scholarly journals Investing Time and Resources for Work–Life Balance: The Effect on Talent Retention

2020 ◽  
Vol 17 (6) ◽  
pp. 1920 ◽  
Author(s):  
José-Luis Rodríguez-Sánchez ◽  
Thais González-Torres ◽  
Antonio Montero-Navarro ◽  
Rocío Gallego-Losada
Keyword(s):  
Human Capital ◽  
Management Strategies ◽  
Work Life ◽  
Work Life Balance ◽  
Success Factor ◽  
Life Balance ◽  
Critical Success ◽  
Talent Retention ◽  
Current Context ◽  
Hr Strategy

The study of work–life balance has undergone significant development in recent years as a result of changes in society and the growing importance of human resources (HR) for companies. Taking into account that human capital represents a critical success factor for businesses, the current context requires the development and implementation of HR management strategies aimed at attracting and retaining the most talented workers in order to obtain the expected results. The objective of this paper is to present an integrated model of work–life balance strategies, including the impacts of the different policies and practices on the retention of talented HR, which can be a basis for further academic developments on this subject, as well as a roadmap for managers. Hence, we will analyze a case study carried out in a multinational company—a leader in the technology and tourism sectors, and importantly dependent on valuable human capital, for which the HR strategy aims to improve the performance of the firm in the medium and long term through analysis, planning, and flexibility.

Work–Life Balance on Board Cruise Ships: A Survey on Crew Members' Well-being

2020 ◽  
Vol 15 (2) ◽  
pp. 73-83
Author(s):  
Carolin Lütkenhaus
Keyword(s):  
Online Survey ◽  
Well Being ◽  
Research Literature ◽  
Work Life ◽  
Work Life Balance ◽  
Success Factor ◽  
Life Balance ◽  
Cruise Industry ◽  
Multicultural Environment ◽  
Working And Living Conditions

The cruise industry is a still-growing tourism sector in need for many personnel. However, criticism regarding the working and living conditions on board cruise vessels is a frequently seen topic in the news as well as in research literature. The well-being of the people running the floating hotel resorts is a critical success factor for the industry. Recently, the topic of employee well-being is bonded to concepts of work–life balance. There is rarely any literature on this topic with regard to the cruise industry. This research aims at examining whether the concept of work–life balance is applicable to working and living on board, as well as finding out the extent to which the critically discussed characteristics of this unique environment relate to well-being. To meet the aim of this study an online survey was conducted. It was spread on social networks to reach former and current employees of different cruise lines and was closed with a sample of 212 respondents. The study revealed that all chosen factors, including the ones often criticized, are related to the work–life balance of crew members on board. The only factor that was not a significant predictor of well-being was the multicultural environment employees are living and working in. The overall work–life balance on board was positively rated by the survey's participants.

scholarly journals Meeting the challenge of the work-life balance in the South African workplace

2014 ◽  
Vol 8 (4) ◽  
pp. 393-401 ◽  
Author(s):  
GF Mageni ◽  
AD Slabbert
Keyword(s):  
South Africa ◽  
Human Capital ◽  
Competitive Advantage ◽  
South African ◽  
Work Life ◽  
Work Life Balance ◽  
The South ◽  
Life Balance ◽  
The Past ◽  
Insight Into

The work-life balance (WLB) construct as a business imperative has been of growing concern in organisations outside South Africa for the past two decades, particularly given the pressure to create a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominent in various forums. However, no studies as yet provide insight into the applicability of WLB models to the South African workplace. The present article therefore explores the composition of a WLB system, and analyses constraints on its application under the conditions of the South African labour market.

scholarly journals Analisis Employer Brand pada PT. Telekomunikasi Indonesia, Tbk Witel Bandung (Studi pada Karyawan Generasi Millennials)

2021 ◽  
Vol 17 (1) ◽  
pp. 0216-9843-2580-5614
Author(s):  
Ratih Purbasari ◽  
◽  
Leti Arinawati ◽  
Keyword(s):  
Human Capital ◽  
Mixed Methods ◽  
Human Resources ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Company Culture ◽  
Employer Brand

Penelitian ini bertujuan untuk menganalisis employer brand pada karyawan generasi millennials. Studi dilakukan pada PT. Telekomunikasi Indonesia Tbk. Witel Bandung yang merupakan salah satu BUMN terbesar di Indonesia yang menjadi pilihan tempat bekerja bagi sebagian besar generasi millennials. Penelitian ini menggunakan metode campuran (Mixed Methods) dengan pendekatan deskriptif. Untuk pengumpulan data melalui kuesioner dan wawancara melibatkan manager Human Capital Service Divisi Regional III Jawa Barat, asisten manager Human Resources dan karyawan tetap generasi millennials. Hasil penelitian menunjukkan bahwa employer brand pada PT. Telekomunikasi Indonesia, Tbk Witel berada dalam kategori tinggi yang berarti bahwa employer brand telah dikelola dengan baik. Namun demikian, masih dibutuhkan perbaikan terutama pada dimensi work-life balance dan company culture. Penelitian selanjutnya disarankan untuk mengambil unit analisis yang lebih luas cakupan karakteristik karyawannya, seperti generasi x, y dan z, serta dapat pula melakukan perbandingan dari beberapa karakter karyawan tersebut untuk mengetahui persepsi dari setiap generasi terhadap employer brand dalam rangka meningkatkan daya saing perusahaan.

scholarly journals Work-life balance, job satisfaction and turnover intention amongst information technology employees

2019 ◽  
Vol 20 (1) ◽  
pp. 446-467 ◽  
Author(s):  
R M Oosthuizen ◽  
M Coetzee ◽  
Z Munro
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Turnover Intention ◽  
Work Life ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Life Balance ◽  
Home Work ◽  
Talent Retention ◽  
Black Employees

Talent retention is of particular concern in the information technology (IT) sector owing to globalisation, the skills shortage and rapidly advancing technology. Employee turnover has significant costs and negative consequences for organisations. The objective of this study was to explore the association between employees’ experiences of work-life balance (as measured by the Survey Work-Home Interaction- Nijmegen), job satisfaction (as measured by the Minnesota Satisfaction Questionnaire) and their turnover intention (as measured by the Turnover Intention Scale). A random sample of 79 permanently employed salaried employees in a South African IT company participated in the study. The participants were represented by predominantly white and married people between the ages of 26 and 45 and people with more than 10 years’ tenure. Regression analysis showed that experiences of negative work-home interaction and positive work-home interaction significantly predicted job satisfaction and turnover intention. Job satisfaction also significantly predicted turnover intention. However, no interaction effect was observed between overall work-life balance and job satisfaction in predicting turnover intention. White employees had significantly stronger experiences of job satisfaction and negative home-work interface, while black employees had significantly stronger positive experiences of home-work interface and lower levels of job satisfaction. White and black employees, marital status and tenure groups differed significantly regarding their job satisfaction. Talent retention strategies should consider the relationships between work-life balance, job satisfaction and turnover intention.

scholarly journals Do High-Performance Work Practices Influence Organizational Innovation? Mediating Role of Human Capital

2019 ◽  
Vol 7 (1) ◽  
pp. 107-120
Author(s):  
Amna Yousaf ◽  
Qasim Ali Nisar ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain ◽  
Aamir Zamir Kamboh
Keyword(s):  
Human Capital ◽  
High Performance ◽  
Organizational Innovation ◽  
Business Environment ◽  
Work Life ◽  
Mediating Effect ◽  
Work Life Balance ◽  
Work Practices ◽  
Life Balance ◽  
High Performance Work Practices

Due to globalization and competitive business environment, organizations need to update their information to remain innovative and competitive. Moreover, high-performance work practices (HPWPs) play a vital role that determines organizational success. The current study is performed to scrutinize the effect of high-performance work practices on the organizational innovation with the mediating effect of human capital. Survey questionnaire method was adopted, and data were collected from 202 employees by applying simple random sampling technique. Scales validation has been checked by confirmatory factor analysis (CFA) by using Smart PLS. Moreover, the structure equation modeling technique (SEM) has also been used to test the hypotheses. Findings revealed that there is a positive and significant relationship between high-performance work practices (participation, empowerment, work-life balance, recruitment & selection) and organizational innovation. Additionally, results also purported that human capital significantly mediates the relationship b/w high-performance work practices (participation, empowerment, work-life balance, recruitment & selection) and organizational innovation.

scholarly journals The Role of Work/Life Balance and Motivational Drivers of Employee Engagement on the Relationship between Talent Management and Organization Performance: A Developing Country Perspective

2018 ◽  
Vol 12 (11) ◽  
pp. 35
Author(s):  
Alaaldin Alrowwad ◽  
Bader Obeidat ◽  
Areej Al-Khateeb ◽  
Ra’ed Masa’deh
Keyword(s):  
Employee Engagement ◽  
Positive Relationship ◽  
Talent Management ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
Talent Retention ◽  
The Relationship

The purpose of this paper is 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 attraction, 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. 

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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