Work-life Balance Research Articles

A Study on Impact of Work-Life Balance on Employee Retention in IT Companies

This study investigates the impact of work-life balance on employee retention in the IT sector, focusing on key demographic data, stress, and job satisfaction among employees. Data was collected from 100 employees through a structured survey. Descriptive statistics, correlation, and ANOVA were used to analyze the influence of worklife balance factors on retention rates. Results indicate a significant correlation between flexible work policies, organizational support, and employee retention. Key findings highlight that initiatives like childcare support, paid time off, and wellness programs play a crucial role in improving job satisfaction and reducing turnover

QR Code Labeling Design for Fixed Asset Management in Accounting Information System PT. Cipta Jaya Perkasa

In an increasingly competitive world of work, the balance between work demands and employees' personal lives is an important issue that affects job satisfaction and productivity. The purpose of this research is to design a fixed asset accounting information system application using QR codes to facilitate inventory in bookkeeping. It can store more comprehensive data, on fixed asset data accurately in recording in each entity. The research method applied is the software development method using Prototyping, where the software creation process will be carried out module by module with testing, starting from tagging, and creating a unique QR code for each fixed asset in each existing entity. The result study results indicate that using technology can make it easier to record assets by simply scanning the QR Code label, which is attached to each asset. So that the process of recording or managing assets can run accurately and quickly. The output of the research is the creation of a web and mobile application to manage asset information systems by utilizing QR Code technology. The implication of this research is for companies to develop wellbeing programs that not only focus on stress reduction but also pay attention to the need for work-life balance. This research also contributes to the development of HR management theory in the context of employee welfare management in modern industries.

Machine Learning Supporting Virtual Reality and Brain–Computer Interface to Assess Work–Life Balance Conditions for Employees

The widespread adoption of the Industry 5.0 paradigm puts people and their applications at the center of attention and, with the increasing automation and robotization of work, the need for workers to acquire new, more advanced skills increases. The development of artificial intelligence (AI) means that expectations for workers are further raised. This leads to the need for multiple career changes from life and throughout life. Belonging to a previous generation of workers makes this retraining even more difficult. The authors propose the use of machine learning (ML), virtual reality (VR) and brain–computer interface (BCI) to assess the conditions of work–life balance for employees. They use machine learning for prediction, identifying users based on their subjective experience of work–life balance. This tool supports intelligent systems in optimizing comfort and quality of work. The potential effects could lead to the development of commercial industrial systems that could prevent work–life imbalance in smart factories for Industry 5.0, bringing direct economic benefits and, as a preventive medicine system, indirectly improving access to healthcare for those most in need, while improving quality of life. The novelty is the use of a hybrid solution combining traditional tests with automated tests using VR and BCI. This is a significant contribution to the health-promoting technologies of Industry 5.0.

Telework Beyond the COVID-19 Pandemic: Exploring Residential Density and Travel Behavior

The COVID-19 pandemic was a teleworking catalyst, but less is known about the implications for the built environment, travel behavior, and social equity following the pandemic. Using three rounds of survey data ( n = 474) in Flanders, Belgium—at the onset of the pandemic (April–May 2020), 1 year into the pandemic (April–May 2021), and after a return to normal (October–November 2022)—this research investigates teleworking profiles using residential population densities, necessary trip behavior and satisfaction, and sociodemographic characteristics. Four profiles are evaluated: not teleworking; teleworking during the pandemic and continuing afterward; teleworking during the pandemic but returning to work physically; and teleworking before, during, and after. Results indicate a negative relationship between teleworking and residential population density, so teleworking options might contribute to equitable access to employment. Alternatively, beginning to telework might prompt a residential movement to less dense areas with more space. Non-teleworkers were generally more mobile (frequency, distance, and duration) in regard to necessary trips than teleworkers. Women were more likely to return to work physically, indicating challenges in work–life balance that might benefit from the structure and separation that comes with commuting. Finally, experienced teleworkers were older and full-time employed, indicating that skill and job competence might relate to flexible contracts that include teleworking alongside employer trust. Increases in and the normalization of teleworking following the COVID-19 pandemic are related to work–life balance, equity, the urban form, and travel patterns, and understanding these relationships can aid in predicting teleworking trends and informing supportive policy.

Specialty choices among new generation of doctors - insights from a Polish survey study.

