Showing papers on "Work–life balance published in 2012"
TL;DR: In this article, the authors explored different influencing factors on women's work and family roles in the unique Pakistani socioeconomic and cultural environment, and the results showed that among other motivational drivers, women use techniques and effective strategies they use to balance their work and their family obligations.
Abstract: Purpose – Increased participation of women in the labor force creates challenges for them to balance work and family obligations. The situation becomes more complicated in patriarchal societies such as Pakistan due to women's stereotypical domestic roles, religious prescriptions as well as cultural norms and values. This study aims to explore different influencing factors on women's work and family roles in the unique Pakistani socio‐economic and cultural environment.Design/methodology/approach – Based on the interpretive phenomenological approach (IPA), this study explores different influencing factors on women's work and family roles in the unique Pakistani socio‐economic and cultural environment. The methodology helped to analyse data about challenges faced by women entrepreneurs to achieve work‐life balance as well as to have an insight about some of the techniques and effective strategies they use to balance work and family obligation.Findings – The results show that among other motivational drivers ...
240 citations
TL;DR: In this paper, the authors present findings of exploratory qualitative research conducted in Northern Ireland, which focused upon the entrepreneurial journeys of 14 women as they established and managed their ventures, whilst balancing domestic/familial demands.
Abstract: Whilst some women are motivated to establish entrepreneurial ventures by factors which are similar to those of their male counterparts (including a desire for independence and financial gain), unlike the majority of men, a sizeable number choose entrepreneurship to balance work responsibilities and earning potential with domestic/familial commitments. Despite growing numbers of women citing flexibility and childcare obligations as strong motivations for starting a business relatively little attention has been paid to exploring their motivations, expectations and actual experiences of entrepreneurship, and the extent to which entrepreneurship really offers an improved work/family ‘balance’. This paper presents findings of exploratory, qualitative research conducted in Northern Ireland, which focused upon the entrepreneurial journeys of 14 women as they established and managed their ventures, whilst balancing domestic/familial demands. Drawing upon information-rich evidence from in-depth interviews, insight...
202 citations
TL;DR: In this paper, the authors compare and contrast eastern and western perspectives on work-life balance (WLB) and find that gender socialization played a major role in one's perception towards WLB, and coping strategies were also individual driven.
Abstract: The purpose of this study is to compare and contrast eastern and western perspectives on work–life balance (WLB). The study is based on (1) literature review; (2) secondary data on working hours and parental leave in different countries; (3) WLB policies and practices of 25 large firms of both western and eastern origins (from their respective websites); (4) WLB ratings across companies (glassdoor.com) and (5) informal semi-structured interviews with HR heads from 50 multinational companies and 50 Indian companies, in both the private and the public sectors, on family-friendly workplaces. Qualitative analysis revealed that in Asian countries gender socialization played a major role in one's perception towards WLB, and coping strategies were also individual driven. While American multinationals focused on flexible working practices, the focus for Indian companies was on employee welfare programmes. On the basis of data provided by glassdoor.com, which compares WLB across companies, it is noted that the Ame...
183 citations
TL;DR: This paper explored the antecedents of work-life balance for employees as they progress through different career stages denoted by age and found that factors which impact upon worklife balance differ marginally across various career stages.
179 citations
TL;DR: In this paper, the authors report the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work-life balance, and they theorize that this behaviour may be usefully conceptualized as physical, relational and cognitive worklife balance crafting.
Abstract: This article reports the findings of a qualitative study that explored the unofficial techniques and activities that individuals use to shape their own work–life balance. It theorizes that this behaviour may be usefully conceptualized as physical, relational and cognitive work–life balance crafting. It identifies the physical, relational and cognitive techniques that young professionals employ to manage their work–life balance and shows that distinct approaches to work–life balance crafting exist, each of which features a specific range of techniques.
129 citations
TL;DR: The authors investigates major sources of work-life conflicts encountered by workers in China against a context of marketization of the economy, the rapid growth of the private sector and a trend of work intensification across occupational groups.
Abstract: This paper investigates major sources of work–life conflicts encountered by workers in China against a context of marketization of the economy, the rapid growth of the private sector and a trend of work intensification across occupational groups. The study shows that Chinese organizational leaders and workers tend to accept work–life conflicts as a fact of life. Individuals adopt various coping strategies on their own. While organizations are more likely to introduce human resource initiatives to cushion the negative effect of long working hours on their key employees and their families, managers are far less willing to adopt practices to accommodate childcare needs. We argue that the institutional and cultural contexts of work–life conflict and solution in China are significantly different from those found in developed economies and that the understanding of these issues has particular implications for western multinational firms operating in China.
