Determinants of Work-Life Balance: A Cross-Cultural Review of Selected Asian Countries

Ratnesh, Mona; Ali, Amjad; Sinha, Ashish Ranjan

doi:10.20896/saci.v7i1.478

Cited by 4 publications

(4 citation statements)

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“…Among the objective factors constraining the formation of good leadership traits in women, the respondents mentioned the forced necessity of coordinating maternal duties and household chores with being a leader. This finding is similar to the findings as put forward by scholars elsewhere (Bhattacharyya, 2016 andRatnesh et al, 2019). Then, follow the archetypes of consciousness, that is, the traditional opinion that a woman cannot be a good economic manager and politician.…”

Section: The Resultssupporting

confidence: 89%

“…However, when the woman's professional career begins to prevent her from giving the necessary time to her family, mentor-men often refuses to promote her (Byrd, 2009;Berkovich, 2016;Eacott & Evers, 2018). This observation linked to work-life conflict bear resonance to the observation made by Bhattacharyya (2016) and Ratnesh, Ali & Sinha (2019).…”

Section: Gender Leadership In Multicultural Environmentsupporting

confidence: 53%

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Sociocultural Aspects of Leadership: A Look at Gender Roles

Druzhinin

Sabirov

Krivosheev

et al. 2019

SACI

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The research aims to examine specifically the gendered aspects of professional and management leadership and evaluate the prospects for overcoming gender inequality in the social sphere. The study involved 350 students comprising of 45% men and 55% women from three different universities of Kazan (Russia): Kazan Federal University, Kazan Federal Agricultural University, and Kazan State Medical University. To accomplish the research objectives, empirical data were gathered using the Bem Sex-Role Inventory and a Sex Typing on Leadership Survey composed by Cann and Siegfried (1990). The findings reveal that only 12% of students were raised in traditional patriarchal families, while the rest was raised in a multicultural environment. The gender-neutral type of leadership is dominant in student groups. This observation suggests a definite trend towards gender equality in management.

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Section: The Resultssupporting

confidence: 89%

Section: Gender Leadership In Multicultural Environmentsupporting

confidence: 53%

Sociocultural Aspects of Leadership: A Look at Gender Roles

Druzhinin

Sabirov

Krivosheev

et al. 2019

SACI

View full text Add to dashboard Cite

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“…The concept of work-family conflict originated from the Role Theory where role conflict was defined as "a form of inter role conflict, in which the demands of work and family roles are incompatible in some respect so that participation in one role is more difficult because of participation in the other role" (Greenhaus & Beutell, 1985, p.77). Work and family domains were primarily investigated in past studies utilising Western samples from developed countries (Ratnesh et al, 2019). Intrinsically, literature in the field of work-family conflict is dominated by the Western perspective (Liu & Cheung, 2015).…”

Section: Literature Reviewmentioning

confidence: 99%

Work-Family Conflict, Marital Satisfaction and Marital Stability among Malaysian Chinese Dual-Earner Couples

San¹,

Juhari²

2021

IJARBSS

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There has been a steady increase in the rate of involvement of women in the labour workforce in Malaysia. The traditional male-breadwinner-female-homemaker model which is consistent with the Confucian value is being challenged as more families are shifting toward a dualearner model. When both husband-and-wife work to contribute financially for the family, they are required to balance up between work and family. Malaysian Chinese is the largest minority group in Malaysia and experienced the highest prevalence of work-family conflict. Therefore, this study aimed to examine the relationships between work-family conflict (workto-family and family-to-work conflict) with marital satisfaction and marital stability. A total of 134 couples (n = 268) participated in this study. Results revealed significant correlations between work-family conflict with marital satisfaction and marital stability except for wife's work-to-family conflict and marital stability. The findings showed that marriages among dualearner couples experiencing high levels of work-family conflict are at a higher risk of marital dissolution and a lower level of marital satisfaction. Further discussions and implications of the findings are reported in the article.

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“…Unfortunately, in most eastern countries there is still a lack of employment regulation and familyfriendly policies (Le, Newman, Menzies, Zheng, & Fermelis, 2020). According to Ratnesh, Ali, & Sinha (2019), in developing countries extended working hours are inevitable because of hard economic situations.…”

