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.

Work-Life Balance and Job Performance: A Mediating and Moderating Model

Abstract: Work-life balance has become a critical issue in the service sector, especially in the banks. Given its importance, we have developed a model with four direct and two indirect hypotheses. We developed a questionnaire based on the past studies, containing five variables and 27 indicator variables. We collected a sample of 433 responses from the private banks of Karachi non-randomly. For statistical analysis, we used the Smart PLS software. The study tested four direct and two indirect hypotheses, and we failed to reject all of them. We found that work-life balance promotes job satisfaction and psychological well-being. And job satisfaction and psychological well-being are precursors of job performance. Psychological well-being mediates work-life balance and job performance. At the same time, we found that intrinsic motivation moderates psychological well-being, work-life balance, and psychological well-being. Apart from other implications, we suggest that organizations develop policies on work-life balance, as it affects organizational performance and psychological well-being. Such policies may increase costs significantly. Thus, while developing such policies, organizations must also examine their sustainability and growth.

The Influence of Sports Activities on Workplace Productivity in Vietnam: The Mediating Role of Stress Management and Work-life Balance.

Abstract: Objectives: Workplace productivity has always been affected by a high-stress level and lack of sports activities. This aspect requires the researchers' emphasis and the present research performs this role by examining the much neglected impact of sports activities, stress management, and work-life balance on workplace productivity of manufacturing firms in Vietnam. The study also investigated the mediating impact of stress management and work-life balance among sports activities and workplace productivity of manufacturing firms in Vietnam. Methods: The primary data was collected through survey questionnaires from the employees of manufacturing companies in Vietnam. The research also applied the PLS-SEM using Smart-PLS to check the reliability and association among variables. Results: The outcomes indicated that sports activities, stress management, and work-life balance have a positive linkage with the workplace productivity of manufacturing firms in Vietnam. The outcomes also revealed that stress management and work-life balance significantly mediate among sports activities and workplace productivity of manufacturing firms in Vietnam. Conclusion: This research guides the policymakers in making policies related to workplace productivity improvement using sports activities, work-life balance, and stress management.

The effect of job self-efficacy on job engagement with an emphasis on the role of work-life balance. case study: national land and housing organization of tehran

Abstract: The purpose of this study was to provide a predictive model of job engagement based on self-efficacy effect and moderating effect of work-life balance of employees of National Land and Housing Organization of Tehran. To this end, 160 people (75 men and 85 women) were selected by stratified random sampling, and a questionnaire consisting of job engagement components (Schaufeli, 2003), job self-efficacy (Riggs and Knight, 1994), and Work-Life balance (Wong et al., 2009). SPSS software was used to analyze the questionnaires. The Kolmogorov-Smirnov test was used to measure the normality of the data and the results showed that the data collected from the normal population. To investigate the relationship between variables, we used Pearson correlation coefficient and the results showed that all variables have a positive and significant relationship. To test the research hypotheses, we used a structural equation model for which the Lisrel 8.8 software was used. The findings showed that the dimensions of job self-efficacy and work-life balance positively and directly Effected the job engagement.

Intrinsic Needs and Job Performance in Digital Work: The Mediating Role of Work-Life Balance

Abstract: The adoption of digital technologies is transforming traditional working practices so that understanding the interplay between individuals, work-life balance, and digital technology use is becoming important for job performance. This research explores how work-life balance mediates the association between intrinsic needs of individuals and job performance in digitalized working settings. A conceptual framework is proposed from reviewing the related literature based on the need theory and the boundary theory. Such a framework is tested through structural equation modeling of the survey data in Australia. The research finds that need for achievement and work-life balance significantly influence job performance in a direct manner. It reveals that need for autonomy indirectly influences job performance through the full mediation of work-life balance. This research is the first attempt to investigate the interplay between intrinsic needs, work-life balance, and job performance, therefore extending the understanding of the relationship between these variables in digital work.

The role of work–life balance as mediation of the effect of work–family conflict on employee performance

Abstract: Orientation: Many employees find it difficult to balance their role in family and work. For the organisation to be successful in achieving its goals, management must be fully aware of the employee’s needs as well as responsibilities towards the employee’s family.Research purpose: This study aimed to analyse the effect of work–family conflict on work–life balance, the effect of work–family conflict on performance, the effect of work–life balance on performance and the effect of work–family conflict on employee performance through work–life balance as the intervening variable.Research approach/design and method: The population of this study comprised all taxation civil services in The Solo Region totaling 694 participants. A sample of 254 people. The primary data was obtained through questionnaires distributed to respondents. This research employed the partial least square analysis method.Main findings: Work–family conflict had a negative and significant effect on work–life balance and performance. Work–life balance had a positive and significant effect on employee performance. Work–family conflict showed a negative and significant effect on employee performance through work–life balance.Practical/managerial implications: In an effort to minimise the possibility of work–family conflict, employees should remain knowledgeable in balancing the fulfilment of role demands in work and life domains. The organisation is expected to create a comfortable and supportive work atmosphere in order to avoid employee role conflicts efficiently.Contribution/value-add: This study provides a new contribution to proving the theory of the relationship between work–family conflict, work–life balance and individual performance.