scholarly journals Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Energies ◽  
2021 ◽  
Vol 14 (15) ◽  
pp. 4556
Author(s):  
Anuradha Iddagoda ◽  
Eglantina Hysa ◽  
Helena Bulińska-Stangrecka ◽  
Otilia Manta
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Cross Sectional ◽  
Life Balance ◽  
Theoretical Contribution ◽  
Green Human Resource Management ◽  
The Impact

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

scholarly journals PENGARUH WORK LIFE BALANCE DAN KETERIKATAN PEGAWAI TERHADAP KINERJA PEGAWAI FAKULTAS ILMU SOSIAL DAN ILMU POLITIK UNIVERSITAS INDONESIA

2017 ◽  
Vol 8 (1) ◽  
pp. 82
Author(s):  
Maya Sarikit
Keyword(s):  
Job Performance ◽  
Path Analysis ◽  
Employee Engagement ◽  
Direct Effect ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Method ◽  
Life Balance ◽  
Political Sciences ◽  
The University

The objective of the research is to obtain information about the influence of work life balance and employee engagementon employees job performance onFaculty of Social and Political Sciences of the University of Indonesia .The research was conducted to all of employees onFaculty of Social and Political Sciences of the University of Indonesia by using a survey method with path analysis applied in testing hypothesis. The number 67 employees as sample was selected by using Slovin formula. The result of the study reveals that: (1) there is direct effect of work life balance on job performance. (2) there isdirect effect of employee engagement on job performance. (3) there is direct effect of work life balance on employee engagement. Therefore to enhance employee’s job performance can be carried out by work life balance, and employee engagement.

scholarly journals Burnout and engagement among PhD students in medicine: the BEeP study

2020 ◽  
Author(s):  
Rashmi A. Kusurkar ◽  
Stéphanie M. E. van der Burgt ◽  
Ulviye Isik ◽  
Marianne Mak-van der Vossen ◽  
Janneke Wilschut ◽  
...  
Keyword(s):  
Structural Equation ◽  
Psychological Needs ◽  
Cross Sectional Study ◽  
Basic Psychological Needs ◽  
Work Life ◽  
Work Life Balance ◽  
Cross Sectional ◽  
Life Balance ◽  
Electronic Survey ◽  
Lack Of Sleep

Abstract Introduction Using a self-determination theory framework, we investigated burnout and engagement among PhD students in medicine, and their association with motivation, work-life balance and satisfaction or frustration of their basic psychological needs. Method This cross-sectional study was conducted among PhD students at a university medical centre (n = 990) using an electronic survey on background characteristics and validated burnout, engagement, motivation and basic psychological needs questionnaires. Cluster analysis was performed on the burnout subscale scores to find subgroups within the sample which had similar profiles on burnout. Structural equation modelling was conducted on a hypothesized model of frustration of basic psychological needs and burnout. Results The response rate was 47% (n = 464). We found three clusters/subgroups which were composed of PhD students with similar burnout profiles within the cluster and different profiles between the clusters. Cluster 1 (n = 199, 47%) had low scores on burnout. Clusters 2 (n = 168, 40%) and 3 (n = 55, 13%) had moderate and high burnout scores, respectively, and were associated with low engagement scores. Cluster 3, with the highest burnout scores, was associated with the lowest motivational, engagement, needs satisfaction and work-life balance scores. We found a good fit for the “basic psychological needs frustration associated with burnout” model. Discussion The most important variables for burnout among PhD students in medicine were lack of sleep and frustration of the basic psychological needs of autonomy, competence and relatedness. These add to the factors found in the literature.

scholarly journals Evaluation of satisfaction with work–life balance among U.S. Gynecologic Oncology fellows: A cross-sectional study

