Work-life Balance Issues Research Articles

AN EMPIRICAL EXAMINATION OF WORK LIFE BALANCE IN DUAL CAREER COUPLES IN PAKISTAN: A QUALITATIVE APPROACH

This study examine the issues of work life balance in dual career couples in the selected universities of Peshawar city of the Khyber Pakhtunkhwa Province of Pakistan. For this purpose, qualitative research protocol was used while interviewing 22 purposely selected dual career couples in the targeted locales. The selected participants were interviewed through Semi Structured Interviewed (SSI) in the participant setting, their narratives were documented, and thematic analysis were subsequently performed. The extracted themes were including role overload and role conflict, couples with children, spousal relations and interaction, and balancing work and family domain. The study reveals that dual career couples were experiencing role overload, role conflict and stressor while managing the multiple demands of occupational and family domain. Further, it was found that that the reported issues were heightened in the case of the couples with children. It is concluded from the study that dual career couples are experiencing significant role overload and stressor because of the lack of organizational support and absence of a viable public policy in the academic institutes of Pakistan. Keywords: Dual career couples, Family, Conflict, Role, Support

The Influence of Work Flexibility and Work-Life Balance on Employee Performance

This research aims to find out how much influence work flexibility and work-life balance have on employee performance at PT. Indonesia Epson Industry. The method used is a survey method, namely a quantitative survey research method carried out by distributing questionnaires which include statements regarding the issues of work flexibility, work-life balance and employee performance. This research took samples from PT. Indonesia Epson Industry received 80 respondents. The results of this research found that work flexibility does not have a significant effect on employee performance and work-life balance has a positive influence on employee performance.

The Challenging Role of Informal Carers Within the Long-Term Care System in Japan: Focusing on Issues of Japanese Working Carers

Despite the increasing demand for long-term care (LTC) caused by demographic changes and several long-term care insurance (LTCI) program reforms, formal care in Japan is shrinking because of public financial constraints, leading to many problems for informal carers. Because more than half of the informal carers are employed in paying jobs, balancing working and caregiving roles is an important issue in the political agenda. Based on an online survey data of working carers of care recipients eligible for the LTCI program (N=600), this study aims to examine informal carers’ challenging role within the Japanese LTC system, and analyze the work-life balance issues of working carers. The results reveal that most of the respondents are their parents’ carers and more than half co-reside with the care-recipients. With the community promoting comprehensive care, many frail older adults now use a combination of formal and informal care services. Additionally, over three hours of informal caregiving per day, age, marital status, co-residence with the care recipient, self-rated health, and insufficient understanding of the caregiving role in the workplace are significantly related to the psychological well-being of informal carers. Furthermore, most of the aforementioned factors are also associated with turnover intention due to caregiving responsibilities. Informal care is a crucial component of the Japanese LTC system and to alleviate informal working carers’ struggles and decrease unwanted turnover, it is necessary to consider the link between formal and informal care, together with support programs for informal carers.

Women employee development: Mindfulness and their well being

This research paper explores the answer to the main question: Do women employees face work-life balance issues taking a toll on their well-being? The study also analyses the factors that affect the well-being of women employees today. A survey was conducted among teachers, and IT professionals to gather data, and correlation analysis was employed to study the relation between the variables: Family Support, Long Working hours, and Work overload affecting the well-being of women employees. The findings indicate that Multi-tasking, Long working hours and work overload are significantly influencing Mindfulness regarding Women's leadership development. When it comes to Family support, 98% of the responses showed that their families support them in times of work overload, which is a good thing. Based on these findings, several recommendations are proposed in the Reference section. By implementing those recommendations, women employees’ well-being & work life can be improved.

Inv estigations of W ork-Life Balance and S tress for Working Women in the Indonesian Banking Sector

Purpose: Workloads have substantial impacts on the working woman's identity. The banking sector also exhibits this trend with long working hours, commuting, and potential job stress. This study investigates the possible relationships between work-family conflict, social support toward work-life balance, and job stress from Indonesian female bankers.
 Design/methodology/approach: This study obtains data from 197 female workers in the banking sector in I ndonesia and constructs a hypothesized path model by maximizing the covariance-based structural-equation modelling with the Lisrel 10.2 software.
 Findings: This study reports dynamic results as work-family conflict does not contribute to work-life balance but toward job stress. Furthermore, social support is foundational for the work-life balance but not toward stress. The partial mediating effect is also reported.
 Research limitations/implications: This study's predictive power can get further upgrades from a wider participant across the industry. The comparison between genders can clarify this issue's advantages and disadvantages. The social peers' positive support may remedy the work-life balance issue; thus, firms must recognize this problem at their managerial discretion.
 Originality/value: This study extends the neglected conjoint effects of work-family conflict and social support to work-life balance, decreasing job stress among working women. The novel finding suggests the absence of conflict in the family-office relationships, indicating that work-life balance requires an update on the office-level policy.

