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Journal articles on the topic 'Work life balance crafting'

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Author: Grafiati

Published: 10 December 2022

Last updated: 29 January 2023

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1

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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Noerchoidah, Noerchoidah, and Ratih Indriyani. "Hasil Work Engagement dari Work Life Balance karyawan: Peran Mediasi Job Crafting." Jurnal Manajerial 9, no. 03 (September 15, 2022): 264. http://dx.doi.org/10.30587/jurnalmanajerial.v9i03.4265.

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Background - Competition between companies is very competitive to be the best organization must manage human resources and pay serious attention to the behavior, attitudes, and psychological state of employees. The company is expected to only employ competent human resources with a positive work attitude. However, the work-life balance of employees in hotels has not been felt evenly by hotel employees in Surabaya. Therefore, it is necessary to study the factors of work-life balance and work engagement by mediating job crafting for hotel employees in Surabaya. Objectives - To provide empirical evidence related to the direct effect of work-life balance on work engagement, and the indirect effect of using job crafting mediation on hotel employees in Surabaya. Design/method/approach - Quantitative research that is explanatory research is used in this study. A total of 152 hotel employees in Surabaya were used as samples using the purposive sampling technique. The data that has been collected and tabulated is then analyzed using the PLS program. Findings - This study provides evidence that work-life balance has a significant effect on job crafting, work-life balance does not affect work engagement. After that, job crafting influences work engagement. Furthermore, job crafting has a fully mediating role in work-life balance and work engagement. Conclusion - Work life balance can improve work engagement. job crafting is able to mediate between work life balance and work engagement of hotel employees in Surabaya. work life balance allows employees to build a balance between work and family roles. Research Implications - Hospitality management needs to increase work engagement which is much needed for employees in completing their job responsibilities to be better and give their best contribution in achieving organizational goals. Paying attention to the work-life balance of employees between work and family makes employees happy so they are motivated to give their best performance in providing services to hotel guests satisfactorily. Provide support by facilitating employee job crafting to modify the way of working according to the needs of the job. Research Limitations - This research is not free from limitations. This study only examines hotel employees in Surabaya, so further research needs to be carried out in different sectors that have different characteristics. The results of the study which were found to be insignificant between work-life balance and work engagement need further empirical evidence. In addition, it is necessary to further develop factors that affect work engagement, such as work stress and psychological contracts.

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Chaudhuri, Manodip Ray, Kausik Chakraborty, and Smita Chatterjee. "Insights of Work-Life Balance: Crafting Enterprise Success." Asian Journal of Managerial Science 9, no. 1 (May 5, 2020): 25–29. http://dx.doi.org/10.51983/ajms-2020.9.1.1634.

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Some say that “Managers are born and not made” whereas few are of the opinion that “Some are born with it and some imbibe it”. Gone are the days when education was treated as a mere product and not a wholesome process. In today’s rapidly changing world, the emphasis is on how the budding managers and students can tackle a situation and can apply their knowledge through an effective teaching and learning process. In today’s managerial world, the element of work-life balance is one of the key factors for the employees to achieve success. Keeping this in mind, we can see that organizations have devised various policies, programs and initiatives to help their employees to achieve the work-life balance between the work commitments and family responsibilities. The effectiveness of such programs and initiatives depends upon the extent of usage by the employees to achieve work-life balance. It has been found that outcome-based education will play a major role in establishing a proper work-life balance in the days to come. Taking these aspects into consideration; this paper tries to study the effect of the outcome- based education on the professional world; to find out how the various skills acquired through outbound learning systems can be effective in professional practice. The paper would deal with the concept of work-life balance in this regard.

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Merinda, Siti, Nurdasila, and M. Shabri Abd Majid. "Nurse Performance in Dr. Zainal Abidin Hospital Banda Aceh with Job Crafting as a Mediation Variable." International Journal of Scientific and Management Research 05, no. 06 (2022): 194–212. http://dx.doi.org/10.37502/ijsmr.2022.5617.

