Work-life Balance Policies Research Articles

The Impact of Employee Benefits on Job Satisfaction in the Sales Industry: An Analytical Study Using Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory

Abstract: This study aims to explore the relationship between employee benefits and job satisfaction in the sales industry and analyze how improving employee benefit programs can affect employee job satisfaction. Through literature review and in-depth interviews with employees of sales companies of different sizes, this paper analyzed various types of employee benefits and their potential impact on employee satisfaction. The study utilized psychological and social theoretical models, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, to construct an analytical framework. The research findings indicate that certain key elements in employee benefit programs, such as health insurance, training and development opportunities, and work-life balance policies, have a significant effect on improving sales personnel's job satisfaction. Furthermore, through a case study of Starbucks Corporation, this paper further verified that implementing comprehensive and competitive employee welfare strategies in a sales environment can significantly enhance employee loyalty and reduce turnover rates. The study provides specific management recommendations for enterprises in the sales industry, emphasizing the importance of establishing or improving employee benefit plans to enhance employee satisfaction and business performance.

Factors Affecting Employees Motivation: An Exploratory study of employees at The General Administration of Education in Jeddah

This research aims to systematically explore the intrinsic and extrinsic factors influencing employee motivation in the General Administration of Education in Jeddah. Through qualitative methods, the study seeks to identify and understand the impact of career development, leadership styles, organizational culture, work-life balance policies, and external economic factors on motivation(Al Doghan & Albar, 2015).Furthermore, the research aims to investigate and identify the key factors, both intrinsic and extrinsic, that significantly influence employee motivation within the General Administration of Education in Jeddah ,proposing strategies for improvement in educational administration. The significance lies in bridging the gap between academic knowledge and practical applications, ultimately enhancing the quality of education and administrative efficiency in the region. The study employs an exploratory study with a mono-method design utilizing semi-structured interviews for data collection. Thematic analysis is employed to extract insights from the gathered qualitative data(Delve,Ho,2023).The research sample comprises 15 employees from the general administration of education in Jeddah, including administrative assistants to department heads. The participants consist of 8 males and 7 females, with varying ages ranging from 30 to 55 years old. Years of experience range from 7 to 33 years, with a mix of job titles including administrative roles and managerial positions.The study concluded that job satisfaction and opportunities for personal growth play a crucial role in enhancing employee motivation and productivity. It also showed that a positive work culture and transformational leadership contribute to increasing motivation levels. Additionally, the research emphasized the importance of achieving a balance between work and personal life, and the need to understand and address economic factors to maintain high levels of motivation and commitment.

Empowering Women through Work-Life Balance Policies and Practices

This article examines strategies for empowering women through effective work-life balance policies and practices. It reviews literature demonstrating the disproportionate work-life challenges faced by women and the negative career impacts that can result without organizational support. Key policies shown to address these challenges and improve job satisfaction for women are discussed, including flexible work arrangements, paid family and medical leave, child and elder care support, extended career breaks/sabbaticals, and visible leadership commitment. Tangible examples are then provided of how leading companies in healthcare, technology, and legal sectors have successfully implemented combinations of such policies. The results for these organizations include higher retention rates, greater diversity, improved employee satisfaction and loyalty, and enhanced business performance. The article translates this research foundation into practical recommendations, concluding that holistic integration of evidence-based work-life balance solutions within HR practices and culture builds an inclusive environment where all talents can thrive.

Empowering work-life balance: Exploring the nexus of flexible work arrangements, job satisfaction, and women's well-being in SMEs

The aim of this study is to evaluate flexible working arrangements, work-life balance, and job satisfaction among women who work in small and medium enterprises (SMEs). The COVID-19 pandemic has highlighted the importance of flexible working arrangements, particularly for women juggling work and family responsibilities. The study evaluates the extent to which flexible working arrangements enable women to maintain a balance between work and family life in order to achieve work-related satisfaction. One hundred and thirty questionnaires were collected from the respondents for analysis. The analysis demonstrated a significant relationship between flexible working arrangements and work-life balance/job satisfaction among women working in SMEs. Importantly, work-life balance is an explicit factor that influences job satisfaction and mediates the relationship between flexible working arrangements and job satisfaction. These findings emphasize the need for organizations to seriously consider implementing flexible working arrangements and work-life balance policies in return for enhanced satisfaction of their workforce, especially women in SMEs in Malaysia. Research in this area is scarce; however, these findings offer valuable insights for SMEs in improving employee satisfaction and striving for growth and sustainability in the long run.

