Work Life Balance
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2022 ◽  
Vol 7 (1) ◽  
pp. 32-39
Robby Dharma ◽  
Lestari Gusnawati

The purpose of this research journal is to find out how much "The Influence of Good Corporate Governance, Work Life Balance, Talent Management and Person Organization Fit on Employee Performance at the Planning, Research and Development Agency (Bapelitbang) of Bukittinggi City. Methods of collecting data through surveys, interviews, and questionnaires with a sample of 34 respondents.The analytical method used is Multiple Linear Regression Analysis.The results of data analysis concluded, partially there is a positive and significant effect of Good Corporate Governance on Employee Performance. Partially there is a positive and significant effect of work life balance on employee performance. Partially there is a positive and significant influence of Talent Management on Employee Performance. Partially there is a positive and significant effect of Personorganization Fit on Employee Performance. Simultaneously there is a positive and significant influence of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit on Employee Performance. The contribution of Good Corporate Governance, Work Life balance, Talent Management, Personorganization Fit variables is 0.641 or 64.1% while the remaining 35.9% is influenced by other variables

PLoS ONE ◽  
2022 ◽  
Vol 17 (1) ◽  
pp. e0261969
Amanda M. Y. Chu ◽  
Thomas W. C. Chan ◽  
Mike K. P. So

During the 2019 novel coronavirus disease (COVID-19) pandemic, many employees have switched to working from home. Despite the findings of previous research that working from home can improve productivity, the scale, nature, and purpose of those studies are not the same as in the current situation with the COVID-19 pandemic. We studied the effects that three stress relievers of the work-from-home environment–company support, supervisor’s trust in the subordinate, and work-life balance–had on employees’ psychological well-being (stress and happiness), which in turn influenced productivity and engagement in non-work-related activities during working hours. In order to collect honest responses on sensitive questions or negative forms of behavior including stress and non-work-related activities, we adopted the randomized response technique in the survey design to minimize response bias. We collected a total of 500 valid responses and analyzed the results with structural equation modelling. We found that among the three stress relievers, work-life balance was the only significant construct that affected psychological well-being. Stress when working from home promoted non-work-related activities during working hours, whereas happiness improved productivity. Interestingly, non-work-related activities had no significant effect on productivity. The research findings provide evidence that management’s maintenance of a healthy work-life balance for colleagues when they are working from home is important for supporting their psychosocial well-being and in turn upholding their work productivity.

2022 ◽  
Vol 14 (1) ◽  
pp. 21
Benjamin Akinyemi ◽  
Alice I. Ogundele ◽  
Samuel Olutuase ◽  
Babu George

This study examined the influence of competence development, work-life balance, perceived organizational support and organization’s commitment to employees on job satisfaction, affective commitment and turnover intention among registered nurses in Nigeria’s Ondo State. The sample consisted of 220 registered nurses from six public hospitals in Ondo State. Data analysis was conducted using multivariate regressions, Pearson’s product-moment correlation and descriptive statistics to determine the influence of organizational factors on nurses’ job satisfaction, affective commitment and turnover intention. The results indicated that competence development practices, work-life balance policies and practices, perceived organizational support and the organization’s commitment to employees were positively correlated to job satisfaction and affective commitment but negatively correlated to registered nurses’ turnover intention. This study identified the importance of organizational factors in promoting nurses’ job satisfaction, affective organizational commitment and intention to stay which may inform hospital administration, health care institutions and the Ondo State Government about the significant role of organizational factors in improving nurses' job satisfaction, affective commitment and turnover intention. 

2022 ◽  
Vol 22 (1) ◽  
Barbara M Holzer ◽  
Oriane Ramuz ◽  
Christoph E Minder ◽  
Lukas Zimmerli

