scholarly journals Work Life Balance and Performance of the National Police Service Officers in Kwale, County Kenya

2021 ◽  
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Police Service ◽  
And Performance ◽  
National Police

Recommended Approaches

2022 ◽  
pp. 200-214
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Shared Understanding ◽  
Life Balance ◽  
Collective Agreements ◽  
Work Relationship ◽  
And Performance

This chapter looks at several approaches to improving teleworking through increased trustworthiness and performance. Any combination of these methods should be beneficial. Some of the methods deal with analyzing LMX and improving its use. One of the ways to do that is to mitigate “distance” in LMX. “Distance” is a disconnect in the work relationship at times that are important. It concerns accomplishments that are crucial to recognition and promotion. Organizations need collective agreements that guide teams and foster shared understanding, collaboration, and innovation. Another valuable approach is an asynchronous one with work characterized by flexibility. Asynchronized working creates a situation where employees work a schedule without fixed hours. This is said to promote constant feedback and deep-thinking by freeing employees to manage necessary contacts with managers and other employees while self-managing their work-life balance in the process. The need for meetings is minimized and, when meetings are necessary, they may be more effective if they allow participant flexibility.

Work–life balance and performance across countries: cultural and institutional approaches

2014 ◽  
pp. 357-380 ◽  
Author(s):  
Ariane Ollier-Malaterre ◽  
Natalia Sarkisian ◽  
Sarah Stawiski ◽  
Kelly M. Hannum
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
And Performance

Supervisor support and work-life balance

2018 ◽  
Vol 47 (3) ◽  
pp. 727-744 ◽  
Author(s):  
A.K.M. Talukder ◽  
Margaret Vickers ◽  
Aila Khan
Keyword(s):  
Structural Equation ◽  
Supervisor Support ◽  
Job Attitudes ◽  
Financial Sector ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
And Performance ◽  
The Impact

Purpose The purpose of this paper is to investigate the relations between supervisor support (SS), work-life balance (WLB), job attitudes and performance of employees in the Australian financial sector. More specifically, the study explore the impact of SS, WLB and job attitudes on employees’ job performance (JP). Design/methodology/approach Using an online panel, the data comprised 305 employees working in financial organisations to test a model with structural equation modelling. A list of survey items was tested that replicated extensively in work-life research in the past. Findings The research contributed to the existing literature by identifying a significant mechanism through which SS was linked to WLB that influenced job satisfaction, life satisfaction and organisational commitment and JP given the paucity of such research in the Australian financial sector. Originality/value The study would guide employers, employees and managers involved in the financial sector to implement policies which aim to augment JP and promote balance between work, home and life.

scholarly journals Equity Issues in Work/Life Balance Programmes

1970 ◽  
Author(s):  
Avette Kelly
Keyword(s):  
Positive Impact ◽  
Small Sample ◽  
Work Life ◽  
City Council ◽  
Work Life Balance ◽  
Life Balance ◽  
Equity Issues ◽  
Staff Members ◽  
Family Friendly ◽  
And Performance

In the past 10 years there has been an increasing number of works published detailing the positive impact of family-friendly and work/life balance programmes on workplace culture and performance. While this study does not attempt to refute this body of literature, it does address all issue which has been largely ignored thus far. That is, that work/life programmes with an emphasis on family-friendly initiatives can leave some staff members feeling disadvantaged and create a subculture of dissatisfaction. This paper examines whether these feelings exist ill a small sample of New Zealand companies. Staff from two groups within Auckland City Council were surveyed and an email questionnaire was sent to a non-random sample of childless employees from 10 other firms. These results of these surveys did notified evidence to support the idea that many childless staff feel disadvantaged by family-friendly initiatives especially where the programmes were flexible and could be used by anyone who needed them.

scholarly journals The new nowhere land? A research and practice agenda for the “always on” culture

2017 ◽  
Vol 4 (3) ◽  
pp. 256-266 ◽  
Author(s):  
Almuth McDowall ◽  
Gail Kinman
Keyword(s):  
Technology Use ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Starting Point ◽  
Technological Developments ◽  
And Performance ◽  
Research Frameworks ◽  
Organisational Practice

Purpose Rapid developments in the field of information communication technology (ICT) mean that e-working has become increasingly common and prolonged – the “always-on-culture” potential to enhance work-life balance via increased flexibility in terms of time and location, as well as posing the risk of being “always on” has been identified with potentially serious implications for the health and performance of employees. The authors identify a research agenda as a starting point for reviewing current organisational practice. Design/methodology/approach The authors discuss current technological developments as well as prevalent research frameworks and terminology in the domain of work-life balance and beyond to evaluate their fitness for purpose. They also report findings from a survey of 374 employees working within UK businesses about current organisational practice. Findings Over half of the organisations sampled do not have clear policies, guidance or training in place regarding work-life balance and supporting employees with regards to technology enabled working and communications. The authors identify as key challenges the sheer volume of e-mail traffic, lack of training and infrastructure to support ICT-enabled working and an absence of appropriate support. Practical implications Organisations need to develop clear policies regarding the psychosocial aspects of technology use and provide evidence-based guidance to managers and employees. Social implications Managers and individuals require support to engage with technology in a healthy and sustainable way. Originality/value This is one of the first papers to survey organisational practice and support on the topic.

Setting and Pushing Boundaries: Implications for Work-Life Balance, Well-Being, and Performance

2020 ◽  
Vol 2020 (1) ◽  
pp. 20398
Author(s):  
Daniel M Cable ◽  
Elana Feldman ◽  
Laura Maria Giurge ◽  
Einav Hart ◽  
Krithiga Sankaran ◽  
...  
Keyword(s):  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
And Performance

scholarly journals Work-Life Balance Constructs and Job Satisfaction: Evidence from the Palestinian Investment Sector

2021 ◽  
Vol 14 (2) ◽  
pp. 13
Author(s):  
Muna M. Khoury
Keyword(s):  
Job Satisfaction ◽  
Statistical Tests ◽  
Life Cycles ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Investment Companies ◽  
And Performance ◽  
The Relationship

With the continuous evolution of globalization and the increasing technological openness between all countries worldwide, employees’ awareness about the quality of life and balance between work and life matters has constantly been escalating. Although a tremendous body of literature internationally exists on Work-Life Balance and Job Satisfaction, yet previous scholars across the Palestinian context have not connectedly addressed these terms. Both Work-Life Balance and Job satisfaction matters have been recently getting more focus than expected due to the fast-forwarding life cycles and the continuous obnoxious and inferior political and economic situation that faces every person, family, society, and company in Palestine, which have a significant influence on the productivity and performance of both the Palestinian organizations and employees. The focus of this study is on the measurement of work-life balance and job satisfaction of employees and the exploration of the relationship between both terms at different Palestinian companies in the investment sector while exploring the critical working issues and personal life matters among employees with further examination on how the concept of WLB might affect job satisfaction. This study's key contribution is to highlight this relationship among the Palestinian organizations and thus be further addressed and considered across all Palestine and in other developing countries with similar political and economic threats, especially after having this relationship positively correlated by the current research results. The study was conducted on 502 employees from 7 different investment companies in Palestine. The statistical tests that were processed and the interference relationships tested confirmed a positive relationship between the three constructs of Work-Life Balance and Job Satisfaction.

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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