Articles de revues : « 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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, n^o 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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Ogunola, Abiodun Adekunle. « Quality of Work-Life and Work-Life Balance as Predictors of Employee Job Satisfaction ». ‎‎‎TAZKIYA : Journal of Psychology 10, n^o 1 (30 avril 2022) : 74–84. http://dx.doi.org/10.15408/tazkiya.v10i1.22499.

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Finding the right balance between one's work and other facets of life is essential for an individual to be in the right state of mind and to be satisfied with one's job that one commits to. Specifically, it aims to determine whether the quality of work-life and work-life balance would predict employees' job satisfaction in the selected banks. A survey research design consisting of 100 workers was selected from branches of selected banks in Ijebu-Ode, Ogun State, Nigeria, wherein they responded to questions relating to the variables of interest in the study. The result of the study revealed that quality of work-life and work-life balance has a significant influence on job satisfaction (β= .648, t= 8.597, p> .05) and work-life balance also has a significant influence on job satisfaction (β= .212, t= 2.849, p> .05). Both work-life and work-life balance qualities were also found to jointly influence the job satisfaction of these bank employees. It was recommended that organizations take straightforward steps to improve the working conditions in which people work and the organizations' physical and psychological working environment that will improve the level of job satisfaction that their employees experience.

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Visser, Miranda, Melinda Mills, Liesbet Heyse, Rafael Wittek et Vincenzo Bollettino. « Work–Life Balance Among Humanitarian Aid Workers ». Nonprofit and Voluntary Sector Quarterly 45, n^o 6 (9 juillet 2016) : 1191–213. http://dx.doi.org/10.1177/0899764016634890.

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A limited body of research has examined satisfaction with work–life balance of expatriate workers who live abroad, residing outside the typical “family” or “life” domain. This study aims to demonstrate how and under which organizational circumstances job autonomy can increase work–life balance satisfaction of humanitarian aid expatriates. We hypothesize that especially in humanitarian work, trust in management can buffer potential negative effects of high autonomy. We test our hypothesis by means of ordinal logistic regression, using survey data collected among expatriates of the Operational Center Amsterdam of Médecins Sans Frontières ( N = 142). Results reveal that high levels of autonomy are positively related with work–life balance satisfaction when trust in the management of the organization is high. When trust in management is low, the effect of high autonomy on work–life balance satisfaction is negative. This implies that trust in management indeed buffers negative effects of high autonomy among expatriate humanitarian aid workers.

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Walga, Tamene Keneni. « Job Satisfaction and Satisfaction with Work-Life Balance across Cultures ». Journal of Intercultural Management 10, n^o 2 (1 juin 2018) : 159–79. http://dx.doi.org/10.2478/joim-2018-0013.

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Abstract Objective: To determine the extent of and the relationship between Job Satisfaction (JS) and Work-Life Balance (WLB) across cultures. Methodology: European Social Survey (ESS) data 2012 were used to answer the research questions put forth. To organize and make meaning of the data, both descriptive and inferential statistics have been used. Mean scores and standard deviations of job satisfaction and satisfaction with work-life balance (WLB) were computed for all the 29 countries. Correlation analysis was used to discern and test for the correlations among the variables of interest. Independent samples t-test was used to compare countries with high power distance and those with low power distance on job satisfaction and satisfaction with work-life balance (WLB). Findings: Mean scores of job satisfaction and satisfaction with WLB and correlation coefficients between the two varied across the countries under study as expected. Mean scores of job satisfaction ranged from 6.53 in Ukraine to 8.20 in Denmark. Similarly, mean scores of satisfaction with WLB varied from 6.08 in Russia to 7.65 in Denmark. Pearson’s coefficients of correlation between job satisfaction and satisfaction with WLB varied from .301 in Finland to .667 in Ukraine. Of the six dimensions of culture, only power distance had moderate inverse relationships with both job satisfaction and satisfaction with WLB. Furthermore, as a group, countries with low power distance (PD) had significantly higher job satisfaction than countries with high power distance. Value Added: The study highlighted the relevance and importance of job satisfaction and satisfaction with WLB in organizations. It also showed the universality and culture-specificity of job satisfaction and satisfaction with WLB. Recommendations: Managers need to pay attention to enhancing employees’ job satisfaction and satisfaction with WLB to ensure organizational effectiveness regardless of organizational context. Managers also need to employ culturally appropriate managerial strategies in promoting job satisfaction and satisfaction with LWB.

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Kanten, Pelin. « Family Friendly Policies in Organizations and Their Effects on Work-Life Balance, Work Alienation and Life Satisfaction ». International Journal of Business & ; Technology 2, n^o 2 (mai 2014) : 18–30. http://dx.doi.org/10.33107/ijbte.2014.2.2.04.

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This study aims to research the effect of family-friendly policies on work-life balance, work alienation, and life satisfaction. In the literature studies suggest that, family-friendly policies are evaluated within the scope of human resource management practices; they are associated with positive individual and organizational outcomes. Accordingly, this study deals with work-life balance, work alienation and life satisfaction variables which are expected to be affected by family-friendly policies. In order to examine the effect of family-friendly policies on these variables, 208 people employed in three different marble companies in Turkey are included in the research. Based on the findings, there are significant correlations between family-friendly policies and worklife balance, work alienation, and life satisfaction. Also, family-friendly policies affect work-life balance and life satisfaction negatively, whereas these policies affect work alienation positively.