Job Stress and Its Influence on University Staff’s Quality of Life: The Importance of Work-Life Balance and Coworker Support

Quality of life plays a crucial role in enhancing employee productivity. This study aimed to assess the relationship between job stress and quality of life among university staff, identifying types of stress that positively or negatively impact well-being. A total of 88 university employees participated, with data collected using the New Job Stress Scale and WHOQOL, both adapted into Indonesian. Analyses included one-predictor regression, product moment correlation, independent t-test, and one-way ANOVA to evaluate job stress and quality of life. The results indicated that job stress predicts quality of life and is correlated with all its domains. Specific components of job stress, such as working time, work-related anxiety, role conflict, work-life balance, and coworker support, were significantly related to overall quality of life. No significant differences in job stress were observed based on gender, age, type of work, length of service, education level, or marital status. Similarly, quality of life did not vary by gender, age, type of work, education level, or marital status. However, significant differences in quality of life were found based on service length, with employees working more than five years reporting better quality of life than those with one to three years of service. The findings suggest universities should implement stress management programs and improve work-life balance policies to enhance staff well-being, particularly for long-serving employees.

How Effective Are Work-Life Balance Policies? The Importance of Inclusion

In this manuscript we review research on the effectiveness of work-life balance (WLB) policies in improving employee and organizational outcomes. We find that while WLB policies are often implemented with good intentions, their effects are generally small or inconsistent. We identify eight barriers to policy inclusivity that we theorize are linked to reduced effectiveness—a narrow definition of family, focusing on work-family rather than work-nonwork balance, low policy awareness, the practical constraints of access, overlooking vulnerable workers, the nature of the job, supervisor attitudes and behaviors, and unsupportive organizational cultures—and make recommendations for addressing these barriers. We also highlight the importance of considering individual differences and cultural contexts when implementing WLB policies. We conclude by proposing future research directions, such as examining coworker support and the impact of national culture on policy effectiveness.

Analysis of the Influence of Work-Life Balance Policy on Employee Performance in Service Companies

Analysis of the Influence of Work-Life Balance Policy on Employee Performance in Service Companies

European Union gender equality and work–life balance policies: managing tensions between the demands of production and reproduction

European Union (EU) gender equality policies increasingly acknowledge the existence of tensions between the demands of productive and reproductive labour, with the former defined as waged work and the latter as the (unpaid) activities reproducing the labour force and provisioning for caring needs. As women increasingly enter the labour market, the EU addresses the growing tensions through new gender equality policy initiatives, prompting the question of whether these recognise the value of reproductive labour to the economy. This article analyses the discourses of three EU institutions (the European Commission, Council of the EU and European Parliament) and finds that EU policy as a whole continues to prioritise the interests of the productive economy. This results in a loss of the emancipatory potential of its gender equality goals, in particular, for women from working-class, minority ethnic or migration backgrounds.

Achieving sustainable development goals for mental health and gender equality through work-life balance and emotional intelligence

