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Work Life Balance and Job Satisfaction: A Review of Literature

2020, Manthan: JPL

Work is an important part of daily life and issues related to work-life balance are increasing in the present scenario. Equal balance in work and personal life plays an important role for achieving personal as well as professional goals. The imbalances in work and personal life have a negative impact on both the aspects of life. Work-life balance is partly based on employers and partly on individual responsibility. This paper has made an effort to provide an overview of work-life balance, job satisfaction, work stress and negative consequences of work and life conflict through a review of existing literature. It is found that employees are giving more importance to job opportunities and possibilities of promotion. They are also expecting monetary and non-monetary incentives which lead to job satisfaction, reduces work stress and will lead to a good work-life balance.

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Dr. Pushkar Dubey

Interal Res journa Managt Sci Tech

Issue relating to work-life balance are increased in present scenario. Equal balance in both work and personal life plays an important role for attaining personal as well as professional / organizational goals. The imbalances have a negative impact in both personal life and professional life, Thus, maintaining an adequate balance between professional and personal life is very important. Well-being state of a person allows him / her to manage multiple responsibilities effectively at work and at home. The aim of this paper is to understand firstly the concept of work life balance, the importance and issues affecting in various professions and finally to find out the influence of Work Life Balance on various aspects like physical, occupational, emotional, social, spiritual and environmental well-being of employees. Achieving a better work-life balance yields more dividend for both employees and employers in terms of being more motivated towards work which leads to increased productivity and ultimately creating workforce which they feel are valued.

Serbian Journal of Management

sakthi rani

Journal of emerging technologies and innovative research

Richa Nangia

Career these days is not merely a need; rather it is a necessity for each and every human. In today’s time every employee is more concerned about work life balance rather than money. 21 century has given us modern economy and as a result of it one can see better opportunities, jobs and salaries. This brings many flows and flips with itself that can be easily seen in all organisations in the form of work life imbalance. This integrative review on work life balance is created because the idea of work life balance is still a hot topic simply due its failure, and hindrance in work life balance practices. This review paper will try to introduce new terms like Work Life Integration and its benefits. This will bring out all the hidden aspects of work life balance. For this paper the references were derived from various different journals, books, thesis, working papers, internet sites etc. Also, this integrative review of literature is to study and understand the past review of literature t...

Strategies for Business Excellence in Global Era, University School of Management, Kurukshetra University, Kurukshetra, National conference proceedings

Nisha Chanana

In the current economic scenario, organisations are hard pressed for higher productivity and need employees with improved work-life balance as an employee with better work-life balance will contribute more meaningfully towards the organizational growth and success (Naithani and Jha, 2010). For the present study descriptive method is used. The sample was drawn from male and female customer associates working in retail stores of Chandigarh city, and their ages were in the range of 25-35. The sample of 50, i.e. 25 male and 25 female was drawn using purposive sampling procedure. For the present investigation the data has been collected in two ways i.e. primary data and secondary data. Work life balance scale is used in the present study, developed by Fisher (2001). Work life balance is a seven point scale, ranging from 1-7, containing 15 items, designed to assess three dimensions of work life balance, namely, work interference with personal life (WIPL-7 items), personal life interference with work (PLIW-4 items), and work/personal life enhancement (WPLE-4 items). It has been observed that females feel highly work interference with their personal life and personal life interference with work as compared to male's customer associates. It has also been revealed that females feel low work/personal life enhancement as compared to males. Significant difference has been found between males and females customer associates towards their work life balance.

IAEME PUBLICATION

IAEME Publication , B. Patnaik

The greater challenges of work and personal aspects of life have intensified the work life balance scenario. Employee engagement and retention has emerged as an important as well as critical tool in today's business. So in order to maintain a equilibrium between personal and professional life, organizations should formulate policies that manage better; any work related stress, tensions or conflict arising at the workplace. The study is based on Literature Review and Secondary data collected from selected papers analyzed and a conceptual framework has been established depicting the reason behind work-life imbalance. This study investigates the factors responsible for work life balance and what are the challenges involved in the manufacturing sector. It was suggested that the employers must consider work life balance programs on the basis of policies they formulate, benefits they provide and services they render. Additionally policies and strategies must be constituted such that it can modify an employee's perception about his employer and they tend to stay in the organization for a longer period of time. It provides a scope for future direction to various researchers, policy makers and also academicians in this field.