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Talukder, A. K. M., Margaret Vickers et Aila Khan. « Supervisor support and work-life balance ». Personnel Review 47, n^o 3 (3 avril 2018) : 727–44. http://dx.doi.org/10.1108/pr-12-2016-0314.

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Purpose The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP). Design/methodology/approach Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past. Findings The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector. Originality/value The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.

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Lee, SaeHoon. « The Effect of Work and Life Balance on Job Satisfaction and Life Satisfaction - Focused on hotel employees ». Journal of Tourism Management Research 22, n^o 3 (31 mai 2018) : 117–35. http://dx.doi.org/10.18604/tmro.2018.22.3.6.

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Žnidaršič, Jasmina, et Miha Marič. « Relationships between Work-Family Balance, Job Satisfaction, Life Satisfaction and Work Engagement among Higher Education Lecturers ». Organizacija 54, n^o 3 (1 août 2021) : 227–37. http://dx.doi.org/10.2478/orga-2021-0015.

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Abstract Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM). Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement. Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.

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Dilmaghani, Maryam. « Exploring the link between sexual orientation, work-life balance satisfaction and work-life segmentation ». International Journal of Manpower 41, n^o 6 (18 juillet 2019) : 693–715. http://dx.doi.org/10.1108/ijm-10-2018-0313.

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Purpose The purpose of this paper is to, using several cycles of the Canadian General Social Survey (GSS) covering 2010–2015, examine the patterns of work-life balance (WLB) satisfaction and work-life segmentation by sexual orientation. Design/methodology/approach In this paper, multivariate regression analysis is used. Findings The analysis shows that men living with a male partner are more satisfied with their WLB than their heterosexual counterparts. No statistically significant difference is found between women who live with a female partner and their heterosexual counterparts, in WLB satisfaction. Work-life segmentation is operationalized by the odds of being at the top levels of the life satisfaction scale without being satisfied with the circumstances of one’s job. Controlling for a wide range of characteristics, working Canadians living with a same-sex partner, regardless of their genders, are found more likely to have segmented their work and life domains than their heterosexual counterparts. Originality/value The paper, for the first time, investigates how sexual orientation relates to WLB satisfaction and work-life segmentation. This study exploits a unique opportunity offered by the Canadian GSSs in which WLB satisfaction is directly surveyed, all the while partnered sexual minorities are identifiable.

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Kelly, Lesly A., Cindy Lefton et Shelly A. Fischer. « Nurse Leader Burnout, Satisfaction, and Work-Life Balance ». JONA : The Journal of Nursing Administration 49, n^o 9 (septembre 2019) : 404–10. http://dx.doi.org/10.1097/nna.0000000000000784.

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Min, Kyungsun. « Leisure and Life Satisfaction among the Work-Life Balance Generation ». Journal of the Korean society for Wellness 13, n^o 3 (31 août 2018) : 377–88. http://dx.doi.org/10.21097/ksw.2018.08.13.3.377.

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Mutiara Rizky Febriani, Agung Wahyu Handaru et Sholikhah. « The Influence Of Work Stress and Work-Life Balance On Employee Job Satisfaction ». JURNAL DINAMIKA MANAJEMEN DAN BISNIS 5, n^o 1 (13 décembre 2021) : 20–40. http://dx.doi.org/10.21009/jdmb.05.1.2.

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The purpose of this research are: To analyze and find out 1) The description of work stress, work-life balance, and employee job satisfaction of PT Taspen (Persero) Indonesia, 2) The influence of work stress on employee job satisfaction of PT Taspen (Persero) Indonesia, 3) The influence of work-life balance on employee job satisfaction of PT Taspen (Persero) Indonesia, 4) The research model of work stress and work-life balance in predicting employee job satisfaction of PT Taspen (Persero) Indonesia. This research was conducted on 199 employees of PT Taspen (Persero) Indonesia. Data collection techniques used interview and survey methods by distributing questionnaires which are then processed using the SPSS 21 program. This research used descriptive and causal analysis. The results of regression indicate that there is a negative and significant effect between work stress on employee job satisfaction, there is a positive and significant effect between work-life balance on employee job satisfaction.

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Owens, Joan, Carol Kottwitz, Jane Tiedt et Jeffery Ramirez. « Strategies to Attain Faculty Work-Life Balance ». Building Healthy Academic Communities Journal 2, n^o 2 (19 novembre 2018) : 58. http://dx.doi.org/10.18061/bhac.v2i2.6544.

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Background: Achieving work-life balance can be a challenge for academic faculty members. The multifaceted demands and expectations of the role can affect faculty satisfaction and the ability to attain work-life balance. The ever-changing trends in higher education, including technology and online education modalities provide additional factors that can inhibit faculty satisfaction and work-life balance.Aims: This paper explores barriers to achieving work-life balance such as cognitive dissonance, emotional dissonance and burnout. Understanding barriers is essential to developing strategies to promote work-life balance.Methods: An integrated review of the literature on life balance of academic faculty in all disciplines using multiple online databases.Conclusion: Strategies, organized around mentoring and self-care, include promoting physical health, connecting socially, and practicing mindfulness as a cognitive approach can help counteract work-place stressors and help in achieving work-life balance.

