Abstract
This paper is an effort to increase our understanding of the connection between work-life balance and productivity by reviewing the relevant research in the field. The purpose of this secondary study was to examine previous studies that have evaluated the state of work-life balance, and to propose practical strategies for mitigating the negative effects of this issue on productivity in the workplace. We argue that workers' productivity increases when they are able to strike a good balance between their professional and personal lives, making it imperative for businesses to implement policies and procedures that help their employees achieve this goal. We conclude that poor leadership is to blame for the proliferation of political, economic, as well as social problems that serve as root causes of work-life tension. These problems include, but are not limited to: corruption; weak institutions' inability to track and enforce employment standards; high unemployment rates; low wages; high inflation; and a host of others. We recommend providing managers with training to ensure their support for the requirements of these policies, spreading information about the advantages of safeguarding workers' rights to leave programmes that will enhance employee well-being, and enforcing flexible work arrangements through government legislation that will legally enable employees to request atypical work patterns.
Keywords: Employee Satisfaction, Paid Time Off, Alternative Schedules and Job Satisfaction
References
1. Abdallah, A.B., Anh, P.C., & Matsui, Y. (2016).Investigating the effects of managerial and technological innovations on operational performance and customer satisfaction of manufacturing companies. International Journal of Business Innovation and Research, 10(2), 153-183.
2. Adisa, T.A., Mordi, C. &Osabutey, E. L. C. (2017).Exploring the implications of the influence of organizational culture on work life balance practices: Evidence from Nigerian medical doctors.Personnel Review, 46(3), 454-473.
3. Ahmad, S., &Shahzad, K. (2011). HRM and employee performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in Pakistan. African Journal of Business Management, 5(13), 5249.
4. Akanji, B., Mordi, C., &Ojo, S, (2015). Reviewing gaps in work-life research and prospecting conceptual advancement. Economic Insights – Trends and Challenges, 4(68) 21-30.
5. Akinjide, B. (2012). Realities of work life balance in Nigeria: Perceptions of role conflict and coping beliefs. Business Management and Education 10(2), 248-263.
6. Alagaraja, M., & Shuck, B. (2015).Exploring organisational alignment – employee engagement linkages and impact on individual performance: A conceptual model.Human Resource Development Review, 14(1), 17-37.
7. AlHazemi, A. A., & Ali, W. (2016). The notion of work life balance, determining factors, antecedents and consequences: A comprehensive literature survey. International Journal of Academic Research and Refection, 4(8), 74-85.
8. Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management, 63(3), 308-323.
9. Anwar, J., Hansu, S. A. F., &Janjua, S. Y. (2013). Work-life balance: What should organisations do to create balance?World Applied Sciences Journal, 24(10), 1348-1354.
10. Au, W. C. & Ahmed, P.K. (2014). Sustainable people management through work-life balance: A study of the Malaysian Chinese context. Asia-Pacific Journal of Business Administration, 6(3), 262-280.
11. Bakker, A. B. &Demerouti, E. (2013).The spillover-crossover model. In J. G. Grzywacz& E. Demerouti (Eds.), Current issues in work and organisational psychology: New frontiers in work and family research, (55-70), New York, NY, US: Psychology Press.
12. Barrera, S. (2007).Work life balance: From rhetoric to reality. Retrieved October 19, 2019, from http://www.docep.wa.gov.au/WorkSafe/PDF/Forums/worklife_balance.pdf.
13. Belsky, J., Perry-Jenkins, M., &Crouter, A. (1985). The work family interface and marital change across the transition to parenthood. Journal of Family Issues, 6, 205-220.
14. Demerouti, E., Bakker, A. B, &Bulters, A. (2004). The loss spiral of work pressure, work-home interference and exhaustion: Reciprocal relationships in a three-wave study. Journal of Vocational Behaviour, 64, 131-149.
