Work–life balance, retention of professionals and psychological empowerment: an empirical validation

Panda, Ansumalini; Sahoo, Chandan Kumar

doi:10.1108/ejms-12-2020-0003

Cited by 27 publications

(18 citation statements)

References 71 publications

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“…Third, this study suggests that maintaining the balance between work and non-work plays a vital role in performance. As evidenced by earlier studies, employees experiencing proper WLB would contribute to the organizations (Haar et al, 2019;Panda and Sahoo, 2021;Thilagavathy and Geetha, 2021). Fourth, organizations need to promote a culture that encourages employees to perform effectively.…”

Section: Academic and Practical Implicationsmentioning

confidence: 77%

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

Balakrishnan

Soundararajan²,

Parayitam

2022

IJEM

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PurposeAs teachers are considered “knowledge workers,” the present study explores teacher performance in schools. A particular emphasis is given to assessing the performance of female teachers in the rural part of South India.Design/methodology/approachAfter collecting data from 563 female teachers from four blocks in Nilgiris District (Ooty, Kotagiri, Coonoor and Gudalur) consisting of 37 government schools in the southern part of India, all the female teachers were surveyed, and the data were analyzed after checking the instrument's psychometric properties by performing confirmatory factor analysis. Hierarchical regression was employed to test the hypotheses.FindingsThe findings revealed that (1) empowerment, organizational communication and work–life balance (WLB) and recognition and rewards are positively and significantly related to teacher performance; (2) recognition and rewards moderate the relationship between (a) empowerment and performance, (b) organizational communication and performance, (c) WLB and performance, (d) organizational culture and performance and (e) quality of work-life (QWL) and performance.Research limitations/implicationsAs with any survey research, common method bias and social desirability bias may be potential limitations. However, proper care is taken to minimize these biases. The findings from this study contribute to the growing literature on education and training. In addition, the study highlights the importance of creating a climate for empowerment, recognition and rewards to foster teacher performance.Practical implicationsThe study helps administrators and policymakers to understand the antecedents of teacher performance and take necessary steps to motivate the teachers for superior performance.Originality/valueThe conceptual model the authors developed and tested is, according to the authors' knowledge, the first of the model's kind. A clear understanding of the predictors of teacher performance may guide the administrators and teaches in fostering performance in schools. The exclusive focus on female teachers is considered in this study because of the several problems the female teachers encounter in rural areas. Despite the disadvantages, female teachers perform well and contribute to students and the country as a whole.

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Section: Academic and Practical Implicationsmentioning

confidence: 77%

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

Balakrishnan

Soundararajan²,

Parayitam

2022

IJEM

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“…As Morgan and Hunt [10] noticed, commitment has an emotional connotation and it has correlation with engagement and satisfaction. One of the success factors in human capital retention is work and life balance (WLB), the last one makes employees work more effectively and raises effectiveness of the whole organization [11].…”

Section: Employee Engagement Is a Mighty Tool In Retention Strategymentioning

confidence: 99%

Beliefs, attitudes, values and engagement of generation X, Y employees

Daver

2023

E3S Web of Conf.

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This study starts with employee opinion survey, which is a measurement tool of employee engagement and satisfaction. The result of the survey, performed among 1480 employees of international construction company, points at certain targets for improvement in well-being field. We strove to find a correlation within least contented employees, between such factors as their seniority status in the company, gender, age and their low satisfaction, thus we found out that generation X employees are more satisfied (9% more) and as a result more engaged in the company culture than Y employees. This article reveals the reasons of this difference in satisfaction level between employees of two generations. Our first hypothesis was that shift in value orientation caused inconsistency with corporate culture, but after having used method of values ranking (system of «Life Meanings» by V. Yu. Kotlyakov) for a group of 620 employees of both generations, we had to accept that our hypothesis was only partially true and value changes in two generations were not dramatic. Our second hypothesis stated that deeper changes in reality perception like beliefs and self-concept could lead to lower satisfaction of Y generation employees with their work. We supposed that these deeper changes include beliefs as the basic elements of any complicated construct. We applied method of collectivism and individualism orientation measuring by Pochebut L. G to the group of 248 respondents of both generations. The outcome of this study shows that generation X employees’ beliefs reflect collectivism orientation and beliefs of the generation Y employees reflect individualism in 50% of the sampling.

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“…Igualmente, la pandemia generó un cambio en el empleo que se terminó por trasladarse a los hogares (Da Costa et al, 2020;Panda y Sahoo, 2021). En diversas profesiones, entre ellas la Contaduría Pública, el empleo se realizó en el hogar confluyendo dimensiones distintas, pues se mezcló la labor profesional con las relaciones familiares, de pareja, con los hijos y las personas cercanas, creando un desequilibrio entre el empleo y la vida personal.…”

Section: Para Comenzar: Una Apuesta Teórica Mínimaunclassified

55 años de la Facultad de Contaduría Pública de la Universidad Externado de Colombia: pasado, presente y futuro

Pineda¹,

Díaz²,

Segura³

2022

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Work–life balance, retention of professionals and psychological empowerment: an empirical validation

Cited by 27 publications

References 71 publications

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

Recognition and rewards as moderators in the relationships between antecedents and performance of women teachers: evidence from India

Beliefs, attitudes, values and engagement of generation X, Y employees

55 años de la Facultad de Contaduría Pública de la Universidad Externado de Colombia: pasado, presente y futuro

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