Work-life Balance Practices Research Articles

Cultivating Innovative Work Behavior: Insights from HRM Practices Integration

Innovative Work Behavior (IWB) has a prominent space in various literature, but what cultivates it remains inconsistent and fragmented. This study posits that controlled Human Resource (HR) practices can foster Innovative Work Behavior (IWB). It used Reflective Thematic Analysis (RTA) to examine from the lens of Perceived Organizational Support (POS) and Learning Culture (LC) theories based on the insights of 10 expert-respondents across 8 industries. The findings revealed that the organization’s support and the synergy of HR practices such as Diversity Management (DM), Work Life Balance (WLB), and Training and Development (TD) significantly succeeded to cultivate IWB while Rewards and Recognition (RR) practices failed to cultivate the desired behavior. The study also showed that championing cultural diversity and observing employees’ balanced work-family time propelled innovative behavior. Likewise, Learning Culture (LC) as enhanced by TD, DM, and WLB practices escalated the employees’ IWB. The study recommends to strategize RR practices, focusing on intrinsic rewards that are linked to IWB and to enhance TD practices for sustainable learning. It further highlights the crucial role of organizational support through HRM practices and learning culture in cultivating IWB. Since IWB is multi-factored, an investigation on other factors not addressed in this study and longitudinal research must be conducted to ensure consistent findings. The future direction of this study should also focus on external factors such as technological advancement, market competition, and regulatory environment that shall redefine the organization’s core values and consequently frame employees’ Innovative Work Behavior. This study does not only contribute to the existing body of literature, but also offers significant insights for both HR and Innovation managers in their respective practices. Keywords: Innovative Work Behavior, HR Practices, Organizational Performance, Diversity Management, Work-Life Balance, Training and Development, Rewards and Recognition, Perceived Organizational Support (POS) Theory, Learning Culture (LC) Theory

Work-Life Balance Practices and Employee Performance in Public Universities in Kenya

Purpose: The study examines the influence of work-life balance practices on the employee performance of public universities in Kenya. The specific objective is to find out how work-life balance constructs (work-family conflict, flexible work arrangements, stress, burnout, psychosocial support) influence employee performance at public universities. Methodology: Descriptive survey design was used guided by Spill over theory, and a positivism philosophy. The target population of the study comprised all employees in 30 accredited public universities in Kenya with a total population of 35,502 employees. A sample size of 385 employees was obtained using the statistical formula of Fisher for calculating sample size and respondents were chosen using a stratified random sampling technique. Results: The study found that there was a significant positive correlation between work-life balance and employee performance with a regression coefficient of (β = .844, p ˂ .000). Work-life balance constructs accounted for 71.1% variation in employee performance. This means that when work-life balance practices are well managed, employee performance is likely to increase. Conclusion: The study recommends that public universities in Kenya should focus on improving their work life balance practices to improve their employee performance.

How CEO transformational leadership promotes firm innovation: mediating role of collective task self-efficacy

PurposeInnovative capabilities are essential for the survival and development of an organization. Previous studies have found a positive relationship between CEO transformational leadership (CEOTFL) and firm innovation. However, limited studies have endeavored to investigate the relationship between CEOTFL and firm innovation through the cognition and attitudes of the ordinary employees, despite their significant role in corporate innovation. Existing TFL literature has predominantly concentrated on “the close relationships” between leaders and their immediate subordinates, leaving the remote influence of CEOTFL on ordinary employees under-researched. Therefore, the current study aims to explain the relationship between CEOTFL and firm innovation from a micro-level perspective.Design/methodology/approachMultilevel and multi-sourced data from 1,627 employees across 145 firms was used to test the hypotheses in this study.FindingsThe results indicate that CEOTFL can enhance firm innovation by enhancing the collective task self-efficacy of regular employees. Moreover, this effect is not observed when employees are exposed to a low level of work–life balance practices.Practical implicationsThe findings suggest that CEOs can perform increased TFL to promote firm innovation. It is recommended that CEOs demonstrate their TFL not only to their direct subordinates but also to regular employees using various methods, such as participating in corporate activities with employees, delivering public speeches and sending emails to employees. Meanwhile, the HRM system should consistently align with the CEO’s leadership approach within the organization.Social implicationsThis study strengthens the importance of ordinary employees and their contribution to firm innovation.Originality/valueThe present study contributes to the literature on the micro-foundations of the relationship between CEOTFL and firm innovation by considering ordinary employee reactions as a mediator. Furthermore, this study enriches the CEOTFL literature by investigating the distant influence of CEOTFL on rank-and-file employees through the lens of social cognitive theory. Additionally, the authors expand cue consistency theory to the realms of CEO leadership and HRM literature by integrating CEOTFL and work–life balance practices into a unified model. The findings reveal the importance of coordination between CEO leadership and HRM systems within an organization. The inclusion of Chinese sample data in this study augments the cultural diversity of the sample within the CEOTFL literature.

