Showing papers on "Work–life balance published in 2020"
TL;DR: The results of the studies show that gender matters in understanding the outcomes of flexible working, but also it matters differently in different contexts.
Abstract: This special brings together innovative and multidisciplinary research (sociology, economics, and social work) using data from across Europe and the US to examine the potential flexible working has on the gender division of labour and workers’ work–life balance. Despite numerous studies on the gendered outcomes of flexible working, it is limited in that the majority is based on qualitative studies based in the US. The papers of this special issue overcome some of the limitations by examining the importance of context, namely, family, organisational and country context, examining the intersection between gender and class, and finally examining the outcomes for different types of flexible working arrangements. The introduction to this special issue provides a review of the existing literature on the gendered outcomes of flexible working on work life balance and other work and family outcomes, before presenting the key findings of the articles of this special issue. The results of the studies show that gender matters in understanding the outcomes of flexible working, but also it matters differently in different contexts. The introduction further provides policy implications drawn from the conclusions of the studies and some thoughts for future studies to consider.
213 citations
TL;DR: In this paper, the authors investigated the effects of telecommuting from home on work-life balance and perceived work-related fatigue on the ability of remote employees to manage the worklife interplay.
Abstract: The disruptions brought by COVID-19 pandemic compelled a large part of public sector employees to remotely work from home. Home-based teleworking ensured the continuity of the provision of public services, reducing disruptions brought by the pandemic. However, little is known about the implications of telecommuting from home on the ability of remote employees to manage the work-life interplay. The article adopts a retrospective approach, investigating data provided by the sixth European Working Conditions Survey (EWCS) to shed lights into this timely topic.,An empirical, quantitative research design was crafted. On the one hand, the direct effects of telecommuting from home on work-life balance were investigated. On the other hand, work engagement and perceived work-related fatigue were included in the empirical analysis as mediating variables which intervene in the relationship between telecommuting from home and work-life balance.,Home-based telecommuting negatively affected the work-life balance of public servants. Employees who remotely worked from home suffered from increased work-to-life and life-to-work conflicts. Telecommuting from home triggered greater work-related fatigue, which worsened the perceived work-life balance. Work engagement positively mediated the negative effects of working from home on work-life balance.,Telecommuting from home has side effects on the ability of remote workers to handle the interplay between work-related commitments and daily life activities. This comes from the overlapping between private life and work, which leads to greater contamination of personal concerns and work duties. Work engagement lessens the perceptions of work-life unbalance. The increased work-related fatigue triggered by remote working may produce a physical and emotional exhaustion of home-based teleworkers.,The article investigates the side effects of remotely working from home on work-life balance, stressing the mediating role of work engagement and work-related fatigue.
168 citations
30 Apr 2020
TL;DR: In this article, the authors explored the impacts of working from home on employee productivity with a qualitative approach, and found that the work-life balance is sometimes interrupted by multiple jobs (multitasking) that must be done at home.
Abstract: COVID-19 attacks have changed the methods and cultures of work in many organizations, the working from home (WFH) phenomenon as an effort to prevent the spread of COVID-19 in many countries in the world has impacts on employee productivity. This study aims to explore the impacts of working from home on employee productivity with a qualitative approach. The findings explain that working from home has provided advantages and disadvantages both for employee and organization as well as being responsible for the decline in employee productivity. Furthermore, we also find the fact that working from home cannot be generally accepted since many areas of work cannot be carried out from home, although for many employees, working from home has provided a work-life balance. Yet, this is sometimes interrupted by multiple jobs (multitasking) that must be done at home.
104 citations
TL;DR: In this paper, the authors describe how organizations increasingly attempt to create the right environments where employees experience work-life balance, at the same time, organizations concerned with their organizational-level outcomes enco...
Abstract: Employers increasingly attempt to create the right environments where employees experience work–life balance. At the same time, organizations concerned with their organizational-level outcomes enco...
59 citations
TL;DR: In this paper, the authors explored the relationship between work-life balance and emotional exhaustion experienced by employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting.