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.

Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

PurposeDrawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to investigate the effect of a P4P-based system on job satisfaction and dissatisfaction among health care workers.Design/methodology/approachA meta-synthesis of the qualitative literature was conducted to investigate health care workers' opinions, perceptions and behaviors and fully understand what processes generate job satisfaction or dissatisfaction under P4P systems.FindingsThe findings suggest that P4P systems impact the job (dis-)satisfaction of health care workers based on the institutional, organizational, geographic and cultural context of reference. Specifically, job satisfaction – and thus motivation, occupational well-being and work engagement – can occur when the context is supportive, whereas job dissatisfaction – and thus work stress and pressure, burnout and work-life balance issues and distraction – is generated in the case of unsupportive contexts. Moreover, the findings suggest a virtuous/vicious circle whereby job satisfaction leads to positive performance and further fuels job satisfaction, while conversely job dissatisfaction generates worse performance, and this further worsens worker satisfaction.Originality/valueThere is a lack of studies comparing and analyzing current evidence on the job (dis-)satisfaction of health care workers operating in different contexts based on the reward system. This is the first research to analyze a significant number of studies with reference to the relation between P4P and job (dis-)satisfaction, which are topics in need of further study and investigation in health care settings around the world.

Bring the Warriors Back Home

The article discusses the changing nature of careers today, and how organisations ought best to respond to this scenario. The advantages of participating in the gig economy and the ways it impacts both employees and organisations are discussed against a backdrop of signalling theory. Organisational practices addressing work-life balance issues, inclusion and diversity, job autonomy, flexibility, attractive compensation packages, and the fostering of an employability culture are all highlighted as sending out positive signals. Conversely, negative signals, such as in extreme cases appearing to have a hire-to-fire policy, should be avoided. The article concludes by highlighting the need for further research into the factors influencing talented individuals' decisions to return to full-time work, as well as the strategies organisations can use to attract them.

A Comparative Study of Remote Work and In-Person Work among SMEs in the Services Sector: A Survey Approach

In the wake of the COVID-19 pandemic, remote work has become a widespread phenomenon, affecting various sectors of the economy, including the services sector. This paper examines the effects of remote work and in-person work on productivity, profitability, satisfaction, and challenges faced by small and medium enterprises (SMEs) in the services sector. The paper employs a survey methodology to gather data from 200 small and medium-sized enterprises (SMEs) operating in the services sector across India, who have opted for remote work or in-person employment during the pandemic. To analyze the data and test the hypotheses, the paper employs descriptive statistics, correlation analysis, and regression analysis. In the paper, it is found that remote work has a positive impact on the productivity and profitability of SMEs in the services sector, but also poses some challenges such as communication difficulties, cyber-security risks, and work-life balance issues. In addition, the paper finds that in-person work has a positive impact on the satisfaction and motivation of SMEs in the services sector, but also exposes them to health risks and operational costs. The paper concludes by presenting some recommendations for small and medium-sized enterprises operating in the services sector to effectively address the challenges of remote work and in-person work, and to capitalize on the potential offered by both forms of employment.

The Relationship between Work-Life Balance, Job Satisfaction, and Turnover Intention among Accounting Personnel in Public Accounting Firms

Of late, work-life balance issues have become an essential topic for research. However, few studies have focused on accounting personnel who typically face high work pressure. This study examines the relationship between work-life balance, job satisfaction, and turnover intention among accounting staff working in public accounting firms in Sarawak. An online survey was conducted through social media channels, yielding 122 respondents from public accounting firms in Sarawak. It was found that there was a significant positive relationship between job satisfaction and work-life balance. However, work-life balance and turnover intention were found to have a significant negative relationship. Furthermore, a significant inverse relationship existed between job satisfaction and turnover intention. This research highlights the importance of having a work-life balance culture in public accounting firms to increase job satisfaction and lower employee turnover intention. Future research could consider increasing the sample size and broadening the scope by studying different industries in Sabah and West Malaysia.