Strategic management of internal employer branding – guerilla strategies to engage and retain top employees in a challenging workforce environment

IntroductionIn a globalized and constantly evolving employment environment, it is imperative that organizations cultivate effective employer branding strategies to maintain competitiveness and attractiveness. These would allow them to obtain unique advantages in the market but also support for the internal employer brand. Despite the critical role of employer branding in attracting and retaining top talent, there remains a gap in understanding its relationship to HRM practices and employee perceptions of those practices. The purpose of this research was to investigate the correlation between human resources management practices and employer branding measured through organizational attractiveness and seen from the employees’ perspective. Additionally, to find out if there is a significant difference between the private and public sector in terms of the perception of HRM practices influencing organizational attractiveness.MethodsA questionnaire was applied to 800 respondents, employed in various positions in private and public sector organizations in western Romania. Two scales were applied to evaluate human resources management practices and the employer’s attractiveness from the employees’ perspective.ResultsFindings indicate a direct and positive relation between HRM practices and organizational attractiveness, with particular emphasis on performance appraisal practice, training and development, and work-life balance practices. When it comes to private sector, the significant practices influencing organizational attractiveness are performance appraisal, safety, and work-life balance practices, whereas in the public sector we have training-development and performance appraisal practices.DiscussionThese results underline the role of human resource management in strengthening internal support for the employer brand and increasing overall employer attractiveness. The more appropriate human resource management practices are in the perception of employees, the more attractive the organization is perceived as an employer.

Work-Life Balance Practices and Employee Commitment of Commercial Banks in Rivers State

Work-Life Balance Practices and Employee Commitment of Commercial Banks in Rivers State

Essential Factors and How they Affect Demographic Variables in the Corporate Environment to Maintain Work-Life Balance

Work-life balance (WLB) remains a significant concern for industries, with research highlighting the consequences of imbalance between work and family life. In today's competitive global landscape, companies supporting WLB practices gain a competitive edge. This study aims to explore the impact of demographic variables on WLB factors in Haryana, India. A sample of 300 employees from various private and public banking and insurance branches was analyzed using one-way ANOVA. The study finds that technological advancements have facilitated the implementation of WLB practices, blurring the boundaries between work and personal life. However, despite family-friendly policies, many employees still perceive negative consequences. Normative attitudes and values continue to influence gender roles, affecting women's career prospects. Supervisors' awareness of WLB practices varies, influencing their ability to support employees. Organizations are increasingly focused on fostering a supportive workplace culture to accommodate employees' expectations regarding both family and professional life

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

Do work-life balance measures influence the performance of Spanish listed companies?

Purpose: This paper analyses the effect on economic profitability of the adoption of work-life balance practices.Design/Methodology/Approach: Based on a sample of Spanish listed companies during the period 2015-2019, the aim was to contrast the effect of a work-life balance index on economic profitability.Findings: The regression analysis clustered at firm level, shows a positive and significant effect of the index on economic profitability, suggesting that companies' practices to achieve a work-life balance can be a source of motivation for their human resources.Originality/Value: Investigating the consequences of work-life balance practices at company level not at individual level and, performing a longitudinal study as opposed to cross-sectional studies, more frequent in the literature. Adding evidence in a Continental European country, Spain, as opposed to previous studies carried out mainly in Anglo-Saxon countries so like considering the work-life balances actually used by listed firms in the Spanish market.

