Sustainable human resources: Examining the status of organizational work–life balance practices in the United Arab Emirates

Parakandi, Mohammed; Behery, Mohamed

doi:10.1016/j.rser.2015.07.095

Cited by 50 publications

(48 citation statements)

References 30 publications

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“…WLBP refers to the organization's effort to reduce work-life conflict among employees and enable them to be more productive in multiple roles (Lazar et al, 2010) and enhance their self-sufficiency in integrating their work and non-work lives (Felstead et al, 2002). Increasingly, organisations have created WLBP as part of their effort to enhance employee's commitment and job satisfaction (Parakandi and Behery, 2016) and reduce their turnover (Allen, 2001;Thakur and Bhatnagar, 2017). WLBP also act as a coping mechanism to maintain a balance between work and non-work demands (Chiang et al, 2010).…”

Section: Work-life Balance Practices (Wlbp) and The Intention To Leavementioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members' turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members' turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.

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Section: Work-life Balance Practices (Wlbp) and The Intention To Leavementioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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“…Boreham, Povey & Tomaszewski, 2016;Kirk, 2016;Lub, Bal, Blomme & Schalk, 2016;Parakandi & Behery, 2016;Presbitero, Roxas & Chadee, 2016). As individual perceptions and human capabilities are being increasingly perceived as crucial for effective HRM, HR managers should focus on motivations, perceptions and preferences of their future employees.…”

Section: Human Resources Managementmentioning

confidence: 99%

Work-life Balance Decision-making of Norwegian Students: Implications for Human Resources Management

Gawlik¹,

Jacobsen²

2016

EBER

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“…Employee turnover among hospitality employees affects an organization in several ways and threatens the service quality to the customers. Parakandi and Behery (2016) indicated that organizational leaders are increasingly becoming aware of the need to have strategies and policies that lead to a sustainable workforce. Recommendations based on the results of this study include implementing conscious efforts to enhance employees' positive perceptions about job satisfaction, employee compensation, employee engagement, employee motivation, and work environment, as significant predictors of turnover intention in the hospitality industry.…”

Section: Discussionmentioning

confidence: 99%

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

Okae

2018

IJLD

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The purpose of this quantitative correlational study was to examine the relationship between employee turnover intention and job satisfaction, employee compensation, employee engagement, employee motivation, and work environment. A convenience sample of 156-services related employees from the hospitality industry in Western Georgia; Central Mississippi; and North Central Texas participants in the online surveys. The results from multiple linear regression models were significant in predicating employee turnover in the hospitality industry. In the final model, the five predictors accounted for approximately 36% of the variance in turnover intention, and the result was statistically significant, (R² =. 36, F (5, 105) = 11.57, p < .001). Motivation was not a significant predictor of employee's turnover intentions. The introduction of others organizational related variables by future researchers might enhance the effectiveness of the model. The practical implications for change include the ability of hospitality leaders' to implemented strategies and policies into their business practice to reduce employee turnover with industry, which is vital for organizational to retain skilled worker while maintaining profitability.

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Sustainable human resources: Examining the status of organizational work–life balance practices in the United Arab Emirates

Cited by 50 publications

References 30 publications

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Work-life Balance Decision-making of Norwegian Students: Implications for Human Resources Management

The Effect of Employee Turnover in the Hospitality Industry: Quantitative Correlational Study

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