Literature Review

on
Work Life Balance
Work Life Balance
Work-life balance is a concept that supports
the efforts of employees to split their time
and energy between work and the other
important aspects of their lives. Work-life
balance is a daily effort to make time for
family, friends, community participation,
spirituality, personal growth, self care, and
other personal activities, in addition to the
demands of the workplace.


Work-life balance is assisted by
employers who institute policies, procedures,
actions, and expectations that enable
employees to easily pursue more balanced
lives.
Literature Review
The process of reading, analyzing, evaluating, and summarizing scholarly
materials about a specific topic.
The results of a literature review may be compiled in a report or they may
serve as part of a research article, thesis, or grant proposal.
Technology in Work-Life
Donna L. Haeger,Tony Lingham (2014)
Five generations co-existing in the work
Objective is to create a WorkLife Fusion scale to measure the extent to which people
leverage technological
Secondary aim was to measure the social effects of this scale on Job Satisfaction, WorkLife
Balance Satisfaction and Psychological Job Control; and contrast in different age groups.
Survey- SEM,CFA
Findings:
1. email
2. web 2.0
3. social media
4. concurrent management

Potential clashes
Fusion which is salient and significant not only to the Millennials and Gen X


Non-standard Work Arrangements and
Work-Life
Muhamad Khalil Omar (2013)
Non-standard work arrangements are for modern staffing practices with the employment of non-
permanent workers
Objective is to find whether flexible working practices have a positive or negative influence on
work-life balance depends on the circumstances of the individual.
Survey in various organizations which represented various kinds of services and retail industries
such as hotels, restaurants, hypermarkets, banking and hospitals; various ranks of employees.
SEM,CFA
Results supported:
Hypotheses 1: work status congruence and satisfaction with work-life balance; Hypotheses 2:
work status congruence and affective commitment;
Hypotheses 3: satisfaction with work-life balance and affective commitment; Hypotheses 4: work
status congruence and affective commitment is mediated by satisfaction with work-life balance.





Work-family balance of Indian women
software professionals:
Reimara Valk , Vasanthi Srinivasan
Six broad themes emerged from the analysis of the interviews which are relevant to
the understanding of work-family balance of women IT professionals in India:
Familial influence Role Models, Life Decisions
Multi-role responsibilities and negotiating them Role Conflict
Self Identity Work Identity, Family Identity
Work-life challenges and coping strategies Nature of the IT industry, prioritizing
commitments, personal self-management
Organizational policies and practices Work-family programs, Women friendliness
Social Support Family/Spouse support, Domestic Help, Supervisor/Co-worker
Support

The relationships between family-work interaction, job-
related exhaustion, detachment, and meaning in life: A
day-level study of emotional well-being
Eva Garrosa-Hernndez, Isabel Carmona-Cobo, Felix Ladsttter, Luis Manuel
Blanco, and Helena D Cooper-Thomas
Shows the direct influence of psychosocial factors on employee emotional well-
being
An employee who maintains balance between family and work domains will feel
Positive Affectivity at the end of the day.
Family-work Facilitation(positive interaction between family and work) showed a
negative effect on Negative Affectivity
Family-work Conflict showed a negative effect on Positive Affectivity
Job-related exhaustion(implies excessive work leading to employees feeling
exhausted) showed a negative effect on Positive Affectivity
Meaning in life is an important indicator of health and well-being and includes all
spheres of life: Biological, psychological, social, and spiritual.
Presence for meaning in life had a positive relation with Positive Affectivity.
Divina M. Edralina [2012]
The paper aimed at exploring the innovative strategies by which women entrepreneurs managed
their work demands and personal & family responsibilities to lead a meaningful and happy life.
The research used the survey and case study approaches.
140 women entrepreneurs in the Philippines were surveyed and of them, 8 cases were used to
substantiate the findings more.
Results showed that the positive spill over effects of their work on family needs and personal
needs is having good reputation in the community while negative spill over is having to do with
health problems/physical exhaustion/stress due to long work hours and workload.
The top three strategies done by women entrepreneurs to integrate work and life demands are
- engaging in activities to manage stress
- having the business located at home or near residence
- planning work and household chores ahead of time.
To ensure work-life balance, women entrepreneurs, are encouraged to adopt innovative work-
life balance strategies like
-strengthen support from spouse and family,
-engage in stress management activities and
-redesign work structure to make it more flexible.
Innovative Work-Life Balance
Strategies of Filipina Entrepreneurs
Grc Erdamar, Hsne Demirel [2013]
It was seen that work life is affected by variables related to the family (number and age of children and support of
the spouse) and at the same time, home life is affected by the requirements of work life.
Instrument was Work-family and family-work conflict scale.
Scale was applied to 364 teachers in consideration of different genders, age groups, length of service, civil status,
school type (public, private), level of the school (primary or secondary) and branch.
In the present study where the effects of teachers family and work life conflicts on one another were examined,
the means of teachers work-family conflict scores and family-work conflict scores were found as 26.25 and 20.43,
respectively. It is understood that teachers experience work-family conflict more than family-work conflict.
Family work:
-I continue thinking about a problem I faced at home at the workplace.
-Certain situations experienced at home (guests, illness, a problem about the child) make my work life difficult.
-Household tasks and small works reduces the time I spare for sleeping which is essential for my job.
Work Family:
-I continue thinking about a problem I faced in the workplace.
-A problem at the work life makes me stressed and nervy at home
-Physical and mental fatigue at work make my responsibilities at home difficult.