Assessing the Importance of Work-Life Balance Initiatives in Employee Satisfaction

The study examines how work-life balance policies affect job satisfaction among employees, with a primary focus on the Kenya Wildlife Service (KWS) but also taking other organizational contexts into consideration. The study assesses how job design, flexible cheduling, and fringe benefits affect job satisfaction among KWS employees using a descriptive survey approach. The results underscore the need of executing work-life balance programs to augment employee contentment and organizational efficacy.The study recommends that KWS management should develop and implement policies supportive of work-life balance at all departmental levels. Moreover, it suggests the necessity for similar research in diverse organizational settings to compare outcomes and guide broader policy decisions.In addition, a review paper also looks at the empirical data and theoretical underpinnings of the relationship between work-life balance and job satisfaction and productivity. It summarizes the body of research and shows how work-life balance efforts contribute to employee engagement, well-being, and organizational effectiveness. In order to foster a more welcoming and effective workplace culture, the review emphasizes the significance of creating a work environment that supports employees’ work-life balance.Furthermore, a quantitative study carried out in Estonia looks into the relationship between work-life balance regulations and employees’ job satisfaction in travel agencies. The research offers valuable perspectives for organizational tactics targeted at augmenting worker contentment and overall efficiency. These research projects advance our knowledge of the importance of work-life balance practices in promoting employee well-being and organizational performance by taking into account a range of contexts and techniques.

Work-Life Balance of Working Women: Impact on Job Performance and Promotion

This research paper explores the correlation between work-life balance and the job performance and promotional prospects of employed women. Utilizing a mixed-methods approach, it collects data on work-life balance practices and encounters of women across diverse professions. The analysis centers on elucidating the impact of proficiently managing work and personal life on job effectiveness and the probability of career progression. Key findings underscore the significance of tackling work-life balance challenges to foster gender parity in work environments and augment women's career advancement. In essence, the study underscores the pivotal role of work-life equilibrium in shaping women's professional trajectories and advocates for its prioritization in organizational policies and practices.

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.

Unpacking the career transition process of returning women professionals in the Indian workplaces: a qualitative study

PurposeThis study aims to explore the career transition process of women professionals when they return to the workplace after a break and re-integrate with their career aspirations.Design/methodology/approachThis research used a qualitative approach with semi-structured interviews for data collection. All 20 women participants have returned to their careers after a break.FindingsThe data analysis reveals women’s career transition and re-integration process into the workplace after a career break. Supervisory support, work–life balance practices, role models, coworker support and career success emerged as factors enabling successful transition. The employing organisations’ diversity, equity and inclusion (DEI) hiring strategy emerged as an important mechanism for re-entry.Originality/valueAlthough previous research has studied women professionals returning after a break, the “transition process” that enables re-entry is missing.

THE APPLICATION OF ‘WORK-LIFE BALANCE’ IN RELATION WITH EMPLOYEES’ WELL-BEING: AN EXPLORATORY STUDY

Purpose: This proposed research aims to explore the respondents’ understanding and expectations on ‘work-life balance’ concept, current policies, and issues in their work settings.
 
 Theoretical framework: The research will also study the relation of ‘work-life balance’ practices with respondents’ holistic well-being in terms of emotional and mental health, as well as social relationship dimension.
 
 Design/methodology/approach: The qualitative research will employ an exploratory case study design, whereby data will be gathered from the purposively sampled respondents using a combination of open-ended survey questionnaire, observation checklist, and interview transcripts (for triangulation purpose).
 
 Findings: Results of this explorative research should be utilized to improve the employees’ condition at home and at workplace, especially after the era of COVID-19 pandemic.
 
 Research, Practical & Social implications: Explore the nuanced relationship between work-life balance and various dimensions of employee well-being, including physical health, mental health, job satisfaction, and overall life satisfaction. Develop flexible work arrangements that cater to diverse employee needs, considering factors like remote work, flexible hours, and compressed workweeks. Encourage organizations to adopt work-life balance practices as part of their corporate social responsibility initiatives.
 
 Originality/value: Our research brings together diverse theoretical frameworks from psychology, organizational behavior, and sociology, offering a comprehensive understanding of the multidimensional facets of work-life balance and its impact on employee well-being. By integrating various perspectives, we contribute a nuanced framework that goes beyond simplistic views of work-life balance.

Work–life balance: Does leadership matter?