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Cain, Lisa, James Busser et Hee Jung (Annette) Kang. « Executive chefs’ calling : effect on engagement, work-life balance and life satisfaction ». International Journal of Contemporary Hospitality Management 30, n^o 5 (14 mai 2018) : 2287–307. http://dx.doi.org/10.1108/ijchm-02-2017-0105.

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PurposeThis paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.Design/methodology/approachSurveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.FindingsAll relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.Research limitations/implicationsThe research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.Practical implicationsThe identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.Originality/valueOutcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

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Verary, Renatha, Sri Suwarsi et Hendrati Dwi Mulyaningsih. « The Influence of Work Life Balance on the Work Satisfaction of Millenial Doctors ». Jurnal Sosial Sains 2, n^o 3 (15 mars 2022) : 419–25. http://dx.doi.org/10.36418/sosains.v2i3.365.

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Background: A hospital is in constant demand of holistic service. Different professions and different generations of staff, intertwining with different kinds of demands from all sorts of customers, making a hospital a high-pressure workplace, conduct 24 hours of various activities. This leads to disturbance in work life balance, resulting in dissatisfaction from doctors toward the hospital. From 2015 onward, Gen Y (known as millennial) has taken over as the dominant workforce replacing the Baby Boomers. Purpose: To perceive the level of work life balance from the perception of millennials doctors, how it affects the overall satisfaction, and work satisfaction. Method: This research is conducted in a hospital in Bandung, with 84 participants (chosen with purposive sampling technique). Data was collected through questioners, observations, and interviews. The research method used is the causal relation of X and Y. Results: Out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest. The work satisfaction rate in millennial doctors in Bandung is categorized as very good, whereas from five dimensions of satisfaction, workplace satisfaction gets the highest score, and employer satisfaction is the lowest. Research results signify the importance of work life balance in working satisfaction for millennial doctors in a hospital in Bandung. Even though the research showed acceptable results, efforts are still needed to maintain the satisfactory rate for millennial doctors. Conclusion: The conclusions from research results are out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest.

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Chinvala, Nikita, et Aruna Battur. « A Study on Work-Life Balance of Employees at Apple Paints, Hubli ». GBS Impact : Journal of Multi Disciplinary Research 8, n^o 1 (2022) : 98–107. http://dx.doi.org/10.58419/gbs.v8i1.812210.

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Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as family and work are the most important elements of everyone's life. Any competing demands of work and family life cause conflict and negatively affect the wellbeing of workers. This study focused on assessing the impact of work-life balance determined by work- family conflict and family work conflict on the wellbeing of individuals employed in the private sector in India. Wellbeing was measured by levels of family satisfaction, work satisfaction and psychological distress. Quantitative research methods were used for the study, and a sample population was chosen amongst participants who were single and in a relationship, female and male, with and without children, by using a convenient sampling method. Findings of the study revealed that while work interference with personal life and personal life interference with work had a negative relationship with job satisfaction, work and personal life enhancement had a positive relationship with job satisfaction. Thus, we can safely conclude that work and personal life needs to be integrated and balanced by organizations through work-life balance initiatives.

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Taşdelen-Karçkay, Arzu, et Orkide Bakalım. « The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction ». Australian Journal of Career Development 26, n^o 1 (avril 2017) : 3–13. http://dx.doi.org/10.1177/1038416216682954.

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The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men. The second purpose was to investigate the mediating effect of work–life balance between work–family conflict, family–work conflict, and life satisfaction. In Study 1 ( N = 274), a work–life balance scale was developed and initial validity evidence was presented. In Study 2 ( N = 356), confirmatory factor analyses supported the scale’s unidimensionality. Cronbach’s alpha and the composite reliability for internal consistency were .92. All studies indicated that the Work–Life Balance Scale was valid and reliable for a Turkish employee sample. Structural equation modeling supported indirect effects of work–family conflict and family–work conflict on life satisfaction via work–life balance. Multi-group analysis showed that the structural paths of the full model did not differ by gender.

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Sugiyanto, Eviatiwi Kusumaningtyas, Taufikur Rahman et Aprih Santoso. « Islamic Work Ethics in Building Work Life Balance to Achieve Islamic Job Satisfaction ». INFERENSI : Jurnal Penelitian Sosial Keagamaan 14, n^o 2 (11 décembre 2020) : 317–30. http://dx.doi.org/10.18326/infsl3.v14i2.317-330.

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The purpose of this study is to provide an interpretation of library studyresult on the relationship between Islamic Work Ethics (IWE) in buildingwork life balance (WLB) to achieve job satisfaction in Islam. The methodused is library study by tracing related topics. Data comes from primarysources in the form of articles that are relevant to topics. Meanwhile,data analysis used interpretive. The results show that there is an allegedlogical relationship between IWE, WLB and job satisfaction in Islam.Application of IWE can build a balance between work and life outsideof work. Furthermore, someone who is able to build this balance can feeljob satisfaction, in terms of Islamic job satisfaction. The implication ofthis research, there is an initial assumption of a link between IWE andWLB and job satisfaction in Islam. The future research agenda can testempirically the relationship between these variables by incorporating itinto an empirical research model.

