This document summarizes a research paper on work-life balance challenges and opportunities in Indian companies. It discusses trends pressuring employers to rethink people practices and how this generates potential to meet organizational and worker goals. It outlines work-life balance definitions and reviews literature on its importance. Challenges include long work hours, aging workforce, and technology advances. Benefits of work-life policies include improved employee retention, motivation, productivity and reduced absenteeism, which positively impact organizations. The document recommends organizations evaluate compensation, support employees, offer flexible policies and programs, and create an enabling environment to achieve work-life balance.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
This research is based on my educational background and professional experience, it determines the work life conflict and its effect on employee performance. The technique used for data collection is structural interviews from the survey respondents residing and employed in Jeddah. The response rate is optimum due to the accessible participants. Jeddah is selected to have survey as its the prime location in KSA. Methodology adopted to find the work life issues of the people of Jeddah and the effect on the employees working in different organizations at Jeddah. Most important is that Jeddah is a part of Muslim State and mostly people are believers of Islam and national language is Arabic. Public awareness was created by the researchers regarding the problem prevailing in the country on how some organizations are getting the benefits of social support work and some don’t and found out that out of many reasons one of them is the lack of specificity and adequateness of general-ability. In this research qualitative method is used which consists of primary as well as secondary approach for gathering information and relevant data. Interview questionnaires were used in order to gather the primary data. Moreover, critical evaluation and analyzing of the data was done by finding the reliability of collected and used data which were mainly gathered from the participants or the people of Jeddah who were employed in different organizations and were facing such kind of problems relating to work life and performance drawbacks. This research provides enough information about work life conflicts and its effects on the employee performance and contribution to alter attitudes of skills. One of the illustrations of organizations in Jeddah is Arabian Gulf manufactures LTD. Co having 24 hours production who require to expand a high stage of flexibility and openness to all humans including their leaders, workers or clients. Very few organizations have an affinity to grip the ethnocentric means for company decisions to establish and for their development. Research has originate that now organizations in Saudi Arabia give more concentration to cultural know how in global business to improve more developments and betterments of their employees.
Influence of Work-life balance in employee’s performanceMasum Hussain
Work–life balance is a concept including proper prioritizing between "work" (career and ambition) and "lifestyle" (health, pleasure, leisure, family and spiritual development/meditation. This is related to the idea of lifestyles choice. The work–leisure dichotomy was invented in the mid-1801s. Paul Krassner remarked that anthropologists use a definition of happiness that is to have as little separation as possible "between your work and your play". The expression "work–life balance" was first used in the United Kingdom in the late 1970s to describe the balance between an individual's work and personal life. In the United States this phrase was first used in 1986 The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support.
THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE AND EMPLOYEE PERFORMANCERobinson Omamo
This study focuses on one flexible working practice, homeworking, and examines its benefits at the individual level. I question the employee's perception of homeworking as a benefit. For example, in the case of an organization where homeworking has a long history and has become a common and extended practice among employees over time, I argue that employees may not perceive homeworking as a discretionary benefit, but as an entitlement. Since the research questions of this study are of an exploratory nature, I applied qualitative analysis to primary interview data obtained in Samba Financial Group. The interview data allowed examination of the ways in which research participants perceived and experienced past employee-organization exchanges and, thus, address the research questions regarding the perceptions of the content and quality of the employee organization relationship (EOR). I supported the qualitative results with quantitative analysis of survey data the research team collected from the same organization and other internal organizational data. The results support past research that shows working from home brings benefits such as helping employees with balancing their home and work commitments with becoming more productive as they have fewer distractions than when working at the office This study seeks to contribute to the on-going debate about the consequences of homeworking focusing on the employee-organization relationship and drawing from the social exchange theory and the inducements-contributions model.
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
THE BALANCE BETWEEN SOCIAL LIFE AND WORK AND ITS RELATIONSHIP WITH WORK STRES...IJDKP
The aim of this research is to identify the degree of the balance between social life and work and to measure the level of work stress of the employees of the Ministry of Youth and Sports Affairs in the Kingdom of Bahrain. One hundred employees were surveyed through a random stratified sample. The
analysis is based on the outcomes of the questionnaire survey that was given out to a representative sample in the ministry. The researchers hypothesized that there is a significant relationship between the balance of social life, work, and work stress for the employees in the Ministry. Findings revealed the
existence of work stress that resulted in work pressure. Employees see their commitment to the vocational rules contributed to improving their professional performance. Management considers the capabilities and
skills of the employees when they are assigned to work on tasks.Based on findings, there are some recommendations, including the need for workshops and training sessions to help employees to overcome work stress and deal with multiple teams.
Work Life Balance and Employee Retention Evidence from a Selected Deposit Mon...ijtsrd
This study examined the effect of work life balance on employee retention in deposit money banks. Specifically to examine the how work life balance enhance employee's work demands in deposit money banks and ascertain the work life balance improve on employees welfare packages in deposit money banks. The study employed survey research design and data were collected from questionnaires distributed to the targeted respondents. The formulated hypotheses were tested with paired sample t test with aid of SPSS version 20.0. The findings showed that there is significant effect between work life balance and employee's work demands and employee's welfare packages in deposit money banks. Based on the findings, it was recommended that banks should ensure that reward system to be fair to each employee, hence the study revealed that some of the respondents are not comfortable with the present compensation system in their institution where they worked. Afodigbueokwu, Hillary E. | Ofurum, Darlington I. | Clement Ikwuoche G. "Work Life Balance and Employee Retention: Evidence from a Selected Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29504.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29504/work-life-balance-and-employee-retention-evidence-from-a-selected-deposit-money-banks-in-nigeria/afodigbueokwu-hillary-e
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
Work life balance is now playing an important role in deciding the job related performance of employees in any industry. Work swelling obligations in the workplace is very difficult for the employees to maintain a fair level of work life balance. Such circumstances impact on workers physiologically and psychologically. The hectic life of retention and excelling in jobs today put tremendous pressure on employees’ life and leads to a work life imbalance which is a problem that poses a big risk to workers well being, their performance as well as the organizational performance. This paper aims to study the level of work life balance among employees of Bajaj alliance life insurance company limited and explore how the work related activities and family related activities effect on the employees. K. G. Pavithra | Dr. D. Varalakshmi "A Study on Work Life Balance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-6 , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd33549.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/33549/a-study-on-work-life-balance/k-g-pavithra
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
THE BALANCE BETWEEN SOCIAL LIFE AND WORK AND ITS RELATIONSHIP WITH WORK STRES...IJDKP
The aim of this research is to identify the degree of the balance between social life and work and to measure the level of work stress of the employees of the Ministry of Youth and Sports Affairs in the Kingdom of Bahrain. One hundred employees were surveyed through a random stratified sample. The
analysis is based on the outcomes of the questionnaire survey that was given out to a representative sample in the ministry. The researchers hypothesized that there is a significant relationship between the balance of social life, work, and work stress for the employees in the Ministry. Findings revealed the
existence of work stress that resulted in work pressure. Employees see their commitment to the vocational rules contributed to improving their professional performance. Management considers the capabilities and
skills of the employees when they are assigned to work on tasks.Based on findings, there are some recommendations, including the need for workshops and training sessions to help employees to overcome work stress and deal with multiple teams.
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Running head BALANCING FAMILY AND WORK LIFE .docxjoellemurphey
Running head: BALANCING FAMILY AND WORK LIFE
Running Head: BALANCING FAMILY AND WORK LIFE
6
Balancing Family and Work Life Outline
Leticia Cordero
Instructor: Gina Rollings
SOC402: Contemporary Social Problems & the Workplace (BIE1510B)
March 23, 2015
Introduction
Balancing work and family life in the fast-paced 21st Century can be a herculean task for people on the move and on an upward career trend. While technology has made it possible to engage in social activities through virtual channels, such as social media on the internet, the human element is lost in the use of technology for family and other social activities. Although the monetary benefits of working long hours are apparent, balancing work and family life is important for both organizations and individuals. Such balancing can lead to feelings of well-being for employees, which consequently will lead to more productivity within organizations. Smart organizations therefore tend to engage in practices that create the potential for employees to have a family life as well as a work life. Thesis Statement
Therefore, organizational practices and policies, specifically those targeting the female employees, are independent determinants of how well employees are able to balance their work and family life.Body Paragraph #1
Supporting Evidence
Research on balancing work and family life presents descriptions of a good job, which would create the most suitable conditions for the employee to balance their work and family life. Rafnsdóttir and Heijstra (2013), state that flexibility and autonomy are important features of an organization that provides a suitable climate for employees to balance their work and family life. In a flexible organization, the employee determines when he will work and has the autonomy to organize his work schedule without the constraints of a fixed work schedule. In addition, organizations that include telecommuting, which is working at home through the internet or telephone, generally have better performance outcomes because of the reduced stress because of the autonomy and flexibility allowed by the organization Rafnsdóttir and Heijstra (2013).