PurposeThe extant literature on work–life balance (WLB) has generally overlooked the interrelationship between leadership and WLB. Does leadership have any impact on employees' use of WLB policies and practices? To answer this question, this article considers the social exchange theory as well as transformational and transactional leadership in an investigation of the impact of leadership on WLB.Design/methodology/approachThe study employs qualitative data from 32 semi-structured interviews to achieve the study’s objectives.FindingsThe research reveals that leadership does matter in WLB. The study findings reveal that both the transactional and transformational leadership styles result in the establishment of strong reciprocal relationships between leaders and employees in terms of using WLB policies and practices. Managers only sanction the use of WLB policies and practices only as a reward for excellent performance or when they are completely sure the outcome will favour the organisation. The study concludes that the desire to achieve WLB has often led many employees to go the extra mile in carrying out their work duties, which is rewarded with an approval to use WLB policies and practices. These non-contractual exchanges emphasise reciprocity and are based on trust.Research limitations/implicationsThe extent to which the findings of this research can be generalised is constrained by the size and nature of the research sample.Practical implicationsMany managers are transactional leaders, and they purposefully allow their employees to use WLB policies and practices only as a reward for meeting targets and for excellent performance. This means that employees who fall short of the required targets and expected performance are not permitted to use WLB policies and practices. This finding implies that such employees experience incessant work–family conflict, which may have negative implications for their work engagement, overall well-being and work performance.Originality/valueThis study demonstrates that leadership is relevant to WLB. It shows that transformational leadership is supportive of WLB, as it considers employees' work performance and non-work outcomes. The results and practical implications of this study aids the understanding of the non-contractual exchanges involved in manager–employee relationships, which is crucial for ensuring employees' achievement of WLB and for organisations to achieve their goals.

Evolving needs of men at the workplace: an Indian perspective

PurposeThis paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.Design/methodology/approachThis study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).FindingsThe analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.Originality/valueThis study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

Implementation of work-life balance strategies among construction companies in Lagos, Nigeria: construction workers’ perspectives

Purpose The construction industry in Nigeria has a complex environment, comprising several combinations of consulting professions, clients, contractual arrangement and investors, with longer working hours than other industries. Work–life balance (WLB) strategies are used to balance professional life and personal life. This study aims to assess the extent of implementation of WLB strategies among construction companies in Lagos, Nigeria. Design/methodology/approach This study adopts a survey research technique. Snowball sampling technique was adopted to identify the targeted respondents for the administration of questionnaire. A total of 156 questionnaires were distributed and a response rate of 66% (103 questionnaires were completely filled and returned) was attained. Data elicited were analysed using descriptive and inferential statistics. Findings Results from this study provides evidence that the level of implementation of WLB strategies among construction companies in Lagos state, Nigeria is on the average. The results also revealed organisational understanding, paternity/maternity leave and flexible working arrangement as the top most three WLB strategies implemented among the construction companies in Lagos, Nigeria. Originality/value This study contributed to more effective WLB studies by identifying new information on the extent of usage of WLB practices in the Nigerian construction sector as well as offers a fresh perspective on the usage of WLB in a developing country. An understanding of these strategies is significant for companies’ stakeholders, such as management personnel, top construction professionals and policymakers, and for facilitating the adoption and implementation of WLB strategies among construction organisations.

An interdisciplinary study of quality management and human resource management using quality of work–life factors

PurposeInterrelationships among some common factors of human resource (HR) management and quality management are still unexplored. Changes in work patterns due to the Covid-19 pandemic have aroused interest in some of these factors, such as working-hours, work pressure, work–life balance practices, job satisfaction. The purpose of this study is to explore the interrelationships among such factors. Specifically, the influence of work hours, work pressure, job rotation and work–life balance on job satisfaction is evaluated both directly and under the mediating influence of working conditions.Design/methodology/approachA questionnaire-based survey was conducted in Indonesia among diversified organisations. A total of 432 responses were gathered, and they were examined using hypothesis testing and partial least square based structural equation modelling.FindingsThe study confirms the statistically proven impact of work pressure, job rotations and work–life-balance practices on working conditions. Job rotations, work–life balance practices and working conditions directly influenced job satisfaction. Work pressure did not influence job satisfaction directly, but it significantly influenced working conditions, which eventually affected job satisfaction. Working hours neither affected working conditions nor job satisfaction in a significant manner.Practical implicationsCovid-19 necessitated working from home, which is a peculiar work–life balance situation. The findings are helpful for organisations in planning strategies related to work–life-balance, working hours, multi-skilling, working conditions and other quality of work life factors in both regular working conditions and under Covid-19 conditions.Social implicationsThe proven influence of work pressure and work–life-balance practices may result in the formation of informal organisations, social groups and increased social networking. As working hours are not diagnosed as an influencing factor for job satisfaction, organisations may think about increasing them, affecting the social fabric of the working community.Originality/valuePreviously unexplored interrelationships among various quality of work life factors are established. Under Covid-19 circumstances, factors such as working hours, work–life-balance and work pressure are investigated in a novel manner. The factors and their interrelationships are important to both quality management professionals and HR professionals.