1. Introduction Work-life balance (WLB) can be defined as a measure of proper control as to how, when and where people work. Proper work life balance can be achieved when an individual is able to fulfill all his/her needs in respect of both family and work. In the early 1970s, WLB emerged as primarily a woman based issue, considering the fact that female employees had a tough time coping up with work and family responsibilities. However, by 1980 the focus shifted towards the development of effective policies for WLB in light of both male and female employees (Frame & Hartog, 2003). Changes in the workplace and in employee demographics in the past decade have led to an increased concern for the boundary between employee work and non work lives. More and more women are joining the workforce and dual career couples are becoming increasingly common. As a result of these changes, there has been an increasing interest among researchers and practitioners towards the concept of work-life balance. Work life balance is a broad concept encompassing prioritization between 'work' (career and ambition) on the one hand and 'life' (health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include 'lifestyle balance' and 'life balance'. Byrne (2005) describes WLB as juggling of five aspects of one's life at any one point in time: work, family, friends, health and self. Clutterback (2003) defined WLB as awareness of different demands in relation to energy and time, ability to allocate the time and energy among different domains of work and life and then to apply and make choice. Sparrow and Cooper (2003) suggested that WLB include those practices that have the capacity to increase the autonomy and flexibility of employees in the process of balancing different requirements. There are WLB issues that are extremely important in the workplace, these are: increased level of stress, competitions and insecurities in the workplace. All these factors are important and they lead to disruption in WLB (Bonney 2005). Though it is not easy for any organization to inculcate all the employee friendly policies, but incorporation of such types of policies are beneficial for employee, employers as well as the society at large. These benefits include: lower rates of absenteeism, increased productivity, reduced overheads, improved recruitment and retention, satisfied and equitable workforce and improved customer experience. Interference between work and non-work responsibilities has a number of negative outcomes. In terms of job attitudes, employees reporting high levels of both work-to-life and life-to-work conflict tend to exhibit lower levels of job satisfaction and organizational commitment (Burke & Greenglass, 1999; Kossek & Ozeki, 1998). Behavioral outcomes of both directions of conflict include reduced work effort, reduced performance, and increased absenteeism and turnover Anderson, Coffey, and Byerly, (2002); Both work-to-life and life-to-work conflict have also been associated with increased stress and burnout (Anderson et al., 2002; Kinnunen & Mauno, 1998), cognitive difficulties such as staying awake, lack of concentration, and low alertness (MacEwen & Barling, 1994), and reduced levels of general health and energy (Frone, Russell, & Barnes, 1996). Work-life

shodh sarita ISSN - 2348-2397 January-March, 2021,

Madhu Kaushik

Employees are facing so many challenges and issues due to imbalance created in their professional and personal life. For the attainment of personal and professional goals one should look forward to work life balance. Personal and professional life gets affected due to poor work life balance. Thus, attainment of work life balance is essential for employees. Professional and personal well-being state of an employee allows him / her to justify various role demands effectively at workplace and in personal life. This paper aims to understand the concept of work life balance, the utility and issues affecting it in various professions and finally to identify the impact of Work Life Balance on various aspects like physiological, professional, psychological, emotional and societal well-being of an employees. For better outcomes like increasing efficiency and effectiveness of an employee, also the motivation among employees it is very important to set the goals of work life balance which will again beneficial for employees and employers.

Indian Journal of Public Health Research & Development

Premalatha Harini

Work-life balance is about adjusting work patterns to achieve overall fulfilment. A good work-life balance enables the organisations to thrive and at the same time enables, the employees easily combine work with other aspirations and responsibilities. It is imperative to arrive at the conceptual understanding of the term, work life balance, its early beginning or evolution, transformations and advancement needs to be studied and analyzed. In this study l working definitions, characteristics, problems, benefits, dependents, barriers in achieving work life balance were highlighted. Keywords: Working definitions benefits, problems, characteristics, barriers of work-life balance

