Work-life Balance Programs Research Articles

Pengaruh Pengembangan Karir dan Work Life Balance terhadap Turnover Intention dengan Retensi Karyawan sebagai Variabel Mediasi

In the era of competitive business and Industry 5.0, human resource management (HRM) becomes crucial for achieving competitive advantage through the development, reinforcement, and transformation of organizational culture. This study explores the influence of career development and work-life balance on the turnover intention of female employees at Bank Nagari. Employees are considered the most important assets because their contributions affect the company's reputation and profitability. The involvement of female workers provides valuable skills, diversity, and inclusivity, yet their representation in leadership roles remains low. This research uses a quantitative method with primary data collected through questionnaires from 67 female employees at Bank Nagari headquarters. The results show that career development does not significantly affect turnover intention, while work-life balance has a significantly negative influence on the intention to leave. Demographic factors such as age, marital status, length of service, and income level play a more dominant role in influencing employees' decisions to stay. Additionally, employee retention and job satisfaction act as mediators in the relationship between work-life balance and turnover intention, indicating that policies supporting work-life balance and effective career development programs can enhance retention and reduce turnover intention. Investing in career development programs and work-life balance is a crucial strategy for increasing employee satisfaction and loyalty.

The Work-life Balance Among Private Secondary School Teachers

The work-life balance emphasizes the relevance of behavioral and psychological development for public and commercial sector workers. It highlights how many workers lack the moral, emotional, and psychological stability for productive work and positive working relationships. It is advised that workers participate in work-life balance programs to help them manage their personal and professional lives. It is essential to comprehend the underlying causes of human attitudes and behaviors and the effects of managerial decisions and the organizational environment. Furthermore, the study used descriptive statistics with 50 faculty and staff through convenient sampling. The instruments also passed through validity and reliability testing. The study reveals that on the demographic profile, there were f=25, 50% of the employees were under probationary; also, it must have f=28, 56% under the tenure of 1-2 years in service to the organization; further, there were f=41; 82% with a salary of 10-20,000 Php, moreover, f=33 or 66% worked teacher. These figures revealed that most of them are establishing individuals. Furthermore, behavioral Management has an M=3.51; SD=.610 as interpreted as a very high work-life balance, while the emotional and psychological has an M=3.44; SD=.593 as interpreted as "very high work-life balance; while intellectual and survival have an M=3.56; SD=.501, as interpreted as "very high work-life balance; while vocational and spiritual with an M=3.48; SD=.583. Further reveals that the overall M=3.50; SD=.572 of work-life balance constitutes that faculty maintains personal and professional composure. Spillover theory proves that every professional has personal and professional boundaries that can influence their performance.

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.

Gender Diversity Management: A Systematic Review of Literature and Direction for Future Research

The advantages of gender equality and inclusivity have been more widely recognized, and as a result, gender diversity management (GDM) has gained importance in today's workplace. The existing literature provides mixed evidence concerning the relationship between gender diversity management and organizational performance. Due to mixed findings, a systematic review of gender diversity management was conducted between the years 2010 to 2023, resulting in 53 articles used for the analysis. The paper highlights the various strategies organisations use to promote gender diversity such as female development policies including coaching, training and mentoring, equality policies to prohibit discrimination, work-life balance programs, recruitment and promotion policies, commitment from top management, declaring gender diversity management success, awards and certificates and corporate social responsibility. The paper also highlights the positive and negative impact of gender diversity on organisational performance. Overall, this paper provides insights into the importance of gender diversity management in today’s workplace and offers recommendations for organisations seeking to create a more inclusive and equitable environment.

A Study on Employees Perception Towards the Quality of Work Life

Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as family and work are the most important elements of everyone’s life. Work life balance from the employee viewpoint: the dilemma of managing work obligations and Personal/family responsibilities. Research suggests that improving the Balance between our working lives and our lives outside work can bring real benefits for Employers and employees.In the dynamic landscape of the Information Technology (IT) industry, employees often find themselves navigating a delicate balance between their professional responsibilities and personal lives. The concept of work-life balance has gained considerable attention in recent years, as organizations recognize the importance of fostering a supportive and harmonious work environment. This study aims to explore how employees perceive their work-life balance. By examining factors such as workload distribution, job autonomy, support from supervisors, and the availability of work-life balance programs, this research seeks to identify areas where improvements can be made to enhance the overall quality of work life for employees. The findings of this study will provide valuable insights that can inform the development of strategies and policies to promote a healthier work-life balance within the organization.