Supporting Evidence
Other researchers, Burgess and Waterhouse (2010) point out that organizational policies and practices that offer informal or unofficial working hours generally tend to have better work-life balance outcomes for employees. In a study cited by the researchers on call centers, call centers that offer informal working hours are better able to help their employees balance their work and family life. However, the unofficial working hours should provide opportunities for socialization rather than cause “the detrimental effects of unsociable hours’ (Burgess and Waterhouse, 2010).
Explanation
From the research evaluated, it appears that organizational practices relating to time or working hours have a significant and independent impact on the ability of employees to balance their work ...
Last name 4My nameCourseInstructorDateChinese .docxcroysierkathey
Last name 4
My name
Course
Instructor
Date
Chinese Tea Culture
"Chinese Tea, Discover Chinese Tea Culture and History." China Highlights, 21 Jan. 2018, www.chinahighlights.com/travelguide/chinese-tea/.
According to this website, tea plays a crucial role in Chinese culture. This website provides a lot of useful information about the Chinese tea culture. For example, the source provides information how tea has played a vital role in the development of Chinese economy and preservation of Chinese traditions. Tea culture in China embodies the history and spirit of civilization. Tea is taken as a beverage to quench thirst and is characterized by different practices such as tasting tea, tea art, tea lore. There are also some rules for tea taking.
Li Xiusong. “Chinese Tea Culture.” Journal of Popular Culture, vol. 27, no. 2, Fall 1993, pp. 75–89.
Li, in this source, discusses different aspects of Chinese tea culture. The author highlights how tea is one of the widely used beverages globally. Desirably, it is cheap and easy to prepare with least adverse effect. Tea benefits Chinese not only health wise but also regarding their looks. Tea also drives different sectors of the economy such as food, coal and petro industries because of its ability to resist oxidation. The Chinese tea culture permeates virtually every realm of life. Tea culture thus influences research, marketing, politics, health and cultural aspects in China.
Prokosh, Nancy. “Tea and Chinese Culture.” Harvard Asia Pacific Review, vol. 7, no. 2, Winter 2005, pp. 12–13.
This article critically examines the cultural and social significance of tea from the Chinese perspective. The author describes almost every aspect of tea process form the point of cultivation to the point the tea is used for ritualized ceremony. Apart from the use of refreshment, tea is also used as medicine. Prokosh asserts that the Chinese have a belief that tea is equally valuable to the value of a tonic to the beauty of women. The process of making tea is a culture all of its own. As such, Chinese tea houses are spread across China. Chinese families and friends spend time together at tea houses, which is essential for strengthening family and social bonds.
Zhao-Di Yang. “Tea Culture and Sino-American Tea Connections.” Chinese American Forum, vol. 23, no. 2, Oct. 2007, pp. 8–14.
This source explains the history of tea in China. According to Zhao-Di, China has a long history of tea culture. This source holds that China is the undisputed homeland to tea. Initially, tea was used as herbal medicine to treat a number of health conditions. Tea drinking spread from China to other places in the world. Tea drinking is a routine in China today. Overtime, China has accumulated many generations of tea activities and rituals. This source also explains the origin of trade between China and America.
Bibliography
"Chinese Tea, Discover Chinese Tea Culture and History." China Highlights, 21 Jan. 2018, www.chinahighlig ...