2016 ◽  
Vol 16 ◽  
pp. 17-20 ◽  
Author(s):  
J. Brian Szender ◽  
Kassondra S. Grzankowski ◽  
Kevin H. Eng ◽  
Kunle Odunsi ◽  
Peter J. Frederick
Keyword(s):  
Gynecologic Oncology ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Sectional Study ◽  
Cross Sectional ◽  
Life Balance

scholarly journals Factors influencing choice of career: A comparative study among medical, dental and pharmacy students in a private university in Malaysia

2020 ◽  
pp. 273-281
Author(s):  
Kingston Rajiah ◽  
Mari Kannan Maharajan ◽  
Pravinkumar Ingle ◽  
Lavinyaa Thiruchelvam ◽  
Raynugah Gunasagaram ◽  
...  
Keyword(s):  
Economic Status ◽  
Private University ◽  
Cross Sectional Study ◽  
Work Life ◽  
Pharmacy Students ◽  
Work Life Balance ◽  
First Year ◽  
Cross Sectional ◽  
Life Balance ◽  
Post Hoc

Background: Students choose their careers based on many factors, which vary for every country. Recent advancements in healthcare systems have made pharmacy one of the most pursued professions. Aim: To study the factors that influence students in Malaysia to choose pharmacy as their career. Methods: A cross-sectional study was conducted among first-year medicine, dentistry and pharmacy students in a private university in Malaysia. One-way analysis of variance followed by Tukey’s post-hoc test was used to determine the factors that influenced students’ career choices. Results: There were significant differences among medicine, dentistry and pharmacy students in the mean scores for the dimensions ‘economic status’, ‘personal background’, and ‘work-life balance’ which influenced their career choice. Conclusions: Economic status, personal background and work-life balance were the factors that significantly influenced students to choose pharmacy compared with students’ choice of dentistry and medicine.

scholarly journals THE INFLUENCES OF JOB PERFORMANCE, WORK-LIFE BALANCE AND ORGANIZATIONAL JUSTICE ON EMPLOYEES’ CAREER SATISFACTION

2019 ◽  
Vol 7 (5) ◽  
pp. 442-447 ◽  
Author(s):  
Saraih U. N. ◽  
Mohd Zaki M. I. I. ◽  
Mohd Karim K. ◽  
Sakdan M. F. ◽  
Amlus M. H.
Keyword(s):  
Job Performance ◽  
Organizational Justice ◽  
Career Satisfaction ◽  
Correlation Study ◽  
Study Data ◽  
Work Life ◽  
Work Life Balance ◽  
Manufacturing Companies ◽  
Cross Sectional ◽  
Life Balance

Purpose of study: This study is conducted to identify the relationships between job performance, work-life balance and organizational justice towards employee's career satisfaction from one of the manufacturing companies in the north of Malaysia. Methodology: The study is done by utilizing a random sample of 240 employees in the company. Type of investigation is a correlation study and it is cross-sectional on time horizon. The unit of analysis is an individual level; therefore, all employees in the company have chances to serve as the participants in this study. Data has been analysed from 148 respondents. Results: Results show significant and positive relationships between job performance, work-life balance and organizational justice towards employees' career satisfaction. Organizational justice is the most significant factor in career satisfaction in this study (β=.83, p=.00). Other factors such as job performance (β=.71, p=.00), and work-life balance (β=.71, p=.00) also positively correlated with employees’ career satisfaction. Implications/Applications: These significant results imply that managers should provide good elements of justice in the company to raise the level of their employee's career satisfaction. At the same time, the employees should maintain a higher level of job performance as well as to manage the good working life balance in them.

