Work-Life Balance

Group 1 Presentation
UEH – ISB
Organization Behaviors
TABLE OF CONTENTS

01 Concept overview

02 The importance of Work-life balance

03 Contributors of Work-life balance:

Internal and External factors

04 Another views of Worl-life balance

05 Recommendation
Group 1
 01
Concept Overview
 Concept Overview
Common ideas about the Work-life Balance presented in previous studies:

achievement of practices provided

satisfying a satisfying life filled by managers for
experiences in all life with achievement employees to achieve
domains and development balance

Guest, 2002; Crooker, Smith Bird, 2006; Valk & Greenhaus et al.,
and Tabak, 2002; Greenhaus Srinivasan, 2011 2003; Allen, 2006
et al., 2003; Reiter, 2007
 Concept Overview
level of
the ability to a critical factor for prioritization and the
achieve a state of employee well- level of division of
equilibrium being time

Lockwood, 2003; Kundnani and Germano, 2006; Gyanchandani, 2017;

Mehta, 2015; Cain, 2015; Parkes and Pichler, 2008; Njeri, HRZone, 2020
Langford, 2008; Sharkey and Caska, 2014
2019
 Comparison
Similarities: Stressing the balance between professional and personal domains

Differences:
Processes vs.
Value perspective consequences
which angle the consequence-oriented or
researchers decided to process-oriented definitions
look at

Individual vs. manager’s

Disagreement viewpoint
“the definitions of balance are not how organization and
entirely consistent with one employees view work-life
another […]” (Greenhaus, balance
Collins, and Shaw, 2003)
 Work-Life Balance
is the ability to manage balance between work and other domains (Kundnani
and Mehta, 2015). It describes the extent to which an individual’s effectiveness
and satisfaction in professional and personal activities are compatible with their
life role priorities (Guest, 2002)
 02
The importance of
work-life balance
The importance of work-life balance

- Trending topic
- Longer working time
- Boundary between work and
life is blurring
- Without or with poor work-life balance:
+ Deteriorate health, stress, burn out
+ Damage relationships: little time to
interact with family
Outcome of work-life balance

Work Life
Balance

Personal Life Professional

Life

Family Friends Self Job Career

(Work Life Balance Definition, Importance, Steps, Benefits & Overview: Human Resources
(HR) Dictionary, 2020)
Outcome of work-life balance
Personal life:
- Life satisfaction
- More time to spend with family
and friend
- Improve social relationship
- Benefit physical and mental
health, relieve stress
Professional life:
- Job satisfaction -> job involvement,
organizational commitment, psychological
empowerment, employment engagement and
organizational citizen behavior
- Lower absenteeism
- Happier, healthier, less stressed workforce
- More motivated
- Improve work performance and efficiency
- Better teamwork and communication
 03
Contributors of Work-life balance
01 Internal

02 External
INTERNAL FACTORS
 INTERNAL FACTORS

Demographic
Age, martial, place of living, 01
Type of family,… Value
02 Value intensity, Pivotal
Health space, …
Mental, physical health 03
Personality
04 Self-efficacy, Locus of
control, personality traits,
…
Demographic
Home and extended family

-> number of people in a household

-> number and ages of children

-> care requirements of elders

-> location of the household, whether urban,

suburban, or rural

ANOVA from Dr. Karthikeyan and

Ananadan K.
 Health
● increases the demands placed
on family activities, work
accessibility, and community
support.
● visible and recognizable
• remain hidden
• family and organizations
often fail to provide the
support needed

Health

Physical Mental
 Value
A value is an intrinsic conviction that a certain style of
behavior or end-state of existence is individually or socially
superior to a style of behavior or end-state of existence
contrary or converse.
Value

Value intensity Pitoval Space

defined as being within a person (or
organization) about one aspect of life
is the congruence of one’s sets of values
about work, family, community, and
profession, where the values are jointly
affirmed by the content of these multiple
orderings of values

Represent how strongly a person feels about particular values and how congruent those
values are for that person across all domains of his or her life.
 Value crystallization

is the congruence of one’s values between persons,

organizations, or members of different domains of
one’s life.
Personality
Openness, is one’s perception of the
degree of control Venus has a
Consciousness,
she or he has over events beautiful name.
Extraversion,
in life It’s terribly hot
Agreeableness,
Neucroticism
Higher -> Internal ->
Better Better
Balance Balance

Personal Self- Locus of

traits efficacy control
EXTERNAL
FACTORS
ORGANIZATIONAL FACTORS

Demands of Demands of
Works Home

Cultures of Cultures of
Works Home
 Work demands refer to the
extent to which the working
environment includes stimuli that
require some effort.