Unveiling the Impact of Gaslighting on Female Academic Leadership: A Qualitative Phenomenological Study

Gaslighting is a psychological manipulation phenomenon that makes people doubt their own perception and sanity. In light of the prevalence of women in academia, this may have profound effects on academic leadership. Gaslighting is a common problem for women in academic leadership that can be harmful to their mental well-being and ability to develop in their careers. This phenomenon may lead to physical health effects, psychological and emotional stress, work-life balance issues, professional setbacks, low self-esteem, loss of confidence, and low self-efficacy. This study adopted a qualitative phenomenological research design with purposive sampling. Data was collected through semi-structured interviews with 15 mid-career female academic leaders working in two public sector universities in Punjab. Research ethical guidelines were followed by obtaining the informed consent of the participants and keeping their identities confidential. Transcribed data was analyzed through thematic analysis while adopting the IPA (interpretative phenomenological analysis) model. The study provided insights into the causes of gaslighting at the individual and organizational levels. Furthermore, the psychological, emotional, and professional impacts of gaslighting were explored. Participants suggested remedial measures such as awareness, engagement, social networking, documenting and reporting incidents, professional counselling, and boundary-setting skills that may help female academic leaders face and handle this situation effectively.

Suraj Kumar: balancing career, family, and self

Learning outcomes This case study is best suited for courses in career management, stress management, work–life management or science of well-being in organization behavior (OB) or human resources management (HRM). This case study is targeted at the MBA or executive development programs. The learning outcomes of this case study are as follows: to analyze the challenges in balancing Suraj Kumar’s (the protagonist) work–life balance situation and identifying the main causes of such a conflict. What are some strategies that could be used to address these issues? To develop a plan to balance work responsibilities with family and personal life. What specific actions could he take to achieve this balance? To design a training program for employees that addresses work–life balance issues. What topics would you cover in the training, and what methods would you use to deliver the content? To create a proposal for a flexible work arrangement program that an organization could offer to its employees. What would be the benefits of this program, and how would it be implemented and managed? To develop a business case for why an organization should prioritize work–life balance for its employees. What are the potential benefits of doing so, and how can the organization measure the impact of its efforts? Case overview/synopsis This case study discusses conflicts due to competitive priorities that people face in balancing the pressures, roles and responsibilities between their professional life (careers) and their personal life, and the trade-offs that they make across these multiple aspects of their lives. This case study revolves around Suraj Kumar, a successful consultant, who was offered a promotion as the executive director for the social sector. This promotion would require extensive travel and time away from his family. Kumar was struggling to balance his work responsibilities with his family life and his involvement with the Smile and Shine Foundation, which supports the education of children from economically weaker sections of society. He was reflecting on his past and present and trying to figure out how to prioritize his commitments while also achieving his personal and professional goals. Complexity academic level This research has shown that a case discussion and role-play can be effective for a less experienced audience. Instructors can provide multiple perspectives to stimulate reflection and debate. For executive MBA or executive development programs, a self-reflection exercise is recommended. Participants in these programs may have personal experience dealing with or may know others who have dealt with work–life balance issues, making self-reflection a valuable tool. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human resource management.

Unveiling the Impact of Gaslighting on Female Academic Leadership: A Qualitative Phenomenological Study

Gaslighting is a psychological manipulation phenomenon that makes people doubt their own perception and sanity. In light of the prevalence of women in academia, this may have profound effects on academic leadership. Gaslighting is a common problem for women in academic leadership that can be harmful to their mental well-being and ability to develop in their careers. This phenomenon may lead to physical health effects, psychological and emotional stress, work-life balance issues, professional setbacks, low self-esteem, loss of confidence, and low self-efficacy. This study adopted a qualitative phenomenological research design with purposive sampling. Data was collected through semi-structured interviews with 15 mid-career female academic leaders working in two public sector universities in Punjab. Research ethical guidelines were followed by obtaining the informed consent of the participants and keeping their identities confidential. Transcribed data was analyzed through thematic analysis while adopting the IPA (interpretative phenomenological analysis) model. The study provided insights into the causes of gaslighting at the individual and organisational levels. Furthermore, the psychological, emotional, and professional impacts of gaslighting were explored. Participants suggested remedial measures such as awareness, engagement, social networking, documenting and reporting incidents, professional counselling, and boundary-setting skills that may help female academic leaders face and handle this situation effectively.

Understanding the effects of COVID-19 on P-12 teachers: a review of scholarly research and media coverage

This qualitative content analysis explores the multi-dimensional challenges faced by P-12 teachers amid the seismic shifts caused by the COVID-19 pandemic. Analyzing 49 academic literature and news reports from 2020 to 2022, the study identifies personal and professional stressors experienced by teachers. Personal factors, such as diminished self-efficacy, work-life balance issues, health and safety concerns, and secondary trauma, emerged as significant stressors during the pandemic. Additionally, professional factors, including heightened workload, ambiguous responsibilities, and inadequate support, have contributed to increased burnout and contemplation of leaving the profession. Strategic interventions proposed to address these issues include enhanced administrative support, increased professional agency, stress reduction measures, promotion of work-life balance, and technical training opportunities. The study calls for renewed societal respect for the teaching profession and ongoing research into the evolving needs and challenges of educators, especially in underserved communities. The aim is to provide valuable insights and potential solutions to support teachers during and beyond the pandemic, ultimately benefiting both educators and students as they navigate the changing landscape of education.

Examining Obstacles to Women's Advancement in Technical Careers

The insufficient number of women in technical occupations has gotten a lot of attention because of the consequences for diversity of genders and creativity in the workplace. The purpose of this research is to critically explore the barriers that prevent women from advancing in technical occupations and to provide ideas for creating a more equitable and welcoming workplace. This study finds important constraints such as gender prejudice, a lack of mentoring, work-life balance issues, and restricted access to leadership chances via a thorough literature analysis. This research looks into the diverse experiences that contribute to these challenges by analysing and interviews with women in technical jobs.Finally, the goal of this study is to equip organisations, governments, and industry stakeholders with practical ideas for implementing evidence-based practises that promote women in technical jobs. By eliminating identified barriers and adopting gender-inclusive initiatives, the tech sector may not only access a larger pool of talent, but also promote an atmosphere favourable to creativity, cooperation, and long-term success.

Factors affecting the attraction of women to technical mining positions in South Africa

Orientation: Since the advent of democracy, various laws and policies have been enacted to redress past inequalities concerning women’s inclusion in mining.Research purpose: The study aimed to investigate factors influencing women’s attraction to technical positions in the South African mining industry and to also uncover what could be done to encourage their successful participation in the industry.Motivation for the study: Despite the availability of opportunities in the mining industry, women’s occupancy of technical positions is moving at a snail’s pace.Research approach/design and method: The research was conducted using a convergent parallel mixed-methods research design, with a sample consisting of women in technical mining positions and employer representatives.Main findings: The exploratory factor analysis identified four factors as important for attracting women to technical mining positions. These were application and development value, interest value, economic value and social value. The qualitative findings revealed that the following barriers affect the inclusion of women in mining: the lack of career awareness of mining-related qualifications; the notion that mining jobs are physically demanding for women; work-life balance issues and a workplace culture in mining that is perceived as unwelcoming to women.Practical/managerial implications: This research is significant in that it provides employers and human resource managers with information about factors affecting the attraction of women to technical positions in South Africa’s mining industry and globally.Contribution/value-add: This study contributes to the body of knowledge on women in mining, generally, and the factors attracting women to technical mining positions, specifically.

Explore Professional Development Barriers of Teachers: A Case Study of High School Lahore

The study highlights the need for schools to develop a culture that values and supports ongoing teacher professional development. The study utilized in-depth interviews to collect data from a diverse group of teachers with varying levels of experience and teaching contexts. The participants were selected through purposive sampling to ensure representation from different backgrounds and teaching contexts. The interviews were conducted using a semi- structured approach to allow for flexibility in exploring the participants' experiences. The research group includes 12 subject matter experts from four Lahore high schools. At the personal level, teachers reported that work-life balance issues and competing responsibilities, such as family and personal commitments, hindered their ability to engage in professional development activities. They also noted a lack of support from school leadership, which undermined their motivation to pursue professional growth.

