scholarly journals Social Support, Grit, Health Status, and Work-Life Balance of Nurses

2020 ◽  
Vol 20 (4) ◽  
pp. 194-202
Author(s):  
Sol Lee ◽  
Yunhee Shin
Keyword(s):  
Social Support ◽  
Health Status ◽  
Work Experience ◽  
Explanatory Power ◽  
Intervention Strategy ◽  
Work Life ◽  
University Hospital ◽  
Work Life Balance ◽  
Hospital Data ◽  
Life Balance

Background: The purpose of this descriptive study is to investigate nurses’ social support, health status, grit, and work-life balance and identify the factors affecting their work-life balance.Methods: The subjects in this study were 203 nurses working in a university hospital. Data were analyzed using Pearson’s correlation coefficients, independent t-test, one-way analysis of variance, Scheffe’s test, and multiple linear regression.Results: The study revealed significant relationships between work-life balance and social support (r=0.39, P<0.001), health status (r=0.69, P<0.001), and grit (r=0.36, P<0.001). Factors influencing work-life balance were health status (β=0.57), grit (β=0.17), social support (β=0.14), and work experience (β=-0.12). The explanatory power of the regression model was 51.2%, and the model was statistically significant (F=43.45, P<0.001).Conclusions: This study suggests that it is necessary to include, in the intervention strategy for nurses’ work-life balance, methods to improve their health status, grit, and social support. A balanced work-life for nurses can help them satisfactorily perform professional services while managing the nursing organization stably and, ultimately, help them grow into professional nurses in the future.

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

scholarly journals The impact of shift patterns on junior doctors' perceptions of fatigue, training, work/life balance and the role of social support

2010 ◽  
Vol 19 (6) ◽  
pp. e36-e36 ◽  
Author(s):  
M. Brown ◽  
P. Tucker ◽  
F. Rapport ◽  
H. Hutchings ◽  
A. Dahlgren ◽  
...  
Keyword(s):  
Social Support ◽  
Work Life ◽  
Work Life Balance ◽  
Junior Doctors ◽  
Life Balance ◽  
The Impact

scholarly journals Work-life balance policies in high performance organisations: A comparative interview study with millennials in Dutch consultancies

2020 ◽  
pp. 239700222095273
Author(s):  
Onno Bouwmeester ◽  
Rose Atkinson ◽  
Lucie Noury ◽  
Riku Ruotsalainen
Keyword(s):  
Work Experience ◽  
High Performance ◽  
Work Life ◽  
Work Life Balance ◽  
Work Demands ◽  
Dirty Work ◽  
Life Balance ◽  
Young Professionals ◽  
General Management ◽  
Health Programmes

The literature on work-life balance primarily focuses on how individuals cope with high work demands. This study, however, investigates how young professionals experience the work-life balance support offered by organisations. Twenty-four millennial consultants were interviewed to explore their perceptions of work-life balance and organisational support policies in an extreme work context. Twelve consultants worked for strategy houses with an average working week of around 60 hours, while the other 12 worked for general management consultancies with average working weeks of roughly 50 hours. Our comparative findings suggest that overall work-life balance perceptions stay positive in both settings. In strategy houses, where work pressures are highest, reported policies and practices go beyond health programmes, training and coaching, which are the most common work-life balance measures. Strategy houses monitor their consultants’ work-life balance experience weekly, provide options to outsource components of the work, and offer multiple forms of compensation. These further policies are much appreciated. Despite these positive assessments, we also observe an increase of negative work-life balance experiences due to the higher work pressures at strategy houses. There is, therefore, some ambiguity in the work-life balance perceptions of consultants, who recalibrate what are ‘normal’ work demands and reframe and refocus on the bright side of work life. Such occupational ideologies indicate a ‘dirty work’ experience.

The association between work–life balance and health status among Korean workers

Work ◽  
2017 ◽  
Vol 58 (4) ◽  
pp. 509-517 ◽  
Author(s):  
Eunsuk Choi ◽  
Jiyun Kim
Keyword(s):  
Health Status ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

scholarly journals Workload and coping with stress and the health status of emergency medical staff in the context of work–life balance

2020 ◽  
Vol 71 (5) ◽  
pp. 587-593
Author(s):  
Paweł Rasmus ◽  
Weronika Marcinkowska ◽  
Nikodem Cieleban ◽  
Anna Lipert
Keyword(s):  
Health Status ◽  
Medical Staff ◽  
Work Life ◽  
Work Life Balance ◽  
Coping With Stress ◽  
Life Balance ◽  
Emergency Medical ◽  
And Coping

scholarly journals WORK LIFE BALANCE WITHIN THE PRIVATE SECTOR: THE PREDICTIVE ROLES OF SOCIAL SUPPORT AND LOCUS OF CONTROL

2021 ◽  
Vol 6 (4) ◽  
Author(s):  
Tochukwu Matthew Oguegbe ◽  
Stephen Ebuka Iloke ◽  
Jerome Ogochukwu Ezisi ◽  
Enyeobi Bede Ofoma
Keyword(s):  
Social Support ◽  
Locus Of Control ◽  
Family Environment ◽  
Sampling Technique ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Statistical Tool ◽  
Life Balance ◽  
Productivity Level

The study investigated social support and locus of control as predictors of work life balance among workers. One hundred and forty one (141) workers from Stine Rice Industry, Amichi served as participants in the study, comprising 90 males (66.08%) and 51 females (33.92%). Their age ranged between 18 – 50 years with a mean age of 30.04 years and standard deviation of 8.1 years. The participants were selected using systematic and convenient sampling technique. Fisher's work life balance Scale (Fisher, 2001), Rotter internal-external locus of control scale 1966 (Rotter, 1966), and multidimensional scale of perceived social support (Zimet, Dahlem, Zimet & Farley, 1988) was used for data collection. The design adopted in the research is a correlational design. Based on this, Multiple Linear Regression was adopted as the statistical tool for data analysis using statistical package for social sciences (SPSS). Three hypotheses were tested, and the results revealed that the first hypothesis which stated that social support would significantly predict work life balance among workers was accepted at (p>.05, t=2.161). The second hypothesis which stated that locus of control would significantly predict work life balance among workers was also accepted at (p>.05, t=-6.02). The third hypothesis which stated that social support and locus of control would jointly predict work life balance among workers was accepted at F(2,138)=24.214, p<.05 level of significant. Thus, based on the findings of this study, the researchers recommended that organizations should provide mechanisms that will provide support for workers in order to balance their work lives, should provide human resource initiatives that will enhance their productivity level. Also, the needs of employees are increasing owing to the many roles they play outside the work and family environment; managers are to be understanding when employees make requests to meet these needs. Limitations and implications of the study were also discussed. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0796/a.php" alt="Hit counter" /></p>

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