The choice of medical specialty for future doctors is a multidimensional issue, associated with many factors. This study aimed to explore the factors influencing the specialty choices of doctors entering the Polish healthcare system. A nationwide cross-sectional survey was conducted from May until August 2023. The data was gathered via an online nationwide survey among recent medical school graduates. We explored respondents' preferences regarding medical specialties (in two categories: surgical and non-surgical), and the factors that drive their choices. The U-Mann Whitney test was used to compare the distribution of 19 analysed factors, and the chi-squared test was used if a trend was not observed. 737 responses were collected, and 698 were included in the study. The respondents (60.5% female) preferred non-surgical specialties over surgical ones. The main factors influencing doctors' choices were remuneration, the ability to maintain work-life balance, interest in the medical field, the ability to start a private practice, skills possessed, and doctor-patient interactions. Doctors pursuing a career in surgical fields are driven by slightly different factors than those who chose a non-surgical specialty. The youngest generation values a healthy work-life balance, and their non-professional life remains crucial.

Predictive Analytics for Mental Health: Machine Learning Approaches in the Tech Industry

Mental health concerns in the technology sector have become increasingly prominent, drawing attention due to the industry's high-pressure environment and intense workloads. This study investigates the application of machine learning techniques to predict mental health conditions among technology industry professionals. The research utilizes a comprehensive dataset, analyzing factors such as work-life balance, job satisfaction, workplace environment, and individual well-being. The study implements and evaluates several Machine Learning approaches, including Logistic Regression, Random Forest, Decision Tree Classifier, KNN, Gradient Boosting Classifier, XGB Classifier, to determine the most effective method for predicting mental health outcomes. The results highlight the potential of predictive analytics in early identification, enabling organizations to implement proactive strategies to enhance mental wellness and improve employee productivity. Additionally, this investigation emphasizes the necessity of incorporating mental health support mechanisms in technology-driven workplaces to foster a more positive work environment. The paper concludes with a discussion of the study's limitations and potential avenues for improving mental health prediction models in the future.

Upaya Seorang Istri Membantu Perekonomian Keluarga (Experiential Learning pada Pengusaha Wanita Yang Menggunakan Medsos Lawas Facebook)

The increasing demands of life have made many housewives take creative economic steps to support their family's financial needs, especially in the condition of their husbands with limited income. One way is to open an online business through social media. This study aims to find out how experiential learning in a female entrepreneur who still uses old social media, namely Facebook, to trade her goods as a form of her efforts to help her family's economy. This research is qualitative research with a phenomenological approach. Data collection uses in-depth interviews on the subjects. Data analysis uses qualitative data analysis consisting of data reduction, data presentation, and conclusion drawn. This study found three major themes with nine sub-themes related to experiential learning. Experience before migrating with the sub-themes of independence, work spirit, and entrepreneurial spirit. Furthermore, the experience when migrating with the sub-themes of hard work, boss trust, and working while studying. Entrepreneurial experience with the background sub-theme of starting a business, starting a business, and managing a business. From the application of experiential learning, good psychological effects on the subject such as self-efficacy, resilience, and work-life balance are formed

Exploring Employee Experience: Millennial Human Resources Practitioners in the IT Sector

The labour market is going through a disruptive phase, characterised by changes in expectations about work. On the one hand, younger generations of employees value aspects such as purpose, personal development, and work-life balance, making these elements crucial to a positive experience at work. On the other hand, organisations recognise that employee satisfaction and well-being influence organisational success. Thus, the main objective of this study is to understand the employee experience of millennial human resources in the information technologies (IT) sector. As specific objectives, we intend to understand which (i) factors they consider influencing their personal and professional experience within organizations; (ii) organizational practices associated with the promotion of positive employee experience; (iii) organizational strategies adopted to promote a positive employee experience and, (iv) challenges linked with positive employee experience management. A qualitative research methodology was used to collect data, using a semi-structured interview with a group of 10 millennial human resources professionals joining the IT sector to answer the research question how is the experience of millennial human resources in the IT sector? The interviews were verbatim transcribed, and data were analysed according to thematic analysis procedures. Our findings show that human resources professionals belonging to the millennial generation express a greater interest in being part of organizations that offer a compensation and benefits system aligned with their performance, in addition to ensuring an effective work-life balance. Furthermore, they emphasize the influence of organizational behaviour on their job satisfaction, indicating that employee experience tends to be positive when the organization promotes a collaborative culture, fostering a work environment conducive to the development of strong interpersonal relationships, the creation of cohesive and dynamic teams, and a clear alignment between individual and organizational goals. Overall, the interviewees demonstrate satisfaction with their current employee experience, acknowledging that it meets their needs and interests comprehensively. Some conclusions for Human Resources Management are provided in the last part of the paper.