Negotiating business and family demands: the response strategies of highly educated Indian female entrepreneurs

ABSTRACT This study explores how highly educated Indian women entrepreneurs prioritize and manage the work and family role boundaries. It also explores whether boundary management strategies vary based on motherhood and business stages. We explored these issues by interviewing twenty-five financially successful well-educated women entrepreneurs from five cities (Chennai, Bengaluru, Delhi, Hyderabad, and Cochin) in India. We found that the mothers with younger children and entrepreneurs in the early stages of the business preferred to integrate the work and family roles than to set a clear boundary between the roles, using various boundary management tactics to achieve work-life balance (WLB). They attempted to minimize imbalance by creating a resource pool, flexible scheduling, working fewer hours, and preferring workplace proximity. Social support seemed to be essential to reconcile the multiple role demands. According to the business and motherhood stages, significant differences were observed in the type and level of WLB issues women face. The study provides recommendations for successful reconciliation between the work and non-work lives in the Indian context. In this culturally unique context, while access to institutional support for women entrepreneurs is meager, any effort to help them reconcile their work and family demands will be helpful.

Pengaruh Kualitas Kehidupan Kerja dan Keseimbangan Kehidupan Kerja Terhadap Performa Karyawan: Peran Mediasi Kepuasan Kerja

Background – The relationship between work and personal life has been the subject of research of interest to academics and practitioners at the moment. Job conditions, work patterns, and demands have been drivers of reform, changes in demographic composition, and labor market evolution. The number of working hours, methods of regulating working hours, as well as the availability of rest periods significantly affect the quality of work and workers' lives. The phenomenon of Great Resignation has also increased after the Covid-19 pandemic as an indication that the issue of work-life balance is the main discussion of social and labor market problems. Environmental adjustments and flexibility of working hours are considered capable of driving current business performance .
 Aim – The purpose of this research is to determine the effect of quality of work life and work-life balance on employee performance with job satisfaction as a moderation variable.
 Design/ Methodology/ Approach – This research uses a quantitative approach with survey methods to obtain data from respondents.
 Findings – The results of this research show that the quality of work life and work-life balance have a positive and significant effect on job satisfaction and employee performance. While the direct relationship between job satisfaction and job performance did not have a significant effect, so the role of mediating variables of job satisfaction did not occur. These results show that employees do not enjoy good job satisfaction, but the impact does not motivate employees to contribute more to their work. This is very bad because employees are not motivated to develop and maximize work performance. The results of this study are expected to provide input for companies to improve the quality of work life and work-life balance of employees so as to improve the work performance of employees. Its employees will therefore be compressed on the company’s overall productivity. 
 Conclusion – Stakeholders must pay attention to quality of work life and work-life balance to maintain job satisfaction and ultimately promote sustainable employee performance.
 Research Implications – This research recommends developing a conceptual framework by adding stress, burnout, remuneration, and work from home factors in the digital age. 
 Limitations of Research – This research is only limited to the point of view of the woman, not to include the point of view of the organization.

A Survey of Personal Health Habits, Wellness, and Burnout in Practicing Orthopaedic Surgeons—Are We Taking Care of Ourselves?

The personality traits of those who become orthopaedic surgeons may also lead to overwork, work-life balance issues, and burnout. Health and wellness practices of orthopaedic surgeons have not been widely explored. This study evaluated the personal health habits, wellness, and burnout of practicing orthopaedic surgeons in the United States. An anonymous self-assessment survey was completed by 234 practicing orthopaedic surgeon alumni from two large residency programs. The survey assessed exercise habits according to Centers for Disease Control and Prevention recommendations, compliance with preventive medical care practices according to the United States Preventive Services Task Force, prioritization of occupational wellness strategies, and the presence of burnout via an adapted Maslach Burnout Inventory. Survey responders' mean age was 52 years, 88% were male, and 93% had a body mass index <30 kg/m2. Surgeons were stratified according to practice type, years in practice, and subspecialty. Among orthopaedic surgeons, compliance with aerobic and strength exercise recommendations was 31%. Surgeons in academic practice were significantly (P = 0.007) less compliant with exercise recommendations (18%) compared with private (34%) or employed (43%) practicing surgeons. Most (71%) had seen their primary care provider within 2 years and were up to date on age-appropriate health care screening including a cholesterol check within 5 years (79%), colonoscopy (89%), and mammogram (92%). Protecting time away from work for family/friends and finding meaning in work were the most important wellness strategies. The overall burnout rate was 15% and remained not significantly different (P > 0.3) regardless of years in practice, practice type, or subspecialty. This survey study identifies practicing orthopaedic surgeons' health habits and wellness strategies, including limited compliance with aerobic and strength exercise recommendations. Orthopaedic surgeons should be aware of areas of diminished personal wellness to improve quality of life and avoid burnout.