Work-Life Balance is an individual’s ability to maintain equilibrium between work demands and personal life. An imbalance between these aspects can lead to stress, fatigue, and decreased motivation, which negatively affect employee performance. Based on a systematic review of 10 selected journals from a total of 135 reviewed studies, it was found that Work-Life Balance has a positive influence on employee performance. Most studies show that employees who can maintain a good balance between work and personal life tend to have higher job satisfaction, stronger organizational commitment, and increased productivity. Work-Life Balance also helps reduce stress and improve focus at work. Therefore, maintaining a balance between work and personal life is an essential factor in enhancing employee performance and overall well-being.

China's September 2024 proposal to raise the statutory retirement age prompted online debate over its implications. This study examines how the policy proposal was discussed and framed on Zhihu, a Chinese question-and-answer online community primarily composed of young users (a relevant but underexamined group whose contributions to the pension system and perspectives may shape policy legitimacy and feasibility). 1298 posts were collected over the six days following the proposal announcement and analyzed using thematic and framing analysis. Five key themes emerged from the posts: barriers to extending working life (e.g. ageism), reduced autonomy in everyday life (e.g. unmet family caregiving duties), structural disparities in pension schemes (e.g. occupation- and gender-based differences), rationales for the policy proposal, and intergenerational tensions. Five frames were identified: risk, inequality, compromised well-being, conflict, and opportunity. The findings suggest that the online discourse is predominantly critical and grievance-laden and is intertwined with broader societal and institutional issues. Multiple coexisting frames articulate the diverse experiences and structural conditions of different social groups across age, gender, occupation, and other intersecting identities. The findings suggest that policymakers in labor, health, and social welfare should engage more cautiously with issues raised within the online community, particularly concerns about structural inequalities and disadvantages affecting different social groups.

Overtime has become a strong feature of modern work culture, especially in high-pressure sectors in Asia, such as manufacturing, logistics, and services. Although many studies have proven the link between long working hours and the deterioration of employee welfare, the mechanisms explaining how overtime causes an imbalance between work and personal life (Work-life Balance) have not yet been fully explored and pieced together. This narrative literature review aims to synthesize findings from key and recent studies published between 2000 and 2025. The goal is to form a conceptual framework of understanding how overtime can trigger burnout (emotional, mental, and physical exhaustion) and ultimately disrupt WLB. Based on four main theoretical foundations, namely Job Demands–Resources (JD-R), Conservation of Resources (COR), Effort Recovery Model, and Work–Home Resources Model, this review identifies three main pathway mechanisms: (1) Overtime increases job demands while simultaneously reducing opportunities for self-recovery. (2) Burnout, especially emotional exhaustion, acts as a psychological strain that mediates the effects of overtime. (3) The spillover effects of burnout trigger interference between work and home domain through time based conflicts and strain. Organizational support, job autonomy, family roles, marital status, gender and workload pressure are important moderators that can strengthen or weaken the relationship between each variable. While the theoretical contribution of this review lies in combining various perspectives into a conceptual model of the "overtime trap," its practical contribution lies in proposing implications for organizations, job redesign, fatigue management, and more adaptive work policies. Future research is expected to use longitudinal, mixed-method, and cross-cultural designs to validate, strengthen and expand this model.

In my professional and academic role, I am a university professor. In my full life, both in and outside of work, I am a Black woman of the U.S. urban south trying to survive, thrive here and there, and joy-seeking even when I don't really have the energy to do so. As I sit at the crossroads of my pre-tenured years and what lies beyond the submission of a promotion and tenure portfolio, I pause to reflect on what I know, what I now understand, and what I hope, holding in mind a myriad of influences, kaleidoscopic realities, and the cumulative knowledges I have gleaned through past and present experiences.

Abstract: Stress is now a significant challenge for employees, affecting not only their mental health but also their work performance and overall life satisfaction. As technology evolves rapidly, workloads increase, and the boundaries between work and personal life blur, people from all professions are experiencing more stress than before (Lazarus & Folkman, 1984; Greenhaus & Allen, 2011). Amidst these challenges, Emotional Intelligence (EI) and Work-Life Balance (WLB) emerge as important resources—both on a personal and organizational level—for managing stress effectively. Emotional intelligence involves recognizing, understanding, and managing emotions—both one’s own and those of others. This ability is essential for dealing with the emotional challenges that work often brings (Salovey & Mayer, 1990; Goleman, 1995). Individuals with higher EI are better at interpreting stressful situations, controlling negative feelings, and adopting healthier coping strategies. As a result, they face less psychological distress (Schutte et al., 2007; Extremera & Rey, 2016). Work-life balance, on the other hand, refers to how well someone integrates their job with family and personal life without feeling overwhelmed or stretched too thin (Greenhaus & Allen, 2011). Poor balance leads to burnout and emotional exhaustion, while good balance supports recovery, health, and sustained performance (Allen et al., 2014; Haar et al., 2014). This research considers EI as an internal resource and WLB as an external one. Together, they influence how individuals perceive and manage stress. Drawing on the transactional model of stress and coping, I suggest that employees with higher emotional intelligence are better equipped to separate work from life, handle demands, and seek social support—strategies that help reduce the negative impact of stress (Lazarus & Folkman, 1984; Di Fabio & Saklofske, 2018). Ultimately, both emotional skills and a balanced lifestyle play a critical role in lowering stress and promoting lasting wellbeing in today’s work environments. Keywords: Emotional Intelligence; Work-Life Balance; Occupational Stress; Coping Strategies; Employee Wellbeing; Burnout; Psychological Health.

