Work-life Balance Satisfaction Research Articles

Did Leadership Become More Important During COVID-19? A Longitudinal Analysis of the Impact of Servant Leadership on Performance and Work-Life Balance Satisfaction in a Public Organization

In this article we raise the question whether servant leadership became more important for performance and work-life balance satisfaction during the COVID-19 pandemic. Two alternative hypotheses are formulated stating that on the one hand the impact of servant leadership may have increased during COVID-19 as servant leadership can help in dealing with a crisis. On the other hand, it may have become more difficult to express leadership behaviors when leaders and employees are physically distanced from one another. A longitudinal approach was taken to examine the role of servant leadership in relation to the performance and work-life balance satisfaction, comparing the situation before and during the pandemic. Panel data was collected in a Dutch government organization ( N = 293). Results indicate that there was a decrease in the amount of servant leadership experienced by employees, however its impact remained in times where leaders and employees were confined to their homes.

A Review of Women Employees' Work-Life Balance Satisfaction with Reference to AP State Higher Academic Institutions

Purpose: The primary goal of this study is to assess how satisfied women employees in institutes of higher learning are with their balance between work and personal life. To better understand women employees' work-life balance satisfaction, this study looked at an array of aspects, including demographics, family-related factors, and other organizational and work-related procedures.   Theoretical framework: There is a wealth of empirical research available to assess the work-life balance satisfaction of female employees in academic institutions. Higher education has seen several advancements, such as the introduction of online learning systems, but more research is needed.   Design/Methodology/Approach: An evaluation of the exhaustive survey of the literature that was employed in the research design. A data collection tool, such as a questionnaire, is employed, as well as a non-probability sampling technique, such as the Snow ball sampling technique. A standard questionnaire is used to collect data. The information was gathered from respondents in the Indian state of Andhra Pradesh.   Findings: In order to analyze the data, various statistical techniques such as Anova, Regression, and the Cronbach's alpha test are used. Employees' delight with their work-life balance is influenced by their age, marital status, experience, career, and family size. The income and classification level of employees have an adverse effect on their work-life balance enjoyment.   Research, Practical &social implication: This study evaluated the work-life balance of female employees at higher education institutions from a number of perspectives.   Originality/Value: The objective of this research is to find and evaluate the impact of different viewpoints on female employees' work-life balance. A female employee's age as well as income level. Marital status, family size, designation, occupation and level of experience, job and family-related concerns, and working hours are all examined.

Effects of gender on work-life balance satisfaction among trauma surgeons: A survey study

BackgroundPhysician burnout rates are rising. Because dissatisfaction with work-life balance (WLB) is associated with burnout, improving this balance is a key solution. This cross-sectional survey study aims to evaluate factors associated with WLB in trauma surgeons, stratified by gender. MethodsThis is a secondary analysis, studying gender, of a AAST survey evaluating predictors of WLB in trauma surgeons. Survey topics include demographics, clinical practice, family, lifestyle, and emotional support. Subgroups were analyzed independently; primary outcome was WLB satisfaction. Results292 AAST members completed the survey. Responses were stratified by gender (29% females, 71% males). Independent predictors of WLB satisfaction are:Females: more awake hours at home, having a job well-suited for them, better about meeting deadlines.Males: comfortable declining new tasks, fair compensation, healthy diet, workplace emotional support. ConclusionFactors associated with WLB satisfaction in trauma surgeons are different based on gender. This information may help trauma surgeons mitigate burnout.

Work-life conflict and facilitation: Mostly indirect effectson domain-specific and work-life balance satisfaction over time.

The majority of work-life research has been anchored around work-life conflict/facilitation and balance constructs, though these constructs have largely been examined in isolation from one another. The purpose of the current study is to provide a direct replication and longitudinal extension of Grawitch et al.'s cross-sectional study exploring work-life balance satisfaction's relation to interdomain conflict and facilitation. We conducted a three-wave longitudinal study (0, 1 and 6 months) to test the causal assumptions of the original study. In addition to exploring relationships between bidirectional conflict/facilitation and work-non-work balance (WLB) satisfaction variables, the pathways by which work-life constructs influence work and non-work life satisfaction were examined. Time 1 results largely replicated those from Grawitch et al. Time 2 and Time 3 models demonstrated consistency in the relationships between satisfaction with work and non-work life and work-life balance and general stability across time points. Work-life conflict and life-work facilitation demonstrated the strongest indirect effects from Time 1 to Time 3 satisfaction constructs. Theoretical and practical implications are discussed in light of these findings.

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.

HUMAN RESOURCE MANAGEMENT IN CONDITIONS OF ECONOMIC CRISIS

The purpose of the paper examines the problem of work-life balance, well-being, and intrinsic motivation of employees during economic turbulence.Methodology. Adopting a quantitative approach, this investigation analyses the data obtained from employees of governmental and private local companies. This study reviewed Hasan et al. research on managing human resources, well-being, job satisfaction, and work-life balance.Originality / value of the research. The vast majority of studies in HRM are around employee eff ectiveness. However, especially in economic instability alternative strategies such as well-being, work-life balance, and intrinsic motivation have to be investigated. Also, the Self-determination theory was chosen because it helps to understand the phenomenon by clarifying the research problem related to intrinsic motivation, social satisfaction, and psychological well-being in depth.Findings. One of the fi ndings indicates that there was no association between demographic variables and work-life balance satisfaction. The outcome of the analysis implies that obtained data is normally distributed.Nevertheless, there is lower response rate (33) could be deemed insuffi cient to ensure the data’s neutral skewness. Since the overwhelming number of respondents are female, the fi ndings of the study may be unrepresentative of the entire population. As a result, research will be carried out by gathering data.

Satisfaction, Stress, and Turnover: Comparing U.S. Intensivist Physicians Before and During the Severe Acute Respiratory Syndrome Coronavirus 2 Pandemic.

A cross-sectional electronic survey. Critical care practices in the United States. U.S. physician members of the Society for Critical Care Medicine. A total of 1,148 intensivists completed online surveys administered in two waves: in 2016 (693 respondents) and in the late 2021 to early 2022 (455 respondents). They reported demographic and practice characteristics, self-perceived levels of satisfaction, stress, health, and intention to leave their current job. U.S.-based critical care physicians in 2022 report significantly lower levels of job satisfaction compared with 2016. Frequency of work stress and turnover intention also increased, whereas WLB satisfaction has remained the same. Nearly two-thirds of intensivists wish they could work fewer hours, and this discontentment is correlated with decreased satisfaction, increased stress, and increased turnover, particularly in pandemic respondents. More than 25% of physicians rated their mental health as poor or fair, and 20% rated their physical health as poor or fair; these self-ratings correlated with decreased satisfaction and increased stress and turnover intention. The SARS-CoV-2 pandemic has further burdened an already-strained critical care workforce. During the pandemic, job satisfaction fell, work stress became more frequent, and turnover intention increased for critical care physicians. They also have consistently low rates of WLB satisfaction. Work hours matter the most for physician satisfaction, stress, and turnover intention, and the desire to work fewer hours is negatively related to all outcomes. Many critical care physicians reported poor mental and physical health during the pandemic, which is strongly and negatively related to all outcomes. These results emphasize the importance of prioritizing the working preferences and the self-care of intensivist physicians.

Can you have it all? Parenting in Urology and Work-Life Balance Satisfaction

ObjectiveTo evaluate the association between work-life balance satisfaction for practicing urologists who have children <18 years compared to those who do not have children or have children ≥18 years. MethodsWe evaluated the association between work-life balance satisfaction based on partner status, partner employment status, child status, primary responsible party for family, total work hours per week, and total vacation weeks per year using 2018 and 2019 American Urological Association (AUA) census data with post-stratification adjustment methods. ResultsOf 663 respondents, 77 (9.0%) were female and 586 (91%) were male. Female urologists are more likely to have an employed partner (79.vs 48.9%, P <.001), more likely to have children <18 years (75.0 vs 41.7%, P <.0001), and less likely to have a partner as primary caretaker of family (26.5 vs 50.3%, P <.0001) compared to male urologists. Urologists with children <18 years reported lower work-life balance satisfaction than those without (OR 0.65, P = .035). For every 5 additional hours works per week, urologists reported lower work-life balance (OR 0.84, P <.001). However, there are no statistically significant associations between work-life balance satisfaction and gender, employment status of their partner, primary responsible party for family responsibilities, and total weeks of vacation per year. ConclusionAccording to recent AUA census data, having children <18 years is associated with lower work-life balance satisfaction. This highlights opportunities to support young parents, both male and female, in the workplace to prevent burnout and maximize well-being among urologists.