Abstract: Purpose: This paper aims to attempt to explore the nature of relationship between work–life balance and emotional exhaustion experienced by the employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting Design/methodology/approach: Data were collected from 180 working professionals in North India who were working from home during the lockdown PROCESS macro developed for SPSS was used to test the hypotheses Findings: Findings depicted that in comparison to men, women felt more emotional exhaustion due to personal life interference in work during work from home period Surprisingly, the relationship between work interference with personal life, and emotional exhaustion did not differ by gender It was found that the participative leadership could contribute to reduction of work interference with personal life, and through such an influence, emotional exhaustion experienced by an employee could be reduced to some extent Originality/value: Many previous studies have explored the nature of the relationship between work–life balance and emotional exhaustion, but rarely any study could cover any Pandemic affected working scenario This study attempted to investigate such a relationship when employees were obligated to mandatorily work from home during the countrywide lockdown © 2020, Emerald Publishing Limited
56 citations
TL;DR: Although the importance of work-life balance (WLB) is related to occupational psychological outcomes in many countries and industries, these relationships have not been explored in UK construction as mentioned in this paper, and these relationships are not explored in many other industries.
Abstract: Although the importance of work-life balance (WLB) is related to occupational psychological outcomes in many countries and industries, these relationships have not been explored in UK construction ...
52 citations
TL;DR: Work-life constructs from the West must be conceptualized and operationalized differently when used in the Asian context as mentioned in this paper, and a growing body of empirical work on the work-life interface in Asia has investigated the effects of various worklife constructs on work and non-work outcomes.
52 citations
TL;DR: In this paper, the authors discuss how living alone in the context of the COVID-19 pandemic provides its own set of circumstances and is hardly problem-free, which affects how one can deal with issues of academic productivity and work-life balance.
Abstract: Much of what has hitherto been written about women’s lived experiences of the coronavirus pandemic takes their status as mothers and the spouses of men for granted. Skewed care demands on women researchers working from home may translate into individual career disadvantage and cumulative, large-scale gender inequalities in the future, which is undeniably a serious issue. However, the narrative that single, childfree women must currently, by contrast, be unconcernedly enjoying a surge of productivity needs to be nuanced. Therefore, with this article, I autoethnographically discuss how living alone in the context of the COVID-19 pandemic provides its own set of circumstances and is hardly problem-free, which affects how one can deal with issues of academic productivity and work–life balance. Also, I take issue with the premise that our productivity is the golden standard against which we and our worth should be measured while we are living through a global crisis.
49 citations
TL;DR: An integrated model of work–life balance strategies, including the impacts of the different policies and practices on the retention of talented HR is presented, which can be a basis for further academic developments on this subject, as well as a roadmap for managers.
Abstract: The study of work–life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the current context requires the development and implementation of HR management strategies aimed at attracting and retaining the most talented workers in order to obtain the expected results. The objective of this paper is to present an integrated model of work–life balance strategies, including the impacts of the different policies and practices on the retention of talented HR, which can be a basis for further academic developments on this subject, as well as a roadmap for managers. Hence, we will analyze a case study carried out in a multinational company—a leader in the technology and tourism sectors, and importantly dependent on valuable human capital, for which the HR strategy aims to improve the performance of the firm in the medium and long term through analysis, planning, and flexibility.
45 citations
TL;DR: In this paper, the authors explored the gendered impact of home-based work on the capability to balance work with non-work in double-earner families with dependent children in two countries with distinct models of division of labour.
Abstract: This paper explores gendered impact of home-based work (HBW) on the capability to balance work with non-work in double-earner families with dependent children in two countries with distinct models of division of labour: Poland and Sweden. At first, I critically engage with the WLB conceptualization in HBW studies and try to address identified gaps. Driving from the theoretical concept of ‘burden of responsibilities’ and setting it in the capability approach, I propose to operationalize the capability to balance work with non-work as a latent construct, observed through two indicators of the burden of unpaid work responsibilities related to one’s engagement in paid work. To simultaneously measure this capability as a latent construct and the impact of HBW on this capability, I estimate a simple structural equation model for each country. The results show that men in both countries have higher capabilities to balance work with non-work than women, but the difference between genders is smaller in Sweden. I also find that HBW is related to lower capability to balance work with non-work for mothers in both countries and for fathers in Sweden only. The results of this study show that in a relatively gender equal society (Sweden) the negative impact of home based work on the capability to balance work with non-work affects both genders. On the contrary—in a more traditional society (Poland), men are able to ‘escape’ the trap of double burden of paid and unpaid work when working from home while women do not.