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This study aims to examine the job satisfaction and performance models of nurses with job crafting as a mediating variable, with work-life balance, and emotional intelligence as antecedents. This study was conducted on the people of Banda Aceh City who had been patients at the Zainal Abidin Regional General Hospital (RSUDZA) located in the city of Banda Aceh, Indonesia. The population was RSUDZA nurses totaling 520 people who are distributed in 23 treatment rooms. The sampling technique was probability sampling and the number was determined with the Slovin formula providing 226 respondents and it was following the requirements for using the SEM statistical method through AMOS software. Data were collected by distributing questionnaires. The results prove that work-life balance and emotional intelligence affect job crafting at RSUDZA nurses, work-life balance, emotional intelligence, and job crafting affect job satisfaction of RSUDZA nurses, work-life balance, emotional intelligence, and job crafting affect the performance of RSUDZA nurses, work-life balance and emotional intelligence affects the job satisfaction of RSUDZA nurses through job crafting as a mediating variable, and work-life balance and emotional intelligence affect the performance of RSUDZA nurses through job crafting as a mediating variable.

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Firdauz, Qotrunnada, and Dian Ratna Sawitri. "HUBUNGAN ANTARA JOB CRAFTING DAN WORK-LIFE BALANCE PADA KARYAWAN TEKNIK PERUMDAM TIRTA SATRIA KABUPATEN BANYUMAS." Jurnal EMPATI 10, no. 4 (August 31, 2021): 234–39. http://dx.doi.org/10.14710/empati.2021.35288.

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Tugas pekerjaan karyawan teknik yang menuntut karyawan untuk lebih banyak mengalokasikan waktu dan fokusnya terhadap pekerjaannya kerap membuat karyawan mengesampingkan kegiatan pribadinya dan hal tersebut menyebabkan karyawan berpotensi untuk tidak mencapai work-life balance. Job crafting merupakan salah satu upaya yang dapat dilakukan karyawan untuk mencapai work-life balance. Penelitian ini bertujuan untuk mengetahui hubungan antara job crafting dan work-life balance pada karyawan teknik PERUMDAM Tirta Satria Kabupaten Banyumas. Populasi penelitian ini adalah 130 orang karyawan teknik PERUMDAM Tirta Satria. Jumlah sampel pada penelitian ini sebanyak 97 karyawan dan diambil menggunakan teknik cluster random sampling (92% laki-laki dan 4% perempuan, rentang usia 21 tahun-56 tahun). Alat ukur yang digunakan dalam penelitian ini adalah Skala Job Crafting (37 aitem, α = 0,954) dan Skala Work-life Balance (22 aitem, α = 0,941). Uji korelasi yang dilakukan menggunakan Spearman’s Rho dan menunjukkan nilai rxy = 0,763. dengan p = 0,000. (p < 0,05), yang menunjukkan adanya hubungan positif yang signifikan antara job crafting dan work-life balance pada karyawan teknik PERUMDAM Tirta Satria. Artinya, semakin tinggi tingkat job crafting pada karyawan maka semakin tinggi pula tingkat work-life balance pada karyawan.

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Kang, Hyejung, Hyesun Kang, Jasook Koo, and Hyosun Kim. "Collective Work Crafting as Successful Mechanism for Work - Life Balance in Organization -." Korean Journal of Resources Development 20, no. 1 (March 31, 2017): 305–36. http://dx.doi.org/10.24991/kjhrd.2017.03.20.1.305.

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The, Hery Verianto, and Nova Arestia. "Hasil Work Engagement Dari Work Life Balance Karyawan Peran Mediasi Job Crafting." Jurnal Manajerial 9, no. 03 (September 29, 2022): 282. http://dx.doi.org/10.30587/jurnalmanajerial.v9i03.4119.

