How Demographics Affect Quality of Work Life and Work-Life Balance

The Influence of Work-Life Balance on Job Satisfaction of Employees in Merchandising Enterprises in the City of Mati

“…The hypothesis 2b of this study is therefore accepted. This result coincides with [72], who found that work-life balance does not relate to gender. Although this prior study came from possible causes, such as the unequal number of participants for each gender and the equal distribution of work among male and female employees, the same situation can be applied to this present study as it has almost the same observations and experiences by the employees across all genders in terms of work-life balance.…”

“…In contrast to this, [72] found that the ability to balance work and life is not affected by gender. This result might come from possible causes.…”

“…Since most of its respondents are aged 18 to 41 years old, having the 26 to 33 years old age group with the highest frequency of 44.2 percent, these age groups are more likely to have similar perceptions of work-life balance. As confirmed by[72] that younger respondents have a higher likelihood of having a better work-life balance than older respondents aged more than 35. The results show that the indicators of work-life balance, which are job engagement, work role conflict, job stress, and work role ambiguity, were observed similarly across the ages.…”