Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures

Haar, Jarrod; Russo, Marcello; Suñe, Albert; Ollier‐Malaterre, Ariane

doi:10.1016/j.jvb.2014.08.010

Cited by 643 publications

(636 citation statements)

References 65 publications

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“…Dundas (2008), cited in Noor (2011, p. 240) states that WLB is about "effectively managing the juggling act between paid work and all other personal activities such as family, community activities, voluntary work, personal development, leisure and recreation". Guest (Haar, Russo, Sune, & Ollier-Malaterre, 2014), conceptualizes work-life balance as the quality of working life and its connection to personal life and activities and emphasizes an individual's subjective perception on how well the work and the rest of life are balanced. Clark (2000) states that WLB suggests a high level of satisfaction on both work and personal life and a low level of work and non-work interference.…”

Section: Work-life Balance (Wlb)mentioning

confidence: 99%

Effects of Work-Life Balance on Organizational Commitment: A Study in China’s State-Owned Enterprise

Li¹

2018

WJSSR

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Section: Work-life Balance (Wlb)mentioning

confidence: 99%

Effects of Work-Life Balance on Organizational Commitment: A Study in China’s State-Owned Enterprise

Li¹

2018

WJSSR

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“…Although insufficient in itself, money and in particular earning a decent, liveable income can enable a modicum of human happiness in everyday social life (Galinha et al 2016). At least two, interconnected conduits for this happiness can be found in the humanistic management literature: 'at' work where wages can provide recognition of value, and 'outside' of work where they provide not only discretionary spending but may also relieve the pressure to work excessively long hours, thereby enabling 'work-life balance' (Haar and Brougham 2013;Haar et al 2014). Constructs from happiness that are relevant in this humanistic work-family-life nexus would include both physical and emotional happiness, for example, through measures of occupational and/or life stress (Marsella 1994).…”

Section: Anti-poverty Capabilitymentioning

confidence: 99%

“…In work psychology, the concepts of work-family and work-life balance remind us that, although these domains are interconnected, the nexus is by no means direct or unidirectional (Haar et al 2014). According to Ajzen and Fishbein's (2005) principle of Correspondence/Compatibility in attitude-behavior research, the specificity of predictor variables (such as income at work) should always match bandwidth, that is, specificity of the criterion (in this case, capability at work, not at the wider household level).…”

Section: Research Evidencementioning

confidence: 99%

Humanistic Management and Living Wages: a Case of Compelling Connections?

et al. 2017

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The balance between employee pay and human thriving remains theoretically and empirically under-explored at the lower-end of the wage and income spectrum. Poverty Trap theory and the Law of Diminishing Returns offer seemingly contradictory predictions of the relationship between thriving and wages. An exploratory survey of low-and middleincome earners from a range of occupations was used to test these competing possibilities by relating hourly wage rates to thriving as measured by sense of (i) work happiness (job satisfaction, empowerment, and pride), (ii) well-being (mental and physical health, participation in community life, life satisfaction); and (iii) wage fairness (compared to upper management, reciprocity for the job). Linkages between pay and human capabilities (i)-(iii) were statistically significant, and non-linear. Fairness (reciprocity) had the closest association with hourly wages and household income, suggesting a mediating role between pay and (i)-(ii). Increments in hourly pay yielded diminishing returns, whilst increments in household income only yielded clear gains, on feelings of pay justice, once the current campaigned-for living wage figure was breached. Poverty Traps and Diminishing Returns may each play a part in the link between on the one hand decent wages and income, and on the other hand eradication of working poverty.

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“…The findings of our research imply that the active labour force is more exposed to the weekly rhythm. Therefore, the active labour force might need special attention to organise work and family life effectively [Haar et al 2014]. This is something policy-makers might consider in the future.…”

Section: Introductionmentioning

confidence: 99%

The Mid-week Effect and Why Thursdays Are Blue: The Weekly Rhythm of Satisfaction in Hungary

Keller¹

2018

Czech Sociological Review

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Abstract:Research on the weekly fluctuation in people's satisfaction has produced mixed results about the nadir of levels of satisfaction in different countries. This paper uses a Hungarian household survey with approximately 3400 individual observations. The fluctuation in satisfaction over the course of the week is assessed according to the day on which the personal interview was conducted during a six-week period of fieldwork. The analysis investigates the extent to which this is the result of a random process. Unlike previous analysis, the nadir in satisfaction (in Hungary) is found to occur midweek. This is explained as being related to workload. The results are robust after controlling for the interviewers' unobserved characteristics or the hour of completion of the interview. Modification in workdays owing to national holidays did not alter the results. The results reveal which social groups are especially vulnerable to fluctuations in satisfaction. This could have practical consequences for a more efficient work-life balance. The paper suggests questions for future research, which in particular should seek to understand differences between nations in terms of the nadir of satisfaction and to find a solution to the self-selection problem that may result in an underestimation of the true size of the weekly nadir. Keywords: weekly rhythm in satisfaction, day-of-the-week effect, mid-week effect, satisfaction with life

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Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures

Cited by 643 publications

References 65 publications

Effects of Work-Life Balance on Organizational Commitment: A Study in China’s State-Owned Enterprise

Effects of Work-Life Balance on Organizational Commitment: A Study in China’s State-Owned Enterprise

Humanistic Management and Living Wages: a Case of Compelling Connections?

The Mid-week Effect and Why Thursdays Are Blue: The Weekly Rhythm of Satisfaction in Hungary

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