Work-life Balance Scale Research Articles

Influence of Demographic Variables on Work Life Balance among School Teachers

This study examines the influence of select demographic variables like Family type, Work experience and Dependent care on Work Life Balance among the School teachers. In this Survey method 172 Teachers from two private schools in Chennai were chosen. The tools used to collect the data were Work-life balance Scale by Udai Pareek & Surabhi Purohit (2010). For statistical analysis t-test, ANOVA and Tukey B post-hoc test was used to analyses the results. The findings show that there is no significant difference between the Family type and Work experience of teachers and their work life balance whereas there is a significant difference between the Dependent care of teachers and their Work life balance.

PROMOTING WORK LIFE BALANCE AMONG HIGHER LEARNING INSTITUTION EMPLOYEES: DOES EMOTIONAL INTELLIGENCE MATTER?

Maintaining a healthy balance between work and non-work demand is not an easy job. Fisher (1999) stated that work life balance can be attained when a person experiences more enhancement and less conflict with regard to his work and non-work issues. This study aims to examine work life balance among employees of a Higher Learning Institution (HLI). 200 respondents participated in the present study. Work Life Balance measured by work life balance scale developed by Fisher (1999). While emotional Intelligence is measured by Wong and Law’s Emotional Intelligence Scale (WLEIS) 2002. Result indicated that, there is a significant relationship between emotional intelligence and work life balance with r (0.145) p <005. Further analysis indicated that, there are no variance between work life balance and emotional intelligence across different age, tenure and job type. It is also found that, the sub scale for use of emotion shows highest correlation with work life balance. Finding in the present study indicated that HLI leader and management should focus on enhancing emotional intelligence among the employees to achieve a work life balance. Result in the present study can be used to design intervention on emotional intelligent as well as the framework on maintaining work life balance among HLI employees.&nbsp

Hubungan antara Work Life Balance dan Kepuasan Kerja pada Karyawan di PT PLN PERSERO Area Ambon

Every organization expects every employee to have a high level of job satisfaction. This study aimed to see the relationship between work life balance and job satisfaction by using quantitative methods with product moment correlation technique from Carl Pearson. Hypothesis in this research was a positive and significant correlation between work life balance and job satisfaction. Measuring tool used in this research was work life balance scale by Hayman (2005) with result of reliability test was 0.774 and job satisfaction scale by Spector (1997) with result of reliability test was 0.942. The sample of this research was employees at PT PLN Ambon Area. From product moment correlation analysis obtained r value = 0.337 with significance 0.001 (p <0.05). The result of statistical analysis obtained showed that there was a positive and significant relationship between work life balance and job satisfaction at employees in PT PLN Persero Ambon Area.

The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction

The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

Using the HSE stress indicator tool in a military context

An assessment of the Health and Safety Executive's (HSE) stress indicator tool was conducted to determine whether it was suitable for use with Ministry of Defence (MoD) personnel. A total of 1031 respondents from the Army, Navy, Air Force and MoD civilians completed a questionnaire containing the HSE tool and supplementary measures of work–life balance, engagement, deployment, leave taken and hours of work. Six measures of adverse reaction to the stressors were also reported: perceptions of job stress, job stress and health, psychological strain, fatigue after work, work ability and quality of working life. The stressor scales, particularly the ‘demands’ and ‘relationships’ scales, were associated with adverse outcomes as was the work–life balance scale. The HSE tool had some validity when used with MoD personnel, but its content was too narrow. The content validity of the tool can be improved for use in a military context with the addition of a ‘work–life balance’ scale’.

Work Life Balance in Relation to Well-Being of Religious and Non-Religious Employees

“Work life balance “is a person’s control over the conditions in their workplace. The concept of work-family (life) balance has emerged from the acknowledgement that an individual’s work-life and personal/family life may exert conflicting demands on each other. A balance between work and life is supposed to exist when there is a proper functioning at work and at home with a minimum of role conflict. “Well-being refers to how people evaluate their lives. According to Diener (1997), these evaluations may be in the form of cognitions or in the form of affect. The cognitive part is an information based appraisal of one’s life that is when a person gives conscious evaluative judgments about one’s satisfaction with life as a whole. The affective part is a hedonic evaluation guided by emotions and feelings such as frequency with which people experience pleasant/unpleasant moods in reaction to their lives..Thus the purpose of the research was to explore the relation between work life balance and well-being among employees. Samples were selected through random sampling. 40 employees of different sectors working in Qatar participated in the research. Work life balance scale developed by Hayman(2005) and well-being scale developed by Nishi Zawa (1996). For statistical analysis Pearson correlation was used. Result showed that correlation between work life balance and well-being among non-religious employees was found to be negative and there was positive relation between work life balance and well-being among religious employees.