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Backround – The existence of human resources will determine the success of the organization. In every company activity, human resources play a major role. Purpose – This research aims at examining and analyzing the impact of communication on employee performance at Hotel My Home Pontianak with motivation as intervenning variables. Design/ Methodology/ Approach – Research method applied is causal approach survey in form of quantitative causal description. Census technic is used to collect the primary data, with repondents as many as 60 employees at Hotel My Home Pontianak. Finding – Secondary data was elicited from Website Hotel My Home Pontianak. Conclusion – The test results of the research shows that communication has positive and significant effect on motivation, motivation has positive and significant effect on employee performance, communication has positive and significant effect on employee performance, motivation mediates the effect of communication on employee performance, direct effect of communication on employee performance stronger than motivation mediates the effect of communication on employee performance. Research Implications - The application of intense and effective communication between management and employees will be able to increase motivation and have an impact on employee performance so that the sustainability of Hotel My Home Pontianak can be maintained. Limitations - Although this research contributes to the field of human resources, there are still limitations that require further research. First, the variables used are limited to communication, motivation and employee performance, even though there are many other variables that can affect employee performance, such as employee engagement, organizational commitment, job satisfaction and so on. Second, the number of samples used is still limited. Third, this research was only conducted on one hotel, so it needs to be done also on other hotels to get maximum results.

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Kinman, Gail. "The WLBWG Asks." Work Life Balance Bulletin: a DOP Publication 1, no. 7 (2015): 12–15. http://dx.doi.org/10.53841/bpswlb.2015.1.7.12.

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Yang, Kyunguk. "Digital Contents Creators’ Work-Life Balance and Boundary Work: Grounded Theoretical Analysis of Webtoonists’ Experience." Korean Academy of Organization and Management 46, no. 4 (November 30, 2022): 167–93. http://dx.doi.org/10.36459/jom.2022.46.4.167.

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This study tried to explore platform workers’ challenges in achieving work-life balance. While past studies have focused on typical employees, little attention has been paid to how irregular workers including platform workers experience work-life balance. This paper analyzed interview data created by 9 webtoonists using grounded theory. This study found that the distinctive characteristics of platform labor such as readers’ evaluation system and job insecurity cause work-life conflict. The readers’ evaluation system embedded in the webtoon websites leads webtoonists to extend their working hours and strengthen labor intensity. In addition, webtoonists tend to perform heavy tasks to relieve employment anxiety. This study also investigated how platform workers devise strategies to restore work-life balance using boundary theory. Webtoonists are not passive actors who accept the imbalance between work and life. Instead, they attempt to restore the balance between the two areas by establishing the boundaries of work and life. Recent studies have pointed out that people can distinguish between work and life domains or integrate the two areas. This study found that most webtonnists preferred the segregation of work and life domains. They performed job crafting, and spatial and temporal boundary management to segregate the work-life domains. Finally, this study proposes the policies that support platform workers’ successful boundary work.

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Lee, Jung Mi, Hee Kyung Kang, and Su Heyong Choi. "The Effect of Work-Life Balance Perception on Job Crafting - Mediating Role of Adaptive Behavior -." Journal of Human Resource Management Research 25, no. 5 (December 31, 2018): 81–101. http://dx.doi.org/10.14396/jhrmr.2018.25.5.81.

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Jammaers, Eline, and Jannine Williams. "Care for the Self, Overcompensation and Bodily Crafting: The Work- Life Balance of Disabled People." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 16799. http://dx.doi.org/10.5465/ambpp.2019.16799abstract.

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Li, Hongxia, and Xiugang Yang. "When a calling is living." Journal of Chinese Human Resource Management 9, no. 2 (October 8, 2018): 77–106. http://dx.doi.org/10.1108/jchrm-12-2017-0030.

