Bibliographies thématiques / Satisfaction with work-life balance

Littérature scientifique sur le sujet « Satisfaction with work-life balance »

Auteur : Grafiati
Publié le 15 mars 2023

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Articles de revues sur le sujet "Satisfaction with work-life balance"

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Anuradha et Mrinalini Pandey. « Impact of work-life balance on job satisfaction of women doctors ». Problems and Perspectives in Management 14, no 2 (13 juin 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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Gragnano, Andrea, Silvia Simbula et Massimo Miglioretti. « Work–Life Balance : Weighing the Importance of Work–Family and Work–Health Balance ». International Journal of Environmental Research and Public Health 17, no 3 (1 février 2020) : 907. http://dx.doi.org/10.3390/ijerph17030907.

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To date, research directed at the work–life balance (WLB) has focused mainly on the work and family domains. However, the current labor force is heterogeneous, and workers may also value other nonworking domains besides the family. The aim of this study was to investigate the importance of other nonworking domains in the WLB with a particular focus on health. Moreover, the importance of the effects of the work–family balance (WFB) and the work–health balance (WHB) on job satisfaction was investigated. Finally, we explored how the effects of the WFB and the WHB on job satisfaction change according to worker characteristics (age, gender, parental status, and work ability). This study involved 318 workers who completed an online questionnaire. The importance of the nonworking domains was compared with a t-test. The effect of the WFB and the WHB on job satisfaction was investigated with multiple and moderated regression analyses. The results show that workers considered health as important as family in the WLB. The WHB explained more of the variance in job satisfaction than the WFB. Age, gender and parental status moderated the effect of the WFB on job satisfaction, and work ability moderated the effect of the WHB on job satisfaction. This study highlights the importance of the health domain in the WLB and stresses that it is crucial to consider the specificity of different groups of workers when considering the WLB.
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R, Rina Novianty Ariawaty. « Job Satisfaction Employee : Family Supportive Supervisor Behavior and Work-Life Balance ». Journal of Advanced Research in Dynamical and Control Systems 11, no 12 (20 décembre 2019) : 75–81. http://dx.doi.org/10.5373/jardcs/v11i12/20193214.

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Pramana, I. Gusti Ngurah Agung Aditya, et Made Surya Putra. « The effect of work-life balance on work engagement mediated by job satisfaction and life satisfaction ». International research journal of management, IT and social sciences 9, no 5 (2 septembre 2022) : 735–48. http://dx.doi.org/10.21744/irjmis.v9n5.2179.

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This study aims to examine the effect of work-life balance on Work engagement mediated by job satisfaction and life satisfaction in BAPAS Class I Denpasar employees. The sample size used in this study was 50 people with the method of determining the sample, namely saturated sampling. The data were analyzed by using the PLS-based SEM analysis technique. The results showed that work-life balance had an insignificant negative effect on work engagement, job satisfaction had a significant positive effect on work engagement, life satisfaction had a positive and insignificant effect on work engagement, the work-life balance had a significant positive effect on job satisfaction, and work-life balance had a significant positive effect on work engagement. significantly positive on life satisfaction, job satisfaction mediates the effect of work-life balance on work engagement, and life satisfaction does not mediate the effect of work-life balance on work engagement. It is recommended that companies understand the needs of work-life balance, job satisfaction and employee life satisfaction so as to increase Work engagement.
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Costa, Renato Lopes Da, Rui Gonçalves, Carolina Feixeira, Álvaro Dias et Leandro Pereira. « The Work-Life Balance and Job Satisfaction ». International Journal of Services and Operations Management 1, no 1 (2020) : 1. http://dx.doi.org/10.1504/ijsom.2020.10036724.

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Rani, Sakthivel, T. J. Kamalanabhan et M. Selvarani. « Work/life balance reflections on employee satisfaction ». Serbian Journal of Management 6, no 1 (2011) : 85–96. http://dx.doi.org/10.5937/sjm1101085r.

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Canales, Francisco. « Plastic Surgeonsʼ Satisfaction with Work-Life Balance ». Plastic and Reconstructive Surgery 128, no 6 (décembre 2011) : 788e. http://dx.doi.org/10.1097/prs.0b013e318230c167.

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Dias, Álvaro, Carolina Feixeira, Leandro Pereira, Renato Lopes d, a. Costa et Rui Gonçalves. « The work-life balance and job satisfaction ». International Journal of Services and Operations Management 43, no 3 (2022) : 401. http://dx.doi.org/10.1504/ijsom.2022.126981.