109 citations
TL;DR: In addition to the existing "glass ceiling," the predominant responsibility for child care is still borne by the woman, however, mentoring programs, coaching, networking, and support of the partner or of other people help to strengthen female "soft" skills and achieve a work-life balance.
108 citations
TL;DR: In this article, the authors studied the relationship between control and demands at work, the work-life balance and wellbeing among self-employed men and women, and found that men experienced a lower level of worklife balance than those employed and this result was found more in men than women.
Abstract: Self-employed persons and their enterprises are regarded as important to the economy for their contribution to economic development. However, an understanding of the relationship between the psychosocial working conditions, the work-life balance and outcomes, such as health and wellbeing among the self-employed and micro-enterprise is limited. The main aim of this article is to study the relationships between control and demands at work, the work-life balance and wellbeing among self-employed men and women. Data were obtained from the European Social Survey (ESS) programme 2004, which is an interview survey conducted in 26 European countries (n15 789). Wellbeing is measured by the WHO-Five Wellbeing Index and work-life balance is measured by an index consisting of two questions on work-life balance/conflict. The results show that men and women who are self-employed experience a lower level of work-life balance than those employed and this result is found more in men than women. When job control and demands are held constant for the self-employed and the employed, self-employed women experience a significantly higher level of work-life balance than do employed women, but self-employed men experience a similar level of work-life balance as do employed men. Self-employed women have a slightly higher level of wellbeing than do employed women and the difference between the selfemployed and the employed men is non-significant. When controlling for the level of job control, the relationship between self-employment and wellbeing is non-significant among women and is significantly negative among men. The results of this study confirm that the psychosocial working conditions are important because demands and control in work influence work-life balance and wellbeing among self-employed men and women. Keywords: Job control; job demands; Europe; gender; self-employment; wellbeing; work-life balance (Published: 25 September 2012) Citation: Vulnerable Groups & Inclusion. http://dx.doi.org/10.3402/vgi.v3i0.18896
93 citations
TL;DR: In this paper, a mixed method approach is used to ascertain whether professional workgroup cultures limit the effectiveness of work-life balance policy, and the extent to which spill-over is present between worklife balance and transport preferences, especially car use.
Abstract: Purpose – The purpose of this paper is to reflect on the underlying conflicts associated with current work‐life balance and travel‐to‐work policies, as employed in organisations in the UK.Design/methodology/approach – A mixed method approach is used to ascertain whether professional work‐group cultures limit the effectiveness of work‐life balance policy, and the extent to which spill‐over is present between work‐life balance and transport preferences, especially car use. These concerns are explored empirically using an in‐depth local level quantitative‐qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England).Findings – The evidence presented in this paper suggests: work‐group cultures prevent employees, especially women, from achieving work‐life balance; there is spill‐over between work and non‐work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work‐life balance; and specific c...
91 citations
TL;DR: The changing nature and demands of work raise concerns about how workers can find time for activities such as friendship and leisure, which are important for well-being as mentioned in this paper, and the authors of this article bring friends...
Abstract: The changing nature and demands of work raise concerns about how workers can find time for activities such as friendship and leisure, which are important for well-being. This article brings friends...
82 citations
TL;DR: Work intensification can be an organisational tool to increase the productivity of an existing workforce as mentioned in this paper, and it can be used to increase job satisfaction and work-life balance of employees.
Abstract: Work intensification can be an organisational tool to increase the productivity of an existing workforce. We investigate employee reactions to three levels of sustained extensive work intensification (long work hours over two consecutive time periods) of the two most prevalent generational groups in the labour market: Generation X and Baby Boomers. Boomers have been characterised as ‘workaholics’ who ‘live to work’, while Gen Xers are ‘slackers’ who ‘work to live’. We investigate, using a nationally representative sample of employees, whether these generational differences in work attitudes impact employee reactions (measured by employee reports of job satisfaction and work–life balance) to sustained extensive work intensification. The results show that perceptions of job satisfaction and work–life balance are reduced by sustained extensive work intensification but the differences between the two generations are minimal, suggesting that organisations do not need to tailor their employment practices to fit...
