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.

Balancing Work Life and Family Life: Problems and Remedies

Abstract: Work- family balance” is a term that refers to an individual’s perceptions of the degree to which s/he is experiencing positive relationships between work and family roles, where the relationships are viewed as compatible and at equilibrium with each other. Like a fulcrum measuring the daily shifting weights of time and energy allocation between work and family life, the term, “workfamily balance,” provides a metaphor to countervail the historical notion that work and family relationships can often be competing, at odds, and conflicting.There was a time when the boundaries between work and home were fairly clear. Today, however, work is likely to invade our personal life — and maintaining work-life balance is no simple task. Family work balance is a complex issue that involves financial values, gender roles, career path, time management and many other factors. Every person and couple will have their own preferences and needs. The problem of maintaining a balance between work life and family life is not a new one. But in the recent few years social scientists have started paying more attention to it. Now there is growing concern in Nepal and experts are of the view that a constant struggle to balance both sets of life will have serious implications on the health of an employee.The seriousness of this problem increases many times in the cases of women workers in our society which is a traditional one and where women are still supposed to have greater family responsibilities. They are expected to look after their children, entertaining the guest, taking care of their parents, in laws and other elderly members of their families as also managing kitchen and other household affairs. Neglecting any of these responsibilities for the sake of discharging work in office or in other institutions where they are employed is not tolerated by their husbands and other male members of the society. We talk of women empowerment but we fail to understand the problems which working women are facing in the tradition bound society like of ours. The study is a pioneering work to investigate into this problem. It is a modest attempt to understand the manner in which women workers try to maintain balance between their work and family lives. The study also explores the ways and means by which female workers can be enabled to maintain proper balance between the two sets of their lives. The findings of this study may be of great use to employers, and business executives as well, who have now come to realize that the responsibility to maintain a healthy work life balance rests on both the organisation and employee. Pravaha Vol. 24, No. 1, 2018, Page: 217-232

Effect of work life balance on employee performance in constitutional commissions in kenya. a case of commission on revenue allocation

Abstract: The broad objective of the study was to determine the extent to which work life balance affects employee performance. Specifically, the study determined the extent to which flexible work schedules, job sharing among employees, employee breaks and employee assistance programs affect employee performance in the organization. The study adopted descriptive survey and case study design and targets 68 employees of the Commission on Revenue Allocation. All the 68 employees of the target population were considered. The study found that the organization lacked effective flexible working arrangements that assisted in the performance improvement. Lack of flexible work schedule had reduced encouragement to continue performing well for the organization as well the employees’ degreed of independence with their working arrangements. Successful job sharing arrangements served the needs both of individual employees and their work unit/departments. The commission did not encourage job sharing. There was a significance effect of employee breaks on employee performance. Employees felt re-energized and worked better after their annual leave. The employees were more committed because they were not denied any benefit because of taking leaves as demonstrated. There lacked effective employee assistance programs in the organization. The study recommended that the commission should establish effective flexible work schedules to enable employees attend to work and personal matters. There lacked adequate job sharing in the commission. The study therefore recommended that the commission should embrace job sharing and provide team building programs. The study recommended that the leave package should be enhanced to suit the current life styles. The commission should provide employee assistance programs such as child care unity which ensured that employees are not bothered about their children since they were assured of their care. This would improve their concentration and performance on their work. Key Words: Flexible Work Schedules, Job Sharing, Employee Breaks, Employee Assistance, Employee Performance