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Suryaningtyas, Dianawati, Sri Wilujeng et Riril Mardiana Firdaus. « Peran mediasi work life balance di antara work from home dan kepuasan kerja ». MBR (Management and Business Review) 6, no 1 (12 juillet 2022) : 138–52. http://dx.doi.org/10.21067/mbr.v6i1.7026.

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The purpose of the study was to determine the effect of work from home on work-life balance, work-life balance on job satisfaction, work from home on job satisfaction and work from home on job satisfaction mediated by work-life balance. Work from home is measured by management culture, technical support, supervisor trust, support from the Human Resource department, financial support, training, job features, personal work preferences, and household factors. Work-life balance is measured by time balance, engagement balance, and overall. Job satisfaction is measured by the achievement of satisfaction. Data were analyzed using Partial Least Square (PLS). The results of the analysis show that work from home has an effect on work-life balance, work-life balance has an effect on job satisfaction, and work from home has no effect on job satisfaction. Work-life balance contributes to mediating the impact of remote employment on job satisfaction. It is suggested that this research be developed in a different setting and that more samples and other variables be used.
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Nasution, Nasution, et Muhammad Ali. « The Importance Of Work Life Balance To Improve Work Satisfaction ». Jambura Science of Management 2, no 2 (2 juillet 2020) : 57–65. http://dx.doi.org/10.37479/jsm.v2i2.5410.

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Work-Life Balance as an independent variable consists of three indicators of balance, namely the balance of time, the balance of involvement and the balance of satisfaction. The job satisfaction as a dependent variable is divided into four factors, namely psychological factors, social factors, physical factors and financial factors. This study aims to determine the effect of Work-life balance on employee Job Satisfaction at the Bima Regency Social Service. This type of research uses causal quantitative methods with primary data sources obtained from interviews and questionnaires distributed to 60 respondents. The sampling technique used is simple random interconnection with the Slovin formula. The analytical tool used is the validity and reliability test, simple linear regression, correlation coefficient, coefficient of determination and T-test. The results of this study indicate that Work-life balance has a significant effect on job satisfaction of Bima Regency Social Service employees. This can be seen from the significant value of 0.000
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Thèses sur le sujet "Satisfaction with work-life balance"

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Schenkel, Aubree A. « Perceptions of Supervisor Support for Work-Life Balance ». Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396713191.

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Cookson, Charles. « The Role of Work-Life Balance Programs in Job Satisfaction ». ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1962.

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Organizations spend significant amounts of money to address low job satisfaction. As much as 16.5% of an organization's pretax income is lost due to employee withdrawal behaviors, with 27% of that amount associated with turnover. Building on the quality of working life theory, this single-site case study took place at a for-profit university located in the Midwest United States to understand the role that work-life balance programs play in employee job satisfaction. The population consisted of 6 front-line admissions managers, as that population was appropriate for understanding the work-life balance strategies college officials use to improve the job satisfaction of admissions representatives. The data collection process consisted of semistructured interviews, a review of observational field notes, and a review of employee surveys. Based on methodological triangulation of the data sources and analysis of the data, 3 emergent themes were identified. Participants indicated that both autonomy and flexibility contributed to employee job satisfaction, which the quality of working life theory and existing research on the subject supports. Participants also indicated that the manager-employee relationship was fundamental to improving job satisfaction, which was a finding outside of the scope of the conceptual framework used in the study. Social change implications include improving policy makers and business leaders' understanding of the role that work-life balance plays in job satisfaction. Employees will also find the results of this study informative when attempting to understand how work-life balance programs may contribute to the level of satisfaction they experience with their jobs.
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Ayadurai, Viya Kumari. « Work-Life Balance, Work-Study Interface, Gender, Stress, and Satisfaction of Online Students ». ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5445.

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There is a likelihood of stress in working students' struggles to manage work, family, studies, and personal life, yet little is known about differences in stress levels between male and female online students. Previous studies suggested that more men than women balanced work and family owing to women's asymmetrical family responsibilities. The purpose of this study was to examine the moderating effects of gender on the relationships of work-life balance and work-study interface of working online students and their perceived stress and satisfaction with life. In this quantitative study, the theoretical framework included social role theory and spillover theory. A convenience sample of 80 working online students (aged 20-60+ years) participated in an online survey. Particpants completed a demographic survey, work-life balance scale, work-study interface scale, perceived stress scale, and satisfaction with life scale. Collected data were analyzed using regression analysis. The results indicated that in both work-life balance and work-study interface, working female online students had higher levels of perceived stress than males, and women had a lower level of satisfaction with life than men in work-study interface. Understanding spillover experiences and gender social roles of working online students in their work-life balance and work-study interface may lead to positive social change by providing useful information for policy makers to support online students. The study may also provide an understanding of the dynamic of the work-life-study balance for the students themselves.
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Parker, Shanaaz. « Satisfaction with work-life balance, job control and work engagement among call centre operators ». Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.

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Includes abstract.
Includes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.
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Rowland, Kendra Horn. « Work Life Balance for Agricultural Educators in Kentucky ». UKnowledge, 2016. http://uknowledge.uky.edu/cld_etds/28.

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Research indicates that Kentucky agricultural educators are overworked and experience job related stress. Balancing work and home can be a struggle and stress induces burnout and teacher attrition. Shortages in the agriculture classroom could result in loss of agricultural education programs and negatively affect the profession. The purpose of this study was to 1) describe the demographics of Kentucky high school agricultural educators; 2) describe the work and home life balance for Kentucky agricultural educators; 3) determine the level of job satisfaction among Kentucky agricultural educators; 4) determine the perceived busiest time of the school year for Kentucky agricultural educators. The study was conducted on a census of the 2015-2016 Kentucky agriculture teacher directory and the survey was distributed online. Results indicate that agricultural educators work 52 hours per week, can balance work and home responsibilities with assistance from spouse/partner and experience job related stress on a regular basis. It was concluded that Kentucky agricultural teachers are satisfied with their job, but stressed about meeting the needs of work and family balance based on barriers including FFA activities, nightly meetings, childcare and time with spouse/partner.
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Shiels, Rosie Sara. « Changes in Work-Life Balance Over Time : Implications for Job and Family Satisfaction ». Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367244.

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Work - life balance research has generated substantial interest for researchers and applied business professionals over the past two decades. Work - life balance can no longer be considered a personal choice for individuals; it is also a human resource management tool used to attract, motivate, and retain highly skilled employees. Most research investigating work - life balance has tended to focus on the negative aspects of combining work and non - work domains, rather than focusing on how work and non - work roles can be mutually beneficial. This research shifts the focus from the scarcity perspective (that balancing multiple roles inevitably leads to inter - role conflict as demands for time and energy compete for limited resources) to the enhancemen t perspective, which suggests that engaging in multiple roles can be energising, provide more opportunities to the individual, and increase well - being.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
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Jez, Chelsea G. « Work-Life Balance, Locus of Control, and Negative Spillover ». Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1496146613840986.

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Garber, Jordan Slabaugh. « Work Centrality as a Moderator of the Job Satisfaction-Life Satisfaction Relationship ». Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier150634077569986.

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Lajom, Jennifer Ann. « Driven towards a middle-ground : Passion and work-life balance among Filipino professionals ». Phd thesis, Canberra, ACT : The Australian National University, 2016. http://hdl.handle.net/1885/101781.

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Guided by the Dualistic Model of Passion (DMP; Vallerand, et al., 2003), border (Clark, 2000) and enrichment (Rothbard, 2001; Sieber, 1974; Marks, 1977) theories, this dissertation tested a mediated model that examined the role of work-life balance in the relationship between harmonious and obsessive passion (HP and OP, respectively), with performance indicators such as in-role and organisational citizenship behaviours, and well-being indicators such as job and life satisfaction. HP for work was hypothesised to positively relate with employee performance and well-being, while OP for work will be negatively related. This relationship is mediated by work-life balance. Employees with HP will have higher levels of work-life balance, enabling them to have favourable performance and well-being outcomes. In contrast, employees with OP will experience less work-life balance, preventing them from attaining optimum work outcomes. This dissertation utilised a field survey methodology across three studies— validation of the passion for work scale (Study 1), main effects of passion for work (Study 2), and mediating effects work-life balance to employee outcomes (Study 3). Study 1 tested the two-factor structure of the passion for work scale using confirmatory factor analysis (Study 1a) and established convergent and divergent validity through correlations of conceptually similar and dissimilar constructs (Study 1b). Results concurred with previous validation of the original passion scale (Vallerand, et al., 2003), where harmonious and obsessive passion for work serve as two separate factors. Results also showed that HP and OP for work are distinct constructs in comparison with work involvement, goal orientation, workaholism, work engagement, and calling. Study 2 tested the role of passion for work on in-role and organisational citizenship behaviours, and job and life satisfaction. Hypotheses were partially supported. Findings showed that HP for work was positively related to indicators of employee performance and well-being, while OP for work was not significantly related to all outcomes. Study 3 tested the indirect effect of work-life balance in the relationship between passion for work and performance and well-being outcomes. Findings lend partial support to the hypotheses. The indirect effects of work-life balance in the relationship between HP and OP for work and performance outcomes were not significant. However, significant indirect effects of work-life balance were found between both types of workplace passion and indicators of employee well-being. This research program contributes to the workplace passion literature in several ways. First, further validation of the passion for work scale among samples from a non-Western developing context further broadens the applicability of the Dualistic Model of Passion. Second, examining the role of passion for work substantiates the claims of popular press and also determines the extent to which passion can be an enabler or deterrent of optimum work performance and well-being. Finally, integrating the DMP, and border and enrichment perspectives further extends our understanding of how passionate employees manage work and non-work life domains to attain balance, and its consequences to employee work outcomes. Implications for research and practice are discussed.
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Metz, Jeremy Daniel. « The Impact of Achievement Motivation, Job Satisfaction and Work-life Balance among Retail Managers ». Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10934726.

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Achievement motivation has been identified as an important element of organization behavior due to the impact it can have on an individual’s performance, job satisfaction and organizational commitment. At the same time, work-life balance has become increasingly valuable to employees. There is much literature supporting the positive impacts of achievement motivation, job satisfaction and work-life balance. In addition, theories exist which detail the relationships between the studied variables, but little research has been completed studying the results in corporate and retail settings.

This study evaluated the relationship between an individual’s achievement motivation and job satisfaction, the relationship between an individual’s achievement motivation and work-life balance, and the relationship between an individual’s job satisfaction and work-life balance.

A quantitative study was conducted using three survey instruments. The Achievement Motivation Inventory (AMI) instrument will measure achievement motivation in this study via a modified short version featuring 30 questions. The 18 question Job in General (JIG) scale will be utilized to measure job satisfaction in this study. The 5 question Work-Family Conflict Scale (WFC) will be the instrument used to measure work-life balance in this study. A non-random, as a convenience sample was used to select participants for this study. The population consisted of salaried store management employees who work in multiple store locations for a large corporation who were willing to voluntarily participate in the study.

Research question one tested achievement motivation and job satisfaction via the Achievement Motivation Inventory and Job in General scale. The analysis indicated that there is a weak positive linear relationship between the two studied variables. This relationship between a salaried retail manager’s level of achievement motivation and their level of job satisfaction was found to be a statistically significant relationship. This was the only research question to feature a relationship between the studied variables that was statistically significant.

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Livres sur le sujet "Satisfaction with work-life balance"

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Kelly, Matthew. Off balance : Getting beyond the work-life balance myth to personal and professional satisfaction. New York : Hudson Street Press, 2011.

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Women librarians in India : A study in work-life balance. New Delhi : Ess Ess Publications, 2013.

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1942-, Slotkin Jacquelyn Hersh, et Goodman Samantha Slotkin, dir. It's harder in heels : Essays by women lawyers achieving work-life balance. Lake Mary, FL : Vandeplas Publishing, 2007.

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Germany) Jahrestagung des BMBF-Förderschwerpunkts "Balance : Flexibilität und Stabilität in einer sich wandelnden Arbeitswelt" (1st 2010 Nuremberg. Balance Konferenzband : Flexibel, stabil und innovativ : Arbeit im 21. Jahrhundert : Beiträge zur Ersten Jahrestagung des BMBF-Förderschwerpunkts "Balance : Flexibilität und Stabilität in einer sich wandelnden Arbeitswelt", 5. und 6. Oktober 2010, Nürnberg. Göttingen : Cuvillier Verlag, 2010.

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Law & reorder : Legal industry solutions for restructure, retention, promotion & work/life balance. Chicago : American Bar Association, 2010.

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Mun, Yo-han. Ot'ium : Saragal him ŭl chunŭn na man ŭi hyusik = Ótĭum. Kyŏnggi-do Koyang-si : Wijŭdŏm Hausŭ, 2020.

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The escape manifesto : Life is short, quit your corporate job, do something different ! Chichester [England] : Capstone, 2013.

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Kaudelka, Karin, editor of compilation, dir. Die Arbeitswelt von morgen : Wie wollen wir leben und arbeiten ? Bielefeld : Transcript, 2010.

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Juggling flaming chainsaws : Academics in educational leadership try to balance work and family. Charlotte, N.C : Information Age Pub., 2012.

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Kilger, Gerhard, et Karin Kaudelka. Das Glück bei der Arbeit : Über Flow-Zustände, Arbeitszufriedenheit und das Schaffen attraktiver Arbeitsplätze. Bielefeld : Transcript, 2012.

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Chapitres de livres sur le sujet "Satisfaction with work-life balance"

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Szücs, Stefan, Sonja Drobnič, Laura den Dulk et Roland Verwiebe. « Quality of Life and Satisfaction with the Work-life Balance ». Dans Quality of Life and Work in Europe, 95–117. London : Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299443_6.

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Köse, Sevda, Beril Baykal, Semra Köse, Seyran Gürsoy Çuhadar, Feyza Turgay et Irep Kıroglu Bayat. « Role of Personality Traits in Work-Life Balance and Life Satisfaction ». Dans Eurasian Studies in Business and Economics, 279–95. Cham : Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-63149-9_18.

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Beham, Barbara, David Etherington et Eduardo Rodrigues. « Variations in Work-life Balance Satisfaction among Service Sector Employees ». Dans Quality of Life and Work in Europe, 118–34. London : Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299443_7.

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Sirgy, M. Joseph. « Positive Balance at the Meta-cognitive Level : Life Satisfaction ». Dans Positive Balance, 73–93. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-40289-1_5.

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Lee, Dong-Jin, et M. Joseph Sirgy. « Work-Life Balance in the Digital Workplace : The Impact of Schedule Flexibility and Telecommuting on Work-Life Balance and Overall Life Satisfaction ». Dans Thriving in Digital Workspaces, 355–84. Cham : Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-24463-7_18.

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Hellemans, Catherine, Pierre Flandrin et Cécile van de Leemput. « ICT Use as Mediator Between Job Demands and Work-Life Balance Satisfaction ». Dans HCI in Business, Government and Organizations. Information Systems and Analytics, 326–37. Cham : Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22338-0_27.

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Sharma, V. Kandaswamy, et Beulah Suresh. « A Study on Work–Life Balance and Marital Satisfaction of Faculty Members ». Dans Lecture Notes in Electrical Engineering, 463–73. Singapore : Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-1244-2_39.

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Kamran, Asif, Shuana Zafar et Syed Nayyer Ali. « Impact of Work-life Balance on Employees Productivity and Job Satisfaction in Private Sector Universities of Pakistan ». Dans Lecture Notes in Electrical Engineering, 1019–29. Berlin, Heidelberg : Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-40081-0_86.

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Verdana, J. P., et A. Satrya. « Implications of burnout and work–life balance towards turnover intention mediated by job satisfaction at a startup company ». Dans Contemporary Research on Management and Business, 103–6. London : CRC Press, 2022. http://dx.doi.org/10.1201/9781003295952-27.

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De Alwis, A. Chamaru, et Shavindri Lankeshni Samarasekera. « Relationship between Work–Life Balance and Job Satisfaction of Reception and Concierge Employees in Five-Star Hotels in Colombo ». Dans Advances in Management Research, 21–39. Boca Raton, FL : CRC Press/Taylor & Francis Group, 2020. | Series : Mathematical engineering, manufacturing, and management sciences : CRC Press, 2019. http://dx.doi.org/10.1201/9780429280818-2.

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Actes de conférences sur le sujet "Satisfaction with work-life balance"

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KRUJA (DEMNERI), Alba, et Marjonela JAUPI. « WORK LIFE BALANCE & ; BANKING SECTOR EMPLOYEE SATISFACTION ». Dans Happiness And Contemporary Society : Conference Proceedings Volume. SPOLOM, 2020. http://dx.doi.org/10.31108/7.2020.35.

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Thifal, Ghina Rona, et Fitri Ayu Kusumaningrum. « Work-Life Balance and Job Satisfaction among Worker Women ». Dans Proceedings of the 2nd Borobudur International Symposium on Humanities and Social Sciences, BIS-HSS 2020, 18 November 2020, Magelang, Central Java, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.18-11-2020.2311757.

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Kleinlercher, Miriam, Thomas Dilger, Christian Ploder et Reinhard Bernsteiner. « WORK-LIFE BALANCE CONCEPTS : EMPLOYEE SATISFACTION OF GENERATION Y ». Dans 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.0832.

