Developing a work-life balance model towards improving job satisfaction among medical doctors across different generations

Kaliannan, Maniam; Perumal, Kala; Dorasamy, Magiswary

doi:10.1353/jda.2016.0035

Cited by 26 publications

(16 citation statements)

References 40 publications

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“…A balance between work and life is essential because it can lead to a healthy and prosperous life (mentally and physically). Research done shows that work-life balance affects job satisfaction (Kaliannan et al, 2016;Blackburn et al, 2017;Hasan & Teng, 2017). Long before the pandemic, the current research found that work-life balance has a positive influence on the level of job satisfaction of employees (Putra et al, 2020).…”

Section: Introductionmentioning

confidence: 94%

The Influence of Work-Life Balance with Work Motivation as Mediating Factor on Job Satisfaction A Prediction toward Transition to New Normal Situation

et al. 2021

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This study aimed to examine the effect of work-life balance and work motivation on job satisfaction. The literature review used to discuss the dynamics between variables is work-life balance, motivation and job satisfaction. The approach to this research is quantitative, and the number of respondents involved in this study was 212 people who filled out the survey through an online survey. We collect data during new normal situations. The data analysis technique in this study refers to the structural equation model. The results obtained show that all hypotheses are proven. In other words, this study has shown that work-life balance affects job satisfaction, then work motivation affects job satisfaction, and work-life balance can mediate work motivation on job satisfaction.

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Section: Introductionmentioning

confidence: 94%

The Influence of Work-Life Balance with Work Motivation as Mediating Factor on Job Satisfaction A Prediction toward Transition to New Normal Situation

et al. 2021

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“…Guilt can cause fatigue, creating a cycle in which guilt about having compassion fatigue may increase fatigue. The heavy workloads and limited work-life balance of physicians has been well documented in previous studies (Kaliannan et al, 2016;Leigh et al, 2011;), but subjective perception of time pressure at work was a key predictor of burnout and compassion fatigue among oncologists in Canada (Kleiner & Wallace, 2017). Future studies could examine their perceptions of compassion fatigue and self-blame or guilt related to not being compassionate.…”

Section: Discussionmentioning

confidence: 83%

What Makes Oncologists Feel Compassion Fatigue? Qualitative Findings From Korea

Kim

Choi

2021

SAGE Open

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This study explored oncologists’ compassion fatigue in their practice with cancer patients and families. Qualitative in-depth interviews were conducted. A purposeful sample of nine oncologists was recruited from three hospitals in Korea. We used a hybrid of the theory-driven deductive approach and data-driven inductive approach based on the transactional model of physician compassion. Oncologists shared contexts from which their compassion fatigue stems based on four categories: physician factors, clinical factors, patient and family factors, and environmental and institutional factors. Given the nature of their job, oncologists should receive interventions that improve resilience and reduce compassion fatigue. We suggest interventions that promote appropriate levels of compassion and reduce interfering barriers.

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“…This is consistent with Polkowska (2016)’s finding that work obstruction with personal time decrease employees’ work fulfilment and reduces employees’ engagement. Kaliannan et al (2016) argued that a good mix of work-life balance lead to higher employees’ engagement at work with better performance and ultimately remaining with the organisations. Indeed, Kuron et al (2015) informed that millennials value work-life balance over meaningful work and job progression.…”

Section: Micro-level Corporate Social Responsibility Practicesmentioning

confidence: 99%

Predicting employee engagement with micro-level corporate social responsibility (CSR) practices in the public accounting firms

Low

Spong

2021

SRJ

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Purpose This research aims to examines the impact of micro-level corporate social responsibility (CSR) practices on employee engagement within the public accounting firm setting. Design/methodology/approach This research uses a quantitative approach with a survey instrument as the data collection tool. A total of 269 complete responses were collected from employees working in the public accounting firms. Micro-level CSR practices were analysed with a hierarchical component model (HCM) in partial least square structural equation modelling (PLS-SEM) to examine the influence of such practices on employee engagement. A predictive performance metric was applied to assess the out-of-sample prediction. Findings This study uncovers a positive and significant relationship between micro-level CSR practices and employee engagement. Furthermore, the PLSpredict results indicate that the current model possesses high predictive power with all indicators in the PLS-SEM analysis demonstrating lower root mean squared error (RMSE) values compared to the naïve linear regression model benchmark. Research limitations/implications While the methods applied in this analysis are at the frontier of CSR research, the present study has not explored the heterogeneity amongst groups of respondents and size of accounting firms. Sampling weight adjustment for the purposes of representativeness was not used in the current research. These could be the subject of future work in this area. Practical implications These research findings shed light on the positive manifestation effect of micro-level CSR practices at firm level as well as individual level. Through micro-level CSR practices, firms can reap the benefits of enhanced employee engagement, which leads to productive workforce while also facilitating increased employees’ intrinsic job satisfaction. Social implications Micro-level CSR practices address the needs of the millennium workforce, whereby employees are no longer solely focussed on pay checks as their compensation. Employees are seeking out employers whose CSR practices appeal to their social conscience. Micro-level CSR practices meet the needs of the contemporary workforce yet enable companies to attract and retain skilled employees. Originality/value The originality of this research is attributed to the vigorous statistical analysis by the use of HCMs and PLSpredict in PLS-SEM context for the assessment of predictive performance. Also, micro-level CSR practices are conceptualised in HCM for parsimonious purpose.

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Developing a work-life balance model towards improving job satisfaction among medical doctors across different generations

Cited by 26 publications

References 40 publications

The Influence of Work-Life Balance with Work Motivation as Mediating Factor on Job Satisfaction A Prediction toward Transition to New Normal Situation

The Influence of Work-Life Balance with Work Motivation as Mediating Factor on Job Satisfaction A Prediction toward Transition to New Normal Situation

What Makes Oncologists Feel Compassion Fatigue? Qualitative Findings From Korea

Predicting employee engagement with micro-level corporate social responsibility (CSR) practices in the public accounting firms

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