Section: Work-life Balance In Eastern Societiesmentioning

confidence: 99%

Outcomes of Work-Life Balance (WLB) across two different nations: Iran and Spain

Tavassoli

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The nature of work has changed in the last decades; rapidly expanding globalization has led to increased competition in the workplace. Moreover, the growth in female labor force participation has led to the forced shifting of traditional male/female roles which can cause mental stress and imbalanced life roles in populations that struggle to adapt to the new economic realities of globalization. In such demanding times, interest in research on Work-Life Balance (WLB) has increased in the academic as well as in the practitioner communities. The growing research on WLB shows that balanced individuals experience higher self-esteem, higher job and life satisfaction, and higher job performance. Conversely, employees perceiving low WLB are shown to have higher stress levels, to be lower performers, and to be less committed to their organizations. But to date, less research has been done to identify the WLB impact in middle eastern countries where cultural traditions in the face of a modernized workforce have been slower to evolve. In this thesis we developed three empirical studies to investigate the role of WLB in full time employees in Iran, an eastern society still steeped in traditional male/female roles but in the midst of modernizing its workforce, and we contrast the results with Spain, a more modernized western society. In all three empirical studies quantitative research has been performed. Structural Equation Modeling (SEM) has been used to analyze primary data. Data was collected by questionnaires distributed to full time employees from both public and private sectors in Iran and Spain. The first study explores the antecedents and outcomes of WLB in Iran. The WLB relationships between job autonomy, work demands, job and life satisfaction, and turnover intentions among Iranian employees were investigated, with results showing that WLB is a significant factor in Iranian society and has a great impact on individuals' work and non-work roles. The second empirical study explores the consequences of WLB on job and life satisfaction and burnout across nations (Iran and Spain). In addition, this inquiry investigates the role of employee organizational commitment as it pertains to WLB, job satisfaction, life satisfaction and burnout. The results confirm that regardless of culture, people who experience balance in their lives have more job and life satisfaction and are more able to cope with stress. Results of this study also confirmed that regardless of culture, individuals who enjoy high WLB are more committed to their organizations and feel more satisfaction overall; however, the results of the WLB relationship to burnout was only statistically significant in the Iranian sample. The third empirical study focuses on Work-Family Conflict (WFC), Family-Work Conflict (FWC) and job burnout and their relationships with job satisfaction, life satisfaction and turnover intentions in Iran and Spain. Results confirm that individuals who experience lower WFC are more satisfied with their personal lives and jobs in both countries. The study results also show that burnout is negatively associated to job and life satisfaction while being positively associated with turnover intentions in both countries. The main contribution of this third study indicates that certain demands from work raise WFC, FWC, burnout, and turnover intentions and reduce job and life satisfaction, meaning that job demands can increase conflict between work and non-work roles and lead to cynicism and emotional exhaustion, regardless of the cultural background. La naturaleza del trabajo ha cambiado en las últimas décadas; la globalización ha llevado a una mayor competencia en el mercado laboral. Además, el aumento de la participación de las mujeres en la fuerza laboral ha supuesto un cambio de los roles tradicionales masculino/femenino, lo que puede causar estrés y desequilibrio en poblaciones que luchan por adaptarse a las nuevas realidades económicas de la globalización. En tiempos tan cambiantes para la sociedad, el interés por la investigación sobre el equilibrio entre la vida laboral y personal (WLB) ha aumentado, tanto en el mundo académico como en el profesional. La creciente investigación sobre el equilibrio entre la vida laboral y personal (WLB) muestra que las personas equilibradas experimentan una mayor autoestima, una mayor satisfacción en el trabajo y en la vida, y un mayor rendimiento laboral. Por el contrario, se demuestra que los empleados que perciben un WLB bajo tienen niveles de estrés más altos, un desempeño inferior y están menos comprometidos con sus organizaciones. A pesar de estos resultados, hasta la fecha se han realizado muy pocas investigaciones para identificar el impacto del WLB en los países del Medio Oriente donde las tradiciones culturales han evolucionado más lentamente. En esta tesis se han desarrollado tres estudios empíricos para investigar el papel del WLB en los empleados a tiempo completo en Irán, una sociedad oriental todavía inmersa en los roles tradicionales masculino/femenino, pero en plena modernización de su fuerza laboral, y se contrastan los resultados con empleados en España, una sociedad occidental más moderna. En los tres estudios empíricos se han utilizado metodologías cuantitativas por medio de modelos de ecuaciones estructurales (SEM) para analizar los datos primarios recogidos. Para la recogida de datos se utilizaron cuestionarios distribuidos a personas contratadas a tiempo completo en los sectores público y privado, tanto en Irán como en España. El primer estudio explora los antecedentes y resultados del WLB en Irán. En él se investigan las relaciones entre el WLB y la autonomía laboral, las demandas laborales, la satisfacción en el trabajo, la satisfacción en la vida, y las intenciones de abandonar la empresa de los empleados iraníes. Los resultados de este estudio muestran que el WLB es un factor determinante en la sociedad iraní y tiene un gran impacto en los roles laborales y personales de los empleados. El segundo estudio empírico investiga las consecuencias del WLB en la satisfacción laboral, en la satisfacción en la vida y en el estrés laboral en Irán y en España. Además, esta investigación analiza el papel del compromiso organizacional de los empleados respecto al WLB, la satisfacción laboral, la satisfacción en la vida y el estrés laboral. Los resultados confirman que, independientemente del origen cultural, los empleados que experimentan un mayor equilibrio en sus vidas tienen también una mayor satisfacción laboral y vital y son más capaces de afrontar el estrés laboral. Los resultados de este estudio confirman que, independientemente del origen cultural, las personas que disfrutan de un alto nivel de WLB están más comprometidas con sus organizaciones y sienten más satisfechas en general. El tercer estudio empírico se centra en investigar el conflicto entre el trabajo y la familia (WFC), el estrés laboral, la satisfacción laboral, la satisfacción en la vida y las intenciones abandonar la empresa en Irán y España. Los resultados confirman que las personas que experimentan menos conflicto entre el trabajo y la familia (WFC) están más satisfechas con su vida personal y con su trabajo en ambos países. Los resultados de este estudio también muestran que el estrés laboral reduce la satisfacción laboral y la satisfacción en la vida, mientras que aumenta las intenciones de abandonar la empresa en ambos países estudiados.

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Determinants of Work-Life Balance: A Cross-Cultural Review of Selected Asian Countries

Cited by 4 publications

References 45 publications

Sociocultural Aspects of Leadership: A Look at Gender Roles

Sociocultural Aspects of Leadership: A Look at Gender Roles

Work-Family Conflict, Marital Satisfaction and Marital Stability among Malaysian Chinese Dual-Earner Couples

Outcomes of Work-Life Balance (WLB) across two different nations: Iran and Spain

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