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Kassim, Erne Suzila, Syukrina Alini Mat Ali, Sri Fatiany Abd Kader Jalaini, Noor'ain Mohamad Yunus, Noor Azzah Said, Dilla Syadia Ab Latiff et Farhana Salleh. « Work life balance and job satisfaction : How relevant are they ? » Dans 2013 International Conference on Technology, Informatics, Management, Engineering & Environment (TIME-E). IEEE, 2013. http://dx.doi.org/10.1109/time-e.2013.6611965.

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Hamid, Adnan Abd. « Assessing The Relationship Between Work Life Balance And Employee Job Satisfaction ». Dans 9th International Economics and Business Management Conference. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.12.05.86.

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Kanten, Pelin. « Family Friendly Policies in Organizations and Their Effects on Work-Life Balance, Work Alienation and Life Satisfaction ». Dans University for Business and Technology International Conference. Pristina, Kosovo : University for Business and Technology, 2013. http://dx.doi.org/10.33107/ubt-ic.2013.33.

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Ahmad, Azlinzuraini. « Green Work Life Balance, Green Human Resource Management Practices On Employee Satisfaction ». Dans AIMC 2017 - Asia International Multidisciplinary Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.05.95.

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Pawoko, Guntur, Wibowo Wibowo et Hamidah Hamidah. « The Influence of Work-life Balance and Achievement Motivation on Athlete Satisfaction ». Dans Proceedings of the 1st International Conference on Business, Law And Pedagogy, ICBLP 2019, 13-15 February 2019, Sidoarjo, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.13-2-2019.2286558.

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Pawoko, Guntur. « The Influence of Work-life Balance and Achievement Motivation on Athlete Satisfaction ». Dans Proceedings of the 1st International Conference on Business, Law And Pedagogy, ICBLP 2019, 13-15 February 2019, Sidoarjo, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.13-2-2019.2291915.

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Pawoko, Guntur, Wibowo Wibowo et Hamidah Hamidah. « The Influence of Work-life Balance and Achieve-ment Motivation on Athlete Satisfaction ». Dans Proceedings of the 1st International Conference on Business, Law And Pedagogy, ICBLP 2019, 13-15 February 2019, Sidoarjo, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.13-2-2019.2287492.

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Rapports d'organisations sur le sujet "Satisfaction with work-life balance"

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Swannack, Robyn, Alys Young et Claudine Storbeck. A scoping review of deaf sign language users’ perceptions and experiences of well-being in South Africa. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, novembre 2022. http://dx.doi.org/10.37766/inplasy2022.11.0082.

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Background: This scoping review concerns deaf adult sign language users from any country (e.g. users of South African Sign Language (SASL), British Sign Language (BSL), American Sign Language (ASL) and so forth). It concerns well-being understood to include subjective well-being and following the WHO’s (2001) definition of well-being as “mental health as a state of well-being in which every individual realises his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution to his or her community.” Well-being has three components (Steptoe, Deaton, and Stone, 2015; Stewart-Brown, Tennant, Tennant, Platt, Parkinson and Weich, 2009): (i) Live evaluation, also referred to life satisfaction, which concerns an individual’s evaluation of their life and their satisfaction with its quality and how good they feel about it; (ii) hedonic well-being which refers to everyday feelings or moods and focuses on affective components (feeling happy); (iii) eudaimonic well-being, which emphasises action, agency and self-actualisation (e.g. sense of control, personal growth, feelings of purpose and belonging) that includes judgments about the meaning of one’s life. Well-being is not defined as the absence of mental illness but rather as a positive state of flourishing that encompasses these three components. The review is not concerned with evidence concerning mental illness or psychiatric conditions amongst deaf signers. A specific concern is deaf sign language users’ perceptions and experiences of well-being.
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Bakaç, Cafer, Jetmir Zyberaj et James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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Strategies for Successful Work/Life Balance. IEDP Ideas for Leaders, janvier 2013. http://dx.doi.org/10.13007/008.

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Does Work/Life Balance Help or Hurt Productivity ? IEDP Ideas for Leaders, janvier 2015. http://dx.doi.org/10.13007/475.

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Millennials 4 : Value Work-Life Balance But Are Willing to Work Hard for Their Caree. IEDP Ideas for Leaders, janvier 2015. http://dx.doi.org/10.13007/533.

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