Personal Factors and Clinical Learning Environment as Predictors of Nursing Students' Readiness for Practice: A Structural Equation Modeling Analysis

It is essential to ensure the readiness for practice among undergraduate nursing studentssince the purpose of such education is to cultivate competent nurses who deliver high-quality and safe nursing. Astin's theory of student involvement suggests that this is affected by their personal factors and learning environment. We conducted a cross-sectional study between November 16, 2020 and December 21, 2020 which examined personal factors and aspects of the clinical learning environment among senior nursing students (n=838) enrolled across 54 nursing schools in Korea. The participants were asked to fill out a self-administered online survey, which assessed demographic characteristics, self-esteem, depression, work-life balance, clinical learning environment, anxiety during clinical practicum, and readiness for practice. Readiness for practice was measured using the Casey-Fink Readiness for practice survey. We used structural equational modeling to test our hypothetical model. The nursing students' readiness for practice was significantly affected by their self-esteem, work-life balance satisfaction, and clinical learning environment. Anxiety during clinical practicum directly influenced their readiness for practice. Increasing self-esteem and work-life balance satisfaction, and improving their clinical learning environment by providing sufficient educational and clinical support, could help facilitate the transition from nursing schools to real-world practice for nursing students.

I want to break free: the influence of the COVID-19 pandemic on work–life balance satisfaction

ABSTRACT The revolution in the organization of work, induced by the COVID-19 pandemic, has had, and will have, some long-lasting consequences on how jobs will be performed, affecting adult life well-being. What we know so far about the determinant of satisfaction for work–life balance may not be valid anymore considering this sudden revolution in work organization. This paper presents an empirical analysis based on a cross-sectional survey of 803 workers in October 2020. Results suggest that the profile that benefits the most from the revolution in work organization is represented by a male, married, public sector worker working remotely and not living in the southern part of Italy.

Investigating the Impact of Occupational Technostress and Psychological Restorativeness of Natural Spaces on Work Engagement and Work-Life Balance Satisfaction.

The COVID-19 pandemic has necessitated lockdowns and mandatory working from home, as well as restrictions on travel and recreation. As a result, many people have had to use their home as an office and have increased their use of Information Communications Technology (ICT) for work purposes. Nature and accessing natural spaces are known to be beneficial for human health and wellbeing, as a result of their restorative properties. Access to local outdoor spaces was permitted under restrictions, and use of such spaces increased during lockdown. This survey study investigated whether the perceived restorativeness of natural spaces and exposure to technostress predicted the levels of work engagement and work-life balance satisfaction (WLBS) during the period of COVID-19 restrictions adopted in 2020. Analyses conducted on a sample of 109 people employed in the UK revealed that technostress negatively impacted WLBS, whilst perceived psychological restorativeness positively predicted work engagement. The study highlights the benefits of having access to natural spaces to improve employees' work engagement and potentially negate the negative effects of technostress, particularly during a period of intensive working from home. The results contribute to the understanding of the linkages between restorativeness and work engagement, paving the way for synergies across these research fields.

DISP-11. GENDER DISPARITY REGARDING WORK-LIFE BALANCE SATISFACTION AMONG GERMAN NEURO-ONCOLOGISTS: A YOUNGNOA SURVEY

Abstract PURPOSE Satisfaction with work-life balance (WLB) is an essential factor for persistent motivation of early career researchers. However, WLB satisfaction in the neuro-oncological landscape is not well characterized. We present the results of an interdisciplinary survey focusing on WLB satisfaction among neuro-oncologists in Germany. METHODS The questionnaire was sent to 351 physicians, all of whom were members of the Neuro-oncology Working Group “Neuroonkologische Arbeitsgemeinschaft” (NOA) of the German Cancer Society (Deutsche Krebsgesellschaft, DKG). The participants were asked for personal information, individual motivations, scientific interests, activities, individual workload, and job satisfaction. The questionnaire was accessible from 18 March 2021 to 1 April 2021. RESULTS Ninety-six physicians (36 female, 60 male) participated in this survey. Age, gender and relationship status were significantly different between participants who were satisfied and those not satisfied with their WLB. Female participants were less likely to be satisfied with their WLB than male participants (25% vs 75%, p = 0.005). In a logistic regression model, the finding that female participants were less likely to be satisfied with their WLB than male participants remained statistically significant (odds ratio [OR] 0.32; 95% confidence interval [CI] 0.21–0.84, p = 0.023) after accounting for possible confounding variables such as age (OR 1.06; 95% CI 1.01–1.11, p = 0.025), childlessness (children available vs not available, OR 0.40; 95% CI 0.10–1.35, p = 0.156), and relationship status (unmarried vs single, OR 2.49; 95% CI 0.50–13.98, p = 0.275; married vs single, OR 6.18; 95% CI 1.29–35.46, p = 0.029). CONCLUSIONS This survey demonstrates that WLB satisfaction is significantly decreased among female neuro-oncologists in Germany. It highlights the importance of programs such as “Diversity in Neurooncology” (DivINe), founded by the NOA and aiming to address gender disparities.

Spillover and crossover effects of working time demands on work–life balance satisfaction among dual-earner couples: the mediating role of work–life conflict

To examine the spillover and crossover effects of working time demands (specifically, work contact in leisure time, evening work, and long work hours) on satisfaction with work–life balance among dual-earner couples, path analyses were conducted using data from the 2017/2018 German Family Panel (pairfam; N = 1,053 dual-earner couples). Working time demands were measured based on (a) answering work emails/phone calls in leisure time, (b) evening work, and (c) weekly work hours. High working time demands impaired workers’ work–life balance satisfaction due to higher levels of work–life conflict. They indirectly affected partners’ work–life balance satisfaction through two pathways: (a) workers’ and partners’ work–life conflict and (b) workers’ work–life conflict and work–life balance satisfaction. These findings indicate that high working time demands negatively impact the work–life balance satisfaction of workers and their partners because of work–life conflict experienced either by the workers only or by both partners. In an increasingly digitalized labor market, measures are needed to reduce working time demands—and thus work–life conflict—for workers and their partners.

When daily challenges become too much during COVID-19: Implications of family and work demands for work-life balance among parents of children with special needs.

Working parents of children with special needs (i.e., emotional, behavioral, and/or learning difficulties) face recurrent stressors that can make balancing work and family demands difficult. This strain has been magnified during the COVID-19 pandemic, as these parents often need to take on greater responsibility in supporting their children's remote learning, while still meeting their own job-related responsibilities. Accordingly, working parents of special needs children may be particularly vulnerable to adverse outcomes stemming from pandemic-induced changes to work (e.g., teleworking) and education (e.g., remote instruction). We sought to understand how daily family and work challenges influence satisfaction with work-life balance (WLB) in this priority population, with an emphasis on contextualizing this process through chronic job stress perceptions. Conducting a 10-day daily diary study in a sample of 47 working parents of special needs children during fall 2020, we observed family challenges to deplete positive affect from day-to-day, which undermined satisfaction with work-life balance. Furthermore, detrimental influences of daily family and work challenges on positive affect were magnified under chronic job stress, yielding diminished WLB satisfaction for more chronically stressed employees. We discuss how these findings can be harnessed to support particularly vulnerable employees during the COVID-19 pandemic and other chronic stress circumstances, while also drawing attention to how the pandemic may be exacerbating work-life inequities that some employees face. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Teleworking at Different Locations Outside the Office: Consequences for Perceived Performance and the Mediating Role of Autonomy and Work-Life Balance Satisfaction

Enhanced communication technologies increasingly allow us to work anytime and anywhere. Many organizations have moved from traditional offices to flexible workplaces in which employees are allowed to vary their work hours and work at different locations both outside and inside the office. So far, findings are inconclusive regarding the effects of teleworking and few studies have examined its use by employees. Our study, which addresses the pre-COVID-19 context, is based on COR theory and explores how employees working in a Dutch public sector organization ( N = 873) use teleworking and what the consequences of this are for individual perceived performance. With respect to teleworking, we focus on time spent working from home and time spent working elsewhere. To test hypotheses, we conducted SEM in AMOS using a two-step approach. Mediation analysis showed that the paths from teleworking to performance via autonomy and work-life balance satisfaction were significant for working from home.

