Individual and Organizational Strategies for Promoting Work–Life Balance for Sustainable Workforce: A Systematic Literature Review from Pakistan

Abstract

This systematic review aimed to explore the challenges and strategies for maintaining a work–life balance (WLB) between individual workers and their organizations during COVID-19 in the Pakistani context. Using the inductive approach in thematic synthesis, we analyzed eight qualitative studies on WLB from December 2019–April 2022. The Quality Appraisal process for selecting studies, constant comparison method, and critical discussion was frequently used to enhance the validity and reliability of findings. Eight analytical themes provided insight related to the challenges of maintaining WLB, strategies for facilitating, and recommended strategies for a sustainable workforce. Workload during COVID-19, lack of resources, training in technology, and mental pressure appeared as significant barriers, while family support, counseling provided by the organization, and self-motivation emerged as facilitators for WLB. Further, the findings highlighted the need for organizational interventions, for instance, emergency preparedness and capacity building of employees. Findings provided insight about guidelines for policymakers and government to make informed decisions and policies about maintaining WLB for mental well-being and a sustainable workforce, particularly women. The synthesis implied that investment in the well-being and productivity of employees could contribute to retaining a more resilient and skilled workforce, ensuring women’s workforce sustainability, and enabling lasting recovery from the pandemic.

Organizational Health Behavior Index (OHBI): A Tool for Measuring Organizational Health

“…Given these challenges, policymakers, managers, and CEOs are now prioritizing the improvement of organizational health behavior as a critical aspect of maintaining employee well-being and productivity in the post-pandemic era (Khurana, et al, 2021) [68]. Organizations are investing in new strategies to support employee mental health, promote work-life balance, and create safe and supportive work environments (Fazal, et al, 2022) [69]. This renewed focus on organizational health behavior reflects a growing recognition of its importance in fostering a healthy, engaged, and productive workforce (Kirsten 2022 [70], Arief, et al, 2021) [71]).…”

Leadership Trait as Moderator between Work-Life Balance and Employee Productivity: Evidence from Banking Sector of Emerging Economy

“…Work-life balance, once primarily studied in Western contexts, has now become a global concern, extending to Eastern cultures. While existing research has predominantly focused on Western organizations, this study bridges a gap by examining work-life practices within the context of Pakistan (Fazal et al, 2022).…”

Examining workweek variations in computer usage patterns: An application of ergonomic monitoring software

“…For example, work-life-friendly programs, such as flexible working hours, parental leave entitlements, and childcare facilities, have been implemented in many workplaces. Work-life balance is directly linked to organizational and social sustainability, and many developed nations’ governments have called for strategies to achieve a better balance between work and life [ 5 , 6 ]. Other countries and companies are exploring the impacts of alternative work arrangements, such as the 4-day workweek in Spain, Unilever in New Zealand, Shopify in Canada, and Microsoft in Japan [ 7 – 10 ].…”