Purpose The purpose of this study is to investigate the relationship between work-life balance and the mental health of Indian managers and to explore the moderating role of emotional intelligence (EI) and gender. Design/methodology/approach Work-life balance scale (Hayman 2005), Mental Health Inventory (Viet and Ware, 1983) and EI scale (Wong and Law, 2002) were administered to 202 (102 males and 100 females) Indian managers. Based on the Conservation of Resource theory, a theoretical model has been designed and hypotheses were tested by descriptive, correlation and moderation analysis. Findings The results of this study indicated that work-life balance is positively correlated with psychological well-being and mental health, while negatively correlated with the psychological distress of managers. EI has emerged as a potential moderator that positively influences the relationship between work-life balance and the mental health of managers. At the same time, gender did not show any moderating effect. Research limitations/implications This research has theoretical, practical as well as social implications. Practical implications This study is aligned with SDG 3 and SDG 5 of the UN Sustainable Development Goals 2023. This paper provides valuable inputs in promoting mental health at the workplace and formulating gender-neutral work-life balance policies and programs in Indian organizations. Social implications This study is aligned with SDG 3 (Health and well-being) and SDG 5 (Gender equality) of the UN Sustainable Development Goals 2023. Originality/value This study is an empirical research paper backed by a sound theoretical framework, which addresses the work-life balance and mental health issues of managers and highlights the positive role of EI in managing their personal and professional lives in a low gender-egalitarian Indian work–family culture.

The Influence of Work-Life Balance Programs on Employee Loyalty

The Business Process Outsourcing (BPO) industry in Santa Rosa, Laguna, Philippines, faces persistent challenges in nurturing a resilient and committed workforce amidst evolving market dynamics. This study explores the impact of Work-Life Balance Programs on Employee Loyalty within this dynamic sector. Employing a quantitative causal-comparative research approach, data was collected from 150 BPO employees through structured questionnaires. Findings reveal a strong recognition of the positive influence of work support on family interactions, yet disparities exist in attitudes towards home obligations enrichment and clarity on work-life balance policies. Despite satisfaction with career progression, concerns arise regarding internal communication and management strategy. Nonetheless, employees demonstrate a commitment to the organization, underscoring the need for continuous reinforcement of its value proposition. Statistical analysis confirms the significant influence of Work-Life Balance Programs on employee loyalty. The study concludes that fostering mutual respect, supporting career growth, and prioritizing work-life balance are essential for enhancing employee satisfaction and loyalty. Recommendations include improving communication channels, fostering an ownership culture, and demonstrating corporate social responsibility through community engagement and wellness initiatives.

The Influence of Work-Life Balance Policy, Work Culture, and Managerial Support on Employee Retention in Creative Industries in West Java

This study investigates the effect of work-life balance policies, work culture, and managerial support on employee retention in creative industries in West Java through quantitative analysis. A sample of 150 employees from various sectors within the creative industry participated in the study. Data were collected using structured surveys measuring perceptions of work-life balance policies, work culture, managerial support, and employee retention intentions. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was employed to analyze the relationships between the variables. The results indicate significant positive relationships between work-life balance policies, work culture, managerial support, and employee retention intentions. These findings underscore the importance of fostering a supportive and conducive work environment in promoting employee retention within the dynamic landscape of the creative industries. The study contributes to the existing literature by providing insights into effective strategies for enhancing employee retention in creative industries in West Java.

Perceptions of Women Employees on the Quality of Work Life Practices in The Electronics Manufacturing Industry - an Analysis

This study investigates the quality of work-life practices and perceptions among female employees in the electronics manufacturing industry in India. This study aimed to identify and analyze the factors influencing their work-life quality and the interplay between these factors and various demographic and socioeconomic variables. Using purposive sampling, data were collected and analyzed with SPSS to explore the impact of work-life balance policies, workplace assistance, workload, and job satisfaction on women's work–life decisions. The findings provide significant insights into how demographic, socioeconomic, and psychological factors shape female employees' workplace experiences. This study highlights the importance of tailored work-life practices to enhance job satisfaction and well-being among women in this sector, offering valuable guidance for policymakers and organizational leaders to create supportive and equitable work environments.

The impact of work–life balance and flexible work arrangements on non‐financial organisational performance

AbstractThe study's goal was to determine the effect of work–life balance (WLB) and flexible work arrangements (FWAs) on non‐financial organisational performance. The study was motivated by a lack of empirical research on the impact of WLB and FWA on organisational non‐financial performance in developing countries. The evaluation of organisational performance is skewed towards financial indicators at the expense of non‐financial metrics. The study's population consisted of management and non‐management employees from seven multinational and national manufacturing and service firms. Based on a population of 1068 people, the sample size was 678. The return rate was 86.72%. The respondents were chosen using a simple random sampling technique with the aid of a table of random numbers. The research design was a survey, with a validated structured questionnaire used. The data was quantitative, and it was analysed using SPSS (IBM, vr. 26) and SEM‐PLS (3.0). The main findings were that there was a statistically significant relationship among WLB, FWAs and non‐financial organisational performance. It was suggested that management include non‐financial performance indicators in performance evaluations and implement WLB and FWA policies to reduce paid work inferences with personal life.

Beyond the Classroom: Insights into Work-Life Balance Experiences of Women Teachers in Patna, Bihar

This paper delves into the work-life balance experiences of women teachers in Patna, Bihar, aiming to provide valuable insights into the challenges they face and potential strategies for improvement. Utilizing a mixed-methods approach, the study examines the perceptions and experiences of female educators regarding workload, support systems, family responsibilities, and organizational policies. Quantitative data, gathered through surveys, and qualitative data, obtained via interviews, are analyzed to offer a comprehensive understanding of the work-life dynamics in this context. The findings highlight the significance of work-life balance policies and interventions in educational institutions to support female teachers' well-being and professional satisfaction. The implications of the study's findings for practice and policy are discussed, along with recommendations for fostering a more supportive work environment that promotes work-life balance among women teachers in Patna, Bihar.

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

Objective: This study aims to explore the impact of organizational factors, including employee engagement, selection procedures, training, and work-life balance policies, on academic performance in Saudi Public Universities. It further investigates the mediating role of employee commitment in these relationships. Method: A quantitative methodology was employed, gathering data from 103 academic employees across various Saudi Public Universities through a structured questionnaire. The data was subsequently analyzed using SPSS and Smart PLS software to assess the direct and mediating effects of the organizational factors on academic performance. Research Findings and Discussions: The analysis revealed significant direct effects of employee engagement and training on academic performance. Employee engagement also significantly influenced employee commitment. However, employee commitment did not demonstrate a significant mediating effect in the relationship between organizational practices and academic performance. These findings highlight the critical roles of employee engagement and training in enhancing academic outcomes within the context of Saudi Public Universities. Research Implications: The study underscores the importance of focusing on employee engagement and training as key drivers of academic performance. The lack of significant mediation by employee commitment suggests that the direct effects of organizational practices on academic performance are more pronounced and may not necessarily rely on enhanced commitment levels. These insights are crucial for university administrators aiming to optimize organizational strategies for improved academic results. Originality/Value: This research contributes to the existing literature by delineating the direct influences of specific organizational factors on academic performance, particularly within the unique setting of Saudi Public Universities. It challenges the assumed pivotal mediating role of employee commitment, offering a new perspective on optimizing organizational practices for academic enhancement in this region.

Assessing the Effect of Compensation Packages, Work-Life Balance Policies, and Career Development Opportunities on Employee Retention: A Case Study of MSME Employee

In today's competitive business environment, Micro, Small, and Medium Enterprises (MSMEs) face significant challenges in attracting and retaining top talent. This study examines the impact of compensation packages, work-life balance policies, and career development opportunities on employee retention within MSMEs. Using a quantitative research design and Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 300 respondents were analyzed to explore the relationships between these factors. The findings reveal significant positive relationships between compensation packages, work-life balance policies, career development opportunities, and employee retention. These results highlight the importance of strategic investments in human capital and the creation of conducive work environments to foster employee loyalty and commitment within MSMEs.

