity. Keywords: Work-life balance, luxury hotels, employees, career breaks, work-life balance initiatives JEL Codes: N30, J53, M54

Work-life balance as gaslighting: Exploring repressive care in female accountants’ careers

Corporate leadership, in particular that overseeing professional service firms (PSFs), such as accounting, auditing, and consulting firms, has been, and continues to be, overwhelmingly male-dominated. Despite a wealth of research and decades of implementing countless diversity and work-life balance (WLB) initiatives, only a small fraction of women ‘make partner’ in such PSFs. We argue that the problems around women’s career progression are reproduced and exacerbated by the very “caring” initiatives that claim to support these women. In order to investigate the implications of such WLB initiatives for women providing accounting services, this article draws on extensive empirical material gathered in the span of 12 years within two leading accounting, auditing, and consulting firms. From this material, we present the stories of four women accountants who are on the receiving end of these WLB initiatives – as well as their repressive effects. We find that WLB measures exert epistemic control, gaslighting women accountants by manipulating their sense of reality and persuading them to work less than their male counterparts. This repressive care feminizes these women, constructing them as fragile and thus in need to forgo work opportunities. However, once it is time for evaluations, their superiors forfeit their promotions. In so doing, WLB measures further gender the understanding of what ‘counts’ as accounting and consulting work and ultimately direct women’s careers sideways – into stagnation – rather than upwards, to partner levels.

Organizations Should Maintain Employee’s Work-Life Balance

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

Work–life balance in the construction industry: a bibliometric and narrative review

PurposeThe nature of construction works has a negative impact on physical, mental and emotional well-being and makes it difficult for the construction industry to attack and retain its workforce. The current study seeks to integrate the current knowledge focused on work–life balance (WLB) in the industry into an understandable whole.Design/methodology/approachAn interpretivist philosophical approach was adopted using a bibliometric review and a narrative review of existing studies from both Scopus and Google databases. The Visualisation of Similarities viewer (VOSviewer) was used to prepare co-occurrence maps from the bibliographic data garnered.FindingsThe study reveals that the prominent factors influencing the WLB of the construction workforce are organizational culture, salary earned, heavy workload, long working hours and inflexible working time. The recent WLB discourse is on organisational commitment, job satisfaction and workplace dynamics. While WLB areas for further exploration are job stress, safety performance, employee attrition and an ageing workforce. Meanwhile, Africa and South America are still lagging in WLB research.Practical implicationsThe findings reported here will assist stakeholders in identifying appropriate WLB initiatives that can be used to improve the well-being of the construction workforce. Also, the gaps in knowledge for further research were highlighted.Originality/valueThe findings reveal current trends and a road map for future studies on WLB in construction. It also reveals prominent factors influencing the WLB of workers in the construction industry.

Work-life balance initiatives - A moderator for employee mental peace and performance

Nowadays, mental peace is the key to performance, especially after the Covid pandemic, and work-life balance is the path to mental peace. To accomplish it, initiatives are needed to moderate employee behaviour in such a way as to give them work and life satisfaction for better work performance. With this objective, the WLB initiatives have been analyzed in this research as a moderator variable to see the effect on performance and how these initiatives boost mental peace and satisfaction. For this analysis; data were collected from different educational bodies in Noida (N=254 employees-from 50 different educational bodies), and the results showed a strong co-relationship between WLB initiatives and the performance of faculties due to the strong moderating effect of WLB initiatives and high satisfaction indicated the effective use of WLB initiatives as a psychological tool for mental peace. SPSS 26, Excel, and PLS software were used to determine the association.

