The Role of Work-Life Balance Practices in Order to Improve Organizational Performance

Lazăr, Ioan; Osoian, Codruta; Ratiu, Patricia Iulia

doi:10.35808/ersj/267

Cited by 160 publications

(142 citation statements)

References 5 publications

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“…Whereas, according to Hill (2001), WLB is someone who is able to balance the demands of time, emotion, attitude, and responsibility on his work. WLB provides benefits in the form of a combination of increasing job satisfaction and loyalty, promoting job performance, reducing costs due to turnover, absenteeism, recruitment and selection, increasing organizational productivity (Lazar, Osoian, & Ratiu, 2010), talented employee retention, productive innovation through increased employee involvement (Benito-Osario, Muñoz-Aguado & Villar, 2015). All of these aspects lead to desired outcomes in the form of improving employee and organizational performance.…”

Section: Review Literaturementioning

confidence: 99%

“…The right action of WLB will prevent behavioural irregularities in the world of work (Osibanjo, Olubusayo, Olalekan, & Adenike, 2015). According to Lazar, Osoian, & Ratiu (2010), the benefits of WLB for companies include: (1) reducing the level of absence and delay; (2) showing employee commitment and loyalty;…”

Section: Review Literaturementioning

confidence: 99%

“…According to Benito-Osario et al (2015), WLB has a role in increasing the employee engagement. In addition, according to Lazar, Osoian, & Ratiu (2010) the benefits of WLB are the existence of commitment, the loyalty and increasing the employee productivity.…”

Section: Review Literaturementioning

confidence: 99%

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The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

Larasati¹,

Hasanati²,

Istiqomah³

2019

Proceedings of the 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018)

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Company needs to maintain and to give consideration to their employees as they want the company productivity to gain profits. The majority employees in the company are from millennial generation. Millennial generation without a doubt leaves their company when they have not felt yet attached to the company. Employee engagement is one of the ways that can make the employee stay at the company. Employee engagement which consists of vigour, dedication and absorption dimension are known to have a positive impact on the employee productivity. In contrast, employee disengagement can destruct the company. One of the aspects that can improve employee engagement is work-life balance. The objective of this study is to find out the effects of work-life balance on employee engagement in millennial generation employees. The research participants in this study were employees of PT. Senwell Indonesia from Banjarmasin. In collecting the data, researchers employed a work-life balance scale and the Utrecht work engagement Scale. A simple linear regression was recruited so as to analyse the data. The results have shown that the percentage of work-life balance on employee engagement shows 14.3 %. Companies that give consideration to the welfare of employees' personal life and work life are proven to be able to influence the level of employee engagement in the company.

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Section: Review Literaturementioning

confidence: 99%

Section: Review Literaturementioning

confidence: 99%

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The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

Larasati¹,

Hasanati²,

Istiqomah³

2019

Proceedings of the 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018)

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“…Integrated programs provide employees with a single point of contact to access services and coordinate the provision of services relating to employee wellness and work-life balance (Pallarito, 2006). Today, employers have shifted focus to the strategic value of promoting work-life balance, considering the impact it has on employee engagement and overall organisational performance (Lazar, Osoian, & Ratiu, 2010). questionnaire apathy, the adequacy of the sample for work-life balance was determined using the Kaiser-Meyer-Olkin Measure of Sampling Adequacy (0.573) and the Bartlet's Test of Spherecity (965.610, p = 0.000).…”

Section: Work Flexibilitymentioning

confidence: 99%

Work Intensification: A Stumbling Block to Work Life Balance?

Abdoolla

Govender

2017

JEBS

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Of recent, studies on work intensification have surfaced in many sectors of the work environment and, with work-life balance being triggered by numerous variables. Employees are working harder and faster to meet tight deadlines and the speed of work has escalated resulting in a negative association with their health. The study aims to assess whether work intensification hinders work-life balance and affects employees' daily tasks. A quantitative approach was selected for the study and, both descriptive and inferential statistics were utilized. Hypotheses testing were part of the study and most were partially accepted. The simple random sample was chosen and a sample of 100 employees was drawn. Data were collected using a self-developed questionnaire. The results showed that work intensification and work-life balance occurred at varying degrees and improvements were required in several areas. The adverse results of work intensification and high-involvement work processes have a tremendous impact on the employees' work-life balance. The study culminates with a projection on recommendations, conclusion and, practical implications are reflected upon based on the study. Aim of the study:The aim of the study is to assess whether work intensification is a stumbling block to work-life balance in a public sector organization. The constructs for work intensification (organizational and technological change, work intensity and ergonomic factors, work-related stress and psychological factors, volume of workload and job insecurity) and for work-life balance (work-family conflict, work flexibility, managerial/supervisory support, child/elderly care and employee wellness) were explored. MethodologyResearch approach: The research methodology has been designed to assess employee perceptions on whether work intensification is a stumbling block to work-life balance in a public sector organization. Respondents:The study was undertaken in a public sector organization, in KwaZulu-Natal, South Africa. Respondents were office-level employees and, the sample comprised of both male and female respondents of varying age, marital and race groups, with varying educational qualifications and years of service. Due to Work-related stress and psychological factors are compelling factors that must be addressed to create the following: a comfortable work atmosphere; social support activities (team retreats) for stress reduction; self-

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“…By enabling employees to schedule their time in order to better balance competing demands from work and from home, and by helping employees to procure third party assistance with caregiving responsibilities, such practices are intended to reduce or eliminate levels of work life conflict, and thereby augment employee performance and organizational effectiveness [42] . [43] studied whether work-life balance initiatives and practices can be considered as strategic human resource management decisions that can translate into improved individual and organizational. Likewise, Susi and Jawaharrani (2010) [44] examined employee engagement, explore work place culture and work life balance policies & practices followed in industries, in order to promote employee engagement in their organizations to increase their employees productivity and retain them.…”

Section: Employee Performancementioning

confidence: 99%

Impact of Work Life Balance Practices on Employee Performance of Female Machine Operators on the Sri Lankan Apparel Sector

Dilhani

Dayarathna

2017

Human Resource Management Journal

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Area of the StudyThis study discusses the impact of work life balance practices on employee performance of female machine operators in the Sri Lankan apparel sector. Problem of the StudyThis study attempts to bridge the existing knowledge gap by empirically studying the impact of work-life balance on employee performance on apparel sector in Sri Lanka. Method of the StudyThe data were collected from a randomly selected sample of 108 female machine operators in the Sri Lankan apparel sector by administrating a structured questionnaire, which consisted of the 32 questions/ statements with 5 point scale. And also, 108 questionnaires were distributed and 96 were received as completed questionnaire. The respondent rate is 88.88%. The data analysis includes the univariate analysis and bivariate analysis. Findings of the StudyFindings suggest that a high correlation exists between work life balance practices and the employee performance of the female machine operators in the Sri Lankan apparel sector. Further, comparably family supportive work provisions highly impact on employee performance than the three of other dimensions. Unexpectedly there was no statistically significant impact of parenting and pregnancy policy on employee performance. Conclusion of the StudyFinal result of the study reveals that leave arrangement, flexible working arrangement and family supportive work provision positively impact on employee performance. In conclusion, work life balance practices of organizations positively impact on their employee performance.

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The Role of Work-Life Balance Practices in Order to Improve Organizational Performance

Cited by 160 publications

References 5 publications

The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

The Effects of Work-Life Balance towards Employee Engagement in Millennial Generation

Work Intensification: A Stumbling Block to Work Life Balance?

Impact of Work Life Balance Practices on Employee Performance of Female Machine Operators on the Sri Lankan Apparel Sector

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