Changing Dimensions of the Work-Life Balance of Teachers

Banerjee, Sayantani; Verma, Anupama

doi:10.4018/978-1-6684-3380-5.ch021

Cited by 1 publication

(1 citation statement)

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“…The Work Life Balance (WLB) initiative began in the 1930s when the Kellogg Company experimented with a three-day workweek to assist employees in better balancing their professional and personal obligations (Banerjee and Verma, 2022). In today's demanding economy, organizations seek workers who can balance their professional and personal lives more than ever (Boamah et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Work-Life Balance on Employee Work Quality Improvement in Nigeria

Abiodun Solihu,

Iyobhebhe,

Sam

2023

EJH

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Purpose: The challenge of achieving a healthy work-life balance (WLB) is a persistent concern in many organizations, with only a minority of businesses taking proactive measures to address it. Consequently, it is imperative to assist workers in establishing a healthy work-life balance. The primary aim of this study is to analyze the impact of work-life balance on enhancing employees' work quality. The research attempted to provide answers to the following research questions: i) Does flexible work arrangements impact employee job quality? (ii) Do leave policies to contribute to enhancing employee job quality? (iii) Do opportunities for career advancement impact employee work quality? Methodology: The study employed epistemological research design, which concerns the logical inquiry and acquisition of knowledge reflecting on the researcher's perspective on the topic. The research used an inductive and interpretive methodology. Secondary data was obtained from Google Scholar, Research gate, and other open Access sources, to locate relevant and current publications for analysis and interpretation. Publications from 2012 and 2022 on WLB, Work Quality, Leave Policies, Career Progression, FWAs, and the impact of WLB on improving work quality considered as search variables. Findings: The findings showed a significant impact of Flexible Work Arrangements (FWAs) on the quality of employee work. Additionally, a positive correlation was observed between employee work quality and leave programs. Finally, the study's findings indicate that career development opportunities impact the quality of productive work. Recommendations: Consequently, the research suggests that adopting Flexible Work Arrangements (FWAs) by business managers could lead to an increase in employee contentment, a reduction in stress levels, and ultimately, an enhancement in work performance. The study also recommended that organizations provide employees with adequate and unobstructed access to leave and opportunities for career progression, as this can lead to increased job satisfaction.

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Section: Introductionmentioning

confidence: 99%