Future-proofing ecological knowledge management practices in the workplace: Lessons from the pandemic

The COVID-19 pandemic compelled businesses to adopt effective ecological knowledge management strategies to navigate the ensuing difficulties brought about by changing work setups and mobility restrictions. This study employs a grounded theory approach to explore the emergence of such strategies and their impact on overcoming institutional obstacles in knowledge management. Twenty-two managers with at least five years of eco-managerial experience were interviewed, resulting in the identification of critical practices. These included virtual collaborative tools, electronic knowledge databases, agile knowledge management techniques, communities of practice, training and skill development programs, hybrid working patterns, strategies for knowledge transition and succession, and programs that promote mental health and work-life balance. By adopting virtual collaboration tools and electronic knowledge databases, access to and dissemination of information are expedited and secured, fostering teamwork and institutional success. Agile ecological knowledge management techniques enable businesses to pivot quickly, fortifying their resilience and adaptability during unpredictable periods. The endorsement of ecological and human well-being and work-life balance initiatives increases employee morale and psychological well-being. Knowledge-sharing strategies, such as the formulation of communities of practice, foster professional development and teamwork. Training and ecological upskilling programs equip employees with essential competencies, whereas the hybrid work setup offers adaptability and compensates for fewer interpersonal interactions. Businesses must prioritize these ecological knowledge management strategies to enhance their organizational resilience.

Predicting Public Servants’ Organizational Citizenship Behavior through Work-Life Balance Initiatives: Evidence from Medics in Tanzania’s Government Hospitals

Despite gaining substantial recognition and being highly advocated for adoption, the concepts of work-life balance and organizational citizenship behavior are still underresearched in the public service, especially in developing countries. This study examines the influence of work-life balance on dimensions of organizational citizenship behavior among medical staff members in Tanzania. A cross-sectional survey was employed to collect data from 335 stratified randomly selected medics working in hospitals operating under Local Government Authorities. The CovarianceBased Structural Equation Modelling technique was used in data analysis with the help of Amos software version 21. Results show that work-life balance initiatives have a positive and significant influence on organizational citizenship behavior. The study findings provide evidence of the applicability of the link between work-life balance and organizational citizenship behavior, as postulated in Social Exchange Theory, in the public service which is under-researched. The study implication for different stakeholders is presented at the end of the paper.

Help, I am not coping with my job! – A work-life balance strategy for the Eswatini construction industry

PurposeThis paper presents the findings of assessing the strategies required for improved work-life balance (WLB) of construction workers in Eswatini. This was done to improve the work-life relationship of construction workers and, in turn, improve the service delivery of the construction industry in the country.Design/methodology/approachThe study adopted a quantitative research approach using a questionnaire administered to construction professionals in the country. The data gathered were analysed using frequency, percentage, Mann–Whitney U test, exploratory and confirmatory factor analysis (CFA).FindingsThe findings revealed that the level of implementation of WLB initiatives in the Eswatini construction industry is still low. Following the attaining of several model fitness, the study found that the key strategies needed for effective WLB can be classified into four significant components, namely: (1) leave, (2) health and wellness, (3) work flexibility, and; (4) days off/shared work.Practical implicationsThe findings offer valuable benefits to construction participants as the adoption of the identified critical strategies can lead to the fulfilment of WLB of the construction workforce and by extension, the construction industry can benefit from better job performance.Originality/valueThis study is the first to assess the strategies needed for improved WLB of construction workers in Eswatini. Furthermore, the study offers a theoretical platform for future discourse on WLB in Eswatini, a country that has not gained significant attention in past WLB literature.

Effect of Green Human Resource Management Practices and Green Work Life Balance on Operational Efficiency in Selected Hospitality Firms in Lagos and Ogun States, Nigeria

Operational efficiency is delivering of quality goods and services to clients in the most cost-effective and timely manner. The growing threat of unsustainable use of natural resources is one of the most significant environmental factors, alongside deforestation, biodiversity loss, ozone layer deterioration, global warming, and climate change. Unfortunately, the tourism and Hospitality Industry's in Nigeria is complicit in this regard; hotels are renowned for high water consumption, interior recycling of enormous volumes of garbage, and air quality difficulties, among other things. Observed among the problems in the Hospitality Sector is the reduction on return on assets, return on capital employed and other indicators due to poor operational efficiency stemming from lack of proper green human resource management practices and green work life balance initiatives. Therefore, this paper examines the effect of green human resource management practices, green work life balance on operational efficiency of selected hospitality firms in Lagos and Ogun states Nigeria. The data collected through the primary sources (questionnaire) were analysed using descriptive and inferential statistics employing regression analysis. The study revealed that Green human resource management practices, green work life balance had significant and positive effects on operational efficiency in hospitality firms in Lagos and Ogun States Nigeria (Adj. R2 = 0.372, F (4, 363) = 89.861, p < 0.05).