Quiet Quitting: A Millennial Perspective on Workplace Dissatisfaction and Retention Challenges

Quiet quitting is a phenomenon where employees disengage from their work and intentionally underperform as a way of expressing their dissatisfaction with their job or employer. In Malaysia, around 46% of millennial employees are considering quitting their jobs quietly, which can have a significant impact on both the individual and the organisation, especially if key performers or those with critical knowledge and skills depart. However, little is known about the underlying psychological and organisational factors that contribute to this behaviour. Thus, the purpose of this study is to look at the causes, effects, and preventative measures of quiet quitting among Malaysian workers as well as potential solutions for this tendency. To get a better understanding of the psychological and organizational reasons leading to such phenomenon among Malaysian employees, an integrated study of self-determination theory and organisational support theory is proposed. Methods for collecting qualitative data were used in this study. Data was gathered by means of employee interviews. Convenience sampling was used to choose the respondents since participants were chosen based on their availability and desire to participate. The results demonstrate the significant role that psychological (e.g., job dissatisfaction, lack of opportunities for career development) and organizational (e.g., lack of communication, work-life balance, positive culture, lack of leadership) factors play towards quiet quitting among employees. In theory, this research provides a more thorough comprehension of the topic under investigation by putting out a more resilient and all-encompassing structure. This discovery has the potential to boost organizational performance and productivity by fostering more encouraging and fulfilling work conditions for workers.

The Influence of Social Change on Human Resource Management Strategies in the Digital Era

Social change in the digital era has had a significant impact on various aspects of life, including the world of work and human resource management (HR). This study aims to explore the influence of social change on HR management strategies in the digital era, as well as identify the challenges and opportunities that arise in the process of organizational adaptation. Using a qualitative approach and literature review method, this study analyzes the latest scientific literature from various trusted sources, including academic journals, textbooks, and industry reports. The results of the study indicate that social change has driven transformation in various aspects of HR management, including recruitment, retention, employee development, performance management, and organizational culture. Digitalization, shifting workforce demographics, and changing employee expectations are the main factors influencing HR strategies. Key findings include: (1) adoption of AI and big data technologies in the recruitment and selection process, (2) increased focus on work flexibility and work-life balance, (3) transformation of employee development programs towards a continuous learning and personalization model, (4) shift from traditional performance management to a more agile and real-time feedback-based approach, and (5) the importance of building an inclusive and adaptive organizational culture. The study also uncovers the ethical and social challenges that arise from the digitalization of HR practices, as well as the importance of bridging the digital divide in the workforce. In conclusion, successful organizations are those that are able to adapt their HR strategies to meet the challenges of the digital era, while maintaining a focus on the human factor as the core of effective HR management.

When Supervision is Abusive: What Explains it and What are the Consequences?

Currently, people spend most of their daytime at work, therefore, it is essential that organisations offer their employees benefits that go beyond the salary, because people value their psychological well-being, which contributes to the quality of life in the workplace and a good work life balance. It is also important to note that interpersonal relationships at work are significant when it comes to organisational well-being. Relationships between subordinates and supervisors must be healthier and trustable relationships. When the opposite occurs, we are faced with abusive supervision with a negative influence on employees' well-being. This study focus on the relationship between supervisors and subordinates. In order to analyse the impact of a supervisor's attitudes on the relationship with their subordinates, it matters to understand that these attitudes are influenced by their personality traits. The aim of this study is to realise how different personality traits of the supervisor, namely those related to the dark triad, contribute to the development of abusive supervision that will affect the employees’ psychological well-being at work. To develop this study, a survey was applied to a sample of 232 employees from different Portuguese organisations, to measure the dark triad, abusive supervision and psychological well-being at work, respectively. After analysing the results using structural equations, it was possible to conclude that psychopathy and machiavellianism, which are two of the dark triad concepts, influence the supervisor's behavior, and further lead to an abusive supervision. Abusive supervision negatively influences the employees’ psychological well-being at work. The greater the abusive supervision, the greater the negative emotions felt by employees at the workplace, and therefore, the employees’ psychological well-being is lower. This study also highlighted differences in the way men and women perceive abusive supervision, concluding that, although men perceive more abusive supervision than women, they present fewer negative emotions than women. Finally, some conclusions, limitations and possible future research were drawn.

How Does Secure-base Leadership Influence Employee Well-being?