A balanced work-life relationship helps boost employee performance

The current research note is written for personnel managers and MBA students, aiming to raise awareness of the importance of work-life balance in employee management policies. In the intersection of work and personal life, the work-life balance is the equilibrium between the two; more specifically, the work-life balance explains the relationship and interaction between an individual's job and their private life. In the research note, we first introduce the concept and characteristics of work-life balance through relevant literature. We then argue the significance of incorporating work-life balance into employee management practices, as the concept of work-life balance helps managers appreciate individual differences and develop more human-oriented awareness in management. We encourage managers to adopt transformational leadership in their management, in which the concept of work-life balance should be embedded in the design and implementation of employee management policies. By giving more autonomy to the employees through work-life balance policies and practices, employees are more likely to appreciate the work and make more contributions accordingly. Practitioner points are also recommended.

A Study on Relationship between Workplace Happiness and Employee Retention among School Teachers with Reference to Nagapattinam District

Work place happiness comprises various key aspects of a work experience of an employee. It is not about just enjoying the job; It impacts employee well-being and teacher satisfaction with the profession. This study explores how Work place happiness and employee retention is related among school Teachers in Nagapattinam District .It also studies the impact Work place happiness has on Job satisfaction which ultimately influence the teachers in staying in their profession .The study examines factors such as autonomy and control, employee engagement and work-life balance, organizational climate and collaboration and innovation opportunities among teachers. Statistical analysis like correlation, regression is used to examine the relationship between the above factors and job satisfaction. `The result shows that workplace happiness and Employee retention are positively correlated. It also identifies that giving full control over classroom, promoting work life balance policies, and creating a positive working climate and innovation and collaboration opportunities are the major improvements needed in retaining teachers. This will give an overview of employee retention based on job satisfaction

일생활균형정책과 지방분권화에 따른 출산율의 변화: OECD 회원국을 중심으로

In Korea's Basic Plan for a Low Fertility and Aging Society, the work-life balance policy aims to create a society that works together and takes care of each other, and seeks to promote regional coexistence due to demographic changes. To this end, this study aims to empirically examine the relationship between the characteristics of work-life balance policies and fertility rates in OECD member countries according to the degree of fiscal decentralization. Based on data provided by the OECD and the International Network on Leave Policy and Research, we find that maternity and parental leave are significantly associated with fertility. Maternity leave duration is positively related to fertility, while women's parental leave, both unpaid and paid, is negatively related to fertility. The relationship between decentralization and fertility shows that the more fiscal autonomy local governments have, the higher the fertility rate. Based on the results of the regression analysis, it is necessary to implement policies in the direction of promoting autonomy in the combination of parental leave duration and salary level through the autonomy and discretion of local governments, and strengthening the duration of maternity leave and economic support. This study examines the characteristics and basic elements of leave policies (maternity leave and parental leave), which are key work-life balance policies, and how the degree of decentralization affects fertility rates in 35 OECD countries, with the ultimate goal of improving the quality of life of not only parents but also infants and young children.

Breaking Barriers and Balancing Bytes: Exploring Work-Life Balance among Female ICT Professionals in a South Telecommunications Company - A PhD Thesis Review

Research Aim: This review examines work-life balance experiences offemale Information and Communications Technology (ICT) professionalsin the South African telecommunications sector from the organization,Telkom, drawing from Wiza Munyeka’s 2021 PhD thesis.Design/methodology/approach: The study, encompassing four researcharticles, employs a mixed-methods approach and is theoreticallygrounded in the Life Course perspective and Border Theory. ResearchResearch Findings:The research unveils Telkom’s proactive measures andemployee awareness regarding work-life balance policies. Telkom utilizeswork life balance policies and programmes namely the Telkom Touch(2018) and Telkom Policy on Hours of Work (Other WorkingOpportunities and Overtime) hours (2015). It emphasizes the universalchallenges faced by female ICT professionals, urging targetedinterventions.Theoretical Contribution/Originality: The study contributes significantlyby introducing the Work-Life Balance Framework, synthesizing keytheories and providing a practical guide for understanding andaddressing challenges in diverse contexts. This research review fills acritical gap in the literature, amplifies the voices of an understudieddemographic, and offers practical implications for organizational policies,interventions, and strategies to foster an inclusive and supportive workenvironment.Keywords: Work life balance; females; Information and CommunicationsTechnology; Life Course Perspective; Border Theory