TL;DR: In this paper, the authors apply new insights into business strategies and high-performance work systems (HPWSs) to examine why organizations adopt work-life balance programs (WLBPs).
Abstract: This article applies new insights into business strategies and high-performance work systems (HPWSs) to examine why organizations adopt work-life balance programs (WLBPs). Results indicate that a product leadership business strategy is positively related to the likelihood of adopting WLBPs, whereas a cost leadership business strategy is negatively related to the adoption of these programs. Moreover, our analyses establish a mediating role of HPWSs in the relationship between business strategies and the adoption of WLBPs. Our results also demonstrate that different industries vary in adoption of work-life balance programs. This supports the institutional theory of organizational responsiveness to work-life balance issues. We tested our hypotheses with two waves of the nationally representative Canadian Workplace and Employee Survey. Implications and specific suggestions for human resource practitioners are discussed. © 2012 Wiley Periodicals, Inc.
TL;DR: In this article, the authors investigate the effects of having children on work and career in the university sector, and find that the ideals of the entrepreneurial university are sometimes internalized, and gender equality interpreted in a neoliberal and post-feminist way.
Abstract: This article investigates what Finnish academics on short fixed-term contracts consider to be the effects of having children on work and careers. The study is framed by the context of the current state of the university sector, its neoliberal and entrepreneurial tendencies and its claims to meritocracy. Informants express relative happiness with what they see as freedom and flexibility in their work/life balance, but this can turn to anxiety about their careers when they start talking about having (or postponing) children or taking long family leave. The informants' initial depiction of an egalitarian and family-friendly workplace thus turns into one of a competitive meritocracy with demands that are not easy to meet – and which are unequal in terms of gender when the talk turns to careers. In spite of this, the ideals of the entrepreneurial university are sometimes internalized, and gender equality interpreted in a neoliberal and post-feminist way.
TL;DR: In this paper, the authors explore the concept of the future of work and identify some of the challenges that Europe will increasingly face in regards to economic, social and demographic changes and argue that workers will find themselves in an age of transition driven by new technological opportunities and the feminization of the labor force.
TL;DR: In this paper, the authors explored the relationship between contemporary life friendly HR management policies and work/life balance for individuals as well as the effect of managerial support to the policies and discussed to enable organizations to consider the use of life friendly policies and thus create a convergence between the well-being of employees and the effectiveness of the organization.
Abstract: An employee's inability to balance work and non-work related responsibilities have resulted in an increase in stress related illnesses. Historically, research into the relationship between work and non-work has primarily focused on work/family conflict, predominately investigating the impact of this conflict on parents, usually mothers. To date research has not sufficiently examined the management practices that enable all "individuals" to achieve a "balance" between work and life. This study explores the relationship between contemporary life friendly HR management policies and work/life balance for individuals as well as the effect of managerial support to the policies. Self-report questionnaire data from 1241 men and women is analysed and discussed to enable organizations to consider the use of life friendly policies and thus create a convergence between the well-being of employees and the effectiveness of the organization.
TL;DR: Healthcare organizations should focus not only on developing individuals in their managerial role but also on strengthening the conditions that allow managers to exercise their leadership and to ensuring that the managers most suitable for their posts do not leave.
Abstract: Aims To assess turnover and health of Swedish healthcare managers, and identify important supporting factors relating to work and individual resources. Background Individual managers' own sustainability in terms of turnover and health may be influenced by managerial working conditions and individual resources. Methods A 4-year prospective questionnaire study of 216 healthcare managers. Turnover and indicators of good health (healthy work attendance and no burnout) were related to work factors and individual resources using Cox regressions with constant time at risk. Results Forty per cent of the healthcare managers had left after 4years. Fifty-two per cent had a healthy work attendance record and the proportion with no burnout had increased. Experiencing moderate/high job control was a predictor of remaining in the managerial position. Good health was predicted by having energy left for domestic work and being thoroughly rested after sleep. Conclusions Managerial turnover seems high in Swedish healthcare and linked to working conditions, while sustained health are linked to individual resources. Implications for nursing management Healthcare organizations should focus not only on developing individuals in their managerial role but also on strengthening the conditions that allow managers to exercise their leadership and to ensuring that the managers most suitable for their posts do not leave.