To improve their operations in fast-paced business environment, organizations need leaders who embed the required changes into corporate strategy and implement it accordingly to maintain competitive edge. However, organizational change is disruptive and have a significant impact on employee well-being, unfortunately, the literature does not provide a comprehensive answer on what kind of leadership can be more effective to support employee well-being in environmental uncertainty. To ensure a smooth transition in dynamic environment, among several influential leadership styles, recent research found that employee well-being in the organization can be improved through secure-base leadership. Since, secure-base leadership recognizes the value of employees and provide them with secure-base support in organization. However, the literature is silent on the attributes of secure-base leadership. Therefore, to explore the attributes of secure-base leadership and how these attributes affect employee overall well-being, the study conducted a thematic analysis, data was purposively collected via interview from eight respondents. The study found that secure-base leadership is characterized by the elements such as (1) autonomy to make decisions (2) maintaining healthy work life balance (3) open communication (4) handling conflicts (5) recognizing and appreciating employees (6) promoting employees wellbeing and mental health (7) collaboration and teamwork and (8) working on a challenging project, among others. All these attributes are positively related to employee overall well-being, for example secure-base leaders fulfil employee psychological needs by providing autonomy through trust and empowerment, fostering competence through feedback and development opportunities, and promoting relatedness through open communication and interpersonal support. Fulfilment of employee psychological needs positively affect intrinsic motivation which in turn lead to higher level of job satisfaction and employee overall well-being. Findings of the current study enriches the literature on the relationship between secure-base leadership and employees well-beings. Further, the study shed light on key attributes possess by secure-base leaders, therefore, HR manager should formulate selection criteria for mangers in which priority should be given to candidates with secure-base leadership attributes.

Remote Practice of Infectious Diseases Through Telemedicine: Improving Access for Patients and Appeal for Physicians

Abstract The specialty of Infectious Diseases (ID) is facing headwinds in attracting new physicians into training and clinical practice, leading to workforce shortage and rising burnout among existing ID physicians. The distribution of ID physicians across the country is skewed and many Americans do not have access to ID expertise. Novel care models are needed to ensure the longevity of the ID specialty and patient access to ID care. ID telemedicine provides a new opportunity for ID physicians with the benefits of residing in one’s preferred geographic location, eliminating the need to commute, and structuring the workday to improve work-life balance. This viewpoint, which includes personal experiences in transitioning from in-person to remote ID practice, describes the extent of challenges facing the ID specialty, and how telemedicine can reduce burnout among ID physicians, attract more physicians into the specialty, and improve access to ID care.

Pengaruh Lingkungan Kerja dan Work-Life Balance terhadap Kepuasan Kerja: Stres Kerja sebagai Variabel Intervening

Employees are one of the crucial factors in a company. Companies must be able to pay attention to the physical and mental needs of their employees to achieve good performance. The work environment and work-life balance are factors that affect employee performance and job satisfaction. This study aims to examine the influence of the work environment and work-life balance on job satisfaction, work stress as an intervening variable. In this study, the sample used was PT Telen employees. The number of samples taken was 100 respondents of PT Telen employees specifically in the operational field. The data for this study were obtained using an online survey questionnaire via google form with a measurement scale using a 5-point Likert scale. This research is a descriptive study using quantitative methods. The analysis tool used is Structural Equation Modeling (SEM), with data analysis techniques using the Smart-PLS version 3.0 application. The results of the study indicate that the work environment and work-life balance have a good relationship with a significant negative effect on work stress, but the work environment and work-life balance have a positive and significant effect on job satisfaction. While work stress has a negative and significant relationship with job satisfaction, and work stress can mediate the influence of the work environment on job satisfaction.

A Study on the Overview of Work Life Balance

In this modern and fast changing world, it is going to be difficult to manage and make balance between personal and working life and it has also become a big challenge for all the organizations. And no doubt, without the presence of work life balance, it may affect negatively to the performance of the organization. life balance has consistently been a focus regarding the quality of working life and its impact on overall quality of life. In this article preview of the work life balance has been described. This article is of explanatory in nature and covers literature review, reasons of not managing of work life balance, theories of WLB and factors which affects the work life balance etc. the aim of this article is to focus on all to aspects which try to make suitable explanation about work life balance.

Strategies for Enhancing Employee Morale in the Workplace: A Comprehensive Approach

This article examined staff morale and its improvement methods. According to recent research, boosting staff morale boosts productivity, retention, and business culture. Employee rewards, open communication, and real-time feedback were crucial short-term and long-term initiatives. Objectives included career advancement, professional growth, flexible work arrangements, and an inclusive workplace. Many companies struggle to match short-term decisions with long-term objectives and tailor morale-boosting programmes to various employee demands. Morale-boosting approaches were evaluated. The research offered real suggestions for improving staff morale. According to the research study, a friendly workplace, recognition, work-life balance, professional development, diversity and inclusion, and effective leadership boost employee morale. Leadership and targeted recognition programmes were crucial to boosting morale, as these characteristics demonstrated. Organisations encouraged friendly work cultures, individual recognition, work-life balance, professional growth, diversity, and inclusion. These methods boosted morale, productivity, and company culture. Keywords: Employee morale, Organizational success, Productivity, Employee retention, Business Culture.

