scholarly journals DEVELOPING EMPLOYEES’ WORK-LIFE BALANCE STRATEGIES TO IMPROVE INDIVIDUAL HEALTH AND WELLBEING BALANCE

2020 ◽  
pp. 186-195
Author(s):  
Ganesan Shanmugavelu ◽  
Amuta Arumugam
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Professionals ◽  
Strategic Choices ◽  
Bottom Line ◽  
Life Balance ◽  
Health And Wellbeing ◽  
Individual Health

The aim of this study is to discuss employees’ work-life balance strategies to improve individual health and wellbeing balance. A healthy balance between work-life and home-life is incredibly important and something everyone should strive to achieve. However, it is not uncommon for employees to find their personal life, suffering as they struggle manipulate family, friends and other commitments with busy schedules. The finding determines that employees are desiring more control over their work patterns and an overall healthier work-life balance. The main aim of this case study is to explore the work-life balance that utilize to improve the employee’s performance organization. This study also integrated the work-life balance effectiveness, the importance of a supportive work environment, employee commitment and motivation. Also emphasize, employee wellbeing and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing. The finding of work-life balance could help improve organizational culture and employee overall performance. In despite, may contribute a significant social change by preparing employees for success while simultaneously positioning individuals to attain the optimum balance between work and life responsibilities. Essentially, to keep pace with workplace trends, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale and retain employees with valuable company knowledge. Finally, the results perspective that human resource professionals can assist their companies to capitalize on these factors by using work-life balance initiatives to gain a competitive advantage in the effectiveness of work-life practices. KEYWORDS : Workplace, Personal health, Stress, Strategic choices, Attitudes, Organization, Work-life balance

Exploring the Relationship Between Organizational Culture and WLB

2018 ◽  
pp. 280-296
Author(s):  
Smita Singh
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Organisational Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Resource Manual ◽  
Family Friendly ◽  
The Individual ◽  
The Relationship

The objective of the chapter is to investigate the relationship between organisational culture and work-life balance Questionnaires for organisational culture and work-life balance were developed and tested and the relationship between the two explored. The main findings were 1) organisational culture has a significant impact on work-life balance, and 2) more than rewards, it is support in terms of resources, roles, and empathy that have a significant impact on WLB of an individual. It is the prevailing culture that determines whether an employee does or does not take the benefit of existing family-friendly or work/life policies. While the organization may include policies related to work/life in its human resource manual, it is the culture of the organization that instills confidence in the individual to make use of the offered options. The chapter highlights the issues arising when organisational culture lacks empathy.

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 Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance

2019 ◽  
Vol 32 (1) ◽  
pp. 1-27 ◽  
Author(s):  
Jeong Mi Lee ◽  
Hwan Gyu Choi
Keyword(s):  
Organizational Culture ◽  
Structural Model ◽  
Group Analysis ◽  
Age Groups ◽  
Well Being ◽  
Measurement Model ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Negative Effect

This study aimed to verify the structural relationship among organizational culture, work-life balance, wellbeing and depression. A total of 569 Korean employees were recruited. The measurement model and the structural model were verified and also the model applicability was examined through cross-validation across gender and age. The results show that organizational culture supporting work-life balance has positive effect on employees’ well-being and work-life balance whereas has negative effect on depression, and those effects are mediated by work-life balance. The results from the multi-group analysis showed that for both male and female employees in all age groups, organizational culture supporting work-life balance has significant effect on well-being, depression and work-life balance. In addition, it was verified that work-life balance significantly affects well-being and depression in all age groups regardless of gender.

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

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