Work Life Balance in Organizational Framework:A Conceptual Studyprofessionalpanorama
A significant number of workers seem to have problems in finding the right
balance between family life and work life. This affects their personal
health, health of their families and organisations they work for. Striking a
right balance between work and life has become increasingly important to
organisation. This concept is also increased due to increase in number of
women in paid work. This encouraged the employers to adopt flexible
working arrangements such as job sharing, flexi time, compressed hours
and others to help their employees to achieve a better balance between
their work life and private life. The purpose of this paper is to establish
whether work life balance initiatives will improve individual and
organisational performance. The results of a number of studies reviewed in
this paper show the outcomes and the benefits of implementing work life
balance practices not only for employees themselves but also for their
families, organisation and society. In the end of the article researchers
propose several suggestions about the effectiveness of having work life
balance arrangements.
The study examined work life balance and employee performance in Nestle Nigeria Plc using an inferential statistics on a sample 312 respondents. Data collected were analysed using regression technique of the Ordinary Least Square OLS . Results revealed that all the four coefficients of the model task characteristics, knowledge characteristics, social characteristics and work context significantly influence employee performance in Nestle Nigeria Plc. In descending order, the individual coefficients of the model as revealed in the table showed that task characteristics, knowledge characteristics, social characteristics and work context have variously influenced the employee performance with 51.5 , 35.8 , 32.3 and 27.6 respectively. Based on the findings of this study, it was recommended that there is need for organizations to design programmes that will enhance task characteristics because it have been discovered to significantly improve employee morale, reduce absenteeism, and retain organizational knowledge. Organizations should also come up with programmes that will improve employees Knowledge characteristics, Social characteristics, and work context which have been found not to be significant and therefore suggest that attention should be given to these areas to improve affective commitment in organisations. More job autonomy should be given to low hierarchy group to help improve their job commitment. This was found to be one of the reasons they lack commitment. Management of organizations should conduct training programmes in relation to work life balance through which organization can improve the work life balance of their staff in the area of time management and personal effectiveness, effective work load management, personal and professional development training courses and life management training courses. Dibua, Emmanuel Chijioke | Nosike, Chukwunonso Joseph | Oburoh, Pamela Oritse-tsegbemi "Work-Life Balance and Employee Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd46367.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/46367/worklife-balance-and-employee-performance/dibua-emmanuel-chijioke
Jashan- Determinants of Work-Life Balance on Job Satisfaction.pdfJashan Garg
Introduction:
In recent years, the concept of work-life balance has gained significant popularity as individuals seek equilibrium between their professional and personal lives. This balance is crucial for job seekers when making service decisions, influencing workplace sustainability, and fostering a healthier work environment. This essay delves into the multidimensional aspects of work-life balance, its impact on job satisfaction, and its relevance in contemporary workplaces.
The Significance of Work-Life Balance:
The fundamental idea behind work-life balance is acknowledging the equal importance of both professional and personal aspects of human life. While it is widely recognized as the second most essential workplace factor, studies show that individuals who maintain a healthy work-life balance tend to be more productive, working 21% harder than those who struggle with this equilibrium. The concept is not only vital for individual well-being but also emerges as a prime concern for effective management.
Work-Life Balance in the Professional Sphere:
Management's role in facilitating work-life balance is paramount, as it involves assisting staff in meeting their work responsibilities while accommodating personal life commitments. Achieving work-life balance enhances overall effectiveness and satisfaction in both professional and personal spheres. The success of any institution is closely tied to the performance of its employees, making work-life balance a foundational element in sectors like banking and education.
Challenges and Imbalances in Work-Life Dynamics:
Despite the growing recognition of work-life balance, surveys indicate that more than 60% of individuals struggle to find equilibrium between their professional and private lives. This struggle is particularly pronounced in demanding professions such as teaching, where the incorporation of technology, long working hours, and varied responsibilities contribute to a sense of imbalance.
Linking Work-Life Balance to Job Satisfaction:
The relationship between work-life balance and job satisfaction is crucial. Employees who manage to strike a balance between personal and professional life report higher levels of job satisfaction. The dissatisfaction arising from an imbalance can lead to negative consequences such as stress, depression, and decreased efficiency.