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Kong, Edwina, Zaiton Hassan et Nur Fatihah Abdullah Bandar. « The Mediating Role of Leisure Satisfaction between Work and Family Domain and Work-Life Balance ». Journal of Cognitive Sciences and Human Development 6, n^o 1 (31 mars 2020) : 44–66. http://dx.doi.org/10.33736/jcshd.1603.2020.

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This study aimed to determine the mediating role of leisure satisfaction between work domain (work overload and job involvement), family domain (family workload and family support) and work-life balance among teachers in Kuching. Fifty employees responded to the self-administered questionnaire in one of a primary school in Kuching area. Data was analyzed Pearson Correlation, Regression and Sobel Test. Results indicated that work overload and family workload are negative and significantly influence employee work-life balance while job involvement and family support are positive and significantly effect work-life balance. This research revealed work overload, job involvement, family workload, family support, and work-life balance are partially mediated by leisure satisfaction. Thus, it is recommended for organizations to organize variety of leisure activities as a strategy to assist employees to improve work-life balance. Keywords: Work overload; Job involvement; Family workload; Family support; Leisure satisfaction; Work-life balance

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Universitas Bunda Mulia Jakarta, Windra Halim, et Andreas Heryjanto Universitas Bunda Mulia Jakarta. « JUMPA Vol. 8 No. 1 Februari 2021 Work-Life Balance Sebagai Mediasi Pengaruh Workload Dan Work-Family Conflict Terhadap Life Satisfaction ». Jurnal Manajemen dan Perbankan (JUMPA) 8, n^o 1 (26 février 2021) : 51–60. http://dx.doi.org/10.55963/jumpa.v8i1.369.

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Penelitian ini dijalankan dengan tujuan untuk menyelesaikan permasalahan yang terjadi yang dapat dilihat dari keadaan sumber daya manusianya belum bisa dikatakan baik atau maksimal. Walaupun indeks pembangunan manusia (Human Development Index) Indonesia juga meningkat sebanyak 0,82% menjadi 71,39%. Akan tetapi, capaian itu masih lebih rendah dibandingkan negara satu kawasan seperti Singapura, Malaysia, dan Brunai Darussalam. Berdasarkan data di UNDP, ketiga negara itu sudah masuk dalam kategori very high human development. Selain itu, standar jam kerja di Indonesia adalah 160 jam kerja perbulan, sedangkan jam kerja di PT. Hamido selalu di atas itu sehingga membuat beban kerja yang dirasakan karyawan cenderung tinggi. Subjek yang dipilih dalam penelitian ini adalah PT. Hamido dengan jumlah karyawan yaitu sebanyak 63 orang. Penelitian ini menggunakan jenis riset hypothesis testing. Jenis penelitian yang digunakan adalah kuantitatif. Metode pengolahan data yang digunakan adalah partial least square. Hasil penelitian menunjukkan bahwa workload berpengaruh negatif signifikan terhadap work-life balance, work-family conflict berpengaruh negatif signifikan terhadap work-life balance, workload secara langsung tidak berpengaruh terhadap life satisfaction, work-family conflict secara langsung tidak berpengaruh terhadap life satisfaction, work-life balance berpengaruh positif signifikan terhadap life satisfaction, workload berpengaruh negatif signifikan terhadap life satisfaction melalui work-life balance dan work-family conflict berpengaruh negatif signifikan terhadap life satisfaction melalui work-life balance.

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Håkansson, Carita, Sophia Milevi, Frida Eek, Anna Oudin et Petra Wagman. « Occupational balance, work and life satisfaction in working cohabiting parents in Sweden ». Scandinavian Journal of Public Health 47, n^o 3 (28 février 2019) : 366–74. http://dx.doi.org/10.1177/1403494819828870.

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Introduction: Occupational balance is the experience of having the right amount and right variation between work, domestic work, leisure, rest, and sleep. There is limited knowledge about which factors predict parents’ combined occupational balance, and if the combined occupational balance is associated with work and life satisfaction. Aim: The first aim was to explore whether domestic work and childcare at baseline predicted combined occupational balance at follow-up among working cohabiting parents. The second aim was to explore associations between different combinations of occupational balance, and work and life satisfaction at follow-up. Method: A sample of 139 cohabiting parents responded to a questionnaire. Cohabiting parents can experience their occupational balance differently, and in the present study their experiences were divided into high and low after the median. The parents’ balance was then combined in terms of high-high, high-low and low-low. Associations between childcare, domestic work, work and life satisfaction, and combined occupational balance were analysed with multinomial logistic regression analyses. Results: Satisfaction with the division of domestic work predicted a high-high occupational balance in parent couples. Associations were found between high-high as well as high-low combined occupational balance and life satisfaction, and between high-high occupational balance and work satisfaction. Conclusions: It seems important for both parents in a couple to experience satisfaction with the division of domestic work to experience high occupational balance as well as work and life satisfaction.