Does perceived organizational support lead to organizational citizenship behavior and turnover intention in hotel industry? The indirect roles of work–life satisfaction and employee resilience

This study aims to analyze the influence of work-life balance, transformational leadership style, and job stress on the job satisfaction of employees at the Secretariat of the General Elections Commission (KPU) of Ternate City. The background of this research is based on the phenomenon of imbalance between work and personal life, shifts in leadership styles that affect employee comfort, and increased job stress among employees due to workload and pressure during election stages. This research employs a quantitative approach with an associative research type. The population of the study consists of all 32 employees of the KPU Secretariat in Ternate City, and the entire population was used as the sample (saturated sampling). Data collection was conducted through questionnaires and analyzed using multiple linear regression with the assistance of SPSS software. The results show that partially, work-life balance and transformational leadership style have a positive and significant effect on job satisfaction, while job stress has a negative and significant effect on job satisfaction. Simultaneously, all three variables significantly influence job satisfaction. These findings highlight the importance of time management, inspirational leadership, and stress management in improving employee job satisfaction, especially in public organizations with high workloads such as the KPU. This study is expected to contribute to organizational policy-making in creating a healthy, productive, and sustainable work environment.

Abstract When the onus is on employees to request flexible work arrangements, they need to individually broker flexibility idiosyncratic deals (i‐deals) with their supervisors. In two studies, we experimentally manipulated three factors: the types of appeals employees make when proposing flexibility i‐deals, the gender of the requester and the number of remote workdays requested. In Study 1, 93 participants evaluated four flexible work requests (based on caring, business case, work–life integration for well‐being or task fulfilment). Care‐and business‐based framings were more likely to be approved than the other request types. In the second study ( N = 208), we manipulated requester gender and surprisingly found no effect; that is, men and women's flexibility i‐deals were similarly approved for both the care and business case conditions. Managers were more likely to approve requests to work remotely for a shorter period, with 2 days preferred over four. Attitudes towards flexible work positively predicted approvals for any kind of appeal, highlighting the importance of managers' attitudes towards flexibility. Employees from diverse socio‐economic groups, and those working in industries with varied flexible work access, need evidence‐based research of this kind to inform their negotiations and to ensure that future flexibility requests become less idiosyncratic and more equitable.

Entrepreneurship education for nurses and healthcare professionals: A scoping review and future research agenda.

This study examines how job satisfaction (JS) influences the link between work–life balance (WLB) and organisational commitment (OC) among information technology (IT) employees in Uttar Pradesh. Data were gathered using a quantitative research design from 552 respondents across 5 major IT hubs in the state: Lucknow, Noida, Ghaziabad, Kanpur and Prayagraj. Quota sampling was employed to ensure proportional representation of technical, managerial and other roles within the IT workforce. Mediation analysis revealed that WLB significantly influences JS, which in turn positively impacts OC, thereby confirming partial mediation. The results highlight how important it is to cultivate WLB to enhance JS and OC, which offers practical implications for organisational strategy intended to enhance employee dedication and well-being. Future studies may explore this model in other industries and regions.

This study aims to: (1) analyze the strategies for implementing career guidance using modeling techniques at SMK Muhammadiyah Kota Cirebon; (2) identify the obstacles encountered in the implementation of career guidance strategies using modeling techniques; and (3) examine the benefits of implementing these strategies for students in career planning. This research employed a qualitative method with a descriptive approach. The research subjects consisted of the principal, guidance and counseling teachers, and 10 students of SMK Muhammadiyah Kota Cirebon who participated in career guidance services. Data were collected through in-depth interviews to obtain a comprehensive understanding of the strategies for implementing career guidance using modeling techniques. The results indicate that career guidance strategies using modeling techniques are effective in bridging students’ readiness from the school environment to the world of work and professional life in a more mature manner. The obstacles identified include limited time for coordination with industry partners, the need to update practical facilities, and differences in students’ characteristics. To address these challenges, the school has undertaken various efforts, such as strengthening internal coordination, providing individual guidance, and improving facilities that support career guidance services. The benefits of implementing this strategy include increased self-understanding, enhanced career knowledge, improved motivation, and greater readiness among students in planning their future careers.