42 citations
TL;DR: In this article, the authors explored Norwegian female academics' experiences with academic motherhood in an organizational perspective, and found that academia as an organization is greedy, uncertain, and has "blind spots" that reveal gender bias related to gender and parental status, especially mothers.
Abstract: This article explores Norwegian female academics' experiences with academic motherhood in an organizational perspective. A main finding is that academia as an organization is greedy, uncertain, and has ‘blind spots' that reveal gender bias related to gender and parental status, especially mothers. By analysing the link between gendered organization of work and the legitimatizing of gender inequality, the article reveals ‘gender blindness' in the academic organization concerning gender and parental status. The article concludes that changes in academia — in line with academic capitalism — may indicate that the Norwegian model of work–life balance is under pressure. This article suggests that the organizational conditions for academic motherhood are important factors in order to understand the persistence of gender inequality.
TL;DR: Work-Life Balance (WLB) still needs further development to understand the antecedents and consequences, rather than just focusing on work-family conflict as discussed by the authors, and in response, the present article explores...
Abstract: Work-Life Balance (WLB) still needs further development to understand the antecedents and consequences, rather than just focusing on work-family conflict. In response, the present article explores ...
TL;DR: In this paper, the authors analyze how female teleworkers describe the link between specific work cultures and the possibility of fulfilling social sustainability goals in local work environments through the achievement of a good work-life balance.
Abstract: The concept of work–life balance has recently established itself as a key component on route maps drawn up in the pursuit of social sustainability, both on a local scale, represented by individual organizations, and on a more general one, represented by global institutions such as the United Nations. Our article analyzes telework’s use as a political tool within organizations that either boost or hinder the development of social sustainability. Additionally, we propose the notion of “life sustainability” to analyze how female teleworkers describe the link between specific work cultures and the possibility of fulfilling social sustainability goals in local work environments through the achievement of a good work–life balance. Our research was performed following a qualitative approach, drawing from a sample of 24 individual interviews and 10 focus groups with a total of 48 participants, all of which are female teleworkers with family responsibilities. Our main findings allow us to summarize the interviewees’ social perceptions into two categories, which we have dubbed ‘life sustainability ecologies’ and ‘presence-based ecologies’. We conclude by discussing female teleworkers’ claim that work–life balance is directly linked to social sustainability and that the latter goal will remain out of reach as long as the issue of balance goes unresolved.
TL;DR: Wang et al. as mentioned in this paper used border theory to explore how lifestyle hospitality and tourism entrepreneurs manage their work-life balance using interviews and observations from Dali and Lijiang, China.
Posted Content•
TL;DR: In this paper, the authors examined the characteristics of teleworkers, the effects of teleworking on wages, and differences in time-use patterns between office and work-at-home workdays.
Abstract: Remote work is rapidly increasing in the United States. Using data on full-time wage and salary workers from the 2017–2018 American Time Use Survey Leave and Job Flexibilities Module, this paper examines the characteristics of teleworkers, the effects of teleworking on wages, and differences in time-use patterns between office and work-at-home workdays. We find that some teleworkers earn a wage premium, but it varies by occupation, gender, parental status, and teleworking intensity. Teleworkers also spend less time on commuting and grooming activities but more time on leisure and household production activities and more time with family on work-at-home days.
TL;DR: Evidence of some variations in the association between work-life conflict and poor self-reported health among men and women across welfare states regimes in Europe is provided.