TL;DR: In this article, the authors investigated the differences in perceptions between managers and employees in relation to WLB and its effects, using two samples of 229 managers and 511 employees from the same firms.
Abstract: Research on work–life balance (WLB) practices has increased in recent years. Academics affirm that the implementation of WLB practices helps to achieve better organizational results and improve employee outcomes such as higher satisfaction and commitment, and reduce turnover intentions. However, some authors have argued that there are differences between the availability of WLB practices in companies and employees' perceptions of access to such practices. The literature on the differences in perceptions between managers and employees in relation to WLB and its effects is sparse. Using two samples of 229 managers and 511 employees from the same firms, we in this paper contribute to our knowledge of the existence of the perception gaps between managers and employees and their influence on the take-up of WLB. Implications for academics and practitioners are discussed.
30 Apr 2012
TL;DR: In this article, the determinants of work and life imbalance with respect to male and female university teachers were analyzed with a total of 146 teacher responses from both private and public sector universities.
Abstract: Balance in work and family life is an emerging challenge for both employees and employers. The present research categorize s selected variables as work and family related factors to study work life balance. This paper analyzes the determinants of work and life imbalance with respect to male and female university teachers . A total of 146 teacher’s responses from both private and public sector universities are included in the study. Statistical analysis reveal s that partner support, colleague support and job resources are positively associated with the work life balance whereas unfair criticism at job is negatively associated with work life balance. Independent sample t-test is used to analyze the e ffect of independent variables on work life balance with respect to male and female university teachers. The variables , partner support, childcare responsibilities, elder dependency, and colleagues support have different e ffect when analysed by male and female university teachers as independent samples.
Posted Content•
TL;DR: In this article, the authors focused on the relationship between role efficacy and emotional intelligence as related to work-life balance of career women and found that there is a significant impact of factors affecting Role efficacy on Emotional Intelligence.
Abstract: Work-life balance is the term used to describe practices in achieving a balance between the demands of employees’ family (life) and work lives. The demands and pressures of work make difficult to stretch time for balancing work-life activities. Women taking up work-life balance challenge have an impact on women's advancement. Organization also may create work place culture and climates that reflect concern for employees’ lives outside of work. It is important for organizations to periodically review current work processes and practices to determine which ones lead to work inefficiencies and employee stress. In this background the present study was undertaken to determine the Indian Career Women work-life balance. The present study focuses on the relationship between role efficacy and emotional intelligence as related to work- life balance of Career women. Sample consists of 63 career women working in Andhra Pradesh, India. The results show that there is a significant impact of factors affecting Role efficacy on Emotional Intelligence.
01 Jan 2012
TL;DR: In this paper, a substantial proportion of the workforce in many European countries and the United States works remotely (e.g., at home), and this has implications for ethical organizational practice.
Abstract: A substantial proportion of the workforce in many European countries and the United States works remotely (e.g., at home), and this has implications for ethical organizational practice. Work-life balance influences quality of working life, and employees have rights in relation to the balancing of work and family responsibilities. However, organizational ethics involves balancing the protection of employees’ rights and well-being with the fulfillment of organizational goals. Research suggests that remote working may enhance work-life balance without reducing productivity under certain circumstances, but while doing so can reinforce patterns that reduce gender equity. Questions remain about the specific circumstances under which remote working’s potential to be flexible, productive, and gender equitable can be maximized and its diverse nature must be acknowledged in research and practice.
TL;DR: In this paper, the authors examined retirement decisions among people who had left working life before 65 years of age and those working beyond 65 years in an extended working life and found that the most important themes in these descriptions were personal health and well-being; personal finances; possibilities for social inclusion; and possibilities for self-crediting by meaningful activities.
Abstract: This study examined retirement decisions among people who had left working life before 65 years of age and those working beyond 65 years in an extended working life. The results were used to make a model about their considerations, weighting and decision making, and important factors and themes in working beyond 65 years of age or retiring before 65. The interviewees seemed to have considered and weighed their own best life balance to finally result in their identity as (older) worker or early retiree. They included their work situation and social surroundings in descriptions of their planning and retirement decision making. The most important themes in these descriptions were (i) personal health and well-being; (ii) personal finances; (iii) possibilities for social inclusion; and (iv) possibilities for self-crediting by meaningful activities. Those identifying themselves as older workers had possibilities in their life situation to manage their work in relation to their functional ageing and health situation; felt important to others and socially included in the workplace; and did meaningful tasks and felt empowered in their working life. Those who had left the working life before 65 years of age describe a better possibility to this outside the working life and left as soon as they acquire a sufficient pension. The results and model presented here on how people perceive their identity as older worker or early retiree will hopefully contribute to understanding retirement planning and to the formulation of strategies to extend working life.
