Work-life Balance Research Articles

Investigating academics’ attitudes towards ChatGPT: A qualitative study

ChatGPT, at the forefront of artificial intelligence advancement, has caused excitement and scepticism within academic spheres due to its potential to affect academic processes. Understanding attitudes towards ChatGPT could help manage expectations and concerns for ChatGPT in academia, predict behaviour and inform policy. This study aimed to develop an understanding of university academics’ attitudes towards ChatGPT. A total of 11 university academics participated in semi-structured interviews. Data analysis found three main themes: (a) ethics, (b) changes to academic processes and (c) accessibility and inclusivity. Results showed academics had positive attitudes towards ChatGPT overall; however, they held negative attitudes towards the unethical use of the technology. Key findings included discrepancies in perceptions of academics’ personal ethical use of ChatGPT compared to unethical use by others. Furthermore, academics viewed ChatGPT as a useful tool for saving time and enhancing research processes and student learning. Finally, ChatGPT could increase equity among diverse groups, though it should be used with caution. Future studies could conduct a longitudinal study and recruit a larger and wider sample exploring specific and/or multidisciplinary domains for research diversity and the generalisability of findings. Implications for practice or policy: Academic policy and codes of conduct concerning the use of ChatGPT in research and education can be refined to address key ethical concerns, such as plagiarism. Academic educators and researchers can save time and improve processes using ChatGPT to attain better work-life balance and thus potentially improve the quality of their work.

Impact of organisational injustice on health and wellbeing of female police: A meta-ethnography

Abstract Background Female police officers face more bias, discriminatory treatment, and insufficient support compared to male officers, resulting in poorer health outcomes. This meta-ethnographic review investigates beyond individual responsibilities to explore the dimensions of policing, and their effects on the health and well-being of female police officers. Methods The study reviewed qualitative and mixed-method studies (2000-2022) on the health and well-being of female police officers. Ten databases were searched using keywords related to health, well-being, women, police, and qualitative study. Twenty-one papers were synthesised, analysed, and interpreted using a seven-phase inductive and interpretative meta-ethnographic approach. Results The data analysis unveiled a distinct outcome, indicating a strong correlation and significant impact of organisational injustice on the health and well-being of women in law enforcement. Our research findings imply that organisational injustice, including procedural, relational, distributive, and gendered injustice, notably affects the health and well-being of female officers, with mental health being frequently cited, followed by effects on social, workplace, and physical health. Furthermore, the consequences of these four types of organisational injustice, alongside related cultural, systemic, and structural risk factors, reach beyond the immediate health and well-being of individual female officers. They also hinder various aspects of their professional lives, such as career advancement and maintaining a healthy work-life balance, potentially exacerbating long-term health and well-being issues. Conclusions This review emphasizes addressing organisational injustice and related cultural, systemic, and structural determinants in policing for healthier work environments for female officers. Policy makers must scrutinize gender-neutral policies affecting women, enabling transformative action for safer, supportive, and healthier workplaces. Key messages • Organisational injustice in various forms, significantly impact health and wellbeing of female police officers, necessitating policy reforms. • Addressing organisational injustice embedded in seemingly gender-neutral policies and practices, is vital for ensuring equitable treatment and health promotion of female police officers.

Working conditions in OOH-PC centres in Romania: an interview study with healthcare professionals

Abstract Considering the amplifying primary care workforce shortage, the existing knowledge gaps in out-of-hours primary care delivery (OOH-PC) in Romania, as well as the extreme county-to-county variation in the number of functioning OOH-PC centers across the country, from 0 to 32, we set out to document health workers’ perspectives on existing challenges in after hours primary care. Using a qualitative study design, we conducted semi-structured interviews with a purposive sample of 20 healthcare professionals (HCPs): family doctors and nurses providing clinical services in urban and rural OOH-PC centres, family doctors with coordinating and administrative roles, representatives of professional associations and health authorities, as well as emergency doctors and paediatricians. We examined interview transcripts employing thematic analysis. The data collected and analysed revealed several challenges in the provision of care, including physician shortages, increasing workload, low payments, and an organisational model that lacks coordination with other levels of care and services. The analysis of the interview data identified five key themes related to adverse working conditions in OOH-PC: working hours and shift length, increasing workload and patient influx, obstacles to achieving work-life balance, inconveniences related to OOH centre premises (rest space, security), and insufficient financial compensation for after-hours health service provision. Working conditions in OOH-PC centers in Romania constitute a drawback to after hours primary care service provision. Health workers shortage and extreme variation in the number of functioning centres across the country suggest inconsistencies in the governance of OOH-PC. Improving working conditions to recruit and retain health professionals in OOH-PC, combined with targeted policies to optimise organisation and coordination of OOH-PC with other levels of care are as timely as ever to ensure equitable services to the population. Key messages • Current working conditions in OOH-PC Romania impact negatively the health workforce and lead to uneven access for the population. • Improvements in working conditions, service integration, and organisation model are timely for the alleviation of OOH-PC provision.

