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Journal articles on the topic 'Work and private life balance'

Author: Grafiati
Published: 30 June 2021
Last updated: 1 February 2022

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1

Kuchařová, Věra. "Work-life Balance: Societal and Private Influences." Czech Sociological Review 45, no. 6 (December 1, 2009): 1283–310. http://dx.doi.org/10.13060/00380288.2009.45.6.06.

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2

Anuradha and Mrinalini Pandey. "Impact of work-life balance on job satisfaction of women doctors." Problems and Perspectives in Management 14, no. 2 (June 13, 2016): 319–24. http://dx.doi.org/10.21511/ppm.14(2-2).2016.07.

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In the competitive era of today, women have to battle hard to establish their individuality in the society, as well as in professional life. Work-life balance is the major problem in the life of working women. The study covers work-life balance of women doctors of private hospitals of Jharkhand. This study helps to understand the impact of work-life balance on job satisfaction. Regression analysis and ANOVA Test have been used to test the relationship between the variables. The study has found that work-life balance has positive impact on job satisfaction
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3

Bhende, Pravin, Nandakumar Mekoth, Varsha Ingalhalli, and Y. V. Reddy. "Quality of Work Life and Work–Life Balance." Journal of Human Values 26, no. 3 (July 31, 2020): 256–65. http://dx.doi.org/10.1177/0971685820939380.

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The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gathered from 89 managers of public and private sector banks in India using a convenience sampling method and analysed using principal component analysis and multiple regression analysis. Both qualities of work life and work–life balance are multidimensional constructs. Results indicate that the productivity dimension of a work–life balance was influenced by all dimensions of quality of work life except grievance redress. Further, the skill deployment dimension was predicted by all three dimensions of quality of work life. However, none of the quality of work life dimensions had any relation with the efficiency dimension of work–life balance. The study will help managers to ensure employee productivity and skill deployment by enhancing the quality of work life. The study has relevance for employee welfare and organizational output. The study has unearthed new dimensions in quality of work life and work–life balance and has established new relationships.
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4

Nakra, Rashmi. "Globalization, Work Intensification and Work-life Balance." Ushus - Journal of Business Management 4, no. 1 (June 10, 2005): 73–84. http://dx.doi.org/10.12725/ujbm.5.8.

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The performance and change challenges experienced by organizations in the global village are unprecedented and there is every reason to believe that these will continue to grow. In the incessant quest for higher performance, the pressures felt by organizations are being deflected on to their employees. This has resulted in a profound change in the employment relationship, making it more transitory and flexible. This paper looks at the impact of globalization on the employment relationship and work intensification. The results based on a sample of 77 employees from 34 private sector organizations indicate that work intensification is prevailing at significant levels. These findings suggest that it is time for a rigorous empirical look at work intensification and work-life balance. Finally, the managerial implications of the suggestions made by the respondents for moderating the work intensification are discussed.
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Al Harbi, Mutaz Minwer Halal. "INFLUENCE OF WORK LIFE BALANCE ON PERFORMANCE OF EMPLOYEES IN JORDAN HOSPITALS." International Journal of Research -GRANTHAALAYAH 8, no. 1 (June 3, 2020): 53–58. http://dx.doi.org/10.29121/granthaalayah.v8.i1.2020.247.

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This paper examines the impact of WLB on performance of employees in Jordan hospitals. This study is a quantitative research and made use primary data using a research questionnaire as instrument was administered to a total number of 500 respondents selected from four governments and four privates hospitals namely: Al-Bashir hospital (Government), Al Mafraq Government Hospital (Government), Ram Manohar Lohia Hospital (Government),Jawaharlal Nehru Medical College (Government),Philadelphia hospital (private), Haramain Hospital (Private), Jordan hospital (private) and Fortis Hospital (Private) from Jordan. The result of the study reveals that impact of WLB on performance of employees was significant and joint impact of WLB and motivation significantly influence performance of employees. In conclusion, motivation plays an important role in encouraging employees to perform; a well-motivated employee has a possibility of performing better than an employee that is not well motivated.
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6

Miryala, Dr Ramesh Kumar, and Nagapriya Chiluka. "An Empirical Study Of Work-life-balance With Special Reference To Government & Private Teachers In India." Indian Journal of Applied Research 1, no. 2 (October 1, 2011): 61–64. http://dx.doi.org/10.15373/2249555x/nov2011/20.

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7

Hancke, Katharina, Wilmar Igl, Bettina Toth, Astrid Bühren, Nina Ditsch, and Rolf Kreienberg. "Work–life balance of German gynecologists: a web-based survey on satisfaction with work and private life." Archives of Gynecology and Obstetrics 289, no. 1 (July 17, 2013): 123–29. http://dx.doi.org/10.1007/s00404-013-2949-y.

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8

Riforgiate, Sarah E., and Michael W. Kramer. "The Nonprofit Assimilation Process and Work-Life Balance." Sustainability 13, no. 11 (May 26, 2021): 5993. http://dx.doi.org/10.3390/su13115993.

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Nonprofit organizations are a context where workers’ passion and commitment to their work may make it more difficult to negotiate between professional work and private life demands. Challenges in navigating work and life are important issues for individual sustainability and influence organizational sustainability in terms of retention and organizational commitment. As new employees join an organization, they are socialized into the rhythm and norms of the workplace; therefore, early employment provides an important juncture to study how new employees come to understand work-life expectations. This qualitative study considers 55 interviews with new employees (employed six months or less) at a nonprofit social welfare organization which was concerned with high employee turnover. Participants described how they came to the organization, how they learned the expected behaviors for their positions and messages received from organizational members (e.g., supervisors and coworkers) and social groups outside of the organization (e.g., family and friends) pertaining to managing work and life responsibilities. Findings highlight the importance of communication, extend organizational assimilation concepts, and offer practical implications to enhance sustainability for organizations and employees.
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9

Laß, Inga, and Mark Wooden. "Temporary employment and work‐life balance in Australia." Journal of Family Research 32, no. 2 (September 9, 2020): 214–48. http://dx.doi.org/10.20377/jfr-357.