Exploring Work-Life Balance Across Professions:
The essay explores the concept of work-life balance across various professions, emphasizing its critical role in the well-being of employees. In particular, the challenges faced by academics in maintaining a balance between teaching, research, and external demands are highlighted. The study aims to understand how different organizational structures and sizes impact individuals' ability to maintain work-life balance.
Gender Dynamics in Work-Life Balance:
Traditionally viewed as a gendered concept, work-life balance is now recognized as applicable to professionals of all genders
Working Father and their perceived Work – Life Balance with special reference...Arul Edison
Due to the continuous work load pressure leads to increase the employee stress factors. The continuous increase of employee stress levels affects their health physically, mentally and psychologically. The impact of the job stress is not balancing the employee work – life. On behalf of! The stress most of the employees are consuming the alcoholic beverage to overcome the stress. By comparing life as a cycle, one wheel is a work and another wheel is a family life. Both the wheel should run parallel. If load increases on one side, then the life becomes unbalanced. The purpose of this study is to explore employees “use of tactics to manage their work and life stress; particularly the executive level employees” use of resources and social support as well as their perceptions of flexibility. For this research work researcher adopt Proportionate Stratified Random Sampling method to collect the data. A total of 184 executive level employees in Hyundai Motors India Limited were administered work life balancing scales. Chi – square analysis and multiple regression were used for data analysis. The chi – square analysis test for independence at 0.05 level of significance shows that there is no statistically significant association between experiences with their feeling about balancing work life. The result of regression analysis indicated that there is no statistically significant difference between participants opinion towards the initiative action taken by the organization to manage their employee work life balance. On the basis of these findings, found that the participants are says that they are balancing their career and life style with the support of family members.
Insights Into Work Family Conflict among Working Mothers Does Occupation Stat...YogeshIJTSRD
Working mothers provide a remarkable contribution to the development of our countrys economy. There are many changes in womens lives in the modern era. the present life of Working mothers is extremely challenging. The work family conflict has now evolved as an essential and universal problem for working mothers in todays world. This study set out to research significant differences in work family conflict across the occupation status of working mothers. The sample comprises 210 working mothers from the north Kerala region. Data was collected through a field survey by using a structured questionnaire. Collected data has been analyzed by using various statistical tools like one way ANOVA and Bonferroni Post hoc test. The research has revealed that the occupation status of working mothers had a significant difference in work family conflict. The Research also revealed that the working mothers in the private sector have a greater work family conflict than others. This result validates earlier research findings, where the occupation status had a significant influence on work family conflict among working mothers. Vishnu P K | Dr. Anil P V | Vyshak P K "Insights Into Work-Family Conflict among Working Mothers: Does Occupation Status Matter?" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-5 , August 2021, URL: https://www.ijtsrd.com/papers/ijtsrd43909.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/43909/insights-into-workfamily-conflict-among-working-mothers-does-occupation-status-matter/vishnu-p-k
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2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
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Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
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Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
1.
~ 680 ~
ISSN Print: 2394-7500
ISSN Online: 2394-5869
Impact Factor: 5.2
IJAR 2015; 1(11): 680-684
www.allresearchjournal.com
Received: 03-08-2015
Accepted: 06-09-2015
Dr. Taruna Yadav
Assistant Professor
School for Management
Studies Babasaheb Bhimrao
Ambedkar University
[A Central University],
Lucknow-226025
Sushma Rani
PhD Scholar, School for
Management Studies,
Babasaheb Bhimrao
Ambedkar University
[A Central University],
Lucknow-226025
Correspondence
Dr. Taruna Yadav
Assistant Professor
School for Management
Studies Babasaheb Bhimrao
Ambedkar University
[A Central University],
Lucknow-226025
Work life balance: challenges and opportunities
Taruna Yadav, Sushma Rani
Abstract
This paper focuses on the challenges and opportunities of work life balance in the Indian companies. A
intersection of authoritative trends in the early 21st century is pressuring employers to re-think their
people practices. Definitely, the timing seems accurate to make the excellence of work life a strategic
focus for business, as well as a public policy priority. These challenges (workforce aging, increasingly
competitive labor market, information technology and increasing benefit costs) generate new potential
for employers to attain organizational performance goals while simultaneously meeting workers’
individual aspirations. At the same time, plentiful employees are experiencing a abridged quality of work-
life. This is reflected most notably in work-life imbalance and job stress. Work life & personal life are
the two sides of the same coin. In the world full of difficulties, inconsistente Job responsibilities & family
responsibilities work life balance has become a major issue in the workplace. Usually managing a balance
between work & life was measured to be an employee’s issues. But rising workloads, globalization &
scientifically improvements have made it an issue with the male and female, all professionals working
across all levels & all industries across the world. This paper tackles work-life balance and the stress
factors faced by all professionals. It also highlights the benefits stopping from addressing these conflicts
and identifies, drawing upon good practices from around the world, the policies that can help moderate
these pressures while benefiting families, businesses and societies at large. This will ensure an agreeable
work place and make work more important.
