Conditions necessary to maintain work-life balance of employees - in the light of the research results

Stankiewicz, Janina; Bortnowska, Hanna; Łychmus, Patrycja

doi:10.2478/manment-2014-0024

Cited by 5 publications

(5 citation statements)

References 2 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Many researchers confirmed that employees who are engaged, are also more productive, whereas employees lacking energy show deteriorating performance (Demerouti et al, 2014;Stankiewicz, Bortnowska, & Łychmus, 2014). Employee engagement refers to the extent to which employees are motivated to contribute to organizational success and intend to remain with their organizations (Wiley, 2014).…”

Section: Employee Engagement Through Training and Developmentmentioning

confidence: 98%

The Role of Training, Democratization, and Self-Actualization in Addressing Employee Burnout

Bedawy¹,

Ramzy²,

Maher³

et al. 2017

IBR

View full text Add to dashboard Cite

The objective of this study is to investigate in depth the factors that can reduce the effect of e mployee burnout in Egypt. From the literature review, the variables of perception of employee development programs (IV1), time spent on employee development programs (IV2), self-actualization (IV3), and workplace democratization (IV4) were identified. To study these variables on employee burnout, SEKEM, a company in Egypt known for its innovative application of human development initiatives, was selected as a case study from Egypt. A single cross-sectional analysis of the employees of the company was used and data was collected with a questionnaire using a 7-level scale.The results were then analyzed with a principal component analysis, Cronbach's alpha, and Spearman's rank correlation.The results confirmed the validity and inter-reliability of the model as well as showed the significant negative relationship between both IV1 & IV3 and between employee burnout. IV2 and IV4 were not found to be significantly related to employee burnout.The significance of the research is that few studies in Egypt are made on the issue of employee burnout, and the study of SEKEM provides a rare insight into the application of such concepts.

show abstract

Section: Employee Engagement Through Training and Developmentmentioning

confidence: 98%

The Role of Training, Democratization, and Self-Actualization in Addressing Employee Burnout

Bedawy¹,

Ramzy²,

Maher³

et al. 2017

IBR

View full text Add to dashboard Cite

show abstract

“…Some organisations, practice work-life balance by allowing flexible schedules to employees, such as flexible work hours, home working or telecommuting (Smith & Gardner, 2007). Stankiewicz et al (2014) discovered the employee perception of work-life balance and the improvement in support are needed to improve the organization. Furthermore, employers must handle such challenging circumstances such as extended virtual meetings at inconvenient hours that no well-thought-out business plan could have predicted.…”

Section: Literature Review Work-life Balance (Wlb)mentioning

confidence: 99%

The Influence of Employee’s Engagement, Workload and Personality Traits on Work Life Balance Among Employees of Oil & Gas Company in Kuala Lumpur during COVID-19

Wahab¹,

Rashid²,

Razak³

et al. 2022

IJAREMS

View full text Add to dashboard Cite

The dilemma of work-life balance has become a major cause of discomfort, as it has a significant effect on both employers and employees especially during the movement control order (MCO) where employees were required to work from home. The objective of this research is to identify the influence of employees' engagement, workload and personality traits on work-life balance among Oil & Gas company located in Kuala Lumpur. This study was conducted at the Oil & Gas company in Kuala Lumpur using a quantitative research design. The structured survey instrument was distributed to 310 respondents. Pearson's correlation and multiple regression analysis were performed in this study to achieve the objective of the study. The findings indicate that the most influential predictor of work-life balance is the employee engagement followed by personality traits and workload. Higher engagement experienced by the employees in Oil & Gas company in Kuala Lumpur will lead to higher work and life balance. Ultimately, the organization will be able to help its employees by providing a better appropriate leadership supports, policy, the right tools and devices as well as support through health programs that can boost organizational efficiency through improved employee work-life balance.

show abstract

“…Wheatley ( 2012 ) stated that the non-work domain comprised of free time spent on leisure activities, and family time. Accordingly, Stankiewicz, Bortnowska, and Łychmus ( 2014 ) claimed that non-work refers to family, health, social activity, private interests, and so forth. It seems like scholars in the most recent years have embraced a clearer description of the non-work aspect - one that incorporates activities other than conventional family obligations.…”

Section: Work Versus Non-work Domainmentioning

confidence: 99%

Demystifying the life domain in work-life balance: A Malaysian perspective

2021

View full text Add to dashboard Cite

Traditionally, the word 'life' in the concept of work-life balance focuses on family obligations. This conceptual paper sets out to present the notion that "life" goes beyond family responsibilities and is unique to employees of different demographics. Given the impending difference in how "life" is viewed by different groups of employees, this study reviews the literature and argues for the need to distinguish between different dimensions of the non-work domain. The discussion is centered on the transformation taking place within the Malaysian workforce. Recent trends indicate that "life" and "family" are indeed distinct domains. There is a need for organizations to acknowledge this distinction and provide relevant support to attain a balance between work, life, and family. The paper will help strengthen the knowledge about the "life" in the concept of work-life balance and employers better understand the conceptualization of "life" in work-life balance so that they can strategize and enhance employee well-being and eventually gain competitive advantage. Currently, the terms work-life balance and work-family balance are used interchangeably to represent a balance between the family and work domain. This is especially evident in collectivist countries such as Malaysia. However, the emphasis on family without due consideration to the needs of employees with different demographic configurations may result in work-life backlash. Hence, this study argues that the non-work domain is not limited to family obligations and should encompass both family obligations and personal activities. The emphasis on striking a balance between work and family domain should not be done at the expense of the well-being of employees with lesser or no family obligations.

show abstract

Conditions necessary to maintain work-life balance of employees - in the light of the research results

Cited by 5 publications

References 2 publications

The Role of Training, Democratization, and Self-Actualization in Addressing Employee Burnout

The Role of Training, Democratization, and Self-Actualization in Addressing Employee Burnout

The Influence of Employee’s Engagement, Workload and Personality Traits on Work Life Balance Among Employees of Oil & Gas Company in Kuala Lumpur during COVID-19

Demystifying the life domain in work-life balance: A Malaysian perspective

Contact Info

Product

Resources

About