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While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance.
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10

Dinakar, R. "Effectiveness of Work Life Balance (WLB) on Job Satisfaction of Employees working in Banks." International Journal of Management and Humanities 5, no. 7 (March 30, 2021): 22–26. http://dx.doi.org/10.35940/ijmh.g1256.035721.

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The passage of new private banks improves operational effectiveness and intensity in the Indian financial system. The new private area banks have presented state-of-theart and inventive administrations and products to catch the high market share of the overall banking industry. This progression the working example of the employees in the financial sector. The findings of the study shows that equilibrium work life balance, responsibility, Institutional help, and monetary help are determinants of the WLB of representatives in new private area banks. The outcomes demonstrate that there is a critical distinction between the financial status of employees and determinants of WLB in new private area banks. The outcomes likewise suggest that WLB, Organizational help, monetary help, and responsibility are fundamentally and emphatically affecting the work fulfillment of representatives in new private area banks. The new private area banks should offer work-family uphold programs in particular youngster care uphold and adaptable working timings to diminish employee pressure and encourage to the administration of family and work viably. Moreover, new private banks should actualize arrangements of anticipation of lewd behavior, yearly health checkups, and sick leaves successfully so that employees can satisfy with their roles and in turn increase the productiveness of their operations.
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Raja, K., and M. Selvakumar. "Work-Life Balance of Employees of Private Sector Banks in Virudhunagar District." International Journal of Management Studies VI, no. 2 (February 28, 2019): 01. http://dx.doi.org/10.18843/ijms/v6si2/01.

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12

Divyabharathi, S., Dr A. Balakrishnan, and R. Vettriselvan. "Work Life Balance among the Employees of Endhai Innovations Private Limited, Madurai." IOSR Journal of Business and Management 16, no. 9 (2014): 01–07. http://dx.doi.org/10.9790/487x-16950107.

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Tiwari, Mansi. "Work Life Balance of Female Employees in Private Institutions, Gwalior: An Investigation." IOSR Journal of Business and Management 19, no. 05 (May 2017): 35–38. http://dx.doi.org/10.9790/487x-1905053538.

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14

Diab, Hannah, and Taghrid S. Suifan. "Work-life Balance Practices and Workplace Attitudes in Private Hospitals in Jordan." International Business Research 9, no. 9 (July 27, 2016): 98. http://dx.doi.org/10.5539/ibr.v9n9p98.

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<p>The main aim of this research is to contribute to the body of literature revolving around work-life balance (WLB) and its causal relationship with desired workplace outcomes. Particularly, the interest was directed towards investigating the linkage between WLB practices and workplace attitudes of job satisfaction and organizational commitment along with the mediation effect of work-life conflict. The research also sought to differentiate between formal and informal WLB practices in order to examine the more influential of the two.</p><p>This research was applied to the context of private hospitals in Jordan targeting medical-staff. With 450 questionnaires randomly distributed to medical-staff working in private hospitals in Jordan, 363 responses were obtained and analyzed yielding a response rate of 81 percent. Fitness-of-measure tests (reliability and validity) were first carried out to assess the suitability and generalizability of the obtained sample. Subsequently, data was analyzed and the research hypotheses were tested for possibility of rejection.</p><p>Results revealed the rejection of all hypotheses implying a statistically significant relationship between WLB practices and workplace attitudes of job satisfaction and organizational commitment with the former being more affected by the relationship than the latter. The findings also confirmed the mediation effect of work-life conflict. Furthermore, informal WLB practices were found to be superior to formal practices in terms of attaining desirable organizational outcomes. Finally, the research disclosed the fact that physicians—of all the segments under study—had the most conflict between work and life responsibilities.</p>
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15

Bharathi, R., and Dr V.Sudha. "Comparative perspectives on work life balance and genders equality in private banks." International Journal of Advanced Multidisciplinary Research 3, no. 5 (May 30, 2017): 26–31. http://dx.doi.org/10.22192/ijamr.2017.04.05.004.

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16

Karuppannan, Mr A., and Dr M. Maheswari. "A Study On Work Life Balance Of Women Teachers In Private School, Coimbatore." Restaurant Business 118, no. 9 (September 6, 2019): 171–79. http://dx.doi.org/10.26643/rb.v118i9.8026.

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The work life balance is the process of managing both the personal and professional life without affecting each other. Based on the situation and nature of work women have to change their role to achieve work life balance. Women have a innate ability to handle all situations with positive approach and balance their multiple roles and responsibilities but at times women find it challenges in handling multiple roles and responsibility. The study assessing to find the work life balance of women school teachers. The structured questionnaire is framed based on the study and reliability test was done to identify the normality of the questions. The data was collected from 115 women teachers in private school at Coimbatore using the convenience sampling method. The statistical tools used for the analysis are Percentage analysis, Mean and Standard Deviation and Chi-Square. The result shows that there is significant relationship between number of children and personal life and no significant relationship between feeling tired due to work and work - personal life.
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17

Gravador, Luz Nario, and Mendiola Teng-Calleja. "Work-life balance crafting behaviors: an empirical study." Personnel Review 47, no. 4 (June 4, 2018): 786–804. http://dx.doi.org/10.1108/pr-05-2016-0112.