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Purpose The argument that work engagement enhances job performance has gained wide acceptance among practitioners and human resources management literature. There is consensus in management literature that job crafting can affect work engagement. The concept of callings from theology has been resurrected in job behavior and continues to garner growing attention from practitioners in recent years. However, few studies examine how and why living a calling influence job crafting and work engagement. The purpose of this paper is to examine the relationships between living a calling, job crafting and work engagement for knowledgeable employees through questionnaires. Design/methodology/approach The part-time MBA students were asked to reflect on present jobs. In total, 390 effective questionnaires were collected from part-time MBA students of four universities in Chongqing, China for finance, administration, manufacturing, service, technology, medication, education and others. Results were analyzed using SPSS and Amos. The measurement scale is given in Appendix. Findings First, the author explicitly proposes and validates the direct relationship between living a calling and job crafting. Second, this study confirms that crafting challenging job demands are significant to vigor subdimension and dedication subdimension of work engagement, whereas crafting challenging job demands not significant to absorption subdimension of work engagement. Third, this study indicates that crafting hindering job demands are nonsignificant to vigor, dedication and absorption about three subdimensions of work engagement. Fourth, this study showed living a calling can enhance work engagement for employees. Fifth, this study finds three groups (eight items) of mediation effect between living a calling, job crafting and work engagement. Practical implications These insights may help managers to focus on living a calling and encourage beneficial job crafting behaviors in China. The sample is original and has the potential to contribute to debate on work life balance and particularly the meaning of work/careers in China. Social implications This study is an interesting revisit to the old workplace sociology and organizational psychology which has become somewhat neglected these days. Originality/value This study has provided insight in the relationships between living a calling, job crafting and work engagement.

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Nehemia, Naong Matsidiso, and Naong Mammako Lenkoe. "The impact of South African culture on the work-life balance of women in leadership positions." International Journal of Innovative Research and Scientific Studies 6, no. 2 (January 17, 2023): 212–26. http://dx.doi.org/10.53894/ijirss.v6i2.1218.

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Women are the pillars of every healthy society. Numerous socio-cultural practices, especially patriarchy and religion in African communities deprive women of equality and justice across all sectors of society. However, younger and educated generations seem to adopt a different attitude. This paper explores the impact of South African culture and the work-life balance (WLB) of women in managerial positions since the democracy’s inception. A survey based on elements of three complementary theories: the role of congruity, feminism and cultural dimension theories was used to collect data from 187 women in leadership positions in the Mangaung metropolitan municipality in the Free State province of South Africa giving a 75% return rate. A factor analysis was conducted to determine the loading of items. The reliability of instruments using the Cronbach alpha value was reported at 0.87. Results reveal that 47.1% bemoan cultural tendencies at work. Furthermore, 35.7% opined that the choice between adoption and conceiving children is non-negotiable, despite pressing work demands and 34.3% agreed that culture makes them feel guilty if they give their work preference over their family life. Crafting human resource strategies that advocate for ‘gender equality or sensitivity’ and harmonise the work-life balance of female staff in order to enhance their performance in a sustainable way is long overdue and needs to be prioritized by any South African organizations.

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Sturges, Jane. "Crafting a balance between work and home." Human Relations 65, no. 12 (September 25, 2012): 1539–59. http://dx.doi.org/10.1177/0018726712457435.

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Purwito Adi, Nuri, Kiminori Odagami, and Tomohisa Nagata. "Role of Supervisor Support in Promoting Mental Health at the Workplace." Indonesian Journal of Community and Occupational Medicine 2, no. 2 (November 28, 2022): 73–4. http://dx.doi.org/10.53773/ijcom.v2i2.67.73-4.

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World mental health day is celebrated on October 10th annually. This year (2022) theme is “make mental health and wellbeing for all a global priority”.1 Mental health problem is one of the emerging health problems in the world. World Health Organization (WHO) stated that estimated 15% of working-age adults have a mental disorder at any point in time. Japan reported increasing number of mental health problem registered to the workers’ compensation in 2021. The number is keep increasing each year.2 The problem is existed not only in developed country but also in the developing country. Data of Basic Health Research of Indonesia mentioned mental health problem was suffered by more than six percent of population in reproductive ages and about 19% of Indonesian youth have had suicidal thought.3 Mental health is defined as a state of mental wellbeing that enables people to cope with the stress’s life, to realize their ability, to learn well and work well, and to contribute to their communities. Poor mental health will lead to a negative impact on cognitive, behavioral, emotional, social, relational wellbeing and functioning, physical health, and personal identity and wellbeing related to work.4 Mental health problem is directly related with certain caused that usually identify as stressor or psychosocial factor. Stressors are existed at the workplaces and responsible for some mental health problems among workers. Since the caused may exist in the workplace, a proper promotion in the workplace to reduce or eliminate the impacts is necessary. In occupational health setting, the current concepts widely developed and implemented to draw the condition related to burnout, mental health and work performance is job-demand resource model. Job demand-resource model draw the balance of “demand”, which play as a negative side, and “resource”, which play as a positive side. If the balance is good and resources are much than demands, workers wellbeing are good. Job demands are similar with stressor or psychosocial factors at the workplace, it may identify more detail such as: quantitative and qualitative workloads, role ambiguity, emotional demands and others. While resources are factors in the workplace that reduce the demands, enhance productivity and achieving work goal.5 Tummers et al concluded that leadership can affect demand and resources balance in some routes. Leadership can directly affect demands and resources. When leader provide motivation, support and autonomy, it will lead to improving job resources, while a bad leader may become anger, irritable, and perform harassment that increase demands. These conditions might directly alter demands and resources among employees. Leadership can also moderate link between resources and motivation and the link between demands and strain. Within job demand-resources model, a good job resources condition will lead to good motivation among employees and in the opposite, too much job demands will lead to job strain, mental stress and some other physical health complaints. Leaders can stimulate employee to use their resources to become more proactive and lead to better engagement with their work or modify workload to reduce demands toward better physical and mental conditions.6 Therefore, in those cases, leader might moderate the link between resources and motivation as well as demands and strain and acts positively to promote attitude of employees related with motivation such as work engagement or modify job demands in order to minimize strain and mental stress so employee will keep being healthy. Van Hees et al confirmed that supervisor may play important role in supporting employee with mental health issues. Their intervention study concluded that supervisor can be guided to take a role in maintaining good environment for employee and resulted improvement in the mental health problem.7 In the other hand, supervisor need to be supported by the organization or the employer. Shanock et al stated that in order for supervisors to be able to provide appropriate support, the organization needs to provide support to the supervisors themselves.8 Supervisor usually plays many roles and keep busy with their duties and responsible. As an executive, supervisors must perceive that they receive a proper support from their directors or company’s owner so that they can act properly as a good supervisor. We might conclude that either declare as a leader or supervisor, supervisor play important role in creating proper environment to ensure positive resources and reduce demands at the workplace. In more practical ways, supervisor can act to boost positive resource by maintaining good communication, support and coaching to the employee and reduce demands by regularly monitor workload, emotional demands, and organizational flow. This action will maintain the balance of demands and resources, create creativity of the employee, increase job crafting, reduce self-undermining and lead to better health status, work engagement and productivity. But supervisor need to be supported by their supra-ordinates in order to act properly. Therefore, support from both, supervisors and the directors or owners are very important and need to be prioritized in the workplace to promote mental health and wellbeing of the employee. And by doing it, we’re also echoing our mental health day theme this year (2022) through our communities.

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Law, Ho. "Work/Life Balance – or Life/Life Balance?" Psychotherapy Section Review 1, no. 49 (2012): 28–36. http://dx.doi.org/10.53841/bpspsr.2012.1.49.28.

