scholarly journals Effect of Work Life Balance & Antecedent Variable on Intention to Stay (A Study of Female Employees in High Performing Banks in Jakarta)

2014 ◽  
Vol 8 (3) ◽  
pp. 1414-1423
Author(s):  
Sylvia Purba
Keyword(s):  
Organizational Support ◽  
Dual Role ◽  
Work Life ◽  
Work Life Balance ◽  
Intention To Stay ◽  
Life Balance ◽  
High Performing ◽  
Antecedent Variable ◽  
Female Employees ◽  
Support Practices

This research raised a topic about Work-Life Balance (WLB) and the antecedent variable towards Intention to Stay. This study was conducted on 154 female respondents who worked as bank employees in the best performing banks in Jakarta by purposive sampling method as married women whose have children and has been working more than 3 years. WLB which stated in respondent perception found that is positively influenced towards Intention to Stay, where Management of Dual Role and The Organizational Support Practices is the antecedent variable of WLB. Consequently, Management of Dual Role in fact is not influenced towards Intention to Stay meanwhile The Organizational Support Practices still influenced 10 % of Alpha. The interesting finding in this research known that WLB influenced by Management of Dual Role used house-maid service and The Organizational Support Practices have not touched the support towards Dual Role Women. It is described that the organization has not been supported the WLB issue.

scholarly journals IDENTIFIKASI PERAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KESEIMBANGAN HIDUP –KERJA

2019 ◽  
Vol 12 (1) ◽  
pp. 58-67
Author(s):  
Yuki Fitria
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Married Woman ◽  
Banking Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Female Employees

The aim of this study is to identify the influence of perceived organizational support on work-life balance of women employees in banking sector in Padang city. Sample is chosen by using purposive technique with some criteria namely married woman employees and have been employed for 5 or more years. The number of sample was 97. The data used are the primary data that collected through a questionnaire. The resulting data will be analyzed using regression analysis by SPSS. The research shows that, Perceived Organizational Support (POS) has positive and significant influence on female employees work-life balance in banking sector in Padang City.

scholarly journals IDENTIFIKASI PERAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KESEIMBANGAN HIDUP–KERJA

2018 ◽  
Author(s):  
yuki fitria
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Married Woman ◽  
Banking Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Women Employees ◽  
Female Employees

The aim of this study is to identify the influence of perceived organizational support on work-life balance of women employees in banking sector in Padang city. Sample is chosen by using purposive technique with some criteria namely married woman employees and have been employed for 5 or more years. The number of sample was 97. The data used are the primary data that collected through a questionnaire. The resulting data will be analyzed using regression analysis by SPSS. The research shows that, Perceived Organizational Support (POS) has positive and significant influence on female employees work-life balance in banking sector in Padang City.

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 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.

Work-family balance of female parliamentarians in Ghana

2019 ◽  
Vol 34 (1) ◽  
pp. 34-44 ◽  
Author(s):  
Ummu Markwei ◽  
Michael Kubi ◽  
Benedicta Quao ◽  
Esther Julia Attiogbe
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Political Careers ◽  
Content Type ◽  
Organizational Policies ◽  
Family Balance ◽  
Healthy Work ◽  
Female Employees ◽  
Work Family

Purpose The purpose of this paper is to present the challenges female parliamentarians in Ghana face in their attempt to balance their professions and families. Design/methodology/approach This is a qualitative study which explores the nature of strain female MP’s in Ghana encounter in their struggle to achieve a work-life balance. Findings It is concluded that most female parliamentarians in Ghana go through tough times in trying to juggle career with family life. The study revealed that the MPs adopt strategies such as prioritizing roles, limiting official duties at home and using social support to help them cope with the pressures of their roles. The organizational policies put in place to aid female employees to achieve a healthy work-life balance did not yield much result for the participants in this study. Originality/value The originality of this paper lies in it being the first study that qualitatively explores the complex challenges female parliamentarians face in their political careers and family lives in Ghana.

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.

Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations

2008 ◽  
Vol 14 (3) ◽  
pp. 267-284 ◽  
Author(s):  
Louise P Parkes ◽  
Peter H Langford
Keyword(s):  
Social Responsibility ◽  
Employee Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Climate Factors ◽  
Intention To Stay ◽  
Life Balance ◽  
Organisational Climate ◽  
Australian Sample ◽  
Further Development

AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

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