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Purpose The purpose of this paper is to address gaps in the work-life balance (WLB) literature by identifying WLB crafting behaviors employed by individuals, empirically testing which of these behaviors significantly affect WLB, and examining the relationship between the identified WLB crafting behaviors, WLB, and subjective well-being (SWB). Design/methodology/approach The study utilized a quantitative approach. In total, 314 employees participated in the online survey. Structural equation modeling was used to test the hypothesized relationships among the variables. Findings Results show that protecting private time and working efficiently significantly relate with WLB and that WLB mediates the relationships between these two WLB crafting behaviors and SWB. Findings also suggest a significant direct relationship between behaviors that foster family relationships and SWB. Research limitations/implications The study is correlational in nature. Future studies may make use of experimental designs or conduct a longitudinal study. Other variables can be examined in future research such as life circumstances (i.e. life cycle stage change, objective health status) or other constructs within the self-concordance model (i.e. goal concordance, need satisfaction fulfillment). Practical implications The results suggest the importance of organization support in employees’ mastery of significant crafting behaviors through offering socialization, productivity, and time management employee programs. Originality/value The present research, unlike previous studies on employees’ proactive behaviors to attain WLB, empirically tested the identified behaviors and was able to identify the WLB crafting behaviors with significant relationships with WLB and SWB.
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18

Cemile Çetin and Gülşen Türkkanlı Girgin. "Are We Living to Work or Are We Working to Live? Person-Organization Fit and Work-Life Balance, A Qualitative Research." International Journal of Social, Political and Economic Research 7, no. 2 (June 2, 2020): 168–95. http://dx.doi.org/10.46291/ijospervol7iss2pp168-195.

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Changes in working life require more balance of person-organization fit than ever before for the sustainability of products and services. At this point, it is not enough to provide just this. When faced with the fact that human life does not only consist of working life, it makes the presence of work-life balance intensely felt. In the study, the relationship between person-organization fit and work-life balance is discussed in the sample of employees of a production enterprise operating in İzmir. In the research, a semi-structured interview technique, one of the qualitative research techniques, was used. 8 volunteer employees were interviewed. It is emphasized that in the matter of individual-organization compliance, the organization cannot meet the needs, and there are significant differences between the absence of institutional values and the demand and personal competence created in business processes. At the point of work-life balance, it is concluded that balance cannot be achieved and private life arrangements cannot be made.
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19

Khoiriyah, Dhurul, Erita Yuliasesti Diah Sari, and Herlina Siwi Widiana. "KETERIKATAN KERJA PERAWAT: PENGARUH DUKUNGAN ORGANISASI, WORK-LIFE BALANCE DAN KEBAHAGIAAN." PSYCHE: Jurnal Psikologi 2, no. 1 (February 3, 2020): 40–51. http://dx.doi.org/10.36269/psyche.v2i1.179.

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Organizations always appreciate employees who have positive behavior, completion task, active, and committed to work. This study aims to examine the effect of organizational support and work-life balance on work engagement with happiness as a mediator variable. There were 122 nurses of a private hospital in Yogyakarta joint in this study. The data was collected through the Organizational Support Scale, Work-life Balance Scale, Happiness Scale, and Work Engagement Scale. Data analysis techniques with the SEM method with AMOS version 22.0. The results reveal that happiness is able to mediate the effect of organizational support and work-life balance on work engagement. The existence of organizational support as well as balance in life and work will foster happiness and promote positive behavior in organizations. Keywords: engagement, organizational support, work-life balance, happiness
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20

Hasan, Tania, Mehwish Jawaad, and Irfan Butt. "The Influence of Person–Job Fit, Work–Life Balance, and Work Conditions on Organizational Commitment: Investigating the Mediation of Job Satisfaction in the Private Sector of the Emerging Market." Sustainability 13, no. 12 (June 10, 2021): 6622. http://dx.doi.org/10.3390/su13126622.

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This study aims to provide critical managerial implications for human resource (HR) practitioners at private-sector organizations from an emerging economy perspective. The study helps to optimize organizational commitment in the assessment of work–life balance, person–job fit, work condition, and the mediation of job satisfaction. It also investigates the influence of certain demographic variables on organizational commitment. The population comprises employees working in private sector organizations across Pakistan. A total of 1100 survey questionnaires were sent to potential respondents; 843 responded, giving a response rate of 77%. SmartPLS 3 software and SPSS were used to perform structural equation modeling. The study revealed that work–life balance, person–job fit, and job satisfaction have a positive influence on organizational commitment. Job satisfaction intervenes complementarily with the relationship of work–life balance and person–job fit with organizational commitment, while full mediation of job satisfaction was found for work conditions. Age, female gender, experience with current employee, and total industry experience were positively related to organizational commitment. HR managers at private-sector organizations must strive to provide work–life balance, person–job fit, and better work conditions so that employees are optimally satisfied on the job and exercise strong affective organizational commitment.
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Hada, Reineldis Ina P., Rolland Epafras Fanggidae, and Ni Putu Nursiani. "FLEXIBLE WORKING ARRANGEMENT DAN PENGARUHNYA TERHADAP WORK-LIFE BALANCE PADA RESELLERS ONLINE SHOP." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 10, no. 2 (September 30, 2020): 162–71. http://dx.doi.org/10.37932/j.e.v10i2.111.

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This study aims to find out how to describe and analyze the effect of flexible working arrangements on work-life balances on Resellers Online shop in Kupang City. The method used in research this is a survey method. The instrument used in This research is a questionnaire, interview, and documentation study. The population of this research is, online shop resellers in Kupang city who sell products / goods through Facebook. The sampling technique in this study uses amethod non probability sampling. The results showed that a flexible working arrangement can help balance work and personal life, especially for students, the private sector, employees and other work through descriptive analysis. While the results showed flexible working arrangements and a significant positive effect on the work-life balance on resellers online shop in the city of Kupang
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Sojka, Ladislav. "Critical Analysis of Work-Life Balance Concept and Proposal of Evaluation Method." Mednarodno inovativno poslovanje = Journal of Innovative Business and Management 12, no. 2 (November 3, 2020): 49–56. http://dx.doi.org/10.32015/jibm/2020.12.2.5.49-56.

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The purpose of this paper is to analyse the concept of Work-Life Balance with emphasis on the definition and content of construct. Based on a review of the literature, the article highlights the diversity of approaches defining the work-life balance (WLB) as well as the lack of a single accepted definition, on which the practitioners and academics community agree. The most problematic term was found to be the term “balance”. On the basis of analysed knowledge, the definition of work-life balance is proposed. The definition of WLB is based on presumption that WLB is such a state, that work life quality allows the full potential of a private life to be realized. According to this presumption a definition of work-life balance has been proposed and a formula for the calculation of work-life balance has been formed.
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Shekhar, Suraj Kushe, Tony P. Jose, and R. Sudhakar. "A Study on Work Life Balance of Female Pharmacists working in Private Hospitals." Research Journal of Pharmacy and Technology 11, no. 1 (2018): 107. http://dx.doi.org/10.5958/0974-360x.2018.00020.3.

