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.

Study on empowerment factors for career continuity of hospital nurses

Abstract: Objectives The resignation rate of nurses working in hospitals is extremely high. This study aims to identify both the factors related to the resignation of nurses and the empowerment factors supporting their job retention. Methods In 2011 we conducted a Web-based questionnaire survey of nurses with less than 10 years of working experience. There were 25 survey items including the following reasons for choosing the current employment position, intention of continuing work, sense of fulfillment and the presence or absence of problems in the current workplace. In addition, nurses who previously had resigned were asked why they left their last workplace. Results The reasons why they chose the current workplace were markedly different between the not-resigned (A group) and previously resigned (B group) nurses. As a result of cluster analysis, the reasons for resignation were classified into six clusters; "overwork", "burnout", "bad atmosphere", "work life balance factors", "working conditions" and "marriage". Conclusions In this study, it is shown that there is a positive correlation between the sense of fulfillment at work and the intention to do research work. It is suggested that encouragement of nurses to undertake research work is one of the empowerment factors supporting their job retention.

Employee Work-Life Balance in the IT Industry

Abstract: The success of any organizations depends on its workforce. Particularly the IT industry should be flexible enough to develop commitment and talent in their workforce. To satisfy organizational goals and employee needs they must follow a strategy for improving employees' life-long balance. This study has been collected from experts working in IT companies in Bangalore. This paper aims to investigate factors affecting work life balance, work-life balance arrangements, as well as the benefit of employees and work-life balance on employee work, family life, personal life and employee relationship with employees and employees. Literary analysis and data available many employees face difficulties in adjusting their family life and personal life with their organizational workload.

Work Life Balance Practices and their impact on Employee Engagement & Turnover intention: A study of employees in the further education and training sector in Ireland

Abstract: Work life balance practices are one of the key topics on HR agenda and are widely discussed by the scholar academics, employers and governments in the recent years. Increased interest in this area is caused by the fast pace of technological innovations, globalization and growing concerns over unbalanced work-family relationships that may adversely influence health and performance outcomes for organizations and individuals. The literature review presented in this study shows that work life balance programmes have multiple benefits for employees and organizations. They have bearing on job satisfaction, better productivity and improved retention. They also induce employee loyalty, engagement, commitment and support high performance culture. Companies encouraging use of work life balance policies to accommodate non- work activities in other life domains achieve better motivation from staff, reduced absenteeism rates and face lower recruitment and training costs in the organizational life cycle. This paper seeks to examine effects of WLB practices on employee engagement and turnover intension in Further Education and Training sector in Ireland. It has been discovered that there is a gap in the literature that would specifically focus on Irish FET sector playing a significant role in the growth of Irish economy and business enterprises. The author decided to use quantitative research methods for this study. Designated questionnaire was disseminated to a sample population comprised of female and male employees, single or in relationship, with or without children across all departments and grades within organization. Three scales deployed in the questionnaire are fully reliable instruments identified and adopted by the author following exhaustive validated research.

Flex-Work and Work-Life Balance: Effects of Role Conflicts and Work-Life Support Organizational Culture

Abstract: Although the direct effect of flex-work on work-life balance is well documented, previous theoretical explanations and empirical findings related to the relationship have been inconsistent. Thereby, drawing on the job border theory, the role accumulation theory and the human ecology theory, the current study attempts to examine the effect of flex-work on work-life balance by exploring the mediating effect of role conflicts, and the moderating effect of organizational culture. The study was quantitative, and a cross-sectional survey design was followed. The data was collected through a structured questionnaire. The convenience sampling technique was used to select the sample, and the final sample consisted of 450 flex-workers from nine IT companies in Sri Lanka. The data was analyzed using Structural Equation Modelling (SEM) with the aid of AMOS. It was found that flex-work is significantly related to role conflicts, which in turn has an impact on work-life balance. Further, role conflict is found to be a partial mediator, and work-life support organizational culture to be a significant moderator. Finally, it is concluded that though flex-work creates role conflicts which hinder work-life balance, employees could achieve a better balance between work and life in an organizational culture that supports work-life balance. The study makes a major theoretical contribution by addressing the inadequacy of the job border theory in explaining flex-work. The study supports the argument that flex-workers are not border crossers, but rather that they have no borders, and concludes that an organizational culture that supports work-life balance must be considered when explaining the effect of flex-work on work-life balance. It is suggested that managers and practitioners establish such a culture before introducing flex-work to employees.

Work Life Balance and Commitment of Government Hospital Nurses

Abstract: The nurses play a crucial role in the government hospital and their commitment and the work life balance seem to have a greater impact to make ensure quality of health sector in the country. The main emphases of the study are to figure out the factors affect to the Work Life Balance (WLB) on government hospital nurses in Sri Lanka and to analysis the Work Life Balance influence on job Commitment among government hospital nurses. The study conducted using primary data gathered focusing government hospitals in Colombo area. Participants are asked to complete structural questionnaires, which were developed to measure demographic factors and research variables. Questionnaires distributed among nurses working in the selected three hospitals in Colombo district. Hundred and five competed questionnaires returned from respondents. Hundred competed questionnaires were used to final data analysis. Descriptive statistics and correlation analysis and regression were utilized to data analysis. The study assessed the effect of four independent variables on the Work Life Balance and it was found the working environment, work stress, financial encouragement and Job Autonomy have greater impact to the work life balance. It was found that the working environment, work stress, financial encouragement and Job Autonomy has greater impact to the Work Life Balance. Public sector still plays a vibrant role in every country. If public sector employees are not satisfied with their motives, employee performance will deteriorate and inefficiency will be increased. It may also be a part of grievances, low productivity, disciplinary problems and other organization difficulties. Moreover, it is noted that Work life balance and working commitment have strong positive relationship. In this context, it can be concluded that the proper WLB will lead to high working commitment in nursing professionals. Further higher WLB leads to enhance the quality of health service in the country.