Organizational support for work-life balance and organizational commitment

2018 ◽  
Vol 52 (4) ◽  
pp. 299-330
Author(s):  
Minji Oh ◽  
Taehee Kim
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

A Contemporary Analysis of Accounting Professionals' Work-Life Balance

2015 ◽  
Vol 30 (1) ◽  
pp. 41-62 ◽  
Author(s):  
Steve Buchheit ◽  
Derek W. Dalton ◽  
Nancy L. Harp ◽  
Carl W. Hollingsworth
Keyword(s):  
Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Public Accounting ◽  
Important Distinction ◽  
Life Balance ◽  
Accounting Firms ◽  
Accounting Professionals ◽  
Big 4 ◽  
Public Accounting Firms

SYNOPSIS In recent years, work-life balance surpassed compensation as the most important job satisfaction factor among AICPA members (American Institute of Certified Public Accountants [AICPA] 2004). Despite the continued importance of this issue in the accounting profession (AICPA 2011), prior research has not examined work-life balance perceptions across different segments of the profession. We survey 1,063 practicing CPAs in order to assess the comparative work-life balance perceptions across (1) Big 4 versus smaller public accounting firms, (2) audit versus tax functions, and (3) public accounting versus industry work contexts. Consistent with predictions based on institutional logics theory, we find that work-family conflict and job burnout perceptions (our proxies for work-life balance) are highest in the Big 4. We are the first study to measure both support-for and viability-of traditional alternative work arrangements (AWAs), and we report an important distinction between these two constructs. Specifically, while CPAs across all public accounting firms (i.e., Big 4, national, regional, and local firms) report similar levels of organizational support-for AWAs, Big 4 professionals report significantly lower perceived viability-of AWAs (i.e., the ability to use AWAs and remain effective at one's job) compared to accounting professionals at smaller public accounting firms. Further, we find no differences between audit and tax professionals' perceptions across any of our work-life balance measures. We also document nuanced differences regarding work-life balance perceptions in public accounting versus industry. For example, contrary to conventional wisdom, work-life balance is not uniformly “better” in industry (e.g., burnout is actually lower in smaller public accounting firms compared to industry). Finally, we use open-ended responses from a follow-up survey to provide several recommendations for firms to improve their work-life balance efforts.

scholarly journals The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

2020 ◽  
Vol 9 (3) ◽  
pp. 300-309
Author(s):  
Udhay Iqbal Wilkanandya ◽  
Ketut Sudarma
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Life ◽  
Work Life Balance ◽  
Citizenship Behavior ◽  
Life Balance

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

scholarly journals EMPLOYEE WORK-LIFE BALANCE, SATISFACTION AND BURNOUT IN IRAN AND SPAIN

2020 ◽  
Vol 8 (3) ◽  
pp. 779-791
Author(s):  
Tara Tavassoli ◽  
Albert Sunyer
Keyword(s):  
Life Satisfaction ◽  
Organizational Commitment ◽  
Positive Impact ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Full Time ◽  
Life Balance ◽  
Mediating Role

Purpose of the study: This research explores the effects of Work-Life Balance (WLB) on job and life satisfaction, and burnout in Iran and Spain. Besides, this research investigates the impact of WLB on organizational commitment and the mediating role of this factor on the studied outcomes. Methodology: This study uses confirmatory factor analysis and structural equation modeling in AMOS to analyze a sample of 263 full-time employees. The sample includes employees from various sectors and firms. The same measurement scales, factors, and structural models were used in both studied countries. Main Findings: The results of this study confirm that there are positive relationships between WLB and job and life satisfaction and negative relationships between WLB and burnout in both countries. Furthermore, results confirm the partial mediating role of organizational commitment on WLB and the studied outcomes in a way that WLB has a positive impact on the organizational commitment which is, in turn, positively associated with job satisfaction and negatively related to cynicism in both country samples. Applications of this study: These findings involve that WLB has a positive impact on employees' outcomes. Therefore, organizations should implement and promote WLB policies as a means to increase their employees' satisfaction while reducing job burnout. Employers' attention to WLB should be prominent. Novelty/Originality of this study: This research is one of the first studies to investigate WLB outcomes in Middle-Eastern societies like Iran and compare them with western societies. The results show more similarities than differences between the two studied country samples, although few differences are found.

scholarly journals A szervezeti elkötelezettség és a munka-család viszonyrendszer összefüggései (The relationship between organizational commitment and work-life balance)

2012 ◽  
pp. 2-14
Author(s):  
Csaba Kiss ◽  
Sára Csillag ◽  
Roland Szilas ◽  
Sándor Takács
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Intention To Leave ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Affective Component ◽  
Work Family ◽  
The Relationship

376 ügyfélszolgálati dolgozó bevonásával végzett kérdőíves vizsgálatukban a szerzők arra keresték a választ, hogy a szervezeti elkötelezettség profilok hogyan függnek össze a munkahelyi elégedettséggel, a kilépési szándékkal és a munka-család viszonyrendszerre vonatkozó változókkal (munka-család konfliktus, munkacsalád egyensúly, munka-család gazdagítás). Nyolc különböző profilt találtak, amelyek elemzéséből kiderült: az elkötelezettség-komponensek közül az érzelmi elkötelezettségnek kitüntetett szerepe van a kedvező következményeket tekintve, továbbá az elkötelezettségkomponensek együttes hatása szinergikus lehet. ________ In their research that was based on the answers of 376 customer service employees to a questionnaire survey, the authors are looking at the relationship between the organizational commitment profiles and work satisfaction, intention to leave the organization and various subconcepts of work life balance (work-family conflict, work-family balance and work-family enrichment). They have found 8 different profiles, the analysis of which revealed the central role of the affective component regarding the positive outcomes of the above mentioned variables as well as the synergic relations among the different components of organizational commitment.

scholarly journals Examining the Moderating Effects of Work–Life Balance between Human Resource Practices and Intention to Stay

2019 ◽  
Vol 11 (17) ◽  
pp. 4585 ◽  
Author(s):  
Hsiao-Ping Chang ◽  
Chi-Ming Hsieh ◽  
Meei-Ying Lan ◽  
Han-Shen Chen
Keyword(s):  
Organizational Commitment ◽  
Human Resource ◽  
Hotel Industry ◽  
Job Embeddedness ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Personnel Cost ◽  
Intention To Stay ◽  
Life Balance

Offering services to clients by staff is a major feature of the hotel industry. Therefore, maintaining high-quality and stable services is critical for hotels to stay competitive. As for hotel human resource management, how to effectively increase employee retention is crucial because it not only enhances organizational performance but also reduces personnel cost. In this study, the researchers used structural equation modeling to explore the relationship between job embeddedness, organizational commitment, and intention to stay in tourist hotel interns. Furthermore, work–life balance was used as the moderating variable between organizational commitment and intention to stay. The study subjects were interns who had completed between half and one year of an internship at a tourist hotel and were going to graduate from the school upon completing the internship. The results indicated that job embeddedness has a significant and positive effect on organizational commitment and intention to stay whereas organizational commitment mediates the relationships between job embeddedness and intention to stay. In addition, work–life balance moderates interns’ intention to stay. This study provides the hotel industry with useful management guidelines for retaining employees and improving competitiveness.

scholarly journals Work Life Balance in Nepalese Commercial Banks

2018 ◽  
Vol 2 (1) ◽  
pp. 116-125
Author(s):  
Resham Raj Pathak
Keyword(s):  
Social Sciences ◽  
Organizational Support ◽  
Time Management ◽  
Commercial Banks ◽  
Work Life ◽  
Work Life Balance ◽  
Human Beings ◽  
Life Balance ◽  
Organization Policy ◽  
Working Hour

Work life balance has always been an important issue in social sciences due to its significant influence on career choice, time management, stress management and other important aspects of day to day life of human beings. Moreover, it is universal phenomena. With this context, the study tries to explore and analyze the link between Working hour, income level and organizational support with work-life balance of employees working in selected commercial banks of Nepal. Moreover, the study seeks the necessity to formulate an apparent and specific organization policy to address work life balance in Nepalese Commercial banks.

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