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The review of this literature is particularly timely because the pandemic has accelerated the rise of
work from home, turning it from request to requirement. In this review, we use the term WLB as an
umbrella term to include all research involving the juxtaposition of multiple conceptualizations of the
work-life interface. We organized the outcomes of WLB as well-being, work, career, and family
outcomes (See Appendix C ). The positive perception of accounting career image motivates
accounting students to pursue accounting careers. First, researchers have argued that Work from
home inherently provides flexibility and control over when and where to work, which could be
considered a valuable resource to meet family responsibilities. Despite our focus on working from
home, we do acknowledge that the WLB experiences of those who could not work from home
during the lockdown have been equally important and require research attention. In other words, loss
of resources while working from home that lead to imbalance can have detrimental effects on
employees. Given that work from home has a variety of arrangements and can be a collective
experience in many households, we encourage future researchers to collect multiple formats of data
from varying stakeholders to gain a more in-depth understanding of work from home and other
home-working stakeholder experiences. Also, employers and HRD practitioners need to consider
workspace at home and the level of interdependence of work tasks when making decisions about
work from home assignments and schedules. While the labor market enables workers to increase
their income and their capacity to buy market-based sources of pleasure and support, labor market is
also the place where employees exclude their other activities, including private care of their self and
others. The equilibrium between personal and professional life is defined as satisfaction, optimal
functioning between work and job. We offer practical implications to organizations and managers,
building on a systematic examination of the pandemic-induced empirical studies involving employees
working from home. Thus, the aim of this study is to propose a conceptual framework on the impact
of work-life balance on job satisfaction among nurses at public hospitals. Theoretical Background
and Review Framework Work-life balance. Other benefits include increase in employee retention
and staff motivation. A mother in Risi et al.’s (2021) study explained how homeschooling during
lockdown resulted in extra work for her, “He is in second grade and now does 3 online lessons, of 2
hours each, per week. We contextualize antecedents and outcomes of WLB and suggest stressors and
resources that impact WLB are dynamically related. Her work has been published in Human
Relations, Journal of Vocational Behavior, International Journal of Management Reviews, Applied
Psychology: An International Review, and The International Journal of Human Resource
Management, among others. Downsizing A reduction of the size or the number of employees of an
organization in order to improve profitability or to reduce costs. In other words, resources help
individuals preserve their personal resources sufficiently to acquire further resources to protect their
well-being. Employer-led initiatives gave a room for unions in the country to be involved and to
attempt to begin the initiative towards the adoption of employee-friendly policies. These include
flexible and extended parental leave benefits, sick leave, flexible working time, and sabbatical leave
(Todd). Mina studies work-nonwork interface, career success, and understudied careers using in-
depth qualitative methodologies. An individual has been attempting to achieve balance between his
personal and professional lives for decades. Then we describe a set of theoretical mechanisms linking
work-life balance and overall life satisfaction. Intensified working time patterns increase the
challenges of combining work and family. Other problems relating to work-life balance are the
changing workplaces, changing values and goals, changing roles, changing support structures, and
changing families and households. In the second step, we grouped together categories indicating
similar stressors, resources and outcomes of the work from home and work-life interface. The
management of human resources was very effective. Her research encompasses the Careers and
Work-Nonwork Interface of immigrants, academics, women, and understudied populations.
Thus, the antecedents of these national issues have necessitated personal coping strategies utilized by
participants of current study as moderating buffers against role imbalances encountered. Alderfer, C.
P. (1972). Existence, relatedness, and growth: human needs in organizational settings. Seventy-nine
percent of respondents to a Deloitte survey reported that at least 75% of their workforce worked
from home during the pandemic, while 69% said their company managed and supported employees
well or excellently ( Deloitte, 2021 ). The introduction and implementation of flexible policies will
significantly change the culture of most organizations, but baalnce will involve long-term
commitment by employers, and have associated costs. Besides work characteristics, this paper tests
whether country context might explain variation in WLB among the self-employed. Review of
Work-Life Balance Theories Submitter, GATR Journals and Bello, Zainab and Tanko, Garba Ibrahim,
Review of Work-Life Balance Theories (December 31, 2020). The target population was all the
employees of Safaricom PLC and Monarch Insurance Kenya Ltd headquarters in Nairobi whose
current population is estimated at 800. 267 employees (33%) were sampled using Slovin?s formula.