Abstract Background A new generation of medical students, Generation Z (Gen Z), is becoming the predominant population in medical schools and will join the workforce in a few years’ time. Medicine has undergone serious changes in high-income countries recently. Therefore, it is unclear how attractive the medical profession still is for high school students of Gen Z. The aim of this study was to investigate what motivation leads Gen Z students in their choice to study human medicine, and how they see their professional future. Our study was guided by motivation theory and the influence of personality traits and other personal factors on students’ choice of university major. Methods In a cross-sectional online survey, we included third- and fourth-year high school students in Northern Switzerland. We examined the importance of criteria when choosing a university major: personality traits, career motivation, life goals, and other considerations influencing the choice of human medicine versus other fields of study. Results Of 1790 high school students, 456 (25.5%) participated in the survey (72.6% women, mean age 18.4 years); 32.7% of the respondents aspired to major in medicine at university. For all respondents, the foremost criterion for selecting a field of study was ‘interest in the field,’ followed by ‘income’ and ‘job security.’ High school students aiming to study human medicine attached high importance to ‘meaningful work’ as a criterion; supported by 36.2% of those students answering that helping and healing people was a core motivation to them. They also scored high on altruism (p < 0.001 against all groups compared) and intrinsic motivation (p < 0.001) and were highly performance- (p < 0.001) and career-minded (p < 0.001). In contrast, all the other groups except the law/economics group had higher scores on extraprofessional concerns. Conclusions Swiss Gen Z students aspiring to study human medicine show high intrinsic motivation, altruism, and willingness to perform, sharing many values with previous generations. Adequate work-life balance and job security are important issues for Gen Z. Regarding the current working conditions, the ongoing shortage of physicians, and recent findings on physicians’ well-being, the potential for improvement and optimization is high.

2022 ◽  
Vol 40 (S1) ◽  

An Employee is the pillar of strength in an organization, his contribution towards work is vital. Several problems are faced by an employee while working in the organization; it can be in the form of his work life balance, interpersonal relationship with his superiors or colleagues, health issues, job satisfaction, and job commitment. The word ‘Cynicism’ denotes the belief that people always act selfishly. Employee Cynicism refers to an attitude that arises due to frustration, hopelessness etc. Now-a-days,Employers are willing to recruit an employee who is engaged in the organization for the long period. Engaging an employee with the organization is a difficult task. Employee Engagement insists to make an employee aligning with the company vision, mission, and goals. The researcher wants to study the impact of Cynicism behaviour on Employee Engagement at the workplace.

Perspektif ◽  
2022 ◽  
Vol 1 (3) ◽  
pp. 216-224

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh flexible working arrangement, worklife balance terhadap digital transformasi serta implikasinya terhadap produktivitas kerja. Saat ini dan mungkin perusahaan terpaksa karena pandemi covid-19 untuk menerapkan sistem kerja yang fleksibel. System kerja yang fleksibel sudah banyak diterapkan di perusahaan asing/multinasional sebelum terjadinya pandemi covid-19 dengan sistem kerja yang fleksibel perusahaan juga mengharapkan worklife balance karyawannya tetap terjaga dan peningkatan kemampuan pada digitalisasi/teknologi. Dengan pendekatan kuantitatif penelitian ini dilakukan berbasis explanatory research. Sampel yang diambil sebanyak 200 responden dari berbagai jenis perusahaan dengan menggunakan pendekatan analisis SEM berbasis aplikasi AMOS versi 23.0. Berdasarkan hasil analisis menunjukkan bahwa flexible working arrangement, worklife balance berpengaruh signifikan terhadap digital transformasi serta berimplikasi signifikan terhadap produktivitas kerja dilihat dari hasil uji Goodness of Fit (GoF), Reliabilitas dengan Uji Construct Reliability (CR) yaitu menguji keandalan dan konsistensi data, dimana kriteria Construct Reliability (CR) nya adalah > 0,7 dan nilai Variant Extracted nya (AVE) > 0,5, serta hasil uji Confirmatory Factor Analysis (CFA) untuk CR ≥ 1,96 dan p-value ≤ 0.05. Abstract This study aims to determine the effect of flexible working arrangements, work-life balance on digital transformation and their implications for work productivity. Currently and perhaps companies are forced due to the covid-19 pandemic to implement a flexible work system. A flexible work system has been widely applied in foreign/multinational companies prior to the COVID-19 pandemic. With a flexible work system, the company also expects the work-life balance of its employees to be maintained and their ability to increase in digitalization/technology. With a quantitative approach this research was conducted based on explanatory research. Samples were taken as many as 200 respondents from various types of companies using SEM analysis approach based on AMOS application version 23.0. Based on the analysis results show that flexible working arrangement, worklife balance have a significant effect on digital transformation and have significant implications for work productivity seen from the results of the Goodness of Fit (GoF) test, Reliability with the Construct Reliability (CR) test, namely testing the reliability and consistency of the data, where the criteria The Construct Reliability (CR) is > 0.7 and the Variant Extracted value (AVE) is > 0.5, and the results of the Confirmatory Factor Analysis (CFA) test for CR 1.96 and p-value 0.05.