Keywords: Work Life Balance, stress factors, Productivity.
Introduction
Work life balance concept confined management’s consideration in the 1980s, mostly because
there was increasing number of women employees with dependent children incoming the
workforce. The different factors causal to the importance in work-life balance problems are
global conflict, changed attention in personal lives/family morals and an aging workforce. A
number of working explanations of the term were specified. Some of them included
work/family difference, work/life balance from employer point of view, family friendly
benefits, work life programmes, work life schemes & work family background.
The changeover work-life balance apply only as a means of helpful individual workers with
concern providing responsibilities to identifying their involvement to organizational
performance and employee commitment is an important model change that is still very much
‘in development.’ Challenging and multi-faced stress between work and home responsibilities
have implicit improved importance for workers in new days, demographic and workplace
changes, such as: a greater numbers of women in the workforce, revolution in family
structures, a growing unwillingness to accept the longer hours culture, and technological
development.
Work life Balance
Work-life balance is a much –warned term and sometime it is difficult to know what it in
actuality means. Work-life balance entities clear lines of dissection and more and more
complicated to complete. The word ‘Work-life Balance’ was first think up in 1986 in feedback
to the harmful preference that many Americans were making in help of the work place, as they
decide on to ignore family, friends and spare time activities. A balanced life is one where we
increase our force and effort - intellectual, imaginative, emotional, religious and physical
between key areas of significance. The ignore of one or more areas, or attach positions, may
stress the strength of the complete Work-Life Balance refers to the successful management
International Journal of Applied Research 2015; 1(11): 680-684
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International Journal of Applied Research
and organization between remunerative work and the other
roles and responsibilities that are important to people as
'individualized' human beings and as a part of the society.
Since Work-Life Balance is an important indicator of a
professional’s health and well being a number of researches
have challenges to identify the predictors and background of
this raise.
In addition, employers may provide a range of benefits related
to employees’ health and well-being, including extended
health insurance for the employee and dependents, personal
days, and access to programs or services to support fitness and
physical and mental health.
Work Life Conflict
The difficulty and forces of work and family may provide
increase to work-life balance problems to an human being and
as women in workforce have improved significantly, they so
face a lot of problems and challenges. They are unmoving
observed as the main porters of the home and family, even if
they work just as much as men. Work responsibility is
regularly seen as secondary to family responsibilities. Not
presently men but women also grip themselves and other
women to the homemaker classic. Women expend more time
on housework, child care and family responsibilities. Women
utilized to expend approximately 24 percent of their time on
housework in 1966 to 30 percent of housework in 2005.
However women miss more work for child care. 20 percent of
women take care of both children and seniors (Freedman and
Greenhaus, 2000) [4]
Work and family, are mutually non-
compatible so that convention demands in one domain makes
it difficult to meet demands in the other and this can be called
as Work family conflict. It is a form of inter -role conflict in
which the role pressures arises from the two fields, or
involvement in the work role is made more difficult by asset
of participation in the family and vice versa. The major
concern in this most broadly used definition of work family
conflict is that role conflicts cause due to problems of role
participation and emotional intelligence (Greenhaus and
Beutell, 1985) [5]
. Issues like development the child, the need
to balance several roles etc have consequences on health &
family relationships (Jenkins 2000) [7]
. Work life
disproportions begins due to role disagreement which can be
as parent, spouse, child, worker student or as community
member & this work family or work life conflict arises when
the increasing demands of these many work & non work life
roles are mismatched in some esteem so that involvement in
one role is completed more difficult by involvement in the
other role. (Duxbury and Higgins, 2001) [3]
.