Musculoskeletal disorders and risk factors in the modern era: results from the Specchio cohort

Abstract Background Musculoskeletal disorders (MSDs) represent a major challenge for occupational and public health, but data are scarce in Switzerland or concentrated on a few sectors of activities. The aim of this study is to provide results on the prevalence and risk and protective factors of MSDs in the general working-age population of the Geneva canton, Switzerland. Methods A cross-sectional analysis was conducted as part of Specchio population-based cohort study. Prevalence and associations between MSDs and sociodemographic variables, individual behaviour (smoking, physical activity, sleep), health conditions (BMI, chronic diseases), physical and psychological risks at work were examined using regression models. The impact of teleworking was also evaluated. Results 2’733 participants took part in the survey, of which 38% were men, and mean age was 50. Overall prevalence of MSDs was 74% among men and 84% among women. 80% of the individuals experience back pain and 56% shoulder pain. Among individuals who experienced MSDs, 55.2% consulted a healthcare professional. The risk factors for MSDs were female sex (OR = 1.95; 95% IC = 1.55-2.28), body mass index (obese) (2.2; 1.51-3.32), lower education (1.77; 0.84-4.37), smoking (1.65; 1.19-2.35), exposure to physical risks (3.54; 2.78-4.51), stress at work (effort-reward imbalance) (3.23; 2.45-4.29) and a poor work-life balance (2.36; 1.88-2.97). The prevalence of MSDs remained high among workers who telework (78% versus 84% in working population). Conclusions This study, carried out in a large population-based cohort, confirmed several risk factors for MSDs. These results will contribute to the implementation of prevention strategies, especially as teleworking has gained in importance in recent years, which may have aggravated workers’ isolation and stress, sedentariness, and poor body posture. Main message: These data confirm the weight of musculoskeletal disorders and will help implementation of prevention health strategies. Key messages • The relationship between psychosocial risks at work and the occurrence of Musculoskeletal Disorders (MSDs) persists even following adjustment for exposure to physical risks and individual risk factors. • The prevalence of musculoskeletal (MSDs) disorders remained high among workers who telework.

“We want to get out” – A qualitative study on reasons for nurses’ early retirement intentions

Abstract Background Nurses, the largest workforce in healthcare, play a central role in health systems. There is a severe global shortage of nurses, which is expected to worsen as a significant portion approaches retirement age. Early retirements can harm care quality and healthcare access, thus significantly impacting public health. Identifying reasons is crucial to prevent this trend. This study examined factors behind nurses’ early retirement intentions. Methods A descriptive qualitative study was conducted in an Irish hospital (July to September 2023) including individual interviews with 10 nurses aged 55 and over. A thematic analysis was conducted collaboratively by three researchers to identify key factors influencing nurses’ intentions to retire early. Results Five main themes emerged: 1) Health concerns, encompassing physical strain and psychological stress, significantly influencing early retirement intentions; 2) Struggling to balance job demands with personal responsibilities such as caring for ageing parents due to inflexible work schedules; 3) Need for more support from senior leaders to address staffing shortages and investment in aging nurses’ career and retirement planning to make staying more desirable and easier; 4) Feelings about nurses’ experience being undervalued in the evolving healthcare; and 5) Facing constant heavy responsibility in guiding new nurses, while simultaneously fearing patient safety risks and encountering generational differences. Conclusions Developing support systems for ageing nurses, encompassing strategies to ease workload strain, enhancing career opportunities, and promoting intergenerational collaboration are critical for reducing early retirement trends and sustaining a resilient healthcare workforce. By implementing tailored approaches, such as flexible scheduling and mentorship programs for ageing nurses, healthcare organisations can promote workforce longevity and enhance public health outcomes through improved care delivery. Key messages • Health challenges and struggles in work-life balance influence early retirement intentions among nurses, urging flexible work arrangements and improved recognition and leadership in healthcare. • To extend work careers, organisations must invest in ageing nurses’ career and retirement planning, value experience, and acknowledge potential challenges and benefits in intergenerational nursing.

