scholarly journals Human Resource Productivity and Work - Life Balance in Learning Organizations

2021 ◽  
Vol 1 (3) ◽  
pp. 32-45
Author(s):  
Saeideh Samadzad ◽  
Mirabbas Hashemi
Keyword(s):  
Human Resource ◽  
Learning Organizations ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Resource Productivity

THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

2017 ◽  
Vol 3 (1) ◽  
pp. 18
Author(s):  
Noorlaila Hj. Yunus ◽  
Siti Musalmah Ahmad Fuad
Keyword(s):  
Higher Education ◽  
Social Support ◽  
Job Performance ◽  
Human Resource ◽  
Education Institution ◽  
Work Life ◽  
Private Higher Education ◽  
Work Life Balance ◽  
Life Balance ◽  
The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

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.

scholarly journals A Review of Work Life Balance Theories

2020 ◽  
Vol 11 (1) ◽  
pp. 35-35
Author(s):  
Dr. Zainab Bello ◽  
Dr. Garba Ibrahim Tanko
Keyword(s):  
Human Resource ◽  
Working Life ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Organizational Goals ◽  
Family Work ◽  
General Quality ◽  
Management Work

In the studies of various disciplines, theories are the bedrock that holds the frameworks. Some studies variables or framework are derived and underpinned by theories that have given credibility to the outcome of these studies. In the discipline of human resource management, work life balance (WLB) is an aspect that involves employees who are the key assets of any establishments. This is because general quality of employee's life in its relation to their working life is of utmost importance in the achievement of organizational goals (Guest, 2002). Keywords: Work-life Balance; WLB Concepts; Review; Work-Life Balance Theories; Family-work

The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment

2019 ◽  
Vol 4 (4) ◽  
pp. 242-253
Author(s):  
Bachruddin Saleh Luturlean ◽  
Arif Partono Prasetio ◽  
Romat Saragih
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Human Resource Practice ◽  
Hr Practices ◽  
The Relationship

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

Workplace Technology and the Creation of Boundaries

2014 ◽  
Vol 16 (3) ◽  
pp. 281-295 ◽  
Author(s):  
Kristopher J. Thomas
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Personal Lives ◽  
Opportunities For Learning ◽  
Hrd Professionals ◽  
Technology Policies

The Problem Significant advances in technology and the increasing ways in which employees use it in their work and personal lives have led to an environment in which employees can work nearly anytime and anywhere. Although virtual human resource development (VHRD) brings with it useful efficiencies and increased opportunities for learning, the prospect of 24/7 learning can have a deleterious impact on work–life balance for employees. The Solution The aim of this article is to first explain how work–life balance and workplace technology interact to affect the lives of employees. The article models boundaries between these areas and recommends that attention to work–life balance become part of practice when human resource development (HRD) professionals design virtual learning or help develop workplace technologies and policies. The Stakeholders Stakeholders include HRD professionals, scholars who study work–life balance, and organizational leaders who implement workplace technology policies and practices.

Work-Life Balance

2019 ◽  
pp. 266-281
Author(s):  
Susana Pasamar ◽  
Macarena López-Fernández
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Life Balance ◽  
Resource Managers ◽  
Managerial Positions ◽  
Work Family ◽  
Women's Role

This chapter explores the role of human resource managers in work-life balance, analysing the evolution of women's role in society and in the labour market. The existence of different barriers that keep women far of managerial positions is pointed out, as well as the factors that could explain why this glass ceiling is still present. Human resource managers play an important role as agents responsible for the profitability and growth of the organization, but also as victims of work-family conflict of their own and as important actors in implementation of family-supportive policies designed to alleviate this conflict. Their perceptions about the positive and negative outcomes related to Work-life balance will be analised in this chapter.

Sign in / Sign up

Export Citation Format

Share Document