rama prasad

Publication Impact Factor (PIF) :1.026 www.sretechjournal.org ABSTRACT Work-Life Balance is an omnipresent issue concerning all sections of the organizations and society including research scholars and business leaders for obvious reasons. Maintaining a high quality of work-life is imperative to achieve the goals of the organization as well as for individual satisfaction. The quality of work-life hinges mainly on support both from society and organization, work-life balance policies and programs, and various other dimensions such as job satisfaction, rewards and benefits, recognition, individual commitment, proper grievances handling, participative management, welfare facilities, work environment, and safety. Maintaining a flexible work-life balance, given its already complex nature, is a more arduous task in case of women employees, especially in the manufacturing sector, where such challenges exist that are beyond one's imagination. Literature has revealed the extent of tokenism dealt with by the women employees and the words of disapproval they hear from within the organization and the society. However, there has been little research aimed at conceptualizing, designing, developing, implementing and maintaining feasible work-life balance models, programs and procedures to help deal with these challenges and strike a balance between work and life. This review paper focuses on and analyzes the literature review on work-life balance, its dimensions, effects on organizational performance and attempts that have been made to strike a balance between work and life.

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Job satisfaction among hospital nurses: A literature review

Affiliations.

• 1 Peking University School of Nursing, #38 Xueyuan Road, Hai Dian District, Beijing 100191, PR China. Electronic address: [email protected].
• 2 Peking University School of Nursing, #38 Xueyuan Road, Hai Dian District, Beijing 100191, PR China. Electronic address: [email protected].
• 3 King's College London, Florence Nightingale Faculty of Nursing, Midwifery and Palliative Care, James Clerk Maxwell Building, 57 Waterloo Road, London SE1 8WA, United Kingdom. Electronic address: [email protected].
• PMID: 30928718
• DOI: 10.1016/j.ijnurstu.2019.01.011

Background: Globally there are mounting concerns about nurses' job satisfaction because of its pivotal role in nurse turnover and the quality of care of patients.

Objectives: To identify a more comprehensive and extensive knowledge of the job satisfaction of qualified general nurses working in acute care hospitals and its associated factors drawing upon empirical literature published in the last five years.

Design: Literature review.

Data sources: A comprehensive electronic database search was conducted in PubMed (2012-2017), Web of Science (2012-2017), CINAHL (2012-2017), Embase (2012-2017), PsycINFO (2012-2017) and the Applied Social Sciences Index (2012-2017), CNKI (2012-2017), WanFang (2012-2017), SinoMed (2012-2017) and VIP (2012-2017) to retrieve relevant articles published in both English and Chinese between January 2012 and October 2017.

Review methods: Key terms and phrases associated with job satisfaction, occupational stress, professional commitment, role conflict and role ambiguity were utilized in the subject search in combination with nurses following guidelines for searching the OVID interface. The abstracts or full texts of research papers were reviewed prior to their inclusion in the review according to inclusion criteria and quality assessment using the Strobe guidelines.

Results: A total of 59 papers were included in this review. The impact of job satisfaction upon sickness absence, turnover intention, as well as the influencing factors of job satisfaction such as working shift and leadership, job performance, organizational commitment, effort and reward style has been identified in a number of research studies yielding equivocal findings. Job satisfaction of hospital nurses is closely related to work environment, structural empowerment, organizational commitment, professional commitment, job stress, patient satisfaction, patient-nurse ratios, social capital, evidence-based practice and ethnic background. Various mediating or moderating pathways have been identified with nurses' job satisfaction being mediated by various factors.

Conclusions: It is vital to increase nurses' job satisfaction because this has the potential both to improve patients' perceptions of care quality and ensure an adequate nursing workforce. The indirect relationships and predictors of job satisfaction contribute to a more comprehensive understanding of the complex phenomenon of job satisfaction, which in turn may aid the development of effective strategies to address the nursing shortage and increase the quality of patient care.

Keywords: Influencing factor; Job satisfaction; Mediator; Nurses; Predictor; Related factor.

Copyright © 2019 Elsevier Ltd. All rights reserved.

Publication types

• Job Satisfaction*
• Nursing Staff, Hospital / psychology*
• Personnel Turnover
• Quality of Health Care