The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective

This conceptual paper explores the impact of leadership styles, work-life balance, and the physical environment on psychological well-being using the Job Demands-Resources (JD-R) model as the theoretical framework. In the contemporary workplace, evolving job demands, rising expectations for mental health support, and persistent stressors like job insecurity have increased the need for organizations to prioritize employee well-being. Leadership is identified as a critical mediating variable that enhances or mitigates the effectiveness of job resources, such as work-life balance and physical environment, in promoting psychological well-being. Transformational and servant leadership styles are emphasized for their role in fostering supportive work environments that buffer the negative effects of high job demands. Additionally, the paper underscores how well-designed workspaces and balanced work-life integration can significantly enhance employee well-being, contributing to higher engagement and performance. The JD-R model provides a robust lens through which the interactions between job demands, resources, and leadership can be examined. This framework offers organizations practical strategies to safeguard employee psychological well-being by fostering leadership that advocates for flexible work arrangements and supportive physical environments. Future research should empirically validate the proposed relationships to further refine the role of leadership in promoting employee well-being.

The Relationship Between Employee Engagement, Physical Wellness, Work-Life Balance and Employee Well-Being

Employees often face challenges in finding work environments that consistently promote their well-being, despite spending a significant portion of their lives at work. This research investigates how employee engagement, work-life balance, and physical wellness relate to employee well-being at Nabati Food Malaysia Sdn. Bhd. Using a quantitative approach, the study tested three hypotheses through a survey with 187 participants, utilizing convenient sampling and an online questionnaire. Data were analyzed with the SPSS version 24.0. The results showed significant relationships between all variables and employee well-being, with employee engagement having the most substantial impact. The study recognized its limitations and provided recommendations for future research. Overall, the findings offer valuable insights for Nabati Food Malaysia and the fast-moving consumer goods sector, emphasizing the importance of enhancing employee well-being to improve business operations and employee satisfaction.

Hybrid Working and Employee Job Performance in Felcra Berhad: An Examination of The Moderating Role of Job Satisfaction

In today's dynamic work environment, understanding the impact of hybrid working on job performance is crucial. Many organizations, including FELCRA Berhad, adopted hybrid working during the COVID-19 pandemic to enhance employee efficiency and flexibility. This study explores FELCRA Berhad's job performance and satisfaction during the pandemic and evaluates the potential success of hybrid working post-pandemic. Using a quantitative research design and purposive sampling, data were collected from FELCRA Berhad employees through online and physical questionnaires. The data were analyzed with IBM SPSS Version 28 to examine the relationship between hybrid working (working conditions, work-life balance, and recognition) and job performance, with job satisfaction as a moderating factor. The results indicated a significant positive relationship between working conditions and job performance. While work-life balance and recognition showed moderate positive relationships with job performance, they were not statistically significant. Job satisfaction did not significantly moderate these relationships. However, the group effect for hybrid working remained significant across all dimensions. In conclusion, the study confirms a significant positive relationship between hybrid work conditions and job performance, providing a foundation for FELCRA Berhad to consider implementing hybrid work practices based on their direct effects on job performance.