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Andersz, Nina, Joanna Czarnota-Bojarska et Katarzyna Wojtkowska. « Strategies for Maintaining Work–Life Balance and Their Consequences for Quality of Life and Job Satisfaction ». Social Psychological Bulletin 13, n^o 2 (18 juillet 2018) : e27578. http://dx.doi.org/10.5964/spb.v13i2.27578.

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Interest in issues surrounding work–life balance has increased in recent years. Some studies stress the consequences of work–life balance, while others put emphasis on the ways in which people manage to keep the balance. We decided to combine both points of view. The presented study focuses on personal strategies for combining family and work roles and their consequences for maintaining the work–family balance and satisfaction with work and quality of life. There were 289 participants in the study. The instruments used were Work–Family Linkage Questionnaire, Work–Family Fit Questionnaire, Satisfaction of Life Scale and Job Satisfaction Scale. The procedure of adapting the Work–Family Linkage Questionnaire (WFLQ) into Polish was conducted to enable the use of the tool in Poland for the first time. Good psychometric properties of WFLQ were confirmed. The results showed that the individual strategy for combining family and work roles determines the work–home balance, as well as satisfaction with life and career. For example, the amount of negative spillover from home and from work was correlated positively with role conflict and negatively with satisfaction with life, while the amount of positive spillover correlated positively with facilitation and experienced satisfaction with life.

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Dilmaghani, Maryam, et Vurain Tabvuma. « The gender gap in work–life balance satisfaction across occupations ». Gender in Management : An International Journal 34, n^o 5 (1 juillet 2019) : 398–428. http://dx.doi.org/10.1108/gm-09-2018-0109.

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Purpose The purpose of this study is to compare the gender gaps in work–life balance satisfaction across occupations. Due to data limitations, the studies of work–life balance satisfaction have generally relied on researcher collected data. As a result, large-scale studies encompassing all occupations in the same social and policy context are rare. In several cycles of the Canadian General Social Survey, the respondents are directly asked about their work–life balance (WLB) satisfaction. The present paper takes advantage of this unique opportunity to compare the gender gap in WLB satisfaction across occupations in Canada. Design/methodology/approach This paper pools four cross-sectional datasets (N = 37,335). Multivariate regression analysis is used. Findings Women in management and education are found to have a lower WLB satisfaction than their male counterparts. Conversely, and rather surprisingly, a WLB satisfaction advantage is found for women in transport over males in this occupation. Further investigation shows that the female WLB advantage in transport is driven by the relatively low WLB satisfaction of males in this occupation, while the opposite is true for education. Social implications The findings are discussed in light of the WLB policies and their increasing gender-blindness. Originality/value This paper is the first large-scale study which compares the gender gap in WLB satisfaction across occupations, in a given policy context.

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Hsu, Ya-Yuan, Chyi-Huey Bai, Chien-Ming Yang, Ya-Chuan Huang, Tzu-Ting Lin et Chih-Hung Lin. « Long Hours’ Effects on Work-Life Balance and Satisfaction ». BioMed Research International 2019 (23 juin 2019) : 1–8. http://dx.doi.org/10.1155/2019/5046934.

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Purpose. In this study, we examined whether the associations between working hours, job satisfaction, and work-life balance are mediated by occupational stress. In addition, we tested whether perceived time control helps moderate the effects of working hours and occupational stress. Methodology. Questionnaires were administered to 369 respondents working in the high-tech and banking industries. Analyses were then conducted on the data. Findings. The analysis revealed significant correlations between long working hours and both occupational stress and work-life balance, as well as between occupational stress and both work-life balance and job satisfaction. In addition, the relationship between working hours and occupational stress exhibited a significantly positive interaction with perceived time control. Value. The results indicate the importance of giving workers greater control over working hours. We therefore recommend that labor laws should be revised as necessary to prevent excessive working hours and enhance work-time flexibility.

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Balamurugan, G., et M. Sreeleka. « A STUDY ON WORK LIFE BALANCE OF WOMEN EMPLOYEES IN IT SECTOR ». International Journal of Engineering Technologies and Management Research 7, n^o 1 (22 février 2020) : 64–73. http://dx.doi.org/10.29121/ijetmr.v7.i1.2020.499.

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Work life balance of women employees plays the major role because they have to manage their personal life for their good quality of life. The employee’s satisfaction is based on the employee to be happy and deliver the level best. Even in the Worst scenario the employee is very loyal to their organization because of the employee Satisfaction. The quality of life is based on the professional life of each and every women employee who are coming forward to support to their family. The problem of the women employee’s face is health condition, Pregnancy discrimination, Sexual harassment, no equal pay, etc. This paper says that how the women employees are balanced and Satisfied in IT sector and the factors that affect the work life balance of women employees are working hours, Job satisfaction, working condition, etc. and find out the women employee job satisfaction were analyzed by using statistical method that is Chi-square and Correlation test.

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Gounder, Simone, et Patsy Govender. « The Moderating Effect of Work-Life Balance on Job Satisfaction ». Journal of Economics and Behavioral Studies 10, n^o 2(J) (19 mai 2018) : 63–73. http://dx.doi.org/10.22610/jebs.v10i2(j).2217.