Some of their findings explained that single women without
children absolutely influence work-life conflict. The
interviews presented verification that women’s views depend
on their marital position. There are also of shift workers who
work lastingly at night. It is obvious that the different shift
systems in process might have a very different impact on the
workers’ health and well-being (Boisard, etal, 2002) [2]
. It has
originated that such conditions can take a fee on person’s
health. Heart ailments, cardiovascular problems, sleep
disorders, depression, irritability, insecurity, poor
concentration and even nervous breakdown are becoming
common among the victims of such imbalance (Mukundan
and Priya, 2013) [12]
In this research a decrease in working hours shows to lower
work–life conflict for both men and women. Part time work is
also connected with concentrated work pressure but it does so
extensively only for women. The relationship between flexi-
time, compact work difficulty and reduced work–life conflict
is significant only in the public sector, indicative of that the
helpfulness of elastic work performs depends on the
organizational context. However, those working from home
statement extensively higher levels of work–life conflict.
Challenges to Work-Life Balancing
Finding an excellent explanation of work-life balance is
challenging. Increase and generation define work-family
balance, one type of work-life balance, as ‘‘the level to which
an individual is able to concurrently balance the sequential,
emotional, and behavioral difficulty of both remunerated work
and family responsibilities.’’
There are numerous challenges to work-life balance
demanding to physicians’ life. In tablets, people’s life and
happiness swing in the balance. Patients want to be seen in
actual time in the office or hospital and hospitalized patients
want to be minded for approximately the clock. Calming
concern contributors are regularly organization-based and
wanted to think about problems of employee link in the
regularly small stages they are working with employees and
families, where relationship building and link are essential.
Employees, like many other professionals, are regularly likely
to work 50 or more hours per week. Employees in academic
product and productivity have mostly long work weeks.
Scope of Study
The scope of work life balance is wide. It gets into explanation
the important workings of our life. Life brings the value and
balance we want for. To compose one's life happy, it is very
important in today's world to uphold a right balance between
Work & Family. Giving appropriate and timely concentration
to every can generate a sense of satisfaction in oneself.
Focusing on these components, are not hard to execute. There
are many health related problems which come up due to not
having right work life balance in one’s life. So, it is the want
to generate such conditions which help each person to retain
work life balance. At work, one can generate one ‘own best
work life balance by making sure you not only reach but as
well reproduce the enjoyment of the job, and the enjoyment of
life, everyday. If nobody cuffs our back, we should cuff our
own back and help others to do the same. With enhanced
education and employment opportunities today, most homes
have working couples because of requirement and the want to
complement incomes. Work life balance has a wide scope. To
say, a few are as follows: -
1. It facilitates in creating suitable balance between work
and life.
2. It helps in growing productivity of employees.
3. It is a stress management tool.
4. It helps in prioritizing the responsibilities.
5. The quality of work increases with right work life
balance.
6. It outcomes in work satisfaction.
7. Successful work life balance decreases the side effects on
health.
2. Literature Review
In current years, the word “work-life balance” has changed
what used to be known as “work life balance” (Hudson
Resourcing, 2005). This semantic move arises from a
recognition that childcare is by no means the only significant
non-work responsibility and the problem can be relates to any
non-paid activities or commitments and to a diverse range of
3.
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International Journal of Applied Research
employees such women, man, parents and non-parents,
singles and couples. Other life behavior that require to be
impartial with employment may contain study, sport,
voluntary work, travel, personal development, leisure or
eldercare. From the very establishment it is important to
recognize that work-life balance does not mean to dedicate an
equal amounts of time to rewarded work and non-paid roles;
in its broadest intelligence, is defined as a suitable level of
attachment or ‘fit’ between the numerous roles in a person’s
life.