—Jones and Fletchers (1996)

DEMANDS OF WORK

Job Hours of
Requirements Workload
work
 Home demands
are commitments and duties of an
individual outside work

—Guest (2002)
Nigeria

A typical Nigerian woman

has responsibilities to
manage all the
households and family
needs (Rehma & Roomi,
2012).
Theoretical Framework of Impact of Work and Home Demands on
Work Life Balance, Sheikh, Ashiq, Mehar, Hasan & Khalid, 2018
RELATIONSHIPS

Demands of Demands of Work-Life

Works Home Conflicts
Have a positive Have a positive Have a negative
significant impact on significant impact on significant impact on

Work-Life Work-Life Work-Life

Conflicts Conflicts Balance
 CULTURES

Culture of home refers to the

Cultures of work reflect the
expectations of the level
organizational cultures and
responding to the
how employees comply with
commitments and obligations
it
in your “home” environment

Work-Family
Cultures
Cultures of Cultures of
Work Home
FACILITATE
Refer to outside supports
people seek to achieve WLB
 SUPPLEMENTALITY

Employer
Organizational policies, assistance 01
programs Proffesional
02 Professional training together
Community with sharing meeting
Public transportation, social 03
institutions such as cultural Family
houses, schools or churches 04 Considered as “social
support”, affectives and
financial aids
ACCESSIBILITY

Distance challenges Intellectual deficiency

people to be enriched by restraints problemactics of
both organizational as WLB along with
well as family backing appropriate solutions

Geography Lack of
knowledge

Opps!!!

Combo 1 Combo 2
Macro-environment
Imply factors rather than
national context that
affect WLB level
COMPONENTS

#1 #2 #3

Economics Technology Culture

ECONOMICS

Depressions result in “Survivor

reduced capacities to the syndrome”
quality of WLB accompanied with
heavier work-load
after layofffs

Triggers work intensity, job Stable economy –

insecurity, and financial mystery to WLB
strain that exacerbate work –
life conflict
TECHNOLOGY
Blurred
boundary
Flexible
Work-off speed approach –
“Never Being
Off” duties
Fasten information
spread and reduce
work-load

Controversy
Reduce stress level
related to work
versus ruin one’s
private life??
CULTURAL CONTEXT

Religion, law or
traditional customs
may shape the way
people work
 Better Life Index in 2018
o Netherlands - the best work-life balance, with less
than 0.5 percent of workers working every long hour.

o Japan - intense cultural work ethnic seems common,

reflects a dominant invasion of office work towards
outside living
CULTURAL CONTEXT

Law World Value Survey GLOBE

Direct the Citizens in countries Performance
magnitude in which work is orientation also
individuals allow highly appreciated moderately impinges
work to invade their tend to encounter one’s viewpoint
personal living more work-life towards the equity
conflict between work and life
 04
Another views of
Work-life balance
Our misunderstand

Work Life

Life Work
Work Life
CONCEPTS

Work-Life Work-life fit and

Boundaries flexibility

The three segments that need to  
be considered namely separator,
integrator and cycler
Create an individualized fit that can be
adjusted as career and life evolve by
knowing the workers’ own strengths and
weaknesses, having a clear communication
with colleagues and boss from working
styles, expectation and flexibility working
hour...
“There’s no one-size-fits-all approach to
work-life balance”

—Wilding, 2019
Future research recommendation

Work-Family conflict Family-work conflict

Work-life boundaries
Work-family conflicts
In fact, conflict and balance are conceptually overlapping
because these concepts are defined or imply the absence of
the other (Kossek & Lee, 2017).

The future research should be conducted a more fine-

grained analysis using these different forms of work-life
and work-family conflict.
 Future research: Work-family conflicts

Bring in new measures of work-

family balance and link to studies
of work-family - focus on positive
01 Improve methodological modeling due
to the changing context such as larger
organizational, cross-cultural, and
work-family relationships.
02 societal contexts.

Investigate more in blue collard

03
workers’ sample size. Understand the relationship between
04 work-life and the advancement of
technology.
 Work-life fit and flexibility

There is a strong correlation between

flexibility and work life balance
(Clark, 2000)
Work-life fit and flexibility

Survey proved
Having flexibility in the workforce and their
working time, this person is more likely to experience
Female 70% the feeling of more satisfied with balancing their
work and private life.
Male 30%
Flexibility working increases work-life balance satisfaction
especially for women

Fact: Flexibility style has a negative impact on

work-family conflict
Future Research: Work-life fit and flexibility

Economic Effect

Interpret the influence of economics to the relationship in flexible

working and work-life balance

Flexibility- zone

Flexible working has its high requirement in the trust

between employer and employees
 05
Recommendations
and
Conclusion
Recommendations
For individual

Goals Technology Support

Have clear goals and Reduce the use of Ask for support from
priorities to design mobile phones and supervisors,
reasonable plans and laptops when not colleagues, friends, or
timetables. necessary family when in need
Recommendations
For organization

Policies Job engagement

Implement integrated, Enhance employee’s job
positive and smart engagement to reduce
policies and programs. stress and increase
satisfaction.
THANK YOU!
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