Nexus between Work Life Balance Practices and Employee Retention – The Mediating Effect of a Supportive Culture

Kar, Subhasree; Misra, Kaumudi

doi:10.5539/ass.v9n11p63

Cited by 35 publications

(41 citation statements)

References 14 publications

(6 reference statements)

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“…Generally, there is no single accepted definition of what constitutes WLB practice. They are defined as institutionalized structural and procedural arrangements, formal and informal, that enable individuals to easily manage the conflicting worlds of work and family leaves [51]. Another practical definition of WLB practices refers to work options that provide flexibility in terms of where and when work is conducted [5,52].…”

Section: Common Wlb Practicesmentioning

confidence: 99%

Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

Hernández

González-López

Buenadicha-Mateos

et al. 2019

IJERPH

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The changing nature of employment and work causes new demands in society, such as work-life balance, that has emerged in labor relations as an important aspect of a healthy work environment. In this context, Best Companies to Work for are a reference in caring for their staff, and it is well known that new generations—that frequently use the Internet to be informed—are making their decisions as job seekers by checking and comparing corporate websites. In order to learn from the best companies, but also to discover what could be improved by identifying the gaps, this study observes the current work-life balance practices in the last Best Companies to Work for awarded by Fortune. The main contribution of this work is the development of a weighted index for benchmarking purposes considering the preferences of new generations at work. The study demonstrates that the best companies still report low levels of work-life balance information. The main implication drawn from the study, due the requirements of new generations at work and the rapidly emerging field of e-recruiting, is the need for human resource departments to fit work and personal life in a fluid way, while maintaining a healthy balance. It is also recommended for companies to improve their disclosure of work-life practices on line for attracting talent from Millennials and Generation Z.

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Section: Common Wlb Practicesmentioning

confidence: 99%

Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

Hernández

González-López

Buenadicha-Mateos

et al. 2019

IJERPH

View full text Add to dashboard Cite

show abstract

“…Work-life balance is essentially the balance between three components, namely, paid work, unpaid work and personal time. There is no one accepted definition of what constitutes a WLB practice, the term usually refers to one of the following factors: organizational support for dependent care, flexible work options and family or personal leave [1].Reference …”

mentioning

confidence: 99%

Work-Life Balance and Job Satisfaction: An Empirical study Focusing on Higher Education Teachers in Oman

Agha¹,

Azmi²,

Adeeba³

2017

IJSSH

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Abstract-With increasing levels of stress, competition and insecurities in life, work-life balance issues have become extremely important. Employees are looking for ways that will help them balance between work and personal life effectively. Researchers have also identified that work-life balance leads to positive organizational outcomes.Although work-life balance has been a frequent subject of inquiry in the Western world, there have been no studies on work-life balance in the Sultanate of Oman. Human resources are being considered as vital for the realization of the 'Vision for Oman's National Economy: Oman 2020' laid by the Sultanate, and hence, a study on work-life balance is both timely and relevant. It needs to be understood that teachers are the cornerstone of the development of any society and hence their well-being is important. Therefore, the present study seeks to explore work-life balance and its relation to job satisfaction of teachers in the higher education sector in the Sultanate of Oman.Findings of the study revealed that while work interference with personal life and personal life interference with work had a negative relationship with job satisfaction, work and personal life enhancement had a positive relationship with job satisfaction. Thus, the findings of the present study corroborate with previous research evidence. Thus, we can safely conclude that work and personal life needs to be integrated and balanced by organizations through work-life balance initiatives.Index Terms-Work-life balance, job satisfaction, teacher satisfaction, sultanate of Oman, higher education. I. INTRODUCTIONWork-life balance (WLB) is about finding the right balance between work and life, and about feeling comfortable with both work and family commitments. Work-life balance is essentially the balance between three components, namely, paid work, unpaid work and personal time. There is no one accepted definition of what constitutes a WLB practice, the term usually refers to one of the following factors: organizational support for dependent care, flexible work options and family or personal leave [1].Reference

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“…Así, si una organización desarrolla una serie de creencias y valores asociados al apoyo e integración del trabajo y la vida familiar para hombres y mujeres, estará desarrollando una cultura organizacional conciliadora (Kar y Misra, 2013). De modo que el trabajador tendrá una percepción de apoyo existente, la cual se concretará en dos tipos de acciones concretas (Chen, Liu y Yang, 2013).…”

Section: Cultura De Conciliación Trabajofamiliaunclassified

“…Thus, if an organization develops a set of beliefs and values associated with the support and integration of work and family life for men and women, will be developing a conciliatory organizational culture (Kar & Misra, 2013). So that the worker will have a perception of existing support, which will be made in two types of concrete actions (Chen, Liu, & Yang, 2013).…”

Section: Work-family Balance Culturementioning

confidence: 99%

Cultura de conciliación y conflicto trabajo/familia en trabajadores con turnos laborales

2017

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ResumenEl número de personas que compaginan de forma simultánea el trabajo con las responsabilidades familiares ha aumentado en España de forma considerable en éstas tres últimas décadas. Entre otras razones esto puede ser consecuencia del aumento de familias monoparentales, de la incorporación de la mujer al mundo laboral y emprendedor, de la existencia de parejas con dobles carreras profesionales y con diferentes horarios. Esta influencia recí-proca entre los contextos laboral y no laboral puede traducirse en una situación de equilibrio o en un conflicto. Se ha identificado una relación negativa entre las políti-cas de conciliación y las experiencias de conflicto trabajo-familia (Poelmans, 2001), también se ha detectado el efecto moderador del apoyo social. Esta última íntima-mente relacionada con la cultura organizacional de conciliación trabajo-familia. El objetivo del presente estudio consiste en realizar un análisis de la relación existente entre la cultura de conciliación trabajo-familia en la organización y la percepción conflicto trabajo/familia en trabajadores de una institución pública perteneciente al sector de la seguridad con diferentes turnos de trabajo. Los resultados indican una relación significativa entre los turnos laborales y la percepción de conflicto en la que la cultura de conciliación no parece ejercer un efecto moderador significativo.

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Nexus between Work Life Balance Practices and Employee Retention – The Mediating Effect of a Supportive Culture

Cited by 35 publications

References 14 publications

Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

Work-Life Balance and Job Satisfaction: An Empirical study Focusing on Higher Education Teachers in Oman

Cultura de conciliación y conflicto trabajo/familia en trabajadores con turnos laborales

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