Abstract: The pressing demands of work over the years have had a significant constraint on the family and social life of working adults. Moreover, failure to achieve a ‘balance’ between these domains of life may have an adverse effect on their health. This study investigated the relationship between work-life conflict and self-reported health among working adults in contemporary welfare countries in Europe. Data from the 6th European Working Conditions Survey 2015 on 32,275 working adults from 30 countries in Europe were analysed. Multivariate logistic regression models were used to examine the associations between work-life balance and self-reported health among men and women. We further used a 2 stage multi-level logistic regression to assess variations in self-reported health among welfare state regimes by gender. The results showed a strong association between work-life conflict and poor self-reported health among working adults in Europe (aOR = 2.07; 95% CI: 1.93–2.23). However, the magnitude of the effect differed slightly by gender (men: aOR = 1.97; 95% CI: 1.78–2.18 vs women: aOR = 2.23; 95% CI: 2.01–2.47). Furthermore, we found variations in the relationship between work-life conflict and poor self-reported health between welfare states regimes. The association was found to be weaker in the Nordic and Southern welfare states than the Liberal, Conservative, and Central Eastern European welfare states. Although the associations were more consistent among men than women in the Conservative welfare states regime, we found higher associations for women than men in the Southern, Nordic, Liberal, and Central Eastern European welfare states. This study provides evidence of some variations in the association between work-life conflict and poor self-reported health among men and women across welfare states regimes in Europe. The results demonstrate the need for governments, organizations and policymakers to provide conducive working conditions and social policies for working adults to deal with competing demands from work and family activities.
TL;DR: The authors examined the online learning experience as related to work-life balance from the student's perspective, and four open-ended discussion questions were asked of 302 students in sixteen graduat...
Abstract: This paper examines the online learning experience as related to work–life balance from the student’s perspective. Four open-ended discussion questions were asked of 302 students in sixteen graduat...
TL;DR: This article examined issues related to work-life balance and well-being of a diverse population of graduate students, including master's and doctoral students, full-time and part-time gr...
Abstract: This exploratory study examines issues related to work-life balance and well-being of a diverse population of graduate students, including master’s and doctoral students, full-time and part-time gr...
TL;DR: In this article, the authors investigate the effect of work-life balance on life satisfaction using data on men and women in OECD countries, and they find that the worklife balance elasticity of life satisfaction is greater for men than for women.
Abstract: Work–life balance, as an effort to achieve a balance between work and personal (family) life, has been a key area of concern in labor policies since the early 2000s. One factor contributing to this trend is the implicit assumption that implementing a work–life balance policy increases people’s life satisfaction. The association between work–life balance and life satisfaction, however, is not self-evident. In this article, we investigate the effect of work–life balance on life satisfaction using data on men and women in OECD countries. A cross-sectional analysis suggests that implementing work–life balance policy leads to the improvement of life satisfaction for both men and women. However, the work–life balance elasticity of life satisfaction—the percentage change in life satisfaction in response to a 1% change in the level of work–life balance—is greater for men than for women. Conventionally, work–life balance issues have predominantly been thought to concern women rather than men. The present results imply that institutional design that adequately incorporates the work–life balance of both men and women is important for increasing life satisfaction.
01 Oct 2020
TL;DR: This paper explored the work-life balance experiences of international PhD students studying full-time in UK higher education and found that the major challenge these students face in their PhD journey is financial constraint.
Abstract: This phenomenological study explores the work-life balance experiences of international PhD students studying full-time in UK higher education. This research sought to answer the question: how do international PhD students maintain a balance between academic demands (work) and personal life? It intends to understand how these students manage the demands of their research and personal life while considering the financial needs, language barrier, attrition rate and visa requirements they face during their studies. Drawing on interpretivism, this phenomenological study uses the qualitative method of semi-structured interviews to explore the personal experiences and perceptions of these individuals. The participants were recruited, utilising purposive and snowball sampling. The research sample was from 26 participants who were students at a University in North West England from various fields and different levels of study. The data collected was analysed using the step by step guide of thematic analysis outlined by Braun & Clarke (2006). The findings of the research indicate that the major challenge these students face in their PhD journey is financial constraint. They also experienced challenges such as language barriers and isolation as a result of being distant from their extended family, although most of them had their spouses and children around. Despite the challenges experienced, the desire to complete their PhD led them to develop coping strategies such as prioritising, setting out a plan and working with a schedule. The support from their family and society also helped them to maintain a good work-life balance. Additionally, the support from their supervisors, institutional workshops and seminars as well as their colleagues acted as a form of organisational support, thereby helping most of them to balance their work (study) and family lives.
