scholarly journals PRACTITIONER SUMMARY Implications of Employee Satisfaction and Work-Life Balance in Accounting Firms

2021 ◽  
Author(s):  
Joshua A. Khavis ◽  
Jagan Krishnan ◽  
Colin Tipton
Keyword(s):  
Employee Satisfaction ◽  
Employee Retention ◽  
Audit Quality ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Accounting Firms ◽  
Employee Recruitment ◽  
Practical Implications

This article summarizes and reflects on the implications of the published study “Employee Satisfaction and Work-Life Balance in Accounting Firms and Audit Quality” (Khavis and Krishnan 2021), which examines the link between employee satisfaction, work-life balance, and audit quality within accounting firms. The study uses employee-level reviews from Glassdoor.com to examine how accounting firms are perceived by their employees, and tests whether accounting firms’ workplace characteristics explain employee satisfaction and audit quality. We briefly summarize the findings of this study and highlight relevant practical implications related to audit quality, employee recruitment, and employee retention, which may interest practitioners, regulators, and academics.

Employee Satisfaction and Work-Life Balance in Accounting Firms and Audit Quality

2020 ◽  
Author(s):  
Joshua A. Khavis ◽  
Jagan Krishnan
Keyword(s):  
Employee Satisfaction ◽  
Audit Quality ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Accounting Firms ◽  
Career Opportunities ◽  
Employees Satisfaction ◽  
Quality Framework ◽  
Overall Job Satisfaction

The PCAOB's audit-quality framework posits that superior inputs are essential for achieving high audit quality, and these inputs depend on the accounting firm's ability to recruit and retain quality personnel. However, the link between these inputs and audit quality has gone largely unexplored due to a lack of data. We use employee-level reviews of accounting firm employers from Glassdoor.com to examine perceptions of these inputs, and test whether accounting firms' internal characteristics explain employee satisfaction and audit quality. We provide descriptive evidence suggesting that "career opportunities," "senior management," and "culture and values" play a more important role in employees' satisfaction than do "compensation and benefits" or "work-life balance." Although work-life balance is not among the most important factors that are associated with audit employees' overall satisfaction, better work-life balance is nonetheless associated with higher audit quality. However, we do not find a significant association between audit-employees' overall job satisfaction and audit quality.

scholarly journals How Is Work–Life Balance Arrangement Associated with Organisational Performance? A Meta-Analysis

2020 ◽  
Vol 17 (12) ◽  
pp. 4446
Author(s):  
Kapo Wong ◽  
Alan H. S. Chan ◽  
Pei-Lee Teh
Keyword(s):  
Employee Retention ◽  
Meta Analysis ◽  
Work Life ◽  
Work Life Balance ◽  
Career Motivation ◽  
Organisational Performance ◽  
Life Balance ◽  
Employee Recruitment ◽  
Employee Attendance ◽  
The Relationship

The impacts of the work–life balance arrangement on organisational performance is a growing concern amongst researchers and practitioners. This study synthesised 202 records from 58 published papers to evaluate the relationship between the work–life balance arrangement and organisational performance by means of a meta-analysis. The organisational performance was measured based on six perspectives, including career motivation, employee attendance, employee recruitment, employee retention, organisational commitment, and productivity. The results showed a positive relationship between the work–life balance arrangement and organisational performance (OR: 1.181, 95% CI: 1.125–1.240, p < 0.001). Of the six perspectives, only career motivation, employee attendance, employee recruitment, and employee retention were significantly associated with the work–life balance arrangement. The moderators affecting the relationship between the work–life balance arrangement and organisational performance were gender, sector, and employee hierarchy. The results provide theoretical suggestions on the effectiveness of the work–life balance arrangement in terms of the six perspectives related to organisational performance.

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 INFLUENCE OF FLEXIBILITY OF WORK TO LOYALTY AND EMPLOYEE SATISFACTION MEDIATED BY WORK LIFE BALANCE TO EMPLOYEES WITH MILLENNIAL GENERATION BACKGROUND IN INDONESIA STARTUP COMPANIES

2018 ◽  
Vol 19 (0) ◽  
pp. 217-227
Author(s):  
Muhammad Calvin Capnary ◽  
Riani Rachmawati ◽  
Iskandar Agung
Keyword(s):  
Millennial Generation ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Sampling Technique ◽  
Positive Influence ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Snowball Sampling ◽  
Life Balance

Human resource is the one of the most important elements in the company. Therefore, the company must have related strategies to retain these workers. One of them is by increasing employee loyalty and satisfaction through flexibility of work and work life balance. The strategy chosen is based on the unique characteristics of the majority of workers who entered the millennial generation. Some companies are already implementing these strategies, including startup companies. This study aims to investigate the influence of the flexibility of working on loyalty and employee satisfaction with work life balance. This research was conducted using convenience and snowball sampling technique to the 121 respondents with a millennial generation background which is worked in startup companies in Indonesia. Data obtained from respondents were processed and analyzed using structural equation modeling. The results of this study indicate that flexibility of work has significant and positive influence to loyalty and employee satisfaction. However, flexibility of work has positive and significant impact on loyalty and employee satisfaction. This research prove that work life balance have partial mediating influence in relationship between flexibility of work and loyalty. In the other hands, work life balance have no mediating a relationship between flexibility of work and the satisfaction of employee with millennial background that is worked in startup companies.

Tracking the search for an elusive work-life balance sweet spot: Nigerian insights on the lifestyle challenges of female doctors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Emotional Support ◽  
Family Life ◽  
Design Methodology ◽  
Work Life ◽  
Work Life Balance ◽  
Sweet Spot ◽  
Life Balance ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper highlights the 90-plus hour weeks worked by Nigerian female doctors in an under-resourced health system, at the detriment of their family life. They use coping strategies for their grueling life schedule, such as employing uneducated “house-helps” to care for their children, inviting family members to move in with them to provide informal childcare, and seeking emergency emotional support from sympathetic colleagues as a way of enduring stress. This extreme negative spillover between home and work responsibilities risks exhausted doctors making mistakes, and has driven many to seek a better work-life balance in western countries. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Efficacy of Work Life Balance for Young Employee Retention: A Validated Retention Model for Small Private Industries

2020 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Sabrina Nushrat Islam ◽  
Md Asadul Islam ◽  
Amer Hamzah ◽  
A.K.M. Manirul Bahar ◽  
M.D. Reaz
Keyword(s):  
Employee Retention ◽  
Work Life ◽  
Work Life Balance ◽  
Retention Model ◽  
Life Balance

scholarly journals DETERMINANTS OF TEACHERS’ TURNOVER INTENTION IN BAHRIA SCHOOLS AND COLLEGES AT KARACHI

2016 ◽  
Vol 12 (1) ◽  
Author(s):  
Rafique Ahmed Khan ◽  
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
Employee Satisfaction ◽  
Recognition System ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Managerial Support ◽  
Employee Turnover Intention ◽  
The Impact

Purpose: This paper basically aims at exploring and investigating the impact of factors including career growth opportunities, workplace environment, managerial support, rewards & recognition system , and work-life balance on ‘turnover intention’ of teachers, in Bahria Schools and Colleges at Karachi. For the sake of ascertaining influence of these factors on employee turnover intention, six Bahria Schools and Colleges at Karachi were chosen. Methodology: By adopting a quantitative approach, views of 120 respondents (both male & female) were obtained with the help of a well structured questionnaire. The data were treated by applying correlation and regression analysis tools with the help of SPSS software, version 22. Findings: The results indicated that all five factors were negatively related with teachers’ turnover intention. However, impact of work-life balance was not insignificant. Similarly, results of the female employees varied from those of the male respondents. Male employees were comparatively less concerned about the issues related to work-life balance as compared to their female counterparts. Since all independent variables, if suitably practiced, also lead to employee satisfaction, the study clearly reflected the inverse relationship between employee satisfaction and turnover intention. Implications: This study can help the management of Bahria Schools and Colleges to understand the factors responsible for employee turnover intention. By paying due attention towards the identified factors, the Bahria Schools and Colleges can significantly enhance the motivation level of teachers, thereby reducing their turnover intention. The study is considered equally useful for other Schools and Colleges. In the end, future researchers have been advised to further explore the likely contribution of other factors towards employee satisfaction and reduced turnover intention.

scholarly journals Trends and strategic approach to establishing work/life balance of managers and other employees

2021 ◽  
Vol 5 (2) ◽  
pp. 29-36
Author(s):  
Milica Mladenović ◽  
Bojan Krstić
Keyword(s):  
Employee Satisfaction ◽  
Empirical Studies ◽  
Work Life ◽  
Work Life Balance ◽  
Global Changes ◽  
Company Performance ◽  
Life Balance ◽  
Training Costs ◽  
Strategic Approach ◽  
And Training

The purpose of the paper is presenting the most noticeable trends in establishing work/life balance of managers and other employees worldwide. Due to global changes, establishing work/life balance of employees is considered a strategic topic for human resource management (HRM). The research was conducted through a thorough analysis of various theoretical and empirical studies from the previous period, both domestically and abroad, with the aim of determining the extent to which companies have integrated employees' work/life balance programs into their HRM strategy and daily operations. Introducing training and the use of employees' work/life balance benefits leads to reduced stress and increased productivity, commitment and employee satisfaction. Consequently, this leads to improved company performance-reduced absenteeism and leaving of the company, lower recruiting and training costs, attracting and retaining top quality employees, as well as better company image. This way, employees' work/life balance programs provide benefits for both the employees and the company.

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