A Study on Work-Life Balance of Employees at Apple Paints, Hubli

Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as family and work are the most important elements of everyone's life. Any competing demands of work and family life cause conflict and negatively affect the wellbeing of workers. This study focused on assessing the impact of work-life balance determined by work- family conflict and family work conflict on the wellbeing of individuals employed in the private sector in India. Wellbeing was measured by levels of family satisfaction, work satisfaction and psychological distress. Quantitative research methods were used for the study, and a sample population was chosen amongst participants who were single and in a relationship, female and male, with and without children, by using a convenient sampling method. Findings of the study revealed that while work interference with personal life and personal life interference with work had a negative relationship with job satisfaction, work and personal life enhancement had a positive relationship with job satisfaction. Thus, we can safely conclude that work and personal life needs to be integrated and balanced by organizations through work-life balance initiatives.

Assessing the Effect of Work-Life Balance Initiatives on Organizational Citizenship Behaviour

The concept of work-life balance developed on the premise that career and personal life should not be seen as competing concerns but as balanced components of one’s overall existence. Initiatives to promote work-life balance become mandatory requirements for employees to maximize productivity and retain talent. This study examines the effect of work-life balance initiatives on organizational citizenship behavior in the case of commercial bank branches in Werabe (Ethiopia). Descriptive and explanatory research designs were employed by using a quantitative research approach. The data was collected through a standard questionnaire. The study used the census method. 150 employees from nine different commercial bank branches in Worabe town were selected to provide the study’s primary data. The collected data were analyzed using descriptive and inferential statistical tools. The study found that most employees’ perceptions were low for all significant work-life balance initiative variables included in this study; they were also medium in perceiving organizational citizenship behavior. Among the independent variables under investigation, three of them (flexible work arrangements, work leave programs, and dependent care initiatives) have positive and significant effects on organizational citizenship behavior. In contrast, the other two (working hours and workload) negatively and significantly affect organizational citizenship behavior. The beta coefficients of this study indicated that flexible work arrangements have a high effect on organizational citizenship behavior, followed by work leave programs. Therefore, it is better to adopt them in the organization. The influence of the abovementioned variables on organizational citizenship behavior is significant. This study fills this gap and extends the understanding of the role of variables. The bank’s management needs to offer initiatives by allowing employees to schedule their time and assisting and advising them on childcare costs and responsibilities such as schools, offering extended leave if something goes wrong, and sharing charges for education.

THE MODERATING EFFECT OF COVID-19 ON THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND HOTEL EMPLOYEES’ FEARS

Purpose - The hotel environment has changed dramatically during the COVID-19 and has brought many negative social consequences for employees. Among them are employee fears of COVID -19. One of the coping strategies for the consequences of COVID -19 is the Work-Life Balance (WLB). This research mainly examined the influence of WLB on employees’ fears of the threat of COVID-19. The objectives were: (1) Evaluating to what extent the hotel managers practice WLB amid COVID-19; (2) Describing the relationship between WLB and hotel employees’ fears; (3) Identifying the moderating effect of COVID-19 in the relationship between WLB and hotel employees’ fears. Design/methodology - A multiple hotel case study with an online questionnaire (n=370) complemented with seven semi-structured interviews was applied with hotel managers in Egypt. Findings - The results showed that WLB reduced hotel employees’ fear of COVID -19. COVID -19 positively moderated the relationship between WLB and employee fears. Originality - The value of this research expands our knowledge regarding the social outcomes of COVID-19 among hotel staff by offering empirical evidence of the WLB mechanism in reducing fears of COVID-19 depending on social support theory and theory of risk. Critical implications for the hotel managers are highlighted to understand the inevitability of WLB initiatives to overcome staff perceived fears.