A Game-Theoretic Analysis of Work–Life Balance Strategies Among Educators

IntroductionWhile research on nursing leadership has grown, empirical studies specifically addressing e‐leadership in nursing remain scarce. Digitalization offers opportunities to enhance efficiency and flexibility but also necessitates careful management of interpersonal relationships and staff well‐being. E‐leadership in nursing requires strong interpersonal competencies, organizational support, targeted training, and clear policies, along with a balanced leadership approach. Notably, there is a lack of research on the state of e‐leadership in nursing in the postpandemic context.AimThis study aims to explore the current state of Finnish nurse leaders’ experiences with e‐leadership.MethodsA qualitative research design was employed, utilizing individual thematic interviews and inductive content analysis. Fourteen individual interviews were conducted. The Standards for Reporting Qualitative Research (SRQR) checklist guided the reporting process.ResultsThe analysis yielded three main categories: (1) E‐leadership in nursing is here to stay, (2) a lack of consistent e‐leadership practices in nursing, and (3) e‐leadership presents challenges for both nurse leaders and staff. Although e‐leadership remains under development and lacks clearly defined structures, both nurse leaders and staff demonstrate a willingness to adopt and implement this leadership model. However, organizational support has been insufficient, often leaving nurse leaders to independently develop solutions to the challenges they face.ConclusionThis study reinforces previous findings on e‐leadership in nursing while offering new insights into its current state. E‐leadership is a dynamic and evolving practice that requires a delicate balance between digital efficiency and human connection. Despite its challenges, e‐leadership presents significant opportunities for the nursing profession, including enhanced flexibility and improved work–life balance.Implications for Nursing ManagementThe findings can inform the development of practical guidelines for implementing e‐leadership in nursing and healthcare settings.

Purpose In today’s technology-driven service sector, employees struggle to balance work and personal life. Work-family conflict (WFC) intensifies this strain, disrupting balance and reducing well-being. Drawing on the technostress model and conservation of resources (COR) theory, this study aims to investigate how WFC impacts work-life balance (WLB) and, subsequently, employees’ well-being. Furthermore, we decipher the mediation effect of WLB and moderation effect of artificial intelligence (AI) technostress on this primal relationship. Design/methodology/approach The present study undertakes a quantitative analysis of employees (n = 562) in Haryana, India, through a judgment sampling technique and analyzes with structural equation modeling-AMOS (V23). Findings The results revealed that WFC exerts a strong negative impact on WLB, which significantly affects employees’ physical, psychological and social well-being. WLB mediated the relationship between WFC and well-being dimensions, highlighting its critical role in mitigating the harmful effects of conflict. AI technostress significantly moderated the WFC–WLB relationship, while moderate levels of AI technostress may foster adaptive coping, high levels intensified techno-overload, blurred boundaries and reduced the buffering role of WLB. Research implications The study extends theoretical understanding by integrating technostress and COR theory, highlighting that WLB serves as a key resource buffering the effects of WFC and technostress on employee well-being. Practically, it urges employees, organizations, governments, policymakers and society to adopt flexible and supportive measures to foster balanced and sustainable work environments. Originality/value This research provides valuable insights into WFC, AI-related stress and employee well-being, highlighting the need for sector-specific and resource-conscious strategies to promote WLB and enhance resilience in technology-intensive workplaces.

Background Senior dental students’ transition from preclinical education to clinical practice is critical for their preparedness and future career outlook. In Iraq, private dental institutions are increasingly contributing to the dental workforce, but little is known about how well they prepare students for professional practice. This study aims to assess senior dental students’ perceptions of professional preparedness and career outlook at selected private universities in Iraq, and to identify the educational and demographic factors associated with these perceptions. Materials and methods A cross-sectional survey was conducted in February 2025 among fourth- and fifth-year dental students at three private universities in Baghdad (Al-Esraa, Ashur, and Uruk). A purposive sampling technique was used. The sample size was 1,180 eligible students, of whom 1,041 responded (response rate: 88%). A bilingual, paper-based questionnaire was distributed, covering demographics, educational experiences, and career expectations. Data were analyzed using descriptive statistics, multinomial, and ordered logistic regression models, adjusting for demographic and socioeconomic factors. Results A total of 1,041 senior dental students (38.3% males, 61.7% females) participated, mostly aged 21–23 years (85.1%) and single (92.9%). Over half (55.8%) viewed the dental profession as declining, while 48.9% felt somewhat prepared for practice. Significant gender differences appeared in marital and employment status ( p < 0.05). Prioritizing job stability (RRR = 2.5, p < 0.001), salary (RRR = 3.0, p < 0.001), and work–life balance (RRR = 2.5, p < 0.001) predicted pessimism. Students rating education as excellent (RRR = 0.1, p < 0.001) or good (RRR = 0.3, p = 0.031) were less likely to perceive decline and more likely to feel prepared (OR = 3.9, p < 0.001). Positive views of private education, experienced faculty (OR = 1.6, p = 0.001), and job stability (OR = 1.3, p = 0.035) further enhanced preparedness and optimism. Conclusion Students’ perceptions of educational quality and career values significantly influenced their professional outlook and preparedness for practice, highlighting the role of educational experience and career priorities in shaping attitudes toward the dental profession. Incorporating mentorship and market-readiness modules into the curriculum may bridge the gap between clinical competence and employability among future dental graduates.