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Mladenović, Milica. "Equilibrium between business and private life of employees and managers: Benefits for balance of life and their effects." Ekonomski izazovi 9, no. 17 (2020): 67–79. http://dx.doi.org/10.5937/ekoizazov2017067m.

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Due to demographic, economic and cultural changes at the global level, the importance of establishing a balance between business and private life of employees has increased. The need to balance life is especially pronounced in sales managers due to high pressure and constantly high levels of stress. The paper will propose various benefits that organizations can offer to contribute to balancing the lives of employees and managers: flexible working hours, part-time work, part-time work, division of labor, work from home, kindergarten for children in the office building and employee assistance programs in coping with stress. The introduction of a work-life balance program can have positive effects on both employee performance (e.g, increasing commitment to the organization) and organizational performance (e.g, attracting and retaining the best employees).
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Dr. D. Shoba and Dr. G. Suganthi. "Work Life Balance and Job Satisfaction - A Structural Equation Modeling." GIS Business 14, no. 6 (November 26, 2019): 156–62. http://dx.doi.org/10.26643/gis.v14i6.11692.

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Work-Life balance has its importance from ancient days and the concept is very old, from the day the world has been created. There was a drastic change that has occurred in the market of teachers and their personal profiles. There are tremendous changes in various families which have bartered from the ‘breadwinner’ role of traditional men to single parent families and dual earning couples. This study furnishes an insight into work life balance and job satisfaction of teachers working in School of Villupuram District. The sample comprises of 75 school teachers from Government and private schools in Villupuram District. The Study results that there is increasing mediating evidence in Work-life balance as well as Job satisfaction of teachers are not affected by the type of school in which they are working. Job satisfaction or Pleasure of life will be affected as a whole by Work life balance of an individual which is the main which can be calculated by construct of subjective well being.
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Malik, Maria, Difang Wan, Laiba Dar, Aqsa Akbar, and Muhammad Akram Naseem. "The Role Of Work Life Balance In Job Satisfaction And Job Benefit." Journal of Applied Business Research (JABR) 30, no. 6 (October 21, 2014): 1627. http://dx.doi.org/10.19030/jabr.v30i6.8879.

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This paper investigates the influence of job benefits on job satisfaction of Public and Private Business Schools in Pakistan. Further it also examines the mediating effect of Work Life Balance (WLB) on job satisfaction and job benefit relationship. A sample of 329 respondents is collected from Business Schools in Pakistan by using a structured questionnaire. The results show that there is a mediation effect of WLB on the relationship of job satisfaction and job benefit.
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Shaikh, Parvin, and Ujwala Dange. "Antecedents of Work Life Balance: A Study of Healthcare Sector." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 8, no. 1 (July 27, 2017): 1. http://dx.doi.org/10.21013/jmss.v8.n1.p1.

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The nature of their work requires the healthcare professionals to work in shifts, work overtime, report to duty at odd hours, take care of people who are sick and are sometimes terminally ill. Apart from draining them of physical energy, being in contact with such people also has a bearing on their psychological health. Striking a balance between life and work is a daunting task for the healthcare professionals. This study aimed at identifying the determinants of work life balance among Health care professionals, because they play a critical role in determining the efficiency, effectiveness and sustainability of health care systems. Data was collected from Healthcare Professionals like Physicians, Nurses, Clinical Support Staff and Administrative staff from both the Public and Private Hospitals in Nagpur District using a structured questionnaire. Factor Analysis revealed five factors namely Demographic Factors, Supportive Work Culture, Working Conditions, Work Provisions and Travelling distance from work that significantly affect the Work Life Balance of Healthcare Professionals. These findings will help the Healthcare Organizations to focus on Organizational interventions for helping their employees achieve a balance between the domains of work and life.
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Abu Bakir, Sahar Moh’d. "The Impact of Managers’ Emotional Intelligence on Employees’ Work Life Balance: A Field Study at Jordanian Private Hospitals." European Scientific Journal, ESJ 14, no. 25 (September 30, 2018): 256. http://dx.doi.org/10.19044/esj.2018.v14n25p256.

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This paper focuses on testing the impact of managers’ emotional intelligence on employees work life balance in Jordanian private hospitals. 6 out of 13 hospitals were randomly selected, and 300 employees from nonmanagerial levels were surveyed using the questionnaire. 286 questionnaires were also analyzed. The most important findings of the study show that the managers in the examined hospitals have emotional intelligence skills, and the studied hospitals provide their employees with work life balance activities. The results of multiple regression revealed that there is a statistically significant impact of managers’ (empathy and social skills) on employees’ work life balance. The study revealed that there are differences of respondents’ perception of work life balance initiative due to their gender, while there are no differences of employees’ perception due to their marital status and number of children. Based on the results, the researcher recommended that more attention should be given to boost managers and employees emotional intelligence skills, and to broaden the scope of the provided work life balance activities in health care organizations and hospitals in particular.
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Chowdhury, Zerin Momtaz, and Maniam Kaliannan. "Determinants of work-life balance among white collar females in private sector of Bangladesh." International Journal of Learning and Intellectual Capital 18, no. 3 (2021): 278. http://dx.doi.org/10.1504/ijlic.2021.116477.

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Chowdhury, Zerin Momtaz, and Maniam Kaliannan. "Determinants of work life balance among white collar female in private sector of Bangladesh." International Journal of Learning and Intellectual Capital 18, no. 3 (2021): 1. http://dx.doi.org/10.1504/ijlic.2021.10035962.