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This paper is based on my keynote address at the British Psychological Society’s Psychotherapy Section Annual Training Conference - Physician Heal Thyself: Psychotherapeutic Approaches to Enabling Resilience in Helping Professions.. It aims to address the major challenge that we face in modern society especially in the UK, where under the current tough economic conditions people who work are experiencing a huge increase in their workload demanded by their employer. Within this context, the paper explores the myth of work/life balance; examines the challenges of balancing the paid work demand and other parts of life, their impact upon people’s health, family and social relationships; and then re-examines the concept of work/life balance from different cultural perspectives. It is hoped that the insight that we gain from such an exploration may inform us about the possible action that we can take and develop new solutions to achieve a sense of balance, improve our health, family and social relationships.

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Kosenkranius, Merly, Floor Rink, Miika Kujanpää, and Jessica de Bloom. "Motives for Crafting Work and Leisure: Focus on Opportunities at Work and Psychological Needs as Drivers of Crafting Efforts." International Journal of Environmental Research and Public Health 18, no. 23 (November 23, 2021): 12294. http://dx.doi.org/10.3390/ijerph182312294.

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Employees of all ages can proactively shape their behavior to manage modern work–life challenges more effectively and this is known as crafting. Our goal is to better understand employees’ motives for engaging in crafting efforts in different life domains to fulfil their psychological needs. In a survey study with two measurement waves, we examined whether “focus on opportunities at work” (FoO)—the extent to which employees believe in new goals and opportunities in their occupational future—and psychological needs (i.e., approach and avoidance needs)—predicted crafting efforts at work and outside work (i.e., job and off-job crafting). Our hypotheses were largely confirmed in a study on 346 Finnish workers. Greater FoO led to greater approach needs (i.e., mastery, meaning, affiliation), which in turn explained higher engagement in both job and off-job crafting. Avoidance needs (i.e., detachment, relaxation) resulted in increased crafting efforts in both life domains directly. Our findings underline the importance of FoO for crafting efforts across life domains, and explain why this is the case (i.e., it activates approach-oriented psychological needs). By supporting workers in shifting their focus onto their future opportunities (regardless of their age), organizations can create environments conducive to crafting and ultimately sustainable work lives.

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Ackerley, Bethan. "Work-life balance?" New Scientist 253, no. 3375 (February 2022): 32. http://dx.doi.org/10.1016/s0262-4079(22)00338-4.

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Gregor, Anikó, and Eszter Kováts. "Work–life: balance?" socio.hu 9, Special Issue (June 18, 2020): 91–115. http://dx.doi.org/10.18030/socio.hu.2019en.91.

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Based on theories of the relations of labor and care, as well as previous research on the past 30 years of gender inequalities in Hungary, the paper aims to interpret these results and further develop the existing knowledge on the situation of women and gender relations in Hungarian society in the context of the social, economic, and political transformations of the past 30 years while considering the intersecting mechanisms ofemployment, family and care policies from a gender perspective. In 2017 we conducted six focus group interviews with lower-class women across the country and a representative survey on a sample of 1,000 respondents (both men and women), that will provide the empirical data for the paper. One of the core findings of the research is the striking tension that women experience on the labor market in relation to their care responsibilities incl. elderly care, especially in low-income and working-class groups. The counter-interest of the employers concerning care for dependent family members was a recurrent topic brought up by the participants of our interviews as well as the lack of expectations towards state support and towards men in the share of care work.

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Süß, Stefan, and Shiva Sayah. "Work-Life-Balance." WiSt - Wirtschaftswissenschaftliches Studium 41, no. 3 (2012): 163–66. http://dx.doi.org/10.15358/0340-1650-2012-3-163.

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Arthur, Lore. "Work-life balance." Debatte: Journal of Contemporary Central and Eastern Europe 12, no. 2 (November 2004): 137–53. http://dx.doi.org/10.1080/09651560420000320917.

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Binnewies, Carmen. "“Work-Life Balance”." Zeitschrift für Psychologie 222, no. 4 (October 2014): 246. http://dx.doi.org/10.1027/2151-2604/a000191.

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Bajaj, Anureet K. "Work/Life Balance." Annals of Plastic Surgery 80 (May 2018): S245—S246. http://dx.doi.org/10.1097/sap.0000000000001415.