TL;DR: Work-life imbalance in the construction industry has been identified as a major cause of increased construction costs and project delays as mentioned in this paper, which has caused an escalation in construction costs, and delays.
Abstract: The construction industry is facing an acute labor shortage around the globe, which has caused an escalation in construction costs and project delays. Work–life imbalance is identified as a...
TL;DR: In this article, the dimensions of quality of work life and work-life balance and the impact of these dimensions on the quality of life and the balance of work and life have been analyzed.
Abstract: The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gather...
TL;DR: Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.
Abstract: Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.
TL;DR: In this article, the authors present a qualitative analysis of free-text questions relating to working conditions and work-life balance in the Irish hospital doctors' experiences of work and life.
Abstract: Ireland has a high rate of doctor emigration. Challenging working conditions and poor work–life balance, particularly in the hospital sector, are often cited as a driver. The aim of this study was to obtain insight into hospital doctors’ experiences of work and of work–life balance. In late 2019, a stratified random sample of hospital doctors participated in an anonymous online survey, distributed via the national Medical Register (overall response rate 20%; n = 1070). This article presents a qualitative analysis of free-text questions relating to working conditions (n = 469) and work–life balance (n = 314). Results show that respondent hospital doctors, at all levels of seniority, were struggling to achieve balance between work and life, with work–life imbalance and work overload being the key issues arising. Work–life imbalance has become normalized within Irish hospital medicine. Drawing on insights from respondent hospital doctors, this study reflects on the sustainability of this way of working for the individual doctors, the medical workforce and the Irish health system. If health workforce planning is about getting the right staff with the right skills in the right place at the right time to deliver care, work–life balance is about maintaining doctor wellbeing and encouraging their retention.
TL;DR: In this paper, the authors define the perspectives taken by single mothers when combining work and motherhood in a stressful work-life constellation, and explore how single mothers coped with this strain, answering the question: ‘Which perspectives on the combination motherhood and work do single mothers take in their attempt to balance role strain and financial strain after divorce?
Abstract: This study aims to define the perspectives taken by single mothers when combining work and motherhood in a stressful work–life constellation. One of the challenges for single mothers after divorce is to find a work–life balance in their single-parent family system. Regarding work-life balance, we take a General Strain Perspective, describing the work-life conflict as a combination of financial strain and role strain. We argue that both strains are the most problematic for single mothers in comparison to their married and/or male counterparts, as both finances and parenthood ideologies are more under pressure. For this reason, we explore how single mothers coped with this strain, answering the question: ‘Which perspectives on the combination motherhood and work do single mothers take in their attempt to balance role strain and financial strain after divorce?’ To answer this research question, we used a qualitative approach, based on 202 in-depth interviews with single mothers in Belgium. These interviews involved two groups: A primary research population of 13 single mothers and an elaborative research population of 189 single mothers. Timelines were used to structure the single mothers’ narratives. The analysis resulted in the contruction of a typology of four different perspectives based on how single mothers dealt with maternal role strain and financial strain: the re-invented motherhood perspective, the work-family symbiosis perspective, the work-centered motherhood perspective and the work-family conflicted perspective. We found that perspective of single mothers in their work-life strain can be described by the flexibility and/or strictness in either their motherhood ideology and/or their work context. These results point at the needs for policymakers, employers, and practitioners to focus on initiatives improving the work–life balance of single mothers by reducing financial and role strains.
TL;DR: Professional women in this cohort may be balancing work and life at the expense of personal physical and mental health with little time to exercise and fewer hours of sleep per night.
01 Jan 2020
TL;DR: Work-life balance is defined as "the equity of time spent in the work and non-work domains, satisfaction with performance/time spent in each domain, and the salience of each role for an individual" as mentioned in this paper.
Abstract: This chapter reviews the multiple definitions of work–life balance, including definitions focused on the equity of time spent in the work and non-work domains, satisfaction with performance/time spent in each domain, and the salience of each role for an individual. There is a general consensus that a preferred definition should focus on work–life rather than work-family, in order to include non-family responsibilities and demands, such as study or travel commitments. The chapter also discusses the common antecedents and consequences of work–life balance arising from both work and non-work domains. These include work demands and resources, family demands and resources, and personality antecedents including evidence associating psychological capital constructs with work–life balance. Finally, this chapter considers the future directions for work–life balance research, focusing on technological advancements (e.g., Fitbits) and individual levels of mindfulness and resilience. The chapter concludes by noting the increasing evidence linking employee appointments and retention with an organization’s positive work–life balance culture.
01 Jan 2020
TL;DR: Work-life balance is a crucial issue for every employee in government and private institutions today, especially in Indonesia as mentioned in this paper, and there will be a decrease in employee productivity and performance if an organization does not think about the work balance of employees properly and is not managed properly.
Abstract: Work-life balance is a crucial issue for every employee in government and private institutions today, especially in Indonesia. This is because there will be a decrease in employee productivity and performance if an organization does not think about the work balance of employees properly and is not managed properly. The fact is, that at present the workforce places more emphasis on work-life balance rather than on income alone where the company is currently filled more by the millennial generation who are happy about the flexibility of work and are very close to technology. The purpose of this study is to look at various theories regarding the effect of the influence of work-life balance on employee performance. The final goal of this paper is to collect various theories to be used in developing work-life balance strategies to improve the welfare of organizations and individual workers. This study uses a qualitative method in a systematic review. The findings show that work-life balance affects the performance of millennial generation employees. An important implication for behavioral science research that arises from this research is that to achieve high company and employee performance, the company must provide a work-life balance policy for its employees so that employees can be motivated and commit to working optimally in the company.
TL;DR: The present research shows that effective management of nurses’ work context can decisively contribute to finding the difficult balance between personal and professional time.
Abstract: The balance of personal life with professional life is a topical issue that is increasingly worrisome due to globalization, the rapid introduction of new technologies into all areas of human life, the overlap between time between work and family, new organizational systems, and changes in the nature of work. This problem is accentuated by professions subjected to intense labor demands, as is the case of nurses. Adopting the Job Demand-Control-Support model, the main purpose of this research is to analyze how these factors lead to a greater or lesser degree of work-life balance. The research proposes a logistic regression model, which was constructed with a sample of 991 nursing professionals from the V European Working Conditions Survey. The results obtained confirm, on the one hand, that there is a significant effect of physical demands (but not psychological demands) on work-life balance. On the other hand, the moderating effects of job control are partially confirmed for psychological demands, and those of supervisor support (but not co-worker support) are partially confirmed for physical demands. In conclusion, the present research shows that effective management of nurses' work context can decisively contribute to finding the difficult balance between personal and professional time.
TL;DR: In conclusion, female scientists face numerous challenges, which can greatly affect both their individual and career growth, and intrinsic and extrinsic factors are important for improving female scientists’ wellbeing and productivity.
Abstract: Women can play a pivotal role in the progress and sustainability of the world if they are empowered through education and employment opportunities in Science, technology, innovation and through changing the social stereotypes that restrain them in certain workplaces. In the literature, few recently published studies exist that document the challenges faced by female scientists in their workplaces. The purpose of this study was to understand the challenges and coping strategies faced by female scientists around the world today, in order to contribute to their improved performance. A multi-centre electronic cross-sectional survey across 55 countries was conducted to profile female scientists and to identify the challenges that they experience throughout their career as well as the coping mechanisms that they use to overcome the barriers. A total of 263 female scientists from different countries across the world participated in our study and most participants were from the South East Asian Region. Most female scientists in our study belong to the middle and junior level career category and earning around 1250 USD per month. Most of the scientists reported availability of maternity leave at their workplace but less than a third reported presence of a creche at work. Workplace sexual harassment was reported by 24% of the study population. Work related stress (71.5%) and work life imbalance (46%) are also major challenges faced by female scientists. Self-confidence, dedication and hard work are the most commonly adopted coping strategy. Flexible work timings, woman-friendly management policies, fair appraisal and mentorship appear to reduce the work-related stress and improve work-life balance among female scientists. In conclusion, female scientists face numerous challenges, which can greatly affect both their individual and career growth. Intrinsic (personal) and extrinsic (institutional) factors are important for improving female scientists' wellbeing and productivity.