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31

Hoff, Ernst-H., Stefanie Grote, Susanne Dettmer, Hans-Uwe Hohner, and Luiza Olos. "Work-Life-Balance: Berufliche und private Lebensgestaltung von Frauen und Männern in hoch qualifizierten Berufen." Zeitschrift für Arbeits- und Organisationspsychologie A&O 49, no. 4 (October 2005): 196–207. http://dx.doi.org/10.1026/0932-4089.49.4.196.

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Zusammenfassung. In diesem Beitrag wird die Work-Life-Balance bzw. die berufliche und private Lebensgestaltung von Frauen und Männern in zwei hoch qualifizierten Berufen, in der Medizin und in der Psychologie behandelt. Erstens werden Befunde quantitativer Analysen auf der Grundlage einer Fragebogenerhebung bei ca. 1 000 Professionsangehörigen mitgeteilt. Bei Frauen in beiden Professionen überwiegt eine Integration und Balance, bei den Männern eine Segmentation und ein Ungleichgewicht der Lebensbereiche. Dies gilt für die alltägliche ebenso wie für die biografische Lebensgestaltung. Allerdings gleichen sich in der Psychologie anders als in der Medizin auch viele Männer mit ihrer Lebensgestaltung bereits den Frauen an. Zweitens wird als Resultat qualitativer Analysen auf der Grundlage von Interviews mit ca. 100 Professionsangehörigen eine genauere Unterscheidung von Formen der Lebensgestaltung nach Integration, Segmentation und Entgrenzung vorgestellt. Innerhalb dieser Formen kann dann noch einmal genauer nach der Balance oder dem Ungleichgewicht der Lebenssphären differenziert werden.
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Suguna, G., and C. Eugine Franco. "A STUDY ON WORK-LIFE BALANCE OF NURSING STAFF WORKING IN PRIVATE HOSPITALS IN PALAYAMKOTTAI." International Journal of Research -GRANTHAALAYAH 5, no. 8(SE) (August 31, 2017): 72–75. http://dx.doi.org/10.29121/granthaalayah.v5.i8(se).2017.2250.

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At present every successful employee has to pass through the dilemma of work life balance in personal and professional life. For the sake of leading a successful life, people do not hesitate to give extra time for achieving the objectives of life. In the process of getting extra mileage in their professional life they have to make a lot of compromise and sometimes mental piece also gets distorted. We have 24 hours at our disposal to deal with and it is up to us how to schedule and plan the same. It is rightly pointed out by experts, if our life span is 60 years (assumed to be) and if we sleep for 8 hours per day, than 20 years of our life span we used for sleeping only. So planning of our own time is important. At the end of the day priority matters a lot. In addition, relationships suffer and the person begins to experience loneliness and depression. The psychotherapist believes that mid-career professionals are most prone to having work-life imbalances. In the present paper it is an attempt by authors to present a study on work life balance dilemmas faced by nurses working in private hospitals. This study is based on primary sources of data and to some extent secondary sources. Various authentic journals, books and literature on the subject, newspapers, magazines, reports and studies were referred for the conceptual frame work of the study. The analysis is carried out on the basis of socio economic profile and general perception towards the personal and professional life.
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Suguna, G., and C. Eugine Franco. "A STUDY ON WORK-LIFE BALANCE OF NURSING STAFF WORKING IN PRIVATE HOSPITALS IN PALAYAMKOTTAI." International Journal of Research -GRANTHAALAYAH 5, no. 8(SE) (August 31, 2017): 106–9. http://dx.doi.org/10.29121/granthaalayah.v5.i8(se).2017.2285.

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At present every successful employee has to pass through the dilemma of work life balance in personal and professional life. For the sake of leading a successful life, people do not hesitate to give extra time for achieving the objectives of life. In the process of getting extra mileage in their professional life they have to make a lot of compromise and sometimes mental piece also gets distorted. We have 24 hours at our disposal to deal with and it is up to us how to schedule and plan the same. It is rightly pointed out by experts, if our life span is 60 years (assumed to be) and if we sleep for 8 hours per day, than 20 years of our life span we used for sleeping only. So planning of our own time is important. At the end of the day priority matters a lot. In addition, relationships suffer and the person begins to experience loneliness and depression. The psychotherapist believes that mid-career professionals are most prone to having work-life imbalances. In the present paper it is an attempt by authors to present a study on work life balance dilemmas faced by nurses working in private hospitals. This study is based on primary sources of data and to some extent secondary sources. Various authentic journals, books and literature on the subject, newspapers, magazines, reports and studies were referred for the conceptual frame work of the study. The analysis is carried out on the basis of socio economic profile and general perception towards the personal and professional life.
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Suresh, K. "Empirical Study on the Quality of Work Life of Nurses in Private Hospitals." Shanlax International Journal of Management 7, no. 1 (July 1, 2019): 92–102. http://dx.doi.org/10.34293/management.v7i1.568.

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Purpose: The purpose of the study is to investigate the Quality of Work Life among nurses in Private Hospitals Design/Methodology/Approach: Primary data collection was done by the researcher from 168 nurses from various private hospitals through a structured questionnaire. The data was analyzed using statistical tools like factor analysis, correlation and multiple regression analysis using SPSS (Ver 20.0) Findings:From the research study its concluded that remuneration, opportunity for personal growth, work environment, support leadership and structure and work life balance have influence on the Quality of Work Life. Research implications: The research provides a pragmatic view on Quality of Work Life among nurses in private hospitals and intends to provide insights to administrators, policy makers and practitioners for implementing the findings in solving Quality of Work Life issues.
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Medina-Vicent, Maria. "Woman, manage your life! The Life-Work Balance Discourse in Popular Management Literature Aimed at Women*." Debats. Revista de cultura, poder i societat 4 (December 25, 2019): 59–70. http://dx.doi.org/10.28939/iam.debats-en.2019-5.