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Munn, Sunny L., and Sanghamitra Chaudhuri. "Work–Life Balance." Advances in Developing Human Resources 18, no. 1 (December 4, 2015): 54–68. http://dx.doi.org/10.1177/1523422315616342.

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The Problem Today’s global workforce is rife with dual-earner couples. For dual-earner couples, finding a suitable balance between work and living is often difficult, creating a need for organizations globally to be aware of the similarities and dissimilarities that exist for dual-earner couples around the world. This article identifies the work–life issues of dual-earner couples and organizational practices in both the United States and India in an effort to help organizations effectively manage work–life policies affecting the gender role dynamics of today’s multicultural organizations. The Solution This article identifies themes within the work–life literature for dual-earner couples in India and the United States in an effort to inform human resource development (HRD) scholars and practitioners about the current state and work–life needs of dual-earner couples in both countries. It would be beneficial for HRD professionals to understand and appreciate better workplace demographics in terms of social, cultural, and legal requirements in the two countries to encourage the creation and implementation of work–life friendly policies and environments. The Stakeholders This research benefits HRD practitioners and scholars, employers, public policy officials, and dual-earner couples employed in the United States and India. It opens the door to a better understanding of the transferability of current research to practice.

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Vanore, Marla L. "Work Life Balance." Journal of Trauma Nursing 13, no. 4 (October 2006): 155–56. http://dx.doi.org/10.1097/00043860-200610000-00002.

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Wilcox, Joshua. "Work–life balance." Heart 106, no. 16 (June 11, 2020): 1276–77. http://dx.doi.org/10.1136/heartjnl-2020-316549.

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Berman, E. L. "Work/life balance." IEEE Engineering Management Review 30, no. 4 (October 2002): 116–18. http://dx.doi.org/10.1109/emr.2002.1167291.

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Caproni, Paula J. "Work/Life Balance." Journal of Applied Behavioral Science 40, no. 2 (June 2004): 208–18. http://dx.doi.org/10.1177/0021886304263855.

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Koubova, Veronika, and Aaron A. Buchko. "Life‐work balance." Management Research Review 36, no. 7 (June 14, 2013): 700–719. http://dx.doi.org/10.1108/mrr-05-2012-0115.

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Braun, B. J., T. Fritz, B. Lutz, A. Röth, S. Anetsberger, P. Kokemohr, and R. Luketina. "Work-Life-Balance." Der Chirurg 89, no. 12 (July 27, 2018): 1009–12. http://dx.doi.org/10.1007/s00104-018-0698-y.

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White, Jamie. "Work-life balance." New Scientist 215, no. 2878 (August 2012): 32. http://dx.doi.org/10.1016/s0262-4079(12)62128-9.

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Cohen, Laurie, Joanne Duberley, and Gill Musson. "Work—Life Balance?" Journal of Management Inquiry 18, no. 3 (March 5, 2009): 229–41. http://dx.doi.org/10.1177/1056492609332316.

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Byrne, Una. "Work-life balance." Business Information Review 22, no. 1 (March 2005): 53–59. http://dx.doi.org/10.1177/0266382105052268.

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Gangwisch, James E. "Work-life Balance." Sleep 37, no. 7 (July 2014): 1159–60. http://dx.doi.org/10.5665/sleep.3826.

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Blanchard, May Hsieh. "Work … Life … Balance?" Obstetrics & Gynecology 119, no. 1 (January 2012): 177–79. http://dx.doi.org/10.1097/aog.0b013e31823c026d.

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Brunner, Käthi. "Work-Life-Balance." Schweizer Archiv für Tierheilkunde 153, no. 2 (February 1, 2011): 55. http://dx.doi.org/10.1024/0036-7281/a000150.

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Powell, Suzanne K. "Work–Life BALANCE." Professional Case Management 23, no. 5 (2018): 235–39. http://dx.doi.org/10.1097/ncm.0000000000000317.