20 Dec 2012
TL;DR: In this article, a qualitative approach was employed by conducting 61 in-depth interviews with Nigerian employees (41 women and 20 men) working in frontline employments in the banking, telecommunications and insurance sectors about their perceptions of WLB.
Abstract: The purpose of this study is to explore the perceptions of Work-Life Balance (WLB) practices in a developing nation of Nigeria. Evidently, on the threshold of widened globalization propensities, work-life research is beginning to spread outside the western context. Thus, a qualitative approach was employed by conducting 61 in-depth interviews with Nigerian employees (41 women and 20 men) working in frontline employments in the banking, telecommunications and insurance sectors about their perceptions of WLB. The findings showed that though conflict situations existed more than work-family enrichment, but under different circumstances due to the long legacy of national challenges facing Nigeria. The apparent role conflicts have generated various coping strategies adapted by participants of study to moderate their perceived work-life conflict and this paper seeks to add to the compendium of WLB discourse on a global scale by examining key barriers detected to hinder its workable practices in Nigeria.
03 Oct 2012
TL;DR: The Fair Work Act 2009 introduced a number of changes to the regulation of work, including a new net of National Employment Standards that incorporated a formal right for some workers to request flexibility or extended unpaid parental leave from 1 January 2010.
Abstract: In recent years a number of major events have influenced Australians’ work, personal, family and community lives. The global financial crisis commenced in 2007/8 and international financial markets have experienced continuing instability. The Fair Work Act 2009 introduced a number of changes to the regulation of work. These included a new net of National Employment Standards that incorporated a formal right for some workers to request flexibility or extended unpaid parental leave from 1 January 2010. A national system of paid parental leave came into effect in January 2011. At the same time, the Australian labour force has continued to evolve, with increasing participation of women, declining rates of participation amongst men, an ageing workforce and a continuing shift in the composition of employment away from manufacturing and agriculture towards the services sector.
TL;DR: This article established a conceptual framework by reviewing the extensive literature on the study of the interrelationship of internship core job characteristics and work-life balance toward general job satisfaction and future career intention of hotel interns.
Abstract: Many hotel management students show negative attitudes toward entering the hotel industry. Such attitudes are likely the result of a negative internship experience that may cause a young person to quickly turn away from the industry. At present, work–life balance is recognized as one of the top five important challenges in human resource management. Additionally, different hotel job characteristics would lead to different internship experiences. This article aims to establish a conceptual framework by reviewing the extensive literature on the study of the interrelationship of internship core job characteristics and work–life balance toward general job satisfaction and future career intention of hotel interns.
TL;DR: In this paper, the authors give an overview of gender equality policy in Sweden from the 1970s until today, and conclude that the right to part-time work, publicly financed child care, parental leave and tax deductions for domestic services make it easier for mothers to reconcile work and family, but do not challenge the distribution of family responsibilities between women and men.
Abstract: The aim of this article is to give an overview of gender equality policy in Sweden from the 1970s until today. A number of political measures and whether these measures individually, as well as combined, have promoted gender equality and the dual-earner/dual-carer model are described and analyzed. The conclusion is that the right to part-time work, publicly financed child care, parental leave, and tax deductions for domestic services make it easier for mothers to reconcile work and family, but do not challenge the distribution of family responsibilities between women and men. However, the individual right for fathers to 2 months of parental leave does challenge the gender order, to a certain extent, and fathers today participate more in care and domestic work than earlier. The dual-earner/dual-carer family is closer at hand when women have a higher education and earnings and thereby greater bargaining power. Employed work is more conditional among women with a lower education level, i.e., they may be employed but under the constraint that they are still responsible for care and domestic work in the family. Another constraint in this group where many work part-time is the lack of available full-time positions in the labor market.
TL;DR: In this article, a case study where a reduction in working hours designed to assist the workforce in balancing work and non-work life was implemented is presented. But, a range of factors complicated the success of this initiative, and the industry-standard 6-day working week was reinstated for the project.