Future researchers may examine how negative and unintended well-being, career, work, and family
outcomes trigger proactive responses to gain resources. In 2007, ALD Automotive repurchased the
company Renault Business Finance (RBF). Training Training is the acquisition of knowledge, skills,
and competencies as a result of the teaching of vocational or practical skills and knowledge that elate
to specific useful competencies. In other words, loss of resources while working from home that lead
to imbalance can have detrimental effects on employees. Also, employers and HRD practitioners
need to consider workspace at home and the level of interdependence of work tasks when making
decisions about work from home assignments and schedules. To take proactive steps toward
improving WLB of employees working from home and other outcomes, employers and HRD
practitioners may enrich supervisors’ and leaders’ roles, so they can extend job autonomy and provide
various types of support, including tangible help with ICT, timely information, relevant work
materials, and social support. For instance, stress can cause physiological and psychological problems
and can lead people to consume alcohol and smoke. The findings of this study reveal that male
dominance of and excessive subordination of females, domestic and gender-based division of labour
and higher patriarchal proclivities among men are the ingredients of a patriarchal society. Most of
staff are on tasks that are in high demand and that need to be finished in very strict deadlines. 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. First, the notion of loss
cycle based on COR theory ( Hobfoll, 1989, 2011 ) suggests that initial resource loss brings future
loss. It also suggests viable avenues for future research. As most companies, the hotel intervenes in
the expenses of public transport. Work-life balance is a concept which means a daily effort to split
employee’s time and energy be-tween personal life (family, friends, self-care and other personal
activities) and work. Thus, this study covers three aspects of work-life balance: Employee
performance Employee performance is critical in a company since it is a significant variable in
accomplishing organizational goals and objectives. Women’s aspirations to achieve work-life balance
in this part of the world are often frustrated by patriarchal norms, which are deeply ingrained in the
culture. It forms the core of apprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). The research adopted descriptive
research design coupled with Harvard style of referencing. It allows boost-ing the morale and
rewarding committed employees. First, to identify the antecedents of WLB while working from
home, we included quantitative, qualitative, and mixed methods studies, which limited our ability to
derive and quantify conclusions about the strength of the relationships between factors. It’s
relentless” (p. 14). For married workers, the partners served as the main source of support for one
other. In order to achieve the objectives, primary data were collected from 100 employees of selected
private companies in Chennai, Tamil Nadu and the structured questionnaire was administered to
collect the data. An integrative model of the antecedents and outcomes of WLB while working from
home during the pandemic.
The employee has to resign in Belgium and take up employment overseas. Thus, this study covers
three aspects of work-life balance: Employee performance Employee performance is critical in a
company since it is a significant variable in accomplishing organizational goals and objectives. For
the last years, the employees complained about of lack of flexibility, communication and
homogeneity of work. We recommend interventions, such as financial support for childcare and
domestic help to allow employees, especially mothers and parents, to accommodate managing
housework and childcare intensity while working from home. It is a challenge for companies to
assist employees to experience work-life balance by offering such opportunities as flexible work
schedules or sponsored family events and activities. Conceptualizing the Impact of Work-Life
Balance on Job Satisfaction - Can the Issues be resolved among Nurses. The study focused on key
informants such as managers, supervisors and other employees who had an understanding of the
company's operations. The purpose of the article was to study the available literature on work-life
balance and other variables that included under work-life balance. Two of the authors were engaged
in all the steps of the systematic review. Work from home inherently provides valuable resources,
such as relative control and flexibility over where work gets done, which has been found to be
positively related to employee perceptions of WLB (e.g., Hill et al., 2010 ). Control over work time
and flexibility in the allocation of time for different work and nonwork activities have been shown to
have beneficial effects on employees ( Valcour, 2007 ). First, researchers have argued that Work from
home inherently provides flexibility and control over when and where to work, which could be
considered a valuable resource to meet family responsibilities. Since 2010, automotive ALD modified
the contracts and this allowed a certain homogeneity to the teams. The equilibrium between personal
and professional life is defined as satisfaction, optimal functioning between work and job. The
negative impact of work and nonwork resource loss antecedents on WLB of employees working
from home signals the pervasive role of resource loss and stress, which, according to COR theory, is
more salient than resource gain ( Hobfoll, 2011 ). Relative importance for linear regression in R: The
package relaimpo. While the above body of literature has portrayed the advantages and
disadvantages of work from home, it rarely taps into mechanisms beyond flexibility, control, and
work-home boundaries. An alternative was found in order to to increase employee satisfaction and
also widen their recruitment target. Especially when certain employees complained about air quality
because it is an old dated building from the years ’50, no renewal of the air was done. We know it is
difficult to put all people together as the hotel cannot remain empty, but they can try by small groups
within different departments to organize half day team buildings; when people know each other
better, they trust each other more. Work life balance scale is used in the present study, developed by
Fisher (2001). The result also showed that the correlations between the dependent variable-job-
related attitude and independent variable-Leave initiatives to determine the level of relationship the
work-life balance initiative bears on job-related attitude. However, their role is occurring at a time
when their influence and capability to act at workplace level is relatively weak. The context of the
Kingdom of Saudi Arabia presents a unique set of challenges to female academic employees,
because of a modern conundrum stressing the importance of globalization and therefore. A survey of
732 organizations in Germany, France, the United States, and the United Kingdom discovered that
the concepts of work-life balance were related to employee performance. The questionnaire may
include as well the question: “From the last survey, have you noticed any change concerning your
expressed wish? ” In the content may rise the question of happiness with the salaries, as we can see
only the baremas are respected, and even if the budget is tight, a small promotion has to always
contain a salary raise. Human resource preservation has become a crucial technique in today’s firms
as a result of the business environment’s growing competitiveness. Resource gain was likely when
employees were supported by resources such as work supervisors and family members, received job
autonomy, and were personally adaptable. Government policy for work-family The Employment
Relations Act 1999 in Great Britain establishes the legal minimum requirement for employers with
respect to certain rights of employees. In this way, the employees accumulate a day of additional
vacation a month and can also make a request vacation further to their seniority and with regard to
their position. Employee well-being and happiness are the other critical components on which an
enterprise’s growth is dependent.