THE ROLE OF EMOTIONAL INTELLIGENCE AND WORK-LIFE BALANCE IN ENHANCING JOB SATISFACTION AMONG GENERATION Z EMPLOYEES

This study explores the role of Emotional Intelligence (EI) and Work-Life Balance (WLB) as factors influencing job satisfaction among employees. Utilizing a quantitative approach, data was collected from 250 employees through a questionnaire adapted from previously validated instruments. Data analysis was performed using multiple regression techniques to evaluate the impact of EI and WLB on job satisfaction. The findings suggest that companies should prioritize the development of employees' emotional intelligence and support a balance between work and personal life to enhance job satisfaction and organizational effectiveness.

The harmful side of absent leaders: Multifactor leadership and employees’ job-stress-related presenteeism

Abstract This study tests the role of the full range leadership model’s leadership styles in employees’ job-stress-related presenteeism (JSRP). Further, the study tests a model that introduces mediating variables in the relationship between absent leaders and JSRP. Employees from four different types of organizations: police (N = 148), public service (N = 479, not-for-profit (N = 96), and construction (N = 214) completed the Multifactor Leadership Questionnaire on their direct supervisor, as well as a self-report measures of JSRP, psychological distress, and work–life balance. Correlations and hierarchical linear regression models showed that laissez-faire leadership had the strongest influence on JSRP for all four organizations. The parallel mediation model results showed that both employee psychological distress and work–life balance partially mediated the relationship between laissez-faire leadership style and employees’ JSRP. These results underscore the importance of looking at absent leaders and how they affect employees negatively.

The Impact of Family and Society on Women’s Career in Bangladesh

This paper aims at understanding factors that may lead woman to work professionally and balance their family responsibilities in Bangladesh. The study reveals that factors related to self-interest, economic gain, parental and spouse support, peer status, and lenient schedules are crucial enough to create an appetite for promotion. However global studies on workforce participation and women are economic initiatives lack understanding of the particular socio-cultural factors of Bangladeshi women. This research therefore seeks to fill this gap by exploring how professional dreaming is shaped by family responsibilities, culture and organizational practices. This research forms part of a qualitative study and employed semi-structured questionnaires to capture data from 30 professional women in Dhaka. According to education, profession, marital status criteria, participants were selected and open coded to find themes. The work also finds out that wives and mothers are among the most critical sources of support to empower females for dual responsibilities. Nonetheless, flexibility, which includes offering fewer working hours and more telecommuting opportunities, was another major factor hubs relied on to serve the same purpose of improving the women’s quality of life at the cost of their work-life balance. Nonetheless, supportive cultural factors such as motivators also have their limitations in promoting work life balance due to societal pressures and absence of polices such as child care in organizations. A range of participants described financial security and job satisfaction as the key motivation that determines career success that contributes to personal and social self-actualization. In this regard, the study emphasize on the need to adopt family agenda related policies and encourage cultural change that may enhance women’s career paths. To adequately satisfy women’s career motivation it is crucial to have a strong family support and adequate flexibility at workplace.

Re-visiting women’s work motivations and career needs: international evidence from the perspective of self-determination theory

Purpose The study explores the work motivations and career needs of women, drawing on self-determination theory. The study aims to develop motivation theories and support organisations to shape the work environment addressing women’s work motivations and current career needs. Design/methodology/approach The exploratory study was conducted based on two research questions: Why do women change jobs? What are women looking for in a new workplace? To conduct this study, an online questionnaire with open-ended questions was prepared. Respondents were women who had applied for an administrative job post in Brazil, Mexico, Poland, Portugal and State of Palestine. Collected answers from 363 respondents were analysed by using Nvivo software. Findings This study presents women’s work motivations and career needs that affect the decision to change the job. Results indicate that women’s work motivations include four components: 1 − career growth (career development, skills improvement, challenges), 2 − competitive compensation (financial, personal fulfilment), 3 − work environment (organisational culture, work-life balance) and 4 − leadership (recognition, management leadership skills). Additionally, the study highlights four components of women’s current career needs: 1 − career growth (continuous professional development, challenges, training skills), 2 − competitive compensation (financial/fair pay, personal fulfilment), 3 − work environment (cooperation/teamwork, adequate tools, respect and safety) and 4 − leadership (clear organisation goals, communication/empathy, recognition, support). Originality/value Based on collected data, components of women’s work motivations and career needs were identified. The results provide contemporary and international evidence about the complex nature of women’s work motivations and career needs.