Factors Impacting Work-Life Balance and Quality of Work Life among Teachers

Introduction: A number of circumstances can disrupt the work life balance, and achieving success depends not only on one’s ability to perform at a high level but also on one's ability to manage professional and personal obligations. This study aims to explore the factors that impact stress levels and work life balance of teachers working in government-aided and self-financing schools. Method: A total of 200 samples were selected, and a structured questionnaire was adopted to gather the primary data. The collected data was tested by statistical analysis using various tools, including Mann-Whitney U test, Kruskal-Wallis test, Chi-square, and ANOVA for interpretation. Results: The findings indicate that teachers in government-aided schools experience lower stress levels and evince higher contentment across various dimensions in quality of work life. However, the teachers in self-financing schools grapple with varying stress levels, ranging from lower to higher stress, reflecting dissatisfaction across all aspects of life. Conclusion: A collective implantation of strategies from teachers and institutions is required to maintain a healthy and harmonious work life balance in order to augment the quality of work life.

Organizational Commitment Strategies to Improve Employees

Abstract: In the current competitive economic market and the impact of the COVID-19 pandemic, the long-term stable development of enterprises is facing a major test. And organisational commitment affects the aspects of employee retention, employee efficiency as well as enterprise cost, which has a significant impact on the development of enterprises. Therefore, this paper focuses on the importance of organisational commitment to employees and organisations, and then analyses various factors affecting employees' organisational commitment, including career development opportunities, job satisfaction and organisational culture. Finally, it proposes some effective measures that companies can take to enhance employees' organisational commitment, such as companies providing employees with good career development opportunities and personal enhancement opportunities, promoting employees' life-work balance, implementing flexible working arrangements, and fostering a positive organisational culture. By taking these measures, companies can enhance employees' organisational commitment and strengthen the emotional link between employees and the organisation, which will in turn improve employee efficiency, customer satisfaction and organisational profitability.

Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction

A new era of digital transformation has begun with the rapid integration of Artificial Intelligence (AI) technology with human management, changing traditional methods to people management. Due to the unprecedented digital transitions that businesses are seeing, AI integration in Human resource management (HRM) has become a significant area of focus. This systematic literature critically examines how AI is altering the landscape of its impact on employee performance in the HRM area in the era of digital transformation. The Scopus database, where 73 peer-reviewed articles are found These are subjected to integrated methodology of Bibliometric analysis, Content analysis, Epistemological analysis and Substantive analysis to identify the emerging themes, trends and contribution of theory in the AI impact on the employee performance in digital transformation era. The results identifies the major themes a) Digital Transformation in HRM for enhancing Efficiency b) Deep learning and neural networks in HRM c) Innovation and Technology adoption in HRM and d) Human resource investments. From the epistemological analysis results “Resource Based theory,” has been mentioned highest (4 times) and shows how HRM is evolving in the context of digital change. With 3 instances each, institutional theory with empirical study is being the most common method. Substantive analysis shows the Digital Transformation, Employee Performance, Work life balance, and Organisational change are the significant criteria, whereas sub-criteria included Innovation, performance management, and Techno stress. Additionally, it investigates the challenges and opportunities arising from how AI is incorporated into HRM procedures and its implications for workforce dynamics. The study has proposed a model of 3 major criteria and 14 sub criteria for future research actions based on substantive analysis. AI integration in HRM requires strategic planning, ethical considerations, and employee well-being. Organisations that recognise these consequences and handle issues will be more prepared for AI-driven HRM.

Covid-19, working from home and work–life boundaries: the role of personality in work–life boundary management

Working from home (WFH) has accelerated in occurrence following social distancing measures directed at stemming the spread of Covid-19 globally. Using a sample of 41 in-depth qualitative interviews and measurement of the personality scores of the 41 interviewees, who are UK academics, using the IPIP test questionnaire, we explored how mandatory WFH impacts the boundary management of different academics based on their personality and the role of personality in their boundary-management approach to enhance work-life balance (WLB) during Covid-19. Our results suggest that mandatory WFH impacts academics differently depending on their personality, with academics high in conscientiousness and introversion (compared to their neurotic and extroverted colleagues) more suited to managing work and life domains to maintain a WLB while working from home. Building on boundary theory, we uncovered that while conscientious and introverted academics preferred and used integration as their boundary-management style, extroverted academics preferred segmentation in favor of family, but used volleying as a boundary-management style. Neurotic academics leaned toward our newly uncovered boundary-management style – quitter. Our findings suggest that the family circumstances of academics play an important role in their boundary-management styles. Overall, our study suggests relationships between personality and boundary-management styles and characteristics.

Exploring the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress.

