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.

Organisational Culture and the Use of Work–Life Balance Initiatives: Influence on Work Attitudes and Work–Life Conflict

Abstract: The study examined attitudes toward work-life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with nonwork activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work-life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work-life conflict) than the number of WLB initiatives used by employees.

Quality of Work-life Balance Among Teachers in Higher Education Institutions

Abstract: Work-life balance is a critical aspect to enhance teacher effectiveness and satisfaction in the context of student learning. It has been proved time and again that a good quality of work life balance results into the wellness of the faculty and also improved student behaviour. The present study investigated the quality of work-life balance among Indian teachers serving in different academic stream across universality and colleges. It emerged from the outcome that designation of the teachers, their nature of appointment, the academic stream in which they are teaching, and the nature of their serving institution affect their quality of work life balance directly and significantly. However according to gender and marital status no significant variations have been found in the quality of work life balance of the teacher.

Influence of job demands and job control on work-life balance among Taiwanese nurses.

Abstract: Aim This study investigated the extent to which the job demands and job control of nurses were related to their work–life balance. Background The inability to achieve work–life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work–life balance of nurses. Method The study measured the job demands, job control and work–life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Results Job demands and job control significantly predicted all the dimensions of work–life balance. Job demands increased the level of work–life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Conclusion Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work–life balance of nurses. Implications for nursing management Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life.