Work-Life Balance Initiatives and Employees Retention: Experiences from Insurance Companies in India

2015 ◽  
Vol 4 (1) ◽  
Author(s):  
Sudhir Chandra Das ◽  
Shivani Khushwah
Keyword(s):  
Employee Engagement ◽  
Life Insurance ◽  
Wald Test ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Insurance Companies ◽  
Life Balance ◽  
General Insurance ◽  
The Impact

The paper is focused to assess the existing work-life balance initiatives taken by life and general insurance companies and to study the influence of work-life balance practices on employees retention. The survey has been carried out in life and general insurance companies in Kolkata, India with 16 statements of work-life balance (WLB) practices among 300 employees of managerial and supervisory cadre. Mean, Standard deviation, and Mann-Whitney U-Test have been performed in order to know the variation in WLB practices between life and general insurance companies and Ordinal Regression Analysis (PLUM) is applied to measure the impact of work-life initiatives on employees retention. The study found that the mean satisfaction/agreement score of life insurance employees is greater than general insurance employees for the eleven variables. The Mann Whitney U-test indicates that the response of life insurance employees varies from general insurance employees for nature of work, work overload, and training & development. The Pseudo R2 values (e.g. Nagelkerke = 50.8%; Cox and Snell= 42.8% and McFadden = 30.2%) show that 16variables of WLB initiatives explain a relatively higher proportion of the variation in employees retention. Further, the Wald test of significance traced five variables which are found to be statistically significant at 5% level. The outcome of OD is employee engagement perspectives arise based on the notion that work–life initiatives reduce stress, and increase personal and team resilience. This enables employees to cope with growing pressures from fast-paced environmental change in ways that are sustainable for their well-being and enhance the organisations performance.

scholarly journals Work-Life Balance among Nurses working in Tertiary Level Hospital

2021 ◽  
Vol 4 (1) ◽  
pp. 37-43
Author(s):  
Anita Kandel ◽  
Bima Thapa Chhetri
Keyword(s):  
Work Experience ◽  
Social Life ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Tertiary Level ◽  
Cross Sectional ◽  
Life Balance ◽  
Work Family ◽  
Level Hospital

Introduction: Work-Life Balance (WLB) is defined as a degree to which a person is engaged in and satisfied with their work, family and social life. The objective of this study was to assess the level of WLB among nurses working in tertiary level hospital and to measure the association between independent variables and level of WLB. Methods: A descriptive cross-sectional study was conducted among 95 nurses working in different wards of tertiary level hospital by using non-probability purposive sample method during the month of March 2020 for two weeks. Self-developed, semi structured pretested questionnaire was used for data collection. Results: The respondents who had achieved a moderate level of WLB balance was 86.3%, whereas 3.2 % have managed to maintain balance and the remaining 10.5% have reported an imbalanced state of WLB. There was a significant relationship between the type of family (p=0.03), work experience (p=0.04) and the number of earning members in the family (p=0.047) with the level of WLB respectively.   Conclusions: The study concludes that nurses are able to maintain a moderately balanced state of work-life.

scholarly journals An Exploratory Study on the Impact of Work/Life Balance and Employee Engagement on Talent Management and Organization Performance: A Case of Jordan Telecom and IT Sector

2020 ◽  
Vol 9 (3) ◽  
pp. 617
Author(s):  
Areej Al-Khateeb ◽  
Kholoud Sudqi Al-Louzi
Keyword(s):  
Employee Engagement ◽  
Positive Relationship ◽  
Talent Management ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
The Impact ◽  
The Relationship

This study aims to explore the relationship between talent management, work life balance, motivational drivers of employee engagement and organization performance in telecommunication and information technology sector in Jordan. Both work life balance and motivational drivers of employee engagement were examined as mediators between talent management and organization performance. The population of the study consists of the three main telecommunication operators in Jordan; Zain, Orange and Umniah with a total number of employees (3305), a random sample appointed from the population with a total 250 questionnaires filled up. The study found a positive relationship between talent management and its three dimensions, namely talent acquisition, talent development and talent retention with organization performance. Results also found a positive relationship between talent management and its three dimensions with work life balance. A positive relationship also found between talent management and its dimensions with motivational drivers of employee engagement. Finally, work life balance found to partially mediating the relationship between talent management and organization performance and motivational drivers of employee engagement fully mediating this relationship between talent management and organization performance. This study stated many recommendations for future researches.

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