Managing Stress through Work-Life Balance: A Study on Jinan Lebanon University Staff

Massoud, Mazen Fawaz; Younis, Joumana; Ibrahim, Nabila Abbas

doi:10.22158/rem.v5n4p1

Cited by 2 publications

(1 citation statement)

References 29 publications

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“…High work intensity or a heavy workload can undoubtedly increase fatigue and anxiety and lower the quality of family life (White et al, 2003). Since employees tend to bring job stress into their personal lives (Massoud & Younis, 2020), companies must improve WLB by managing job stress through flexible work schedules and workload arrangements. A non-optimal work-life integration leads to failure to create and maintain a healthy work environment, which results in higher stress, poorer employee productivity, and lower loyalty (Devadhasan, 2015).…”

Section: Wlb and Employee Retentionmentioning

confidence: 99%

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

Hendriana

Christoper

Zain

et al. 2023

J. Theor. Appl. Manage.

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Objective: This study aims to investigate two models that examine the role of employer branding in the relationship between work-life balance and employee retention in Generation Z workers. Design/Methods/Approach: This study applied quantitative methods by distributing questionnaires using google forms. A purposive sample of 189 Generation Z workers in Greater Jakarta, Indonesia, was used to test the models. The data was processed using SmartPLS 3 Software. Findings: The results of the PLS-SEM analysis revealed a significant relationship between work-life balance, job stress, emotional exhaustion, and employee retention. Instead of mediating the relationship between work-life balance and employee retention, this study revealed that employer branding significantly moderated the relationship between emotional exhaustion and employee retention among Generation Z workers. These findings could be used to develop a human capital strategy to retain Generation Z employees. Originality/Value: Among many studies on the relationship between work-life balance and employee retention, only a few focus on Generation Z workers. This generation also places greater emphasis on employer branding when considering their workplace. However, employer branding is rarely integrated into work-life balance research. This study extends the application of social exchange theory to explain the relationship between work-life balance (WLB) and employee retention by integrating employer branding into the model. Practical/Policy implication: Given the results, organizations may provide flexibility that enables employees to work from anywhere and anytime. Moreover, companies must design strategies to manage WLB, such as flexible working hours to allow employees to manage their work schedules according to their needs and reduce workplace conflicts. Companies are advised not to assign responsibilities that do not correspond to the employee’s position or job description. Organizations may provide mindfulness training through meditation during breaks or before and after work hours to help them relax from their workload and avoid emotional exhaustion. Lastly, companies must engage in internal marketing activities by creating positive work culture, designing clear career paths, providing training, offering attractive benefits, and providing opportunities for employees to grow and develop.

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Section: Wlb and Employee Retentionmentioning

confidence: 99%

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

Hendriana

Christoper

Zain

et al. 2023

J. Theor. Appl. Manage.

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Development of a comprehensive stress assessment tool for Indian public sector employees

Nanda,

Nagasubramaniyan

2023

Futur Bus J

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The study aims to develop a comprehensive stress assessment tool for Indian public sector employees, considering unique stressors, cultural factors, and organizational characteristics. The study employed a deductive approach, cross-sectional design, and mixed-method study based on comprehension of extant stress management theories, to explore the factors contributing to employee stress. The study found that technological disruptions, austerity measures, blame games, multitasking, and work–life balance are significant factors of assessing employee stress. The findings of the study fill the gaps in extant literature and extends support to the job demand control and support model. The findings make practical contributions in assisting practitioners and policymakers to design suitable intervention programs to reduce employee stress and enhance employee productivity. The unique contribution of the study is, first of its kind in the Indian public sector context, that the tool has the potential to assess employee stress effectively at workplace and practitioners can derive benefits of the stress assessment tool. Graphical abstract

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Managing Stress through Work-Life Balance: A Study on Jinan Lebanon University Staff

Cited by 2 publications

References 29 publications

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

The Role of Employer Branding in Work-life Balance and Employee Retention Relationship among Generation Z Workers: Mediation or Moderation?

Development of a comprehensive stress assessment tool for Indian public sector employees

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