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Management posts have traditionally been held by men. Consequently, the business management normative model has dictated the rules women should follow. Among other reasons, this is why the issue of work-life balance has been sidelined in popular management literature. In keeping with these male-dictated rules, it was always blithely assumed that the manager's role was exclusively linked with his public presence — in other words, family and care issues were left out of the equation. However, as more and more women have become managers, new issues have shaped the management agenda. In this paper, we study how the issue of work-life balance has been incorporated in popular management literature for women. We are particularly interested in identifying whether the discourse on women’s presence in management enshrines: (1) a transformative, egalitarian vision (requiring policies fostering work-life balance), or (2) a view that sees women’s traditional household roles as something belonging to the private sphere, leaving them disadvantagedand bereft of support as they pursue their management careers.
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Suyasa, P. Tommy Y. S. "The Role of Quality of Work Life as a Predictor of Counterproductive Work Behavior." ANIMA Indonesian Psychological Journal 32, no. 3 (April 25, 2017): 169–83. http://dx.doi.org/10.24123/aipj.v32i3.631.

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Counterproductive work behavior (CWB) is work behavior that violates the rules/norms (written or unwritten) that could potentially harm an organization or members of an organization. This study aimed to explain CWB based on the condition of the quality of work life (QWL). CWB can be negative behavior towards co-workers/supervisors/subordinates in the workplace (CWB-I) and can be either negative behavior towards tasks/rules/organizational system (CWB-O). Participants in this study were the members of National Police. The number of participants was 305 people. Based on the analysis, the better the quality of relationships with supervisors (supervisory), the implementation of work culture (constitutionalism), the quality of relationships with co-workers (co-worker), and the quality of tasks/responsibilities (promotion), the lower the CWB-I. Meanwhile, the lower levels of CWB-O were predicted by the promotion of quality of relationships with supervisors (supervisory). The study raised a further question concerning why the higher quality of/balance between work and private life (work life balance) led into the higher levels of CWB-I.
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Pasamar, Susana. "Availability and use of work-life benefits: what’s in between?" Personnel Review 44, no. 6 (September 7, 2015): 949–69. http://dx.doi.org/10.1108/pr-03-2014-0054.

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Purpose – The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and some studies have analysed the levels of use. However, it is yet to be explained why some firms offer formal WL benefits, which ultimately are not used by employees. Design/methodology/approach – The hypotheses developed here are tested using data from a sample of 146 Spanish private firms, which is very relevant because findings from research developed in Anglo-Saxon contexts cannot necessarily be extended elsewhere. Findings – The results reveal that availability significantly influences the level of use of WL programmes. Both the proportion of women employees in the organization and the formalization of the WL balance culture moderate the relationship between availability and use. Practical implications – These findings hold lessons for practitioners and researchers interested in WL balance and its actual diffusion among employees. Practitioners should consider WL balance in an unrestrictive way, thinking about different kinds of employees and not only women with caring responsibilities. The mere provision of benefits to a small part of the workforce does not guarantee any of the positive outcomes related to WL balance. Originality/value – Aside from exploring the availability-use gap, this research was conducted in a non-Anglo-Saxon context.
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Rudra De, Jhilam. "DUAL CAREER COUPLES IN KOLKATA AND THEIR STRESSFUL WORK LIFE BALANCE." International Journal of Research -GRANTHAALAYAH 5, no. 3 (March 31, 2017): 213–22. http://dx.doi.org/10.29121/granthaalayah.v5.i3.2017.1771.

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Dual-career couples were exceptions to the norm in the 1960s, but on date it is difficult to assess the number of married career women in the work force. Previous researches suggest that, the problems of the working women, who are a significant part of a dual career couple, may include lack of flexibility in the workplace, male-trailing spouses, career versus relationship child bearing conflicts etc. The key for dual career couples is to establish a system to help them balance their career and personal activities. For each couple the dynamics are little different, depending on their personal situations. The main aim of this research is to study the level of stress to maintain work life balance of the dual career couples, where the female counterparts are working in the private health sector in Kolkata. Cronbach alpha was used as a reliability test. Independent sample t-tests were used to study the effect of gender and family structure on respondents’ satisfaction towards WLB. Nowadays, a career is not a mere need, but rather, a necessity. It is evident that an understanding, accommodating, and sympathetic approach to the management of dual career stress can improve organizational effectiveness by fostering continued employment and maximum performance among dual career couples.
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V., Rajagopalasingam, Fernando R. L. S., and Ramanayake U. B. "Impacts of Perceived Role Demands on Work-Life Balance and Moderating Effects of Work Ethics: Evidence from Public Sector Professionals in Sri Lanka." International Journal of Business and Management 15, no. 8 (July 17, 2020): 115. http://dx.doi.org/10.5539/ijbm.v15n8p115.

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Work, family and social life are considered to be the most important spheres for an individual&rsquo;s life. The current study focuses on to determine the level of work-life balance, to analyze the impacts of perceived role demands on work-life balance and to estimate the moderating effects of work ethics between role demands and work-life balance relationship among professionals in Sri Lanka. The sample consists of 386 professionals of Chartered Engineers, Medical Officers and Accountants employed in the public sector organizations in Sri Lanka. Explanatory research design with quantitative research approach of cross sectional survey method was adapted. Primary data was collected using Questionnaire survey with stratified random sampling techniques. Data were analyzed using Structural Equation Modelling approach with Amos 21 and SPSS statistics 23. The Multi-Group Analysis in Amos also has been applied for testing the moderation effect of work ethics. This study found that professionals possess a moderate level of work-life balance and there is significant and negative causal impacts of perceived work and social demands on work-life balance while combined effects of perceived role demands have significantly and negatively impact on work - life balance. Moreover, work-life balance is skewed towards works and less in family and social role demand is an emerging issue for professionals. Further, work ethic has significant and partial moderation effect between role demands and work-life balance relationships. This study is significant and beneficial for managers, organizational leaders and researchers to address the needs of employees to develop strategies and policies to address work - life balance issues and social implications for employees, family members, societies and researchers. The limitation of the study is that all of the measures were self-reported that common method variance may raise concern. Future studies using longitudinal design would be useful in establishing the temporal causal relationship among the private sector professionals in Sri Lanka.
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Hj. Yunus, Noorlaila, and Siti Musalmah Ahmad Fuad. "THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 3, no. 1 (June 30, 2017): 18. http://dx.doi.org/10.24191/abrij.v3i1.10034.