Abstract: This paper extends the understanding of working-time changes and work-life balance (WLB) through analyzing a case study where a reduction in working hours designed to assist the workforce in balancing work and nonwork life was implemented. An alliance project in the Australian construction industry was established initially with a 5-day working week, a departure from the industry-standard 6-day week. However, a range of factors complicated the success of this initiative, and the industry-standard 6-day working week was reinstated for the project. The authors argue that this case is valuable in determining the complex mix of influences that work against a wholesale or straightforward adoption of working-time adjustments and work-life balance practices. It is concluded that although the prevailing workplace culture is considered an important factor in the determination of working time, structural and workplace principles and practices may also be critical in working to secure the successful introduction of working-time reduction and work-life balance initiatives in the construction industry in the future.
01 Jan 2012
TL;DR: Work/life balance is an important indicator of employees' quality of life as mentioned in this paper and individuals and organizations share the responsibility for helping employees achieve a work/lifetime balance, and a wide variety of work/life benefits and policies are offered, but they are only used by a minority of employees.
Abstract: Changes in values, demographics, and technology have focused attention on work/life balance as an important indicator of employees’ quality of life. This chapter reviews research on work/life balance and organizational work/life benefits and policies designed to ameliorate the negative effects of work/life conflict and support individuals in trying to achieve a balance among the multiple roles in their lives. Individuals and organizations share the responsibility for helping employees achieve a work/life balance. Although a wide variety of work/life benefits and policies are offered, they are only used by a minority of employees for a variety of reasons. In addition, empirical support for the effectiveness of work/life programs is mixed for a variety of reasons. This chapter articulates multilevel ethical dilemmas that individuals and organizations may face, and how job design, organizational communication, and organizational development initiatives may provide some solutions to foster a better work/life balance for employees.
Journal Article•
TL;DR: In this article, the authors analyzed existing, nationally-representative data about engineers in the United States to answer this question and found that women are more likely than men to leave the U.S. engineering workforce.
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Why are women more likely than men to leave the U.S. engineering workforce? This article analyses existing, nationally-representative data about engineers in the United States to answer this question. Two types of factors are considered: factors associated with balancing work/family; and those associated with the relative success of moving into managerial work away from technical tracks, a common engineering career path. The data are the U.S. National Science Foundation’s Science and Engineering Statistical Data System for 2006 and provide the most comprehensive data about the U.S. science and engineering workforce. While U.S. engineering women are more likely than their male peers to indicate that family-related reasons were part of the reason for not being in the field, this reason was less important than were “changes in career or professional interests.” Consistent with previous research, men are more likely than women to move into managerial careers and to indicate that they have left engineering for “pay or promotion opportunities.”
TL;DR: The issues connected with worklife balance of female nurses in government and private hospital and the factors that determine work life balance are highlighted.
Abstract: Career women are challenged by work and family commitment at the end of each day in Government and private hospital. Majority of women are working through-out week and 53% are struggling to achieve work-life balance. Women reported that their life has become a juggling act as they have to shoulder multiple responsibilities at work and home. Both government and private hospital management need to be conscious of this status of female nurses and periodically review their status. They can create supportive environment to help these women achieve work life balance. This article highlights the issues connected with work life balance of female nurses in government and private hospital and the factors that determine work life balance. security have greater impact on job satisfaction. The job satisfaction of a nurse is absolutely important for the smooth functioning and successful upcoming of the health care industry (3). C. Nurses in Demand & Retention Strategies The demand for nurses is also increasing not only because of the attractive salary and job security but also because of the care they provide thus making a difference in others lives which is generally not found in many other careers (4). The role of nurses has expanded from a health care provider to health educator, diagnostic assistant, post care supporter, Health advisor, Physicians Assistant, Operation Theatre Assistant, Health Counselor, Follow up, Health promoter, Administrator, Health researcher, Provide appropriate reassurance to patients and family members, Health Supervisor, Maintenance of Health Reports, Records & Documents. Other reasons for slowing down of the nurses population is mental stress and work pressure which leads to dissatisfaction. Factors that lead to mental stress and work pressure are improper work life balance, physical health or fitness, improper working conditions, discrimination, distrust and unlimited work load, (5). Emigration is also considered as a contributing factor to the increasing demand for nurses (6)