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

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

Unveil the Transformative Effects of Employee Welfare and Leadership Initiatives

This paper explores the transformative impact of employee welfare initiatives on leadership practices within organizations. Employee welfare encompasses various aspects, including health benefits, work-life balance programs, professional development opportunities, and supportive workplace cultures. Furthermore, this paper discusses the potential challenges and barriers to implementing comprehensive employee welfare programs and the corresponding implications for leadership. It highlights the importance of alignment between leadership values and organizational policies to ensure the successful integration and sustainability of employee welfare initiatives. This paper offers valuable insights for organizational leaders, HR practitioners, and scholars aiming to understand the dynamic relationship between employee welfare and leadership initiatives. By recognizing the transformative potential of prioritizing employee welfare, organizations can cultivate a culture of inclusivity, innovation, and excellence, ultimately driving sustainable growth and competitive advantage in today's dynamic business environment. Keywords: Employee benefits, Leadership skills, Promotes employee well-being and Team collaboration.

Work-Life Balance Policies and Organizational Outcomes: A Qualitative Investigation

Increased globalisation and modernisation over the last decade have led to a greater focus on firms adopting work-life balance (WLB) policies to increase employee preservation. This research examines the relevance of work-life balance programmes and policies and their impact on organisational outcomes. Due to demographic and socioeconomic shifts, work-life balance (WLB) has become a significant issue for many businesses. This study intended to re-examine the idea of work-life balance from the perspective of employees in the banking and IT sectors. According to the results, work-life balance is influenced by an organisation's family work culture and personal characteristics such as time management and family support. There were no noticeable variations regarding work-life balance between workers with different family structures and those in the two analysed sectors. A recent poll reveals that IT, airline and banking personnel have similar perspectives on work-life balance.

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.

Optimizing Work-Life Equilibrium: A Case Study of Work-Life Balance Strategies and Employee Well-Being at Brain Academy (Ruangguru)

This research aims to investigate the effect of implementing work-life balance strategies on employee well-being in an organizational context. A quantitative approach with multiple regression analysis was used to analyze data from surveys conducted on employees. Findings show that flexibility of working hours, flexible leave policies, remote work, accessibility of health and wellness facilities, and work-life balance programs significantly contribute to employee well-being. The implication of these findings is that it is important for companies to pay attention to these aspects in designing their human resource management policies and practices to improve employee welfare and productivity.

Effectiveness of Using Work Life Balance Policies within the Directorate General of Treasury

This research aims to determine the effectiveness of the work-life balance policies implemented in the Directorate General of Treasury of the Ministry of Finance. The focus is on assessing the impact of these programs on employees' in-role performance. A survey was conducted among supervisory and executive staff, with a total of 5,877 employees, resulting in 1,112 respondents. The data were statistically analyzed using SPSS. Correlation analysis was used to determine the correlation between demographic variables, independent variables, and dependent variables, and hierarchical multiple regression analysis was employed to test hypotheses. The results of the data analysis indicate that work-life balance policies do not have a positive and significant effect on employee in-role performance, suggesting that the applied work-life balance policies are not effective. The expected positive implication of this research is to provide insights and perspectives for policymakers regarding the implementation of work-life balance programs to ensure their effectiveness in helping employees balance their work and personal lives.

Impact of Remote Working on Recreational Physical Activity (RPA) Behaviours – a Case Study of the Covid-19 Lockdown in Poland

Abstract The aim of this article is to describe and explain changes in people’s recreational behaviours caused by the shift to remote work (RW) or work from home (WFH) due to lockdowns during the Covid-19 pandemic. A literature review revealed a cognitive, methodological and applicative gap in this area. This relationship has not been analysed so far, particularly among Poles. The authors developed an electronic questionnaire using a framework designed to study RPA behaviours. A survey based on the questionnaire was conducted from 20 May to 31 Oct. 2020 and included 533 respondents, with 371 people experiencing changes at work, 280 of whom shifted to RW/WFH. A combination of quantitative and qualitative data analysis methods (descriptive statistics and content analysis techniques, affinity diagram, relationship diagram) was used to analyse the survey results. The results of the qualitative analysis allowed a description of changes in the respondents’ lifestyles induced by the transition to RW/WFH. The results of the quantitative data analysis showed unequivocally that taking up RW/WFH had a negative impact on RPA behaviours. The frequency and duration of workouts decreased. The novelty lies in demonstrating the relationship between remote working/work from home and RPA and the inventive methodological approach. The results are universal and can be used to design work-life balance programmes for remote employees.

Factors Affecting Work Life Balance among Administrator in a Public University during COVID-19

This study is conducted to examine the relationship between job stress, supervisor support and work attitudes toward work-life balance during Covid-19 among employees in an administration office at a Public University in Selangor. The independent variables of this study consist of job stress, supervisor support, and work attitude; whereas the dependent variable in this study is work-life balance. The quantitative research method is selected and a questionnaire is used as the research instrument to collect data. There are 110 samples selected from the Administration office (N=110). The data collected is analyzed by using Statistical Packages for Social Science Version 26.0 (SPSS Version 26.0) software. Data was then analyzed both descriptively and inferentially. The results revealed that all variables have a significant positive relationship between supervisor support and work attitude with work-life balance and a significant negative relationship between job stress and work-life balance. The study emphasized the need for organizations to review the relevance of work-life balance programs, policies and activities that support and encourage employees to reduce stress in a workplace. Supervisor support also has the impact of making a positive work attitude among employees. This study gives insight to the organization in designing an appropriate system to enhance work-life balance.

WORK LIFE BALANCE IN ROAD TRANSPORT CORPORATION With reference to TSRTC Hanamkonda

Individuals are typically artisans or homegrown. Any character usually spends the majority of his useful time during the day on pleasant artwork, and this is an important aspect of his reality. His effectiveness is dependent on factors that are currently not the most truthful about his personal life. The artwork-life strength carries the responsibility of achieving a balance between professional-best artwork and remarkable video games, reducing erosion between legitimate and homegrown or private lifestyles. The balance between extreme and enjoyable sports improves quickly, and as a result, labor efficiency rises. It improves pleasure in every master's private existence. This will discusses specific aspects of balancing work and life. Having burn-out and stressed employees are of no use to the organization and the key to make an organization successful lies in the satisfaction, commitment and deliberate involvement of the employees. For this purpose many companies have begun to introduce work-life balance programs in order to help the employees efficiently deal with their work professional and personal lives Keywords: Work Life Balance, Organization

Rancangan Manajemen Talenta Guru Pada Lembaga Pendidikan Anak Langit

The present study explores the implementation of talent management at Anak Langit Educational Institution, aiming to design a comprehensive talent management framework tailored to the organization's unique needs. The research uses a qualitative approach to identify talent criteria, assess selection methods, and examine on-boarding, development, and retention practices. The findings reveal that Anak Langit demonstrates a strong commitment to shaping a 'rabbani' generation through structured talent management practices. The institution actively engages in recruitment using various methods, including social media promotion and campus relations. Talent development primarily consists of workshops and training programs, with opportunities for individual skill enhancement. Performance evaluation extends beyond job performance to personal development and interpersonal skills. In talent retention efforts, Anak Langit provides informal appreciation, support, and work-life balance programs. However, the study suggests opportunities for further development, such as the creation of detailed talent management guidelines for transparency and effectiveness. The comprehensive talent management framework proposed includes specific talent criteria, a Talent Development Center, Key Performance Indicators (KPIs) implementation, and flexible individual development plans, ensuring a structured, flexible, and individual-focused approach.

Work-Life Balance as Predictor of Business Studies Teachers’ Task and Contextual Performance in Esan West, Edo State

