The Balance between Work and Life for Subjective Well-Being: A Moderated Mediation Model

Abstract

The aim of this study is to investigate the association among work-life balance, intrinsic motivation, subjective well-being and job satisfaction among the healthcare professionals of Pakistan. Utilizing a sample of 301 Health Care Professionals, the authors tested the proposed relationships. Findings were constant with the hypothesized theoretical scheme, and mediated association between work-life balance and subjective well-being through job satisfaction was stronger when intrinsic motivation was high rather than low. Based on the findings, we suggest that the association between work-life balance and subjective well-being in Health Care Professionals is more complicated than was previously believed—thus yielding a pattern of moderated mediation. In brief, it was found that work-life balance enhances subjective well-being through job satisfaction when intrinsic motivation is low. We also discuss the theoretical contributions and practical implications of the research and directions for future studies.

Workplace Incivility and Job Satisfaction: Mediation of Subjective Well-Being and Moderation of Forgiveness Climate in Health Care Sector

“…It is higher mental health, behavioral styles of self-improvement, and interpersonal connection. Prior studies have determined that factors can improve the subjective well-being of employees i.e., i.e., thriving, civility, fairness perception [ 48 ], flourishing, energy [ 49 ], ethical leadership, voice behavior [ 50 ], and work/life balance [ 51 ], while the influence of workplace incivility on employee subjective wellbeing was not explored. So, we posit:…”

Correlation between Employee Performance, Well-Being, Job Satisfaction, and Life Satisfaction in Sedentary Jobs in Slovenian Enterprises

“…As in most of Europe, Slovenia is also facing the challenge of sedentary behavior as part of modern work conditions. This is the first time that Slovenian enterprises were researched in terms of sedentary work conditions, concerning job satisfaction, life satisfaction and well-being on work performance, which is the main novelty of the work and presents the possibility of comparing findings with other studies [ 48 , 49 , 50 , 51 , 52 , 53 , 54 ], such as the effect of COVID-19 [ 5 , 47 ], remote job options and cross-country differences [ 53 ] or socio-economics status in the relationship between leadership and well-being [ 54 ]. The main gaps, which are supplemented by our studies, are, in addition to finding the correlations between some factors and work performance in sedentary jobs, encouraging similar further studies with the final goal of determine the factors that correlate most with job performance in sedentary work conditions.…”

“…It has also been found that sedentary behavior negatively correlates with an active lifestyle [ 4 , 6 ] and with less effective work performance [ 14 , 35 ], which also supports our conclusions. Furthermore, our systematic observation findings indicate specific problems in the organizational climate among employees and point to a significant division between the groups and consequential low team cohesiveness, which is essential for team or group effectiveness and work performance [ 50 ]. In our study, the group of employees who were willing to participate called themselves ‘cooperative employees’, whereas employees who were not ready to take part in this study were referred to as ‘those others’, those who never cooperate and always complain.…”

“…The findings from this study also led to the conclusion that sedentary jobs in the studied companies require complex human resource management. Therefore, more complex studies are needed in this field, with special monitoring and maybe even with human resource index (HRI) measurements, e.g., [ 43 ], which is the current trend in economics, as well as the new reality in economics [ 47 , 48 , 49 , 50 , 51 , 52 , 53 , 54 ] and in society.…”

“…The dynamic, adaptable complex approaches are especially important in recent years in response to COVID-19, connected with changes in general lifestyle, physical activity patterns, and sedentary behavior and associations with mental health [ 44 , 46 , 47 , 48 , 49 ], especially in computer workers, as one of the most typical sedentary works. In recent years, authors have suggested different models for the balance between work and life for subjective well-being, e.g., the moderated mediation model [ 50 ], or they have written about exploring the nature and antecedents of employee energetic well-being at work and job performance [ 51 ]. A special case is also well-being at work after a return to work [ 52 ].…”