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Maxwell, Gillian A., and Marilyn McDougall. "Work – life balance." Public Management Review 6, no. 3 (September 2004): 377–93. http://dx.doi.org/10.1080/1471903042000256547.

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Isaacs, David. "Work-life balance." Journal of Paediatrics and Child Health 52, no. 1 (January 2016): 5–6. http://dx.doi.org/10.1111/jpc.13110.

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Caproni, Paula J. "Work/Life Balance." Journal of Applied Behavioral Science 33, no. 1 (March 1997): 46–56. http://dx.doi.org/10.1177/0021886397331003.

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Alonso-Basanta, Michelle. "Work/Life Balance." JAMA Oncology 1, no. 9 (December 1, 2015): 1223. http://dx.doi.org/10.1001/jamaoncol.2015.3347.

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Obi, Gerrie M. "Work–Life Balance." Plastic and Aesthetic Nursing 43, no. 1 (January 2023): 3. http://dx.doi.org/10.1097/psn.0000000000000477.

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Lazauskaite-Zabielske, Jurgita, Arunas Ziedelis, and Ieva Urbanaviciute. "Who benefits from time-spatial job crafting? The role of boundary characteristics in the relationship between time-spatial job crafting, engagement and performance." Baltic Journal of Management 16, no. 1 (November 27, 2020): 1–19. http://dx.doi.org/10.1108/bjm-07-2020-0236.

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Abstract:

PurposeUsing the theoretical framework of job demands-resources and boundary management, the purpose of this paper is to explore the moderating role of work and life boundary characteristics in the relationship between time-spatial job crafting, work engagement and job performance.Design/methodology/approachA total of 176 employees working in the IT sector and having an opportunity to use flexible work arrangements were surveyed online.FindingsWork and life boundary characteristics were found to moderate the relationship between time-spatial job crafting and work engagement as well as between time-spatial job crafting and job performance. Moreover, boundary characteristics moderated the indirect relationship between time-spatial job crafting and job performance through work engagement.Practical implicationsTime-spatial job crafting becomes a key strategy for maintaining work engagement and job performance, when work–life boundaries are less flexible and less permeable.Originality/valueThe study demonstrates that boundary characteristics determine the effects of time-spatial job crafting on work engagement and job performance.

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Bahadur, Kritika. "Men's Work-life Balance." International Journal of Diverse Identities 14, no. 1 (2015): 9–20. http://dx.doi.org/10.18848/2327-7866/cgp/v14i01/40011.

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Kubo(kawai), Namiko, Makiko Naka, Yukiko Uchida, Yumiko Wada, Toru Goshiki, and Yukiko Nishizaki. "Researchers’ work-life balance." Proceedings of the Annual Convention of the Japanese Psychological Association 78 (September 10, 2014): SS—076—SS—076. http://dx.doi.org/10.4992/pacjpa.78.0_ss-076.

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Davies, Nicola. "The work-life balance." Nursing Standard 29, no. 2 (September 16, 2014): 63. http://dx.doi.org/10.7748/ns.29.2.63.s51.

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Hiessl, Christina. "Work-Life Balance Introduction." International Journal of Comparative Labour Law and Industrial Relations 36, Issue 1 (March 1, 2020): 55–58. http://dx.doi.org/10.54648/ijcl2020003.

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Whitfield, John. "Evolution: Work–life balance." Nature 484, no. 7394 (April 2012): 317. http://dx.doi.org/10.1038/484317a.

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Kalliath, Thomas, and Paula Brough. "Achieving work–life balance." Journal of Management & Organization 14, no. 3 (July 2008): 224–26. http://dx.doi.org/10.1017/s1833367200003230.

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BEERS, LEE SAVIO. "The Work-Life Balance." Pediatric News 44, no. 9 (September 2010): 55. http://dx.doi.org/10.1016/s0031-398x(10)70426-4.

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