The purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.,Using a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.,The hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.,Since the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.,This study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.,The study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.,This study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

Modern Russian states needs in a new culture of the public administration with a skilled, innovative, and emotionally competent servant in the focus of the attention. The authors study the components of emotional intelligence, its models and analyze the factors that make emotional intelligence especially important for the public employees.

Contemporary Public Workplace Requirements: Emotional Intelligence

What matters to citizens in crisis recovery? Being listened to, action, and confidence in government

With time, the yardstick to measure the efficiency of a person has evolved and filtered into more refined format. Now, it not only includes the basic technical academic qualification but also the Emotional Intelligence which is considered to be an intangible attribute which has an overall control on the employees of an organization. So it becomes imperative to analyse this intelligence also. The main objective is to find out EQ level of employees working in public and government sectors in India and then to find the significance of sensitivity, maturity and competency between males and females responses. Emotional intelligence is the ability to sense, assess, understand and control the emotions of oneself, others or groups. EI is taken as distinct group of mental abilities. The emergence of Emotional intelligence is way back from the time of Darwin who emphasized on the importance of emotional expression for survival. The term “ Emotional Intelligence “ was first used by WAYNE PAYNE in their doctoral thesis, “ A study of Emotion : Developing Emotional Intelligence “,1985. Then the publication of Daniel Goleman best sellar “Emotional Intelligence: Why It Can Matter More Than IQ.” was a breakthrough in this field in 1995. The study was conducted by collecting responses of employees from government and public sectors through a standardize questionnaire and then the scoring was done for the three parameters. The relevance of the three parameters of Emotional Intelligence was checked and then the significance of male and female responses was checked. For analysis, Eviews and Excel was used. On the basis of the test done, no major difference between male and female responses was found for the three parameters of Emotional Intelligence. The main reason could be the facilities, amenities and easy environment of public and government sectors. It may differ in private sector. The work life balance is found better in the public and government sectors.

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Vaibhav Sharma

Papers

Emotional intelligence among employees of government and public sectors