Work-Life Balance as Strategic Human Resource
Management Resolutions
There are some motives for relating work-life balance by
organizations: to raise membership of female workers and
compose use of their abilities, to maintain worker motivated
and well performing, to create the organization more gorgeous
to workers, to have a better corporate social responsibility.
The focus has been increase from the micro level to more
macro- or strategic viewpoint, known as strategic human
resource management. The basic pledge of this point of view
is that organizations that achieve equivalence between their
human resource management and their strategies should
benefit from superior performance (Delery and Doty, 1996).
The strategic human resource management perspective
highlight that a workforce strategy should well an
organization's business goals, culture and environmental
circumstances and that human resource management practices
should be interconnected and internally consistent (Dreher,
G.F., 2003). Delery and Doty, (1996) recognized three
theoretical approach that are used in strategic human resource
management to explain mostly financial performance.
Benefits of Work-Life Balance Policies for Organization
and Employees
The belongings of establishing work-life balance on employee
approaches and observation include job satisfaction, employee
time saved, organizational commitment, and job stress and
turnover intention. All of these factors, in turn, affect job
performance, direct and indirect absenteeism costs, costs
associated with the loss and replacement of valued employees,
customer satisfaction, and organizational productivity;
Although the formal evaluation of work-life is a lot of hard
because of the problem of calculating the costs and benefits of
different strategies, some organizations have challenges to
quantify the results of exact policies. The most normally used
measures of organizational outcomes contain the follow:
Benefits for Organization
For many organizations, however, evaluating the data presents
the maximum challenge. The best place to found is to think
about key areas:
1. Employee Time Saved: One of the most through and
assessable fiscal benefits of work/life schemes is the
amount of time saved by employees by means of support,
such as an EAP, to address and resolve personal troubles.
Employees used a consulting service that provided
counseling, referrals, and investigate in areas such as
parenting, education, childcare, adoption, and eldercare.
2. Employee Retention: The price of employee turnover
and extra loss of important organization knowledge can
be important. Work/life plans propose a solution to
retention afflictions.
Fig. 1: Organization’ benefits of work-life balance practices.
3. Increased Motivation and Productivity: study shows
that organization commitment to work/life plans is
directly associated with employees motivation and
productivity. A study focusing on work, comfort and
stress shows this association, that men and women would
roll down a support if the new situation would leave them
with less time for their personal or family life.”
4. Absenteeism: Research has recognized that work/life
programs can decrease absenteeism. Johnson & Johnson
“found that there was a 50% decline in absenteeism
among employees who used flexible work options and
family leave policies.
4.
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International Journal of Applied Research
Benefits for Employees
Fig 1: Employees’ benefits of work-life balance practices.
3. Recommendations
1. Organizations must evaluate that compensation and
benefits are one of the most important reasons to be a
focus for, motivate and retain other female workforce.
2. Organizations must be helpful and concerned towards
their employees and also faith them by providing them
various roles and responsibilities.
3. Organizations must focus on giving better services to
their employees proposing an array of employee support
plans.
4. There should be a suitable employee Grievance Cell
which interferes to the complaints from it employees
which can help to agreement with work place harassment
issues.
5. Companies can educated their employees about the
different elasticity selections & how to power these to
create a productive work environment and organizations
can help by offering family friendly policies that
accommodate flexible
6. Companies can begin steps to accomplish work life
balance by organizing workshops, play games, foreign
trips, cultural fests, events like fashion shows, etc.
furthermore family day celebration where activities are
planned for kids, Couples and other family members etc
can help the employees in completing work life balance.
7. Investigating something one can share with one’s child,
spouse and other family members like swimming, yoga,
playing an instrument and gym etc. Such involvements
helps one’s family appreciates.
4. Conclusion
In actuality, it can be measured as the key driver of a human
being’s profession decision. Many organizations are aware of
the actuality and have taken practical steps to improve their
HR strategies and generate an enabling atmosphere. In today’s
global marketplace, as organizations goals to reduce costs, it
falls to the human resource skills to recognize the dangerous
problems of work/life balance. The most important factor to
influence and develop Work- Life Balance is organization
commitment as well as an individual’s commitment. Thus the
suggested work-life Balance strategies can help organizations
in generating stress free environment for working people &
therefore help improved Work life balance.
4. References
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