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Kerri M. Camp ◽  
Marilyn Young ◽  
Stephen C. Bushardt

Purpose This paper aims to propose that millennials – those born between 1980 and 1995 – are uniquely impacted by the long-term impact of the pandemic, which has accelerated the work from home movement and exacerbated organizational issues associated with working remotely. Millennials, on the cusp of embarking on important leadership roles in this new remote work environment, pose challenges and opportunities for organizations will that will last long after the pandemic. Design/methodology/approach This paper provides a viewpoint based on a narrative review and on the authors’ professional experiences within organizations. Based upon these findings, this paper has reimagined the Mumford skills model to explore millennial managers in this new remote work, post-pandemic context. The goal of this narrative review was to provide a full picture of the “Millennial manager” and the challenges they face in becoming effective managers, as well as highlight the important strengths they bring to the table. Findings Managers may have challenges regarding job satisfaction, productivity and organizational commitment. The positive factors are millennials prefer flexibility, teamwork and creating a positive work-life balance. The negative side has to do with isolation and the ability to embrace the organization culture in a remote environment. This model shows positive and limiting factors of millennials related to organization effectiveness. The major propositions and model were that millennium managers in this new environment increase interpersonal communication to maintain trust, effective mentoring, resolve strong organizational culture and ensure effective delegation and conflict resolution. Practical implications This study discovered challenges for managers, including developing loyalty and improving employee job satisfaction and organizational commitment. Active listening is necessary for team management to show that all team members are valued irrespective of the work environment. Active listening and empathy will increase social support at work, which improves personal well-being and productivity. Millennials will continue to use their technological skills, their desire for teamwork and their preference for participative management, resulting in becoming an invaluable asset in this era of organizational transformation. The challenge for organizations is to realize the millennial generation possesses many talents and must successfully engage them in the pursuit of organizational goals. Originality/value This paper adds to the body of knowledge regarding millennials in organizations with a specific focus on the new work environment created by the global pandemic. The authors hope that their adapted skills model – the millennial manager skills model – becomes an important resource for articulation this new environment that millennial managers are in and that this model can be further refined and expanded through empirical exploration.

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Ramesh Ruben Louis ◽  
Noor Adwa Sulaiman ◽  
Zarina Zakaria

Purpose Prior literature on talent management (TM) in the audit setting has suggested several practices that may affect auditors’ performance. However, the study is limited in terms of a measurable set of comprehensive constructs of TM in the audit setting, as well as the impact of comprehensive TM constructs on auditors’ performance. Thus, the purpose of this study is to examine TM practices perceived to be important by auditors for auditors’ performance. Design/methodology/approach Data were obtained from 307 survey questionnaires received from auditors of large- as well as small- and medium-sized firms. Findings The study respondents perceived TM attributes related to supervision and review practices as the most vital for auditors’ performance. This category was followed by attributes related to ethics management practices along with training and development. The findings reveal that respondents generally perceived lower significance for attributes pertaining to work–life balance (WLB) and establishing a TM policy for auditors’ performance. While both top management and staff members of audit firms regarded WLB and establishing a TM policy to be of lower significance, top management placed greater importance on attributes related to ethics management, while staff perceived training and development attributes to be more critical. Originality/value This study examined a comprehensive set of TM practices (establishing a TM policy, recruitment, ethics management, training and development, supervision and review, remuneration, WLB and succession planning) and assessed the perceptions of audit practitioners on the significance of these practices on auditors’ performance.

Family Forum ◽  
2022 ◽  
Vol 11 ◽  
pp. 15-34
Monika Joanna Kornaszewska-Polak

Abstract The idea of reconciling work with personal life was in its heyday at the turn of the 20th century when people realised that it was impossible to completely separate these inextricably linked spheres of human existence. Neglecting either of them, and not only in the scientific discourse but also in everyday life, is in many aspects detrimental to close relationships and to the performance at work. Nevertheless, a perfect combination of these two dimensions of human activity seems almost unattainable, as a growing number of contemporary studies show. Becoming involved in one entails some negligence in the other. The family context represents a relevant example of the attempts to reach the work-life balance. It is increasingly frequent that the contemporary young adults’ generation prioritise work, individual career, and personal development in their hierarchy of values. They delay their decisions on starting a family, having children, or simply settling down until they have achieved an adequate status and prosperity. Seeking to satisfy the need for close bonds, many young adults engage in only temporary relationships (cohabitation, swingers), but also create substitutes thereof. This generation succumbs to a growing sense of loneliness, despite the fulfilling careers or satisfying material and social statuses.

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