IMPACT OF WORK-LIFE BALANCE ON EMPLOYEE ENGAGEMENT

 

(Greenhaus et al., 2003)  defined as Work-Life Balance is  “The extent to which an individual is engaged in and equally satisfied with their work role and family role defined three components of work-family balance.”

Time balance - Equal time frame devoted to work and family

Involvement balance - Equal involvement in work and family life

Satisfaction balance - Equal satisfaction with work and family life

The control between work and life is the individual perception that work and non-work activities are compatible and promote growth according to individual’s  current life priorities (Kalliath and Brough, 2008). Work and life balance can provide organizations with the opportunity to learn new ways of good working environment (Lee et al., 2000).

Thompson et al, (1999) said that managerial support was the main predictor of work life balance  initiative use. In other hand, family type managers may provide staff with the flexibility to meet external commitments or may model good work-life balance.

Management can implement hours worked through the schedule of meetings, key deadlines, the scheduling of training and holidays, planning office work, and role modeling long hours at work (Perlow, 1998).

 

Work/Life Balance Initiatives ( Elezabath Fedrick,2018)

1.Introducing flexible leave policies

2.Engage in your community

3. Encourage a healthy work environment

4. Train your managers to help

5. Create flexible scheduling

6. Create a family friendly working environment

7. Apply change management best practices

8. Consider more creative incentives.

 

Figure 1

Maslow's Hierarchy of needs for employee engagement


                                                             (Musgrovr,2016)

                                                        

Figure 1 describes that Highly Engaged employees are positive minded, very efficiency and also help others too. This type of people big asset to the company. Engaged employees are believing that the company is proud to their work. Third type of employees are neither happy nor unhappy with their work. Other two categories are negative minded people and not contributing any positive things to the company.

References

Elezabath,F (2018). Work Life Balance -Helping clients make sales success habit.

Greenhaus, J.H. and Singh, R. (2003). Work–family linkages, A Sloan work and family encyclopedia entry.

Kalliath and Brough, (2008) .Work Life Balance in current life.

Lee et al., (2000). Measurement of Work–life balance.

Musgrove,S.(2016) .Employee Engagement according to Maslow’s Pyramid of Needs.

Perlow, L. (1998) .Boundary control: The social ordering of work and family time in a high-tech corporation.

Thompson, C., Beauvais, L., & Lyness, K. (1999) .When work-family benefits  are not enough: The influence of work family culture on benefit utilization, organizational attachment.


Comments

  1. Nirmika FernandoDecember 6, 2021 at 8:50 AM

    Hi Upeksha, While agreeing with your points, Felstead et al. (2002) define work-life balance as the relationship between the institutional and cultural times and spaces of work and non-work in societies where income is predominantly generated and distributed through labour markets. Aycan et al. (2007) confined the subject only to work and family and put forward the “life balance” concept with a whole perspective.

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 7:32 AM

      Thank you for the comment Nirmika. Work life conflict among employees known to be related with many health problems, poor self reported health, poor mental health and life dissatisfaction (Aziz Mensah, 2020).

      Delete
  2. Dineth PereraDecember 7, 2021 at 5:37 AM

    hi upeksha, agree with you, adding to your points, motivation for individuals towards improving performance is financial rewards, money is used to satisfy individual needs mainly for workers in production companies (Dobre, 2013).

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 7:38 AM

      Hi Dineth, Thanx for the comment. Financial rewards, career development, recognition and management are considered to be the top motivational factors for employee engagement (Kristina Chastukhina, 2014).

      Delete
  3. AmilaDecember 7, 2021 at 7:09 PM

    Hi Upeksha, Adding more to your points, Zhao & Pan (2017), highlights that the modern employees’ job satisfaction depends on the mental health and work-life balancing. Thus the HR practitioners must address the actual requirements of the particular employee before they implement any motivational strategy (Lee & Raschke, 2016).

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 3:15 PM

      Thanx for the comment Amnila. Some are satisfied to spend long hours at work for potential career progression, while others feel satisfied if their family is prioritized (Liji Thomas,2020).

      Delete
  4. Sanmuganathan JanakanDecember 13, 2021 at 4:05 AM

    Agree with you Upeksha. Work-life balance policies assist employees in lowering the impact of work on family life, minimizing stress levels while improving attention and motivation at work knowing that family and work responsibilities are fulfilled (Aguenza and Som, 2012).

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 3:30 PM

      Thanx for the comment Janaka. Working long hours do not always translate into greater productivity, working those extra hours can leave both your mind and body vulnerable to the deteriorating effects of stress (Brittany Medcalf,2015).

      Delete
  5. Gihan AmaratungaDecember 15, 2021 at 1:02 AM

    Hi Upeksha. Nicely written article. As human resource management methods have evolved through time, it appears that some businesses have been unable to keep up with the changes in the business environment. Gautam & Jain (2018) states that work life balancing is a current main consciousness of the HR professionals as well the employees. Hence, improving the balance between work and personal life can uplift the productivity and profitability of the organizations.

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 3:41 PM

      Thanx for the comment Gihan, Effective work life benefits encourage employees to work harder and discourage them from quitting their jobs (Katherine Lewis, 2009).

      Delete
  6. D.P Dileep ErandaDecember 19, 2021 at 1:29 AM

    Good explanation. Further, work-life balance is defined as the capacity of employees to work and fulfill their responsibilities toward family and others outside of work. With this balance, it is possible for employees to have a life in accordance with their expectations. positive benefits of the work-life balance are increased productivity, creativity, happier and good relations among employees (Coetzee,2016).

    ReplyDelete
    Replies
    1. Upeksha PathiranaDecember 21, 2021 at 4:36 PM

      Thanx for the comment Dileep. A healthy work life balance gives to take a breather on work to meet personal needs or vice - versa (Toby Nwazor,2020).

      Delete

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