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Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.
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Prasetio, Arif Partono, Romat Saragih, and Bachruddin Saleh Luturlean. "A Study of Employee's Work-Life Balance in Indonesia: The Effect of Human Resources Practice and Perceived Organizational Support." 11th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 11, no. 1 (December 9, 2020): 12. http://dx.doi.org/10.35609/gcbssproceeding.2020.11(12).

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This empirical research was conducted to examine the impact of effective human resource practice and perceived organizational support in improving employee work-life balance in Indonesia. The study sample consisted of 363 employees worked in Bandung and Jakarta. Sample was selected using nonprobability method. We testing the mediation role of perceive organizational support between effective HR practices and work-life balance at individual levels. This study helps explain the work and life interaction among employees by analyzing the level of suport from organization. SPSS with Macro Process was used to test the relation. Participants presume that organization already practice effective HR policies and gave adequate support to do the job. Employee also develop higher balance between work and private life. It seems such balance was formed by the organization involvement. Our findings support the statement that the relation of effective HR practices and work-life balance is mediated by employee's regarding organizational support. Management should focus on developing human resources policies that regards as promoting support for employees. Keywords: Human Resources Practice, Perceived Organizational Support, Work-Life Balance
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Luturlean, Bachruddin Saleh, Edi Witjara, Arif Partono Prasetio, and Salsa Adhanissa. "Managing Human Resources Management Policies in a Private Hospital and its Impact on Work-Life Balance and Employee Engagement." Jurnal Dinamika Manajemen 11, no. 2 (December 21, 2020): 216–27. http://dx.doi.org/10.15294/jdm.v11i2.23499.

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This study examines the role of human resources practice in enhancing work-life balance and engagement. We try to identify how are employees manage their work and life with the help of an organization to achieve stronger engagement. Data obtained by distributing a questionnaire to 200 employees from a private hospital in Banyuwangi. The collection of the questionnaire took 45 days and we have 113 useable responses. The technique used is mediation analysis using bootstrapping analysis. The results showed there is a positive effect of human resource practice on work-life balance. Both variables have a positive effect on employee engagement. Through the mediation analysis, it is known that work-life balance acts as mediation in the relationship between human resource practices and the level of employee involvement. Future studies can expand the participants from other hospitals in Banyuwangi or East Java.
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RAHMAWATI, ANISA. "PENGARUH KESEIMBANGAN KEHIDUPAN KERJA (WORK LIFE BALANCE) DAN KEPUASAN KERJA TERHADAP LOYALITAS GURU SMK SWASTA DI KECAMATAN CAKUNG JAKARTA TIMUR." Jurnal Manajemen Pendidikan 7, no. 1 (July 11, 2016): 1215. http://dx.doi.org/10.21009/jmp.07103.

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The objective of this research is to know the effect of work life balance and job sastisfaction toward teacher’s loyalty of the private vocational high school at cakung district east Jakarta.The research was conducted using survey method with quantitative approach and path analysis technique. The population of this research is 772 teachers. Research samples selected as much as 263 teachers using simple random sampling technique. The data obtained through questionnaires and analyzed using path analysis techniques. Based on the results of data analysis in this research it is concluded: (1) the work life balance have positive direct effect to loyalty; (2) job sastisfaction have positive direct effect to loyalty; (3) the work life balance have positive direct effect to job sastisfaction. The loyalty can be improved through improvement of work life balance and job sastisfaction.
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Semlali, Salma, and Abderrahman Hassi. "Work–life balance: how can we help women IT professionals in Morocco?" Journal of Global Responsibility 7, no. 2 (September 12, 2016): 210–25. http://dx.doi.org/10.1108/jgr-07-2016-0017.

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Purpose The present study aims to understand how Moroccan women working in information technology (IT) perceive the roles they fulfill in both their private and professional lives and assess their Work–life balance (WLB). Design/methodology/approach Existing research about WLB in Morocco focuses mainly on the public sector. As the present study is the first of its kind to deal with the private sector and more specifically IT, it is exploratory in nature while adopting a qualitative methodology. Twenty Moroccan women working in IT companies in the city of Casablanca were interviewed. Collected data were analyzed using a content analysis approach. Findings It emerged from the data analysis that adhering to the cultural assumption of being the pillar of the household and to the culture of respondents’ organizations seems to be a key factor in employee WLB. Three main recommendations stemmed from the current research, namely, increased maternity leave duration, workplace nurseries and telework, may help IT female employees improve their WLB and well-being. Research limitations/implications First, the study participants were selected by one individual, which may create a “sampling bias”, where one specific profile of IT specialist could be selected. Second, only IT workers took part in the study and no IT employers were interviewed, which may yield having only “one side of the story”. Practical implications The results that emerged from the current study, particularly the three main recommendations made by the 20 interviewees (increase of maternity leave duration, workplace nurseries and telework) may be used by different IT companies in the hopes of improving female employees’ WLB and well-being. Overall, employers ought to put in place measures and accommodate employees to help them reconcile their work and personal life commitments. Social implications It has been documented that lack of WLB can result in increased stress, deleterious effects on psychological and physical well-being and increased family and marital tensions (Burchell et al., 2001; Lewis and Cooper, 1999; Scase and Scales, 1998). Therefore, various stakeholders, in addition to employers, such as the government and IT employees’ families should work collaboratively to implement meaningful WLB arrangements and, in turn, prevent the negative effects of work–life imbalance through, among others, government policy interventions. Originality/value The present study is the first of its kind that looked into the perception of WLB among Moroccan women operating in the IT industry. It offers valuable insights about how to assist female Moroccan IT workers to reconcile their work and personal life commitments.
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Padmanabhan, Munwari, and Sampath Kumar. "WORK- LIFE BALANCE AND WORK- LIFE CONFLICT ON CAREER ADVANCEMENT OF WOMEN PROFESSIONALS IN INFORMATION AND COMMUNICATION TECHNOLOGY SECTOR, BENGALURU, INDIA." International Journal of Research -GRANTHAALAYAH 4, no. 6 (June 30, 2016): 119–30. http://dx.doi.org/10.29121/granthaalayah.v4.i6.2016.2645.

