Work life balance and job-related affective wellbeing: moderating role of work autonomy

2021 ◽  
Author(s):  
Wai Meng Yap
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Managerial Implications ◽  
Work Autonomy ◽  
Decision To Stay ◽  
The Relationship ◽  
Moderating Role ◽  
High Work

Studies have been suggesting that millennials put a higher emphasis on their subjective wellbeing experience at work as an aspect in their decision to stay in an organisation. In this paper, we investigated how work-life balance explained job-related affective wellbeing among millennial employees. In addition, we investigated how work autonomy moderated the relationship between work-life balance and job-related affective wellbeing. Our assumptions were; 1) those who had higher work-life balance experienced better job-related affective wellbeing, and 2) when under high work autonomy, job-related affective wellbeing levels will be higher compared to when in lower levels. To test our proposition, we surveyed a total of 272 millennial workers using PROCESS MACRO SPPSS extension. Our results suggested that work autonomy had an extremely important role in increasing millennial workers’ affective wellbeing. Affective wellbeing state of millennial workers were significantly higher when under high work autonomy levels compared to when they were lower. Implication of this paper includes understanding the importance of work autonomy inside the organisation towards millennial workers. It also offers several managerial implications on key areas to improve affective wellbeing of millennials at work.

scholarly journals Availability and Use of Work–Life Balance Programs: Relationship with Organizational Profitability

2020 ◽  
Vol 12 (7) ◽  
pp. 2965
Author(s):  
DuckJung Shin ◽  
Jackson Enoh
Keyword(s):  
Job Demands ◽  
Work Life ◽  
Work Life Balance ◽  
Organizational Level ◽  
Life Balance ◽  
Business Outcomes ◽  
The Relationship ◽  
Moderating Role

The present paper investigated the relationship between work–life balance programs (WLBPs) and business outcomes at the organizational level. First, we examined the effect of WLBPs on organizational profitability (revenues minus expenditures per employee). Second, we extended the discussion on the job demands-resources (JD-R) model by considering how and why WLBPs can mitigate nonjob demands. Specifically, we tested the moderating role of the availability and use of WLBPs in the WLBPs-organizational profitability relationship. We found that both availability and use of WLBPs moderate the WLBPs-profitability relationship. We discussed implications of the findings.

Work-life balance, job satisfaction and nurses retention: moderating role of work volition

2016 ◽  
Vol 10 (4) ◽  
pp. 488 ◽  
Author(s):  
Alamzeb Aamir ◽  
Abu Bakar Abdul Hamid ◽  
Maqsood Haider ◽  
Chaudhry Shoaib Akhtar
Keyword(s):  
Job Satisfaction ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Work Volition ◽  
Moderating Role

scholarly journals The Impact of Work From Home to Work Life-Balance and Its Implication to Employee Happiness: The Moderating Role of Organizational Support

2021 ◽  
Vol 5 (3) ◽  
Author(s):  
Johanna Gracelia Elnanto ◽  
Lieli Suharti
Keyword(s):  
Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Positive Effects ◽  
Work From Home ◽  
The Impact ◽  
Moderating Role ◽  
Employee Happiness

Working from home was an increasing phenomenon to prevent the spread of COVID-19. Although WFH has been expendable well documented, there are still limited studies related to the subject of life balance, happiness and organizational support. This study aimed to figure out; 1) The influence of work from home on work-life balance, 2) The influence of work-life balance on happiness, 3) The moderating role of organizational supports towards work from home and work-life balances. The respondents used in this research were the 94 lecturers who worked in Universitas Kristen Satya Wacana. The study was done in a quantitative method through cross-sectional data and non-probability sampling method. The analysis model used was Path Analysis, Moderated Regression Analysis and Simple Regression test. The result of this research indicates that WFH has positive effects on WLB and WLB has positive effects on employee happiness. The testing done on moderating effect appeared that organizational support does not moderate the effects of WFH on WLB. Apart from that, theoretical and practical implications were also given in this research.

scholarly journals Juggling between work, studies and motherhood: The role of social support systems for the attainment of work–life balance

2021 ◽  
Vol 19 ◽  
Author(s):  
Augustine Osei Boakye ◽  
Rebecca Dei Mensah ◽  
Magdalene Bartrop-Sackey ◽  
Patricia Muah
Keyword(s):  
Working Mothers ◽  
Extended Family ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Conservation Of Resources ◽  
Snowball Sampling ◽  
Life Balance ◽  
Managerial Implications

Orientation: In recent years, work–life balance has become one of the most important issues of interest to researchers and policymakers. Although women have been identified to be more at risk of work–life imbalance, little is known about the work–life balance pursuits of women who study in addition to their work in non-Western contexts.Research purpose: Drawing from the ecological system theory and the conservation of resources theory, this study explored the lived experiences of women who study in addition to their work to understand how they achieve work–life balance.Motivation for the study: The views of working mothers on how they strive to balance their work, studies and motherhood can influence the development and implementation of HR policies that empower women to climb the upper echelon of organisations.Research approach/design and method: Six respondents knowledgeable on the subject were recruited with snowball sampling and further interviewed.Main findings: Thematic analysis of the interview transcripts revealed work flexibility, co-worker support, supportive supervisor, supportive family and programmed work–life as the main themes, which explained how working mothers maintained a sense of well-being. Cardinal amongst the themes was the synergistic role of extended family members.Practical/managerial implications: Organisations are encouraged to develop and implement family-friendly policies that can promote healthy well-being of its workforce whilst facilitating the training and development of women.Contribution/value-add: This study contributes to work–family literature by providing empirical evidence from a non-Western context as previous research was predominantly conducted in Western contexts.

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