Sign language is essential for people who are deaf or have speech difficulties, yet the shortage of interpreters often leaves them isolated in education, work, and social life. This study introduces a fast, reliable deep-learning system for recognizing and translating Indian Sign Language (ISL) in real time. Using Google Mediapipe, we extract stable three-dimensional hand landmarks from video frames. The resulting sequences of keypoints are fed into a hybrid model that combines a Convolutional Neural Network (CNN) for spatial feature extraction with a Gated Recurrent Unit (GRU) for temporal dynamics. Our custom dataset contains 3000+ video clips of 65 ISL sentences spoken by 11 different signers. The network, with only 1.5 million parameters, reaches 93.64% accuracy while maintaining a low computational cost and real-time inference speed.

ABSTRACT With the growing recognition of the importance of work–life balance (WLB), research on related policies has expanded. However, social workers’ perceptions and experiences of WLB policies in human service organizations remain insufficiently explored, particularly in South Korea. This study addresses this gap by exploring how social workers perceive and experience WLB policies. Using semi-structured focus group interviews conducted across four sessions with 19 participants, the study identified three major themes. First, enablers of the use of WLB policies included the continuation of flexible work arrangements following the COVID-19 pandemic, the adoption of smart work policies, and supportive leadership. Second, limited policy awareness, staffing shortages, rigid organizational culture, and excessive workloads served as barriers. Third, both benefits and concerns related to WLB policy use were found. Lastly, the practical implications for enhancing WLB policy adoption in human service organizations across individual, organizational, and systemic levels were discussed.

This study aims to analyze the effects of work–life balance, job stress, and work discipline on employee performance in Food and Beverage companies. The FnB industry faces job demands that often trigger stress, reduced discipline, and imbalance between personal life and work. This research uses a approach with a survey method by distributing questionnaires to 43 respondents. The work–life balance variable is measured through indicators of time balance, involvement, and satisfaction. Job stress is measured through role ambiguity, career development, and work relationships. Work discipline is measured through punctuality, time utilization, compliance with rules, work targets, and work reports. Employee performance is analyzed through indicators of quality, quantity, timeliness, and work effectiveness. Research instruments were tested for validity and reliability, with all items declared valid and Cronbach’s Alpha values above 0.60. Data analysis was conducted using regression, t tests, F tests, and coefficient of determination. The results show that work–life balance has a significant effect on employee performance, job stress has no significant effect, while work discipline has a positive and significant effect. Simultaneously, the three independent variables significantly affect employee performance with a contribution of 48.1 percent, while the remaining percentage is influenced by other factors outside the research model.

This study aims to analyze the influence of Job Demand (JD), Quality of Work Life (QWL), and Perceived Organizational Support (POS) on Work Engagement (WE), with Self-Determination (SD) as a mediating variable on Correctional Institution employees throughout Indonesia. The background of this study is the central role of work engagement in improving organizational performance, especially in high-demand work environments such as Correctional Institutions. This study uses a quantitative approach with the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method involving 397 samples. The results of direct analysis show a positive and significant influence of Job Demand, Quality of Work Life, and Self-Determination on Work Engagement. In addition, Job Demand, Quality of Work Life, and Perceived Organizational Support all have a positive and significant influence on Self-Determination. Self-Determination also has a positive and significant influence on Work Engagement. In the mediation pathway, Self-Determination is proven to positively and significantly mediate the influence of Job Demand on Work Engagement. Similarly, mediating self-determination has a positive and significant effect on Quality of Work Life towards Work Engagement, as well as mediating the positive and significant effect of Perceived Organizational Support towards Work Engagement. These findings overall strengthen that self-determination is an important psychological mechanism that transforms work conditions into high work engagement. This study provides significant theoretical and practical meaning. Theoretically, this study contextualizes the Job Demands-Resources (JD-R) and Self-Determination Theory (SDT) models in a unique and challenging employee population. Practically, Correctional Institution management is recommended to invest in programs that strengthen a supportive work culture, recognition of contributions, and interpersonal development to effectively increase employee work engagement.

Understanding the work life of clinical nurse educators in Canadian hospitals through the Job Demands-Resources Model: A descriptive qualitative study.