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In emerging cultures, job satisfaction and work-life balance are ongoing factors in gaining the ultimate competitive advantage for organizations. Work-life balance is a core ingredient for job satisfaction and for quality work performance, and employees need to have a sense of commitment to their jobs. The study attempts to determinethe extent to which work-life balance has a moderating effect onjob satisfaction in a call centre organization. The approach for the study was quantitative, and a self-developed questionnaire was the research instrument. The sample was107 employees and, both descriptive and inferential statistics were utilized. A probability random sampling technique was chosen. As evidenced in the study, room for improvement was required with both job satisfaction and work-life balance and; the validity and reliability for the study were high. The hypothesis for the study was partially accepted. In addition to a significant relationshipthat exists between the main constructs, work-life balance does have a moderating effect onjob satisfaction. The results and recommendations provide anecdotal evidence to call centre managers and policy makers to reach new levels of operations in order to meet their strategic intent and goal attainment.

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Gounder, Simone, et Patsy Govender. « The Moderating Effect of Work-Life Balance on Job Satisfaction ». Journal of Economics and Behavioral Studies 10, n^o 2 (19 mai 2018) : 63. http://dx.doi.org/10.22610/jebs.v10i2.2217.

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In emerging cultures, job satisfaction and work-life balance are ongoing factors in gaining the ultimate competitive advantage for organizations. Work-life balance is a core ingredient for job satisfaction and for quality work performance, and employees need to have a sense of commitment to their jobs. The study attempts to determinethe extent to which work-life balance has a moderating effect onjob satisfaction in a call centre organization. The approach for the study was quantitative, and a self-developed questionnaire was the research instrument. The sample was107 employees and, both descriptive and inferential statistics were utilized. A probability random sampling technique was chosen. As evidenced in the study, room for improvement was required with both job satisfaction and work-life balance and; the validity and reliability for the study were high. The hypothesis for the study was partially accepted. In addition to a significant relationshipthat exists between the main constructs, work-life balance does have a moderating effect onjob satisfaction. The results and recommendations provide anecdotal evidence to call centre managers and policy makers to reach new levels of operations in order to meet their strategic intent and goal attainment.

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Butarbutar, Marisi, Abdi Kurnia Lubis, Robert Tua Siregar et Supitriyani Supitriyani. « Implementation of Work-Life Balance and Work Stress for Job Satisfaction During the Covid-19 Pandemic ». Journal of Governance Risk Management Compliance and Sustainability 2, n^o 2 (30 octobre 2022) : 29–39. http://dx.doi.org/10.31098/jgrcs.v2i2.1111.

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In order to maximize work-life balance, minimize work stress, and utilize teachers as human resources, flexible work arrangements must be implemented. It is intended that the adoption of online learning platforms will lessen stress and boost job satisfaction by requiring teachers to practice work-life balance and flexible scheduling. But in practice, a lot of teachers do not even feel satisfied in their positions. This study aims to examine the relationship between work-life balance, stress at work, and job satisfaction as well as the impact of these factors on job satisfaction. This study focuses on the 168 State High School Civil Servants Teachers in Pematang Siantar City who received their certifications using a proportional random sample technique and normality-based data analysis. The SPSS Statistic version 20 program was used to run the test. The findings demonstrated that the answers met the criteria for job satisfaction, work-life balance, and work stress. The analysis of the correlation coefficient produced strong and favorable results. The results of the hypothesis testing revealed that, during the COVID 19 pandemic, Senior High School Teachers in Pematang Siantar City's work-life balance and work stress have a favorable and significant impact on job satisfaction.

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Weale, Victoria P., Yvonne D. Wells et Jodi Oakman. « The work-life interface : a critical factor between work stressors and job satisfaction ». Personnel Review 48, n^o 4 (4 juin 2019) : 880–97. http://dx.doi.org/10.1108/pr-09-2016-0226.

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Purpose The purpose of this paper is to explore job satisfaction, and how the work-life interface might affect job satisfaction, among residential aged care staff. The statistical package PROCESS was used to analyse the impacts of workplace stressors (poor safety climate, poor relationships with colleagues and poor relationships with management) and potential mediating variables that measured aspects of the work-life interface, specifically work-family conflict (WFC) and work-life balance. Design/methodology/approach This survey research was carried out through distribution of a paper-based questionnaire to approximately 800 permanent, fixed term and casual employees working in residential aged care. All job roles, including both direct care and support staff, were represented in the sample. Findings WFC and work-life balance act serially to mediate the relationships between workplace stressors and job satisfaction. Research limitations/implications Study participants were restricted to residential aged care facilities in the metropolitan Melbourne area, Australia, limiting generalisability of the findings. Practical implications The work-life interface is a legitimate concern for human resources managers. Implications include need for greater understanding of the contribution of work-life fit to job satisfaction. Interventions to improve job satisfaction should take into account how workplace stressors affect the work-life interface, as well as job-related outcomes. Enhanced work-life fit should improve job-related outcomes. Originality/value This paper explores the potential mediating roles of WFC and work-life balance on job satisfaction and demonstrates a pathway through which the work-life interface affects job satisfaction for workers in residential aged care.