Level of Satisfaction of Faculty Members: Its Relationship to Their Levels of Commitment, Professionalism and Performance

Faculty satisfaction plays a critical role in the overall success of educational institutions, impacting not only faculty retention but also their levels of commitment, professionalism, and performance. This study examines the relationship between faculty satisfaction and these key factors among the faculty members of the College of Information and Communications Technology (CICT) at the Nueva Ecija University of Science and Technology (NEUST). Using a quantitative research design, data was collected from 31 faculty members through surveys measuring satisfaction, commitment, professionalism, and performance. The results revealed that faculty members exhibit high levels of satisfaction, particularly in areas such as job security, compensation, and institutional support for professional development. Correlation analyses showed significant positive relationships between satisfaction and commitment (r=0.44), professionalism (r=0.73), and performance (r=0.68). These findings suggest that enhancing faculty satisfaction could lead to improved commitment, ethical behavior, and academic performance, thus contributing to the overall effectiveness of the institution. The study recommends implementing work-life balance initiatives, recognition programs, and continuous professional development to further boost faculty satisfaction and institutional success.

THE IMPACT OF MOTIVATION ON THE PERFORMANCE AND JOB SATISFACTION OF YOUNG EMPLOYEES WORKING AT THE SIERRA LEONE YOUTH COMMISSION

This study investigates the impact of motivation on performance and job satisfaction among young employees at the Sierra Leone Youth Commission. One of the objectives this study seeks to address is to identify the various motivational factors that influence the job performance and satisfaction of young employees in the Sierra Leone Youth Commission. This research aimed to explore the relationship between motivation, performance, and job satisfaction among the staff. Therefore, the study utilized both primary and secondary sources of data as well as qualitative and quantitative methods of data analysis. Analysis of the data using SPSS revealed that motivation plays a pivotal role in driving exceptional performance among the respondents. Key factors influencing motivation include remuneration, personal growth, and work-life balance. The findings suggest that the staff at the Youth Commission are highly motivated, resulting in outstanding performance. Employees are indeed a crucial component of business development and success. Based on this, the study recommends that employee motivation can be achieved through empowerment, which involves providing autonomy, recognizing individual contributions, and fostering a positive work environment. In addition, the study suggests that regular feedback, opportunities for growth and development, and competitive compensation packages can also enhance employee motivation and productivity.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0726/a.php" alt="Hit counter" /></p>

Empowering work-life balance: Exploring the nexus of flexible work arrangements, job satisfaction, and women's well-being in SMEs

The aim of this study is to evaluate flexible working arrangements, work-life balance, and job satisfaction among women who work in small and medium enterprises (SMEs). The COVID-19 pandemic has highlighted the importance of flexible working arrangements, particularly for women juggling work and family responsibilities. The study evaluates the extent to which flexible working arrangements enable women to maintain a balance between work and family life in order to achieve work-related satisfaction. One hundred and thirty questionnaires were collected from the respondents for analysis. The analysis demonstrated a significant relationship between flexible working arrangements and work-life balance/job satisfaction among women working in SMEs. Importantly, work-life balance is an explicit factor that influences job satisfaction and mediates the relationship between flexible working arrangements and job satisfaction. These findings emphasize the need for organizations to seriously consider implementing flexible working arrangements and work-life balance policies in return for enhanced satisfaction of their workforce, especially women in SMEs in Malaysia. Research in this area is scarce; however, these findings offer valuable insights for SMEs in improving employee satisfaction and striving for growth and sustainability in the long run.

Impact of AI on Work Life Balance of Working Women in Hotel Industry

Artificial intelligence (AI) has brought about significant advancements as well as challenges for the hotel industry. AI enhances efficiency by automating routine tasks, allowing employees to focus on personalized services . Tools like chatbots ease workloads, benefiting women employees. However, AI also raises concerns about job security due to potential role replacement. According to a report by the Hotel Association of India, in 2020, the percentage of women employees in the Indian hospitality industry stood at around 35%. This study aims to explore the impact of AI on the work life balance of women employees in the hotel industry in Delhi, focusing on hotel employees and including positive and negative aspects of AI-driven advancements. To explore these impacts, a quantitative study method is used via Google Forms. The study uses both primary and secondary data. Primary data are collected through questionnaires and interviews of women employees in the hotel industry in Delhi, while secondary data are gathered from industry reports and academic literature. The findings aim to provide insight into how AI influences the work-life balance of women employees, throwing light on issues like job security and employee productivity of women in the hotel industry. This study can be helpful to the hotel industry in guiding the adoption of AI to improve women's work-life balance while addressing job security and productivity concerns. Key Words: Artificial Intelligence (AI), Hotel Industry, Work-Life Balance, Women, Job Security, Employee Productivity

