The concept of work-life balance has gained popularity in today’s business world with the main goal of achieving societal prosperity and meaningful lifestyle for workers. The term is often used in large companies and it is associated with corporate welfare which involves promoting each employee’s growth and the continued development of the organizations. The main purpose of work-life balance in management is increase job satisfaction, reduce turnover, minimize work stress and promote employee loyalty. Although the term work-life balance is commonly used in the world, its academic knowledge is not extensive which provides opportunities for future research. This paper discusses the current research on work-life balance as well as the opportunities for future research in this area.
Most of the current research on work-life balance focuses on working parents with the main purpose of the work-life balance being caring for young children. Most of the studies on work-life balance consider family as the major part of the employee’s life (Gragnano et al., 2020). As a result, multiple studies have been conducted in the perspective of work-family balance. Most researchers define Work–family balance as an equal commitment to both work and family duties. Although this definition has a wide significance, it does not take into account several ways in which people interact in their family and work lives and relation between different engagements.
Various research have looked at the effects of various types of work–life balance on individuals and the organization. Additionally, multiple meta-analyses have compiled information on the determinants of work–family life balance and conflicts (Gragnano et al., 2020). Most study findings linked work-family conflict to general and work-related stress, burnout, as well as life and marital satisfaction. On the other hand, job satisfaction, appreciation, and engagement are linked with work-life balance. Notably, job satisfaction is the most investigated variable in research on the impact of work-life balance. In organizational behavior research, job satisfaction is a key variable since it is a measures of personal wellbeing and psychological health (Kossek, 2014). Job satisfaction is linked to a variety of beneficial employee behaviors and a highly effective indicator of difficulties in an organization.
Some researchers have also looked into the factors that influence work-life balance. Some of the mostly highlighted factors include individual factors, family, social environment, and organizational implication (Nizam & Kam, 2018). A few studies have also looked into the challenges affecting work-life balance. Challenges surrounding work-life balance are becoming a concern to the employees in the workplace and at home. Some of the main challenges highlighted include personal life and family values, an aging workforce, and global competition (Lockwood, 2003). Most studies find that most companies have incorporated flexible-work schedules as the main way to promote work-life balance. This strategy allows employees to determine the location, length of time and the days want to work (Shagvaliyeva, & Yazdanifard, 2014). As a result, the employee may be able to easily fulfill their work and personal responsibilities. The implementation of flexible working practices has a positive impact on employees’ satisfaction and productivity.
The current research on work-life balance shows that there is limited academic knowledge about this concept. Most researchers have focused on work and family life. However, the present labor force is diverse, and workers may place a higher importance on non-work areas other than the family (Gragnano et al., 2020). Women, aging workforce, people with disabilities, and other groups of people with different health needs may necessitate a broader view of work-life balance. As a result, future research is recommended on the additional nonworking domains like health in work-life balance (Gragnano et al., 2020). Further research is also needed to provide a broader and comprehensive definition of work-life balance. Future study could build on existing studies to better understand how the volume and intensity of activity done during work hours affect employee well-being (Kossek, 2014). Further research could also look into the absolute requirements and the function of individual agencies in limiting the scope of work.
References
Gragnano, A., Simbula, S., & Miglioretti, M. (2020). Work–life balance: Weighing the importance of work–family and work–health balance. International journal of environmental research and public health, 17(3), 907.
Kossek, E. E., Valcour, M., & Lirio, P. (2014). Organizational strategies for promoting work–life balance and wellbeing. Work and wellbeing, 3, 295-318.
Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 2014.
Lockwood, N. R. (2003). Work/life balance. Challenges and Solutions, SHRM Research, USA, 2-10.
Nizam, İ., & Kam, C. (2018). The determinants of work-life balance in the event industry of Malaysia. International Journal of Management, Accounting and Economics, 5(3), 141-168.
write