In a society that is filled with conflict of responsibility and obligations towards personal lives, family values and aging work force, work-life balance (WLB) becomes a vital programme worthy of research. The present study was on work-life balance as predictors of business studies teachers’ task and contextual performance in Esan West, Edo State. Three research questions were raised to guide the study. Two hypotheses were formulated and tested at 0.05 level of significance. The study adopted a correlational survey research design. The population of the study comprised all business studies’ teachers in Esan West numbering 42 business studies’ teachers. The instrument used was a questionnaire titled ‘Work-Life Balance and Performance Questionnaire (WLBAPQ).’ The instrument was validated by two experts. The cronbach alpha was used in ascertaining the reliability of the instrument and it yielded a reliability coefficient of .81 after administering the instrument to 10 business studies’ teachers in Egor, Edo State. The data collected from the respondents were analyzed using Pearson product moment correlation coefficient and simple linear regression analysis. The findings revealed that work-life balance is a significant positive predictor of business studies teachers’ perceived task performance (R2 = .158, F (1, 40) = 7.517, P <. 05). The findings also revealed that work-life balance is a significant positive predictor of business studies teachers perceived contextual performance (R2 = .002, F (1, 40) = .097, P >. 05). Based on the findings, it was recommended that institutions/schools should continue to put in place more work-life balance programmes that will enhance the performance of business studies’ teachers.

Emerging work environments in the pandemic era: a gendered approach to work-life balance programs.

As the coronavirus pandemic affects virtually every sector of the economy, this ongoing review examines the effects of remote working on women's job performance-including hypotheses about serious activities and how they may balance work and family. In recent years, psychometric testing has become increasingly popular with organizations worldwide, and they are looking at this method to better understand how women achieve balance in their lives. The aim of this work is to investigate how different aspects of psychometrics and factors relating to work-life balance influence women's satisfaction levels. An exploratory factor assessment (EFA) and a confirmatory factor assessment (CFA) using a seven-point Likert scale were performed on data collected from 385 selected female IT workers whose satisfaction levels toward psychometric assessments in their organization were examined. The current study uses EFAs and CFAs to develop and identify the key factors in women's work-life balance. The results also showed that three significant variables accounted for 74% of the variance: 26% from work and family, 24% from personal factors, and 24% from loving their job.

Effect Of Work-Life Balance On Performance: An Empirical Study Of Jordanian And Indian Hospitals

The present study on work-life balance and employee performance among Jordanian and Indian nurses could aid entrepreneurs’ in a medical setting to gain relevant knowledge on work-life programs, enabling them to evaluate their policies and programs based on this information, recognize strategies to expand organizational policies, and potentially influence policy standards of the industry. The results of this study could contribute to bringing awareness adjacent to the issue of employees’ job performance and satisfaction. Additionally, the results from this study could benefit the public by extending the knowledge of how work-life balance policies and programs contribute to improving work and personal relationships, work motivation, and career decisions. These benefits may also positively contribute to business practice by offering organizations in different industries ways in which they approach the development, implementation, and utilization of work-life balance policies and programs to promote supportive managerial attitudes towards family-friendly policies and programs. Publishing the results of this study may inform organizational leaders and business professionals of the potential contributions that work-life balance programs can have on employee performance, with the potential to position organizational leaders and business professionals to better provision work-life responsibilities. Most important, the findings from the study might provide further insights that could be instrumental in assessing job effectiveness among organizational workers and reducing employee absenteeism and turnover.

The Mediating Role of Chinese Values in the Satisfaction of Work-Life Balance among Chinese Bank Employees: A Case Study

The topic of Work-Life Balance has become a widely discussed issue in Western contexts due to the rising stress levels in both work and personal life. Only recently has the topic become popular in Asian countries, including Malaysia. While studies have explored the Work-Life Balance in the banking sector, there remains a scarcity of research examining the cultural aspect of the Work-Life Balance of Chinese ethnicity outside Mainland China. This study aims to fill this gap by exploring the mediating role of Chinese Values on the relationship between antecedents of Work-Life Balance (including work involvement, work overload, work support, family involvement, family overload, and family support) and Work-Life Balance satisfaction among Chinese bank employees in Sarawak, Malaysia. A quantitative method was employed to gather data from 52 Chinese bank employees, which was then analysed using IBM SPSS version 25.0, Pearson Correlation Analysis, and the PROCESS for mediation. The results of this study demonstrate that Chinese Values play a significant mediating role in the relationship between some of the antecedents of Work-Life Balance (work involvement, work overload, work support and family support) and satisfaction with Work-Life Balance. Based on these findings, it is recommended that some cultural aspects of Chinese values, which are usually accepted by other ethnicities, be considered when developing and implementing Work-Life Balance programs in the banking sector. The study highlights the importance of considering cultural differences in the design of workplace programs to improve Work-Life Balance satisfaction among employees.