Work-life balance and job satisfaction among faculty members of management campuses of the Kathmandu Valley

Purpose - This study intends to investigate the connection between work-life balance and job satisfaction among faculty members of management campuses in the Kathmandu Valley. When companies show concern for the satisfaction of employees’ personal lives and jobs, these employees often give back by contributing to the achievement of the organization’s objectives through enhanced performance and higher staff retention.
 Study design/methodology/approach - A quantitative approach was adopted and a descriptive and causal-comparative research design to measure the status of work-life balance and its connection with job happiness among the faculty members of management campuses in Kathmandu. Data were collected using a structured questionnaire from 147 faculty members, and analyzed through Statistical Package for Social Sciences (SPSS) version 25.
 Findings - Results of this research exhibited a strong correlation between work-life balance and job satisfaction among faculty of management campuses in Kathmandu. The majority of faculty members of management campuses was able to manage their work-life responsibilities and expressed a moderate level of job satisfaction.
 Conclusion - Long hours and intense job pressure made it challenging for faculty to have a positive work-life balance, and an imbalance in these factors made them dissatisfied towards the job. Support from coworkers, flexible work hours, and family-friendly initiatives all contributed to a healthy balance between work-life, which helped faculty members feel more satisfied with their jobs.
 Implications - Theoretically, this study filled the gap that existed in the area of educational sectors in Nepal. The study is important for academics since it sparks ideas for additional research. Practically, the results of this research help to review the policies and strategies of the educational institutions to implement work-life balance practices which add to the job happiness of faculty and the quality and productivity of the institutions.

Work-life balance practices and employee job satisfaction: A case study of Ghana's security industry in Greater Accra

Purpose: The main goal of this study is to determine how work-life balance factors influence employees' job satisfaction in the security sector. Research Methodology: To sample 115 employees, a quantitative methodology and correlational descriptive design, as well as a census technique, were used. The data were collected using structured questionnaires. The hypotheses were tested using multiple linear regression, and the data were input, processed, and analyzed using SPSS version 20. Results: The findings showed that employees benefit from the organization's work-life balance strategies developed to guarantee that work life is easy for all employees. It also highlighted that several work-life balance elements have a substantial influence on employees' job satisfaction. Limitations: A drawback is that, especially in Ghana's security industry, work-life balance practice has received less attention in the management literature. The study was limited in scope and concentrated on two districts in an urban environment. Contribution: This theory supports the notion that elements of work-life balance influence job satisfaction. Whatever occurred or Any effort made to support employees’ work life would produce definite results when these factors or practices are ingrained into the security service and other organizations’ general policies and programs. This amply demonstrates the importance of work-life balance as a pivot point for employees' ability to meet organizational goals. It is good that the human resource management of every organization pays critical attention to these factors because they will increase job satisfaction and enhance performance.

Impact of Excessive Workload on the Work-Life Balance of Police Personnel in Karnataka

Policing is a stressful job wherein, the workforce, performing duties in such stressful environments will be exposed to traumatic events and chronic stress in their line of duty. Irrespective of designations, policemen experience a lot of physical and mental health issues, addictions, extreme stress and pressure, excessive workload, and life-threatening situations. Several studies state that the work culture and constant stressful environment faced by the policemen make them victims to smoking and alcohol addictions. Despite the power and possession, policing is content of all such negative elements and yet there is still no permanent cure for the issues. Theories of Management suggest that there is always a solution for every problem in hand. The researchers, in this study emphasize on the inculcation of managerial aspects in the Police work culture. This study is focusing on the assessment of influence of excessive workload on the work-life balance practices of Karnataka State Police (KSP). The current study also emphasizes the positive outcomes of an effective managerial education in maintaining a healthy work-life balance among the Police Professionals. The researchers have attempted to enlighten the importance of efficient human resource management practices to safeguard the personal and professional aspects of Police personnel. The findings of the study showcase the numerous advantages of efficient managerial training and education in handling excessive workload and efficient balancing skills to enhance healthy work-life balance practices among the Police personnel in Karnataka.