15. Edwards, J. R. &Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25, 178-199.
16. Elias, S. M., Smith, W. L., & Barney, C. E. (2012). Age as a moderator of attitude towards technology in the workplace: Work motivation and overall job satisfaction. Behaviour& Information Technology, 31(5), 453-467.
17. Emhan, A. (2012). Relationship among managerial support, job satisfaction and organisational commitment: A comparative study of non-profit, for profit and public sectors in Turkey.
18. International Journal of Business and Technology, 2(5), 179- 190.
19. Faiza, T. A., &Nazir, F. S. (2015). Capacity building boost employee performance. Industrial and Commercial Training, 47(2), 61- 66.
20. Furlich, S. A. (2016). Understanding employee motivation through managerial communication using expectancy-valence theory.Journal of Integrated Social Sciences, 6(1), 17-37.
21. Geurts, S. A. E., Rutte, C., &Peeters.M. (1999).Antecedents and consequences of work-home interference among medical residents.Social Science & Medicine, 38, 1135-2248.
22. Gitongu, M. K., Kingi, W. K., &Uzel, J. M. (2016). Determinants of employees’ performance of state parastatals in Kenya: A case of Kenya Ports Authority. International Journal of Humanities and Social Science, 6(10), 197-204.
23. Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003).The relation between work family balance and quality of life.Journal of Vocational Behaviour 63, 510-531.
24. Greubel, J., Arlinghaus, A., Nachreiner, F., & Lombardi, D. (2016). Higher risks when working unusual times? A cross-validation of the effects on safety, health and work-life balance. International Archives of Occupational and Environmental Health, 89(8), 1205-1111.
25. Gruman, J. A., & Saks, A. M. (2011).Performance management and employee engagement.Human Resource Management Review, 21(2), 123-136.
26. Grzywacz, J. G., Carlson, D. S., Kacmar, K. M., & Wayne, J. H. (2007).A multi-level perspective on the synergies between work and family.Journal of Occupational and Organisational Psychology, 80(4), 559-574.
27. Guthrie, V. M. J. (2012). Management control of work-life balance.A narrative study of an Australian financial institution.Journal of Human Resource Costing & Accounting, 16(4), 258-280.
28. Grzywacz, J. G., & Carlson, D. S. (2007).Conceptualising work-family balance: Implications for practice and research.Advances in Developing Human Resources, 9(4), 455-471.
29. Haar, J. M., Russo, M., Sune, A., &Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study cross seven cultures. Journal of Vocational Behaviour, 85, 361-373.
30. Helmle, J. R., Botero, I. C., &Seibold, D. R. (2014).Factors that influence work-life balance in owners of copreneuralfirms.Journal of Family Business Management, 4(2), 110-132.
31. Hon, A. H. Y. & Chon, W. W. (2013).The effects of group conflict and work stress on employee performance.Cornell Hospitality Quarterly, 54(2), 174-184.
32. Hooker, H.,Neathey, F., Casebourne, J., & Munro, M. (2007).The third work balance employee survey: Main Findings.Department of Trade and Employment Relations Research Series No.58. London: DTI.
33. Hyde, P., Sparrow, P., Boaden, R., & Harris, C. (2013). High performance HRM: NHS employee perspectives. Journal of Health Organization and Management 27(3), 296-311.
34. Johari, J. Yean Tan, F., &TjikZulkarmain, Z. I. (2018). Autonomy,workload, work-life balance and job performance among teachers.International Journal of Educational Management, 32(1), 107-120.
35. Kelidbari, H. R., Dizgah, M. R., &Yusefi, A. (2011). The relationship between organisational commitment and job performance of employees of Guilin Province social security organisation. Interdisciplinary Journal of Contemporary Research in Business, 3(6), 555.
36. Kirchmeyer, C. (2000). Work life initiatives: Greed or benevolence regarding workers’ time. In C. L. Cooper and D. M. Rosseau (Eds.) Trends in OrganisationalBehaviour, 7, 79-93. Chichester; John Wiley & Sons.
37. Kossek, E. E., Valcour, M. &Lirio, P. (2013): