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Work–life balance

About: Work–life balance is a research topic. Over the lifetime, 2252 publications have been published within this topic receiving 36240 citations. The topic is also known as: Work Life balance & work-life balance.


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01 Jan 2016
TL;DR: Work life balance is considered to be a crucial factor in relation to employee performance as mentioned in this paper, and it has been concluded that work-life balance is of significant essence to modern work organizations and that management should adopt work life balance initiatives to improve employee performance.
Abstract: Work life balance is considered to be a crucial factor in relation to employee performance. The objective of this study is to review theoretical literature on work life balance as it affect modern work organization. The research work sought to explore extensively whether these is relationship between work flexibility and quality of output, employer/employee relationship and increased productivity, working environment and the rate of turnover and lastly job security and employee retention. Therefore the study indicated that work flexibility, employer/employee relationship, working environment and job security have a positive effect on improved quality of output, increased productivity, rate of turnover among employees, employee retention. The findings showed that: employees react negatively when they experience work life imbalance and that management should adopt work life balance initiatives to improve employee performance. From the research findings, it has been concluded that work life balance is of significant essence to modern work organizations.

7 citations

Journal ArticleDOI
TL;DR: The United States' comparatively low labour standards may be due to the dominance of a market-based conception of employment and the assumption of equal employer-employee bargaining power, neither of which is fully shared by the other industrialized democracies as mentioned in this paper.
Abstract: .Using a composite index of legal provisions for annual and family leave in western Europe, the United States, Canada, Australia, Japan and the Republic of Korea, the authors rank legislative support for this aspect of work-family balance. The United States ranks last: its employers are not required to grant annual leave and employees can take no more than 12 weeks' family leave per year. The United States' comparatively low labour standards, the authors argue, may be due to the dominance of a market-based conception of employment and the assumption of equal employer-employee bargaining power, neither of which is fully shared by the other industrialized democracies.One important feature of developed market economies over the past three decades has been women's increasing labour force participation. In 1975, women with children under the age of 18 accounted for 47.4 per cent of the civilian labour force in the United States, but by 2008 the proportion was 71.2 per cent, according to the United States Bureau of Labor Statistics. In the 15 Member States of the pre-2004 enlargement European Union (EU), the female employment rate increased from 50.8 per cent in 1997 to 60.4 per cent in 2008.' In Canada, labour force participation among women aged 25 years and over increased from 29 per cent in 1976 to 43 per cent in 2007. 2 In Australia, the percentage of women in the labour force grew from 35.7 per cent in 1978 to 44.9 per cent in 2007. In Japan and the Republic of Korea, the increases have been somewhat smaller. In Japan, female labour force participation was 37.4 per cent in 1975 and 41.5 per cent in 2007. For Korea, the figures were 36.7 per cent in 1975 and 41.9 per cent in 2007.3Meanwhile, there has been broader policy debate around gender, going beyond women's participation in the labour force to encompass issues such as equal opportunities, gender roles, women's labour market choices and the relationship between paid employment and family obligations (Perry- Jenkins, Repetti and Crouter, 2000; Rothbard and Dumas, 2006; Lewis, 2006; Brennan, 2007).4 Within this broader framework, policies to ensure that women are not discriminated against in the labour market must also address the implicit discrimination they face as a result of socially assigned gender roles - including in regard to the division of family responsibilities (Stratigaki, 2004; Brennan, 2007) - and the impact of employment on family well-being.As long as women continue to be seen as the sole or primary providers of unpaid, home-based family support services, there is potential for gendered tension between the roles of parent and worker. A substantial literature has indeed developed on how organizations and workers reconcile these roles (see, for example, Rothbard and Dumas, 2006). But an equally important issue is the extent to which countries' labour standards support workers seeking to attain a reasonable work-family balance. Accordingly, this paper examines how this issue is addressed through legislated entitlements to annual leave (or "vacation leave") and family leave in the jurisdictions of the United States (individual states), Canada (provinces, territories and the Federal jurisdiction), the 15 pre-2004 EU Member States, Norway, Australia (individual states), Japan and Korea. The rationale for choosing these two labour standards is that the more annual leave employees have, the more leisure time they can spend with their families, while family leave enables them to deal with specific family-related situations and events, including childbirth, childcare and illness of family members. The countries examined here all have developed market economies and accounted for 65.7 per cent of the world's GDP in 2008.5 With the arguable exception of Korea, these countries are also long-established democracies, and they can reasonably be considered representative of others with regard to labour standards.MethodologyThere is no generally accepted method for measuring the adequacy of labour standards. …

7 citations

Journal Article
TL;DR: In this article, the authors investigated workplace support, supervisory support, and work-life balance policies concerning their impact on the worklife balance of Bangladeshi female employees in commercial banks.
Abstract: Most previous studies on work-life balance have adopted the developed and western country perspectives, which are rich in support structures and legislative policies to address employee work-life demands. To date, few similar studies have been done in emerging economies, where there are few work-life balance policies and support systems. This research investigates workplace support, supervisory support, and work-life balance policies concerning their impact on the work-life balance of Bangladeshi female employees in commercial banks. The results of this study are based on a questionnaire survey to a sample of 558 female employees selected through purposive sampling. Findings reveal that workplace support, superior support, and work-life balance policies significantly influence attainment of better work-life balance among Bangladeshi female bankers. Our study benefits scholars, professionals, policymakers, practitioners, regulators, and female bankers employed in Bangladesh.

7 citations

Book ChapterDOI
01 Jan 2011
TL;DR: The issues of work-life balance and job quality have assumed a central position on the political agenda due to concerns about the economic and social sustainability of European societies as mentioned in this paper, and the risks are accentuated for women, since they represent the more flexible and vulnerable labour reserve.
Abstract: The issues of work-life balance and job quality have assumed a central position on the political agenda due to concerns about the economic and social sustainability of European societies. Across Europe, global competition, technological change and economic restructuring, and the expansion of the service sector are common developments that are perceived as threats to job quality (Gallie, 2002). The risks are thought to be accentuated for women, since they represent the more flexible and vulnerable labour reserve. Job quality and opportunities for balancing work with other spheres of life are considered essential for retaining and attracting workers, especially women, into the labour market (e.g., Smith et al., 2008).

7 citations

Journal ArticleDOI
TL;DR: In this paper, a structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work-life balance and organizational talent management.
Abstract: This paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.,This study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.,Perceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.,The present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.,The study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.,Work–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

7 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023328
2022601
2021171
2020194
2019156
2018167