Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations

Abstract

In an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

How to improve ship crew’s work effectiveness through the leadership style, work life balance and employee engagement in Indonesia national shipping

“…Theoretical study states that work-life balance supports employee engagement. Previous research by Parkes and Langford, (2008) stated that work-life balance is necessary for employee engagement and retention in the other organizational climate dimensions. Employee engagement is increasingly seen as a "win-win" strategy for companies, employees and their communities.…”

“…Work-life balance based on the theoretically is the perception of an individual that job and nonjob activities are compatible and they encourage self-development in accordance with his or her current life priorities (Kalliath & Brough, 2008). Five classifications of work-life balance are: 1) Balance or time management; 2) Having social life out of job; 3) Balance work and personal life; 4) Work-family balance (can meet and be responsible for the family while performing the responsibility in the company); and 5) I am able to stay involved in non-work interests and activities (still having time for hobbies) (Parkes & Langford, 2008). Furthermore, work-life balance is negatively associated with work demands, intentions to move away and psychological strain, and is positively associated with family and job satisfaction (Timms et al, 2015).…”

Gender and work-life balance: A phenomenological study on Balinese female auditor

“…It was a turning point in my life." Parkes & Langford (2008), stated that maintaining the health and safety of employees, and improving the reward system and performance appraisal is very important to create work-life balance. Companies can facilitate the employee's needs can increase job satisfaction.…”

Hubungan Konflik Kerja Keluarga Terhadap Motivasi Kerja Dengan Dukungan Sosial Sebagai Variabel Pemoderasi Pada Perawat Wanita Bali Di Rumah Sakit Di Bali

“…Ketika individu tidak dapat menyeimbangkan peran-peran tersebut maka peran-peran tersebut akan tidak saling selaras sehingga menimbulkan konflik. Individu yang tidak meraih keseimbangan dalam menjalankan peran-perannya dapat kehilangan semangat untuk melakukan pekerjaannya (Parkes & Langford, 2008). Tidak dapat meraih keseimbangan menggambarkan adanya konflik kerja keluarga yang terjadi.…”