Of recent, studies on work intensification have surfaced in many sectors of the work environment and, with work-life balance being triggered by numerous variables. Employees are working harder and faster to meet tight deadlines and the speed of work has escalated resulting in a negative association with their health. The study aims to assess whether work intensification hinders work-life balance and affects employees' daily tasks. A quantitative approach was selected for the study and, both descriptive and inferential statistics were utilized. Hypotheses testing were part of the study and most were partially accepted. The simple random sample was chosen and a sample of 100 employees was drawn. Data were collected using a self-developed questionnaire. The results showed that work intensification and work-life balance occurred at varying degrees and improvements were required in several areas. The adverse results of work intensification and high-involvement work processes have a tremendous impact on the employees' work-life balance. The study culminates with a projection on recommendations, conclusion and, practical implications are reflected upon based on the study. Aim of the study:The aim of the study is to assess whether work intensification is a stumbling block to work-life balance in a public sector organization. The constructs for work intensification (organizational and technological change, work intensity and ergonomic factors, work-related stress and psychological factors, volume of workload and job insecurity) and for work-life balance (work-family conflict, work flexibility, managerial/supervisory support, child/elderly care and employee wellness) were explored. MethodologyResearch approach: The research methodology has been designed to assess employee perceptions on whether work intensification is a stumbling block to work-life balance in a public sector organization. Respondents:The study was undertaken in a public sector organization, in KwaZulu-Natal, South Africa. Respondents were office-level employees and, the sample comprised of both male and female respondents of varying age, marital and race groups, with varying educational qualifications and years of service. Due to Work-related stress and psychological factors are compelling factors that must be addressed to create the following: a comfortable work atmosphere; social support activities (team retreats) for stress reduction; self-

In today’s fast-paced, competitive and digital work environment, the challenges of work commitments and personal responsibilities confront employers and employees. Employees want flexibility and control over their work obligations and their personal lives. This is imperative as their economic needs depend on the income derived from work performance. Employers need to institute relevant programmes for economic viability and sustainability. The study aims to examine the impact of the demographic variables on work-life balance in a tertiary sector of the economy. The study utilizes a questionnaire that was self-developed which was pilot tested and, the validity and reliability were determined. Significant differences surfaced in the study. The findings of the study shed light on balancing several aspects of employees’ work and family lives. The results culminate in recommendations for management to integrate Employee Assistance Programmes into its structure and policies; provide for on-site day care facilities and; institute flexible working practices to impact positively on employee commitment and motivation, amongst others.

This study aims to assess the demographic influences on work intensification (work-family conflict, work flexibility, managerial/supervisory support, child/elderly care and employee wellness) of office-based employees in a public sector organization. A survey method was adopted for this quantitative study, and a sample of 100 employees was drawn utilizing the simple random sampling technique. The differing responses and findings reveal significant differences with each demographic factor (age, marital status, race, education qualifications, position in organization, length of service and number of children) and at least one construct of work intensification. The study utilizes a self-developed questionnaire which was pilot-tested; and the validity and reliability was determined. An interesting finding in the study is that the volume of workload emerged with significant differences with five of the demographic variables. Based on the results of the study, the recommendations provide practical implications and a useful guide for managers who work with a diverse workforce with the goal of enhancing productivity and performance on an ongoing basis. The article culminates with a discussion of recommendations and conclusion.