Investigation of work-family, family-
work conflict of the teachers
Faculty satisfaction and work-family
enrichment
Robert Daniel Jijena Michel , Carlos Eduardo Jijena Michel(2012)

To propose an empirical model to estimate the level of faculty satisfaction with the teaching
role, through the link with work-family enrichment (in both directions).

Methods:
questionnaire based on scientifically tested and validated scales.
confirmatory study through structural equation methodology

Hypothesis supported :
H1 : Facultys perceived work-family enrichment is positively related to job satisfaction
H3:Facultys perceived human resource flexibility positively moderates the relationship between
work family enrichment and job satisfaction.

To allocate efforts, resources, policies and organizational practices that encourage work-family
enrichment
Work-family enrichment allows for the alignment of individual and organizational goals
Faculty satisfaction and work-family
enrichment
Robert Daniel Jijena Michel , Carlos Eduardo Jijena Michel(2012)

To propose an empirical model to estimate the level of faculty satisfaction with the teaching
role, through the link with work-family enrichment (in both directions).

Methods:
questionnaire based on scientifically tested and validated scales.
confirmatory study through structural equation methodology

Hypothesis supported :
H1 : Facultys perceived work-family enrichment is positively related to job satisfaction
H3:Facultys perceived human resource flexibility positively moderates the relationship between
work family enrichment and job satisfaction.

To allocate efforts, resources, policies and organizational practices that encourage work-family
enrichment
Work-family enrichment allows for the alignment of individual and organizational goals
Impact of Work-Family Conflict and Burnout
on Performance of Accounting Professionals
Mehmet Metea, mer Faruk nalb, Abdukadir Bilenc (2013)

To analyze the relationship between work-family conflict and burnout in respect to
impacts on performance levels of accounting professionals.

Methods:
structured questionnaires
Measurement scales - Work-family conflict scale , Burnout scale and Performance scale

significant and positive correlations between work-family conflict and burnout factors
(67%), and work-family conflict and family-work conflict (36%) factors
significant and positive relationship between performance factor and burnout factor
Methods: The intervention consisted of computer-based training (CBT) and a survey
measuring aware- ness and experience with FMLA. The training was administered to
793 county government supervisors in the state of Oregon, USA.

Results: More than 35% of supervisors reported no previous training on FMLA and the
training pre-test revealed a lack of knowledge regarding benet coverage and
employer responsibilities. The CBT achieved:
(1) A signicant learning effect and large effect
(2) A positive reaction to the training and its design, and
(3) evidence of increased knowledge and awareness regarding FMLA.

Conclusion: CBT is an effective strategy to increase supervisors knowledge and
awareness to support policy implementation, supporting the Ryan-Kossek model. The
results further demonstrate that long-time employees need supplementary training
on complex workplace policies such as FMLA
A Training Intervention for Supervisors to
Support a Work-Life Policy Implementation
Naima Laharnar, Nancy Glass2, Nancy Perrin, Ginger Hanson, W. Kent Anger
[2013]
The research aimed at enhancing the value of the cognitive psychologys and the
cognitive-behavioural paradigms assumptions in work-family interface studies,

Method: reviewing the research directions regarding the role of the cognitive variables
and underlining new possible approaches that can lead to a better understanding of the
necessary strategies in the multiple roles of management. These new approaches focus
on the role of individual factors, namely cognitive variables, such as cognitions or
cognitive appraisals.

Conclusion: Work-family conflict, in its different forms (time-based, strain-based and
behavior-based) is nowadays one of the main sources of stress employees must cope
with. Organizations can implement family- friendly policies, but they can also promote
individual responsibility and personal control through training programs. Such programs
could help employees identify their dysfunctional cognitions related to work-family
relations and become aware of the emotions and behaviours
Cognitions And Work-Family Interactions:
New Research Directions In Conflict And
Facilitation
Maria Nicoleta Turliuc, Daniela Buliga [2013]