Center-based childcare during infancy: The relations with functional brain networks and self-regulation in young children

Given the substantial increase in children attending center-based childcare over the past decades, the consequences of center-based childcare for children’s development have gained more attention in developmental research. However, the relation between center-based childcare and children’s neurocognitive development remains relatively underexplored. The aim of this study was therefore to examine the relations between quantity of center-based childcare during infancy and the neurocognitive development (both functional brain networks and self-regulation) of 584 Dutch children. Small-world brain networks and children’s self-regulation were assessed during infancy (around 10 months of age) and the preschool period (2–6 years of age). The findings revealed that the quantity of center-based childcare during infancy was unrelated to individual differences in children’s functional brain networks. However, spending more hours per week in center-based childcare was positively related to the development of self-regulation in preschool age children, regardless of children’s sex or the levels of exposure to risk and maternal support in the home environment. More insight into the positive effects of center-based childcare on children’s development from infancy to toddlerhood can help to increase our insight into a better work–life balance and labor force participation of parents with young children. Moreover, this study highlights that Dutch center-based childcare offers opportunities to invest in positive child outcomes in children, including self-regulation.

Exploring the job (dis)satisfaction indicators of online food delivery employees: insights from employees' online reviews

PurposeThe present study sought to determine the main themes employees discussed in online reviews associated with satisfaction (pros) and dissatisfaction (cons).Design/methodology/approachThis study used qualitative content analysis to examine employee reviews working in India's largest food delivery company.FindingsThe analyses revealed the existence of seven themes: company environment, employees, salary, work–life balance, company culture and values, flexibility and favoritism. Negative themes were associated with the “work-life balance” and “favoritism” themes. The results provided valuable insights into online food delivery platform employees' overall experiences based on social media information and aided in identifying key themes associated with various satisfaction levels.Originality/valueThis study contributes to the literature by uniquely utilizing user-generated content from an employment search engine as a novel data source to investigate the factors influencing satisfaction and dissatisfaction among online food delivery employees. This approach represents a significant departure from traditional survey-based methods, filling a gap in the literature by offering insights directly from employees' unfiltered perspectives. By leveraging this innovative methodology, our research provides a fresh and nuanced understanding of the experiences and concerns of online food delivery workers, thereby adding substantial value to the fields of organizational behavior and human resource management.

A Study On Effects Of Work-Life Balance And Women Employees Job Productivity In It Organizations

This study examined just at work-life balance and women productivity in only few IT sectors in Chennai. The study was stimulated by the IT sectoring industry's high rate of work-life unequal distribution. The study specifically examined the impact of workload pressure, role conflict, family stress, and work flexibility on female productivity. The relevant conceptual, theoretical, and empirical literatures were investigated. This work examined the work life balance and ladies productivity in selected IT sectors in Chennai city. The study was necessitated by high rate of work-life unbalance in the IT sectoring industry. Specifically the study determined the effect of workload pressure, role conflict, family stress and Work flexibility on ladies productivity. Relevant conceptual, theoretical and empirical literatures were examined. A total of fifteen IT sectors were studied, and the population of study was 2021, with the sample size of total sample size evaluated using the statistical formula SPSS. The research also revealed that family stress has a significant impact on female productivity. The study concluded that work load pressure, role conflict, and family-related stress all have a negative impact on female productivity. According to the study, people should relax in ways that do not interfere with their work; it can be an efficient way to recover from identified work-life balance issues. Management must take note of the volume of work assigned to women in order to deal with work-life balance issues in the workplace. Management must act immediately to rectify the issue; work should be delegated accordingly to ensure that no one is overloaded. Ladies should be given appropriate breaks and vacation time.