Work-life balance satisfaction in crisis times: from luxury to necessity – The role of organization's responses during COVID-19 lockdown

PurposeThis study examines how satisfaction with work-life balance (WLB) in combination with satisfaction with organization's COVID-19 responses (SOCV19R) helps to enhance subjective well-being and performance during the lockdown due to COVID-19.Design/methodology/approachThe data of this time-lagged study were gathered through an online survey with three-waves between March and May 2020 in Spain (N = 167). Hierarchical multiple regression and PROCESS were used to test the hypotheses.FindingsDirect relationships between SOCV19R and subjective well-being and performance were not significant. Instead, SOCV19R increased employees' well-being and performance through a higher satisfaction with WLB (full mediation).Originality/valueThe novelty of this study is the evaluation of SOCV19R as a form of organizational support in times of crisis. This study suggests that a good organizational reaction to face a crisis such as the pandemic, encourages employees' WLB and helps them to boost their well-being and performance. It may be concluded that work-life balance (WLB) in Spain was seen as a luxury in good times and turned out to be a necessity in bad times. The present study recommends practical implications and provides lessons for human resource management for future crises or similar work conditions.

The impact of the depletion, accumulation, and investment of personal resources on work–life balance satisfaction and job retention: A longitudinal study on working mothers

Our research has empirically supported the long-term manifestation of the resource depletion, accumulation, and investment mechanisms which have been proposed in the conservation of resources (COR) theory but have been under-investigated in the work–life balance (WLB) literature. Specifically, we have examined how multiple work and non-work contextual demands and resources impact working mothers' WLB satisfaction and job retention via changes in their personal resources of childcare time and family finances through these three mechanisms. The use of multilevel analysis and a longitudinal design has enabled us to evaluate the effectiveness of contextual resources for WLB in consideration of both their short-term influence as transient resources via within-individual fluctuations and their long-term impact as durable resources via between-individual differences. We have tested a total of 27 hypotheses on a nationally representative British sample of 10,983 working mothers who participated in a longitudinal study over 6 years of their children's primary education. By highlighting the critical role of both childcare time and family finances in promoting working mothers' WLB satisfaction and job retention over time, our research contributes to the WLB literature that has predominantly emphasized time-based but neglected financial-based constraints and resources. We have found that working mothers may trade their childcare time for better family finances when they undertake a managerial role. Thus, becoming a manager serves as both a time-based demand and a financial-based resource for working mothers, which points to the specific rather than generic nature of contextual demands and resources.

The Effect of Job Demands-Resources and Work-Life Balance on Organizational Commitment through Job Satisfaction as a Mediator Variable (Study on South Kuta Sector Police Personnel): A Research Proposal

The purpose of this research is to propose the research model to determine the predictors of job satisfaction and organizational commitment. The proposed model has three independent variables, which are job demands resources, work-life balance, job satisfaction and one dependent variable, which is organizational commitment. Independent variable leads to mediating variable, which is job satisfaction as dependent variable predictor. The proposed research model has five hypotheses determining whether job demands resources, work-life balance and job satisfaction affect organizational commitment. The research will be carried out at South Kuta Sector Police. This research is the first one in providing the proposed model to know the organizational commitment in sector police in Bali. The empirical findings will be useful as reference for further study and policy making about human resources.

Fragile Families in Quebec and the Rest of Canada: A Comparison of Parental Work-Life Balance Satisfaction

We address how social policies and cultural context impact the association of marital status with parental work-life balance satisfaction. To accomplish this goal, we examine how this association differs between the francophone province of Quebec and the Rest of Canada (all other provinces combined), as these regions have distinct cultures and family-related social policies. The study uses a sample of 15,870 working parents with at least one dependent child from the Canadian General Social Surveys of 2010 to 2016. Using multivariate regression, we compare satisfaction with their work-life balance among cohabiting, divorced, and single parents with that of their married counterparts. The results indicate significant work-life balance satisfaction advantages for married mothers across Canada, except in the province of Quebec. For fathers, no consistent marital status-related gap is found, regardless of the region of residence. Various implications are discussed, and venues for further research are proposed.

Мотивация и стимулирование как основной инструмент удержания персонала в организации

The article examines the use of various motivation factors in order to retain personnel in the organization. The relevance of the research topic is due to the fact that the complexity of today's business environment is constantly changing the settings in which organizations compete for survival, with the result that special attention is paid to the acquisition and retention of quality employees, as this is seen as a key factor underlying organizational success. While many other resources are required to run a business, people are the most valuable resource that determines the success of every organization. The article considers rewards and compensation, career management, work-life balance, staff engagement, and job satisfaction as the main factors affecting staff retention. The practical significance of the study lies in the fact that its results will help organizations use both modern and traditional methods of human resource management in order to retain employees.