Impact of Flexi-Time as a Work-Life Balance Practice on Employee                     Retention

Aryasri, A.R.; Babu, S. Suman

doi:10.1177/0974173920090607

Cited by 1 publication

(1 citation statement)

References 2 publications

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“…Almost all the major sectors of the economy were represented where WLB issues are garnering interest from the practitioners. The IT industry was leading with nine articles (Dhar, 2012;Bharathi and Mala, 2016;Aryasri and Babu, 2009;Maran and Usha, 2014;Valk and Srinivasan, 2011;Joseph et al, 2015;Dhar and Dhar, 2010;Narayanan and Savarimuthu, 2015;Padmanabhan and Kumar, 2016), followed by three articles each from the service sector (Mathew and Panchanatham, 2011;Stock et al, 2016;Sinha, 2013) and the banking sector (Khatri and Behl, 2013;Kundnani and Mehta (2015); Wang et al, 2011). The manufacturing sector (Umamaheswari and Krishnan, 2016;Pradhan et al, 2016), law enforcement sector (Singh and Nayak, 2015;Lambert et al, 2017), education sector (Swarnalatha and Rajalakshmi, 2015;Swarnalatha and Rajalakshmi, 2014) and IT/ BPO sector (Ramadoss, 2013;Boyar et al, 2008) each has two articles, followed by one article each from insurance sector (Das and Kushwaha, 2013) and hotel (Peshave and Gujarathi, 2014) sector.…”

Section: Dominant Industry Sectorsmentioning

confidence: 99%

Work–Life balance policies and organisational outcomes – a review of literature from the Indian context

Chaudhuri

Arora

Roy

2020

ICT

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Purpose In the past decade, the rapid globalisation and modernisation has resulted in an increased focus of organisations on implementation of family friendly work–life balance (WLB) policies for enhancing employee retention. The purpose of this study is to review the importance of WLB policies and programmes and its impact on organisational outcomes. Design/methodology/approach Using Deery’s (2008) framework as the conceptual framework, the current study attempts to provide an integrated literature review of the empirical studies conducted in the area of WLB and employee retention in India for a decade from 2007 till 2017. Findings The analysis of the extant literature revealed that the research on WLB for Indian organisations really surged since 2013. Most of the empirical studies conducted in this area use a positivist paradigm. Numerous industry sectors including the information technology (IT) and business process outsourcing sectors have benefitted from WLB policies, but the banking and higher education sector have generously implemented employee-friendly WLB policies. Practical implications The study stresses upon the implementation of employee friendly WLB policies for achieving high organisational outcomes. Furthermore, the findings may be useful for human resource management and human resource development professionals to understand and appreciate the organisational components, settings that are necessary to facilitate better WLB in Indian organisations, thereby resulting in better organisational outcomes. Originality/value The study provides us with a comprehensive review of different WLB studies conducted in India till date and its possible impact on various organisational outcomes.

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