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The dynamics of socio-economic, personal and career advancement aspects were analysed from 75 information and communication technology (ICT) women professionals, from 7 various ICT organisations from Bengaluru, India. ICT industry continues to be the largest private sector employer in India for women in that 800,000 women currently working in this sector account for over 30 per cent of the existing hires and this figure is all set to rise in the future. The characteristics of the ICT industry in India and the nature of the work pose some unique challenges for women professionals in the industry. This study focuses on how does work and family related factors influence the work life balance and work conflict of women professionals. It is very evident that career oriented women has to manage / balance work & life due to stereotypic roles played. ICT women professionals have agreed that their career advancement is influenced by work or personal life enhancement. ICT Women Professionals have said that they have been affected by gender through various reasons on work interferences with personal life & career advancement. It is evident that there is a concern among women professionals working in shifts and it does bring in work on family conflict & family on work conflict.There is a very high significant relationship between Work Life Balance (WLB) and Work Life Conflict (WLC). Even when there is a support from the family, the individual undergoes conflict on not managing both sides effectively.WLB & WLC is a significant factor leading to overall performance of the ICT Women Professionals.They should possess strong work role salience since work helps define the career-cantered professional’s self- concept, which should further intensify the potential incompatibility between the work and life domains.
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Nagy, Beáta. "“Mummy is in a Call”: Digital Technology and Executive Women’s Work–Life Balance." Social Inclusion 8, no. 4 (October 9, 2020): 72–80. http://dx.doi.org/10.17645/si.v8i4.2971.

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Research findings confirm the contradictory impact of mobile technology on work–life balance, as these tools both guarantee greater flexibility and contribute to blurring boundaries between private and working spheres. Several articles have been published on women executives’ work–life balance in Western countries; however, their usage of mobile devices remained almost unexplored in the post-socialist region, where in the wake of the transformation not only the unquestioned neoliberal change of the corporate sector but also refamilisation took place. This article gives an overview on the issue of how women executives make use of mobile technology during their everyday activities in Hungary, where not only are the signs of ‘corporate colonization’ present, but also motherhood plays an important role. Based on twenty semi-structured interviews with Hungarian women in senior management positions carried out in 2014 and 2015, the article discusses the perceptions and narratives explained by these women. Results contribute to the ongoing debate on the paradoxical impacts of modern technology on work–life balance and its specificities in the post-socialist context.
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Sathya Dev, S., and S. John Mano Raj. "A Comparative Study of Work – Life Balance Policies and Practices in Public Sector and Private Banks." International Journal of Management Studies V, no. 3(3) (July 1, 2018): 20. http://dx.doi.org/10.18843/ijms/v5i3(3)/03.

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Abdirahman, Hussein Isse Hassan, Iliyasu Shiyanbade Najeemdeen, Bello Taofik Abidemi, and Roshidah Ahmad. "The Relationship between Job Satisfaction, Work-Life Balance and Organizational Commitment on Employee Performance." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 4, no. 1 (July 11, 2020): 42. http://dx.doi.org/10.24191/abrij.v4i1.10081.

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The study examines the influence of work-life balance, job satisfaction and organizational commitment on employee performance among administrative staff in Northern region universities in Malaysia. The study adopted quantitative research method, collecting the data from two hundred and seventy-one administrative staff respondents by using probability sampling technique. Data collected were analysed using Statistical Package for Social Science (SPSS). The data were analysed using different statistical techniques such as reliability analysis, descriptive analysis, correlation analysis (Pearson Correlation Analysis) and regression analysis (Multiple Regression Analysis). The regression results indicate that all independent variables which are work-life balance, job satisfaction and organizational commitment are positively correlated with the dependent variable which is employee performance. However, the study concludes that for effective employee performance to be enhanced, the level of motivation needs to be improved. This would determine the sustainability of organizational goals either in private or public sector.
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Stankiewicz, Janina, Hanna Bortnowska, and Patrycja Łychmus. "Conditions necessary to maintain work-life balance of employees - in the light of the research results." Management 18, no. 1 (May 1, 2014): 326–40. http://dx.doi.org/10.2478/manment-2014-0024.

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Summary The article presents the results of research concerning worklife balance of employees of enterprises located in lubuskie voivodeship. The working conditions provided by employers were analyzed. The authors of research checked whether they favor, according to the respondents, the homeostasis between work and private life. The results showed some deficits in this area. This led to reflection on the potential remedial actions which can be applied in the organization, such as a policy of „family friendly employment”.
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Bustamam, Nur Munirah, Noor Fazira Che Choh, Johari Shaari, and Razali Muda. "FACTORS AFFECTING THE PERFORMANCE OF EMPLOYEE IN WORKPLACE." International Journal of Modern Trends in Social Sciences 3, no. 11 (March 15, 2020): 69–79. http://dx.doi.org/10.35631/ijmtss.311005.

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The aim of the study was to dissect the undeviating effects of work-life balance, training, and rewards on employee performance. These variables were identified based on the key outcomes of employee engagement performance. The methodology consists of a thorough literature review after which a model was framed for employee performance. A survey-based empirical study with 101 respondents working in the private sector was conducted using convenience sampling. Structural Equation Model (SEM) was used to validate the model and to find the impact of work-life balance, training, and rewards on employee performance. Upon SEM analysis, the various factors to predict employee performance resulted in a significant (β = 0.726); (P < 0.001) that indicates that only the work-life balance factor is significant in predicting the dependent variable. However, the findings from this study showed training and rewards do not significantly affect the performance of the employee. The study implies that enhancing work-life balance results in employees having a healthy engagement with their work. Thereby his/ her performance also increases that contribute to the effectiveness of the organisation.
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