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Sofiyah, Fivi Rahmatus, et Yulinda . « Determination Work Life Balance, Commitment Organization, Work Motivation and Compensation Financial on the Job Satisfaction Generation Millennial Performance as an Intervening Variable (Case Study on Driver Gojek Kota Medan) ». Webology 19, n^o 1 (20 janvier 2022) : 3230–42. http://dx.doi.org/10.14704/web/v19i1/web19213.

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This research to examine work life balance, organizational commitment, work motivation and financial compensation on job satisfaction through the millennial generation on Gojek drivers in Medan City. The population in this study are gojek drivers in Medan City who have worked for at least 6 months and are included in the millennial generation category. Data collection techniques were carried out using questionnaires and interviews. The analysis method uses path analysis using SmartPLS. The results showed that work life balance, organizational commitment, work motivation and financial compensation on job satisfaction through the performance of the millennial generation on gojek drivers in Medan City. Performance can also indirectly mediate work life balance, organizational commitment, work motivation and financial job satisfaction.

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Azeem, Syed Mohammad, et Nadeem Akhtar. « The Influence of Work Life Balance and Job Satisfaction on Organizational Commitment of Healthcare Employees ». International Journal of Human Resource Studies 4, n^o 2 (8 juin 2014) : 18. http://dx.doi.org/10.5296/ijhrs.v4i2.5667.

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The study examines the effects of perceived work-life balance and job satisfaction on organizational commitment among healthcare employees. It was predicted that perceived work-life balance fosters job satisfaction which leads to the organizational commitment among employees in the long run. The degree of work-life balance is measured using the five statements from Chaney (2007) and eight statements from Gutak et. Al. (1991). Short version of the Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Organizational commitment was measured by selecting 11 items from Blau et.al.’s (1993) work commitment index. 275 respondents completed the survey. Results showed that respondents have moderate level of perceived work-life balance, job satisfaction and commitment. Significant relationship is found among work-life balance, job satisfaction and organizational commitment. A regression analysis revealed that 37% variance in organizational commitment and job satisfaction is attributed to work-life balance.

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HEO, Chung Uk. « Impact of work-life balance on job satisfaction and life satisfaction : Case of paid workers ». International Journal of Tourism and Hospitality Research 32, n^o 12 (31 décembre 2018) : 151–64. http://dx.doi.org/10.21298/ijthr.2018.12.32.12.151.

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Kim, Tae Kyung, et Jung Eun Lee. « "The Effect of Work and Life Balance on Job Satisfaction, Life Satisfaction and Ego-Resilience" ». Northeast Asia Tourism Research 14, n^o 4 (30 novembre 2018) : 193–215. http://dx.doi.org/10.35173/natr.14.4.10.

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Aritonang, Marsela Giovani, M. Rajab Lubis et Nadra Ideyani. « Hubungan Keseimbangan Kehidupan Kerja dan Keterkaitan Pegawai dengan Kepuasan Kerja ». Journal of Education, Humaniora and Social Sciences (JEHSS) 4, n^o 4 (1 mai 2022) : 2015–22. http://dx.doi.org/10.34007/jehss.v4i4.992.

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The aimed of this research is to determine the relationship between work life balance and employee engagement with job satisfaction among the employees of PT Bank Central Asia Medan. The problem is focused on the work life balance and employee engagement by the company. Measuring tool use is work life balance scale, employee engagement scale, and job satisfaction scale to 92 employees of PT Bank Central Asia Medan and conducting quantitative data analysis with correlated method. The results obtained that there is a significant positive relationship between work life balance and employee engagement with job satisfaction. With the value of F = 4.16 and the value p = 0.000. Work life balance contributes to job satisfaction of 22%. Employee engagement contributes to job satisfaction of 16.7%. work life balance and employee engagement to job satisfaction as much as 38,7% this means there are still 61,3% other factors that can affect Job satisfaction.

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Tanuputri, Sherina, Nurbaeti Nurbaeti et Fetty Asmaniati. « The Influence of Work Life Balance on Employee Satisfaction at Grand Hyatt Jakarta Hotel (Case Study of Food and Beverage Service Department Employees) ». TRJ Tourism Research Journal 3, n^o 1 (30 avril 2019) : 28. http://dx.doi.org/10.30647/trj.v3i1.50.

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Work life Balance is a factor that can affect Employees’ Job Satisfaction This study aims to analyze the influence of Work Life Balance on Employee Job Satisfaction in Food and Beverage Service Department at Grand Hyatt Jakarta Hotel. In this study, information was collected from 68 respondents by using questionnaires. The data has been collected, then analyzed by using simple regression analysis with SPSS program. The results of this study indicate that Work life Balance has significant effect on Employee Satisfaction at Food and Beverage Service Department of Grand Hyatt Jakarta Hotel with 0.000 significance level smaller than α (0,050). The effect of Work Life Balance on Employee Job Satisfaction is 22.7%. The results of the highest respondents on the Work Life Balance (Balance of Work Life) is a Balance of Satisfaction of 79% and on Job Satisfaction is about the Appreciation of 82%.

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Rumangkit, Stefanus, et Z. Zuriana. « Work-life balance as a predictor of organizational commitment : a multidimensional approach ». Diponegoro International Journal of Business 2, n^o 1 (30 juin 2019) : 18. http://dx.doi.org/10.14710/dijb.2.1.2019.18-22.

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The article investigates the relationship between dimensions of work-life balance (time balance, involvement balance, and satisfaction balance) on organizational commitment. Employee at one of the hotels in Bandarlampung, Lampung, Indonesia, were surveyed and a total of 60 useable questionnaires were returned. We employed multiple regression analysis on those data and found that the time balance, involvement balance, and satisfaction balancepositively affected the organizational commitment.

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Mas-Machuca, Marta, Jasmina Berbegal-Mirabent et Ines Alegre. « Work-life balance and its relationship with organizational pride and job satisfaction ». Journal of Managerial Psychology 31, n^o 2 (14 mars 2016) : 586–602. http://dx.doi.org/10.1108/jmp-09-2014-0272.

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Purpose – The purpose of this paper is to explore the relationship between work-life balance, organizational pride and job satisfaction. When evaluating employee work-life balance the present paper takes into consideration two relevant antecedents: supervisor support and job autonomy; and explores their link with organizational pride and job satisfaction. Design/methodology/approach – To verify the hypothesis, a questionnaire survey was used to collect data in a Spanish pharmaceutical organization; 374 responses were obtained. Structural equation modeling was used for the data analysis. Findings – Data confirms the relationship between the analyzed constructs. The results support the hypothesized relationships of supervisor work-life balance support and autonomy with employee work-life balance. In addition, employee work-life balance is positively related with organizational pride and job satisfaction. Practical implications – This study provides a useful measurement model that employers and employees can use to evaluate and improve work-life balance through job autonomy and supervisor support. Companies should pay attention to employee work-life balance to enhance organizational pride and job satisfaction. The research tries to help companies to more effectively use their human capital resources. Originality/value – The paper addresses gaps in the current literature in work-life, organizational pride and job satisfaction. The results may serve as the criteria for managers to better enhance employee job satisfaction in organizations.

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Rahmisyari, Rahmisyari, Poppy Mu'jizat et Sri Meike Jusup. « The Effect of Work Life Balance and Conflict on Work Satisfaction Toward Female Employees ». Devotion : Journal of Community Service 3, n^o 6 (14 avril 2022) : 555–67. http://dx.doi.org/10.36418/dev.v3i6.148.

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Women's roles currently have moved from a traditional role to a dual role, in which they previously only played a part in the home, but now also play the role of students and working women. Employees are affected or influenced by role conflict, particularly in terms of job satisfaction. This study aims to determine how much influence work life balance (X1) and Conflict (X2) on job satisfaction of employees (Y) who are working. The sampling technique used in this study was a simple random sample, while the main data collection was through a list of statements that were tested through validity and reliability tests. While the analysis technique used is the path analysis technique (Path analysis). The results of hypothesis testing show that simultaneously work life balance (X1) and burnout (X2) affect employee job satisfaction that is equal to 0.635 or 63.5%. The results of partial hypothesis testing work life balance (X1) has an effect on employee job satisfaction (Y) of 0.310, while conflict (X2) has a partial effect on employee job satisfaction (Y) which is - 0.142. And there are other variables that are not included in this model, which is 36.5%.

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Alfatihah, Inayah, Antonius Soelistyo Nugroho, Elmarian Haessel et Anita Maharani. « The Influence of Work-Life Balance with Work Motivation as Mediating Factor on Job Satisfaction A Prediction toward Transition to New Normal Situation ». Management Journal of Binaniaga 6, n^o 1 (30 juin 2021) : 79. http://dx.doi.org/10.33062/mjb.v6i1.431.

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This study aimed to examine the effect of work-life balance and work motivation on job satisfaction. The literature review used to discuss the dynamics between variables is work-life balance, motivation and job satisfaction. The approach to this research is quantitative, and the number of respondents involved in this study was 212 people who filled out the survey through an online survey. We collect data during new normal situations. The data analysis technique in this study refers to the structural equation model. The results obtained show that all hypotheses are proven. In other words, this study has shown that work-life balance affects job satisfaction, then work motivation affects job satisfaction, and work-life balance can mediate work motivation on job satisfaction.

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Harini, Sri, Muchlis R. Luddin et Hamidah . « Work Life Balance, Job Satisfaction, Work Engagement and Organizational Commitment Among Lecturers ». Journal of Engineering and Applied Sciences 14, n^o 7 (31 décembre 2019) : 2195–202. http://dx.doi.org/10.36478/jeasci.2019.2195.2202.

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Bae, Junghee, Porter F. Jennings, Christi P. Hardeman, Eunhye Kim, Megan Lee, Tenesha Littleton et Sherinah Saasa. « Compassion Satisfaction Among Social Work Practitioners : The Role of Work–Life Balance ». Journal of Social Service Research 46, n^o 3 (27 février 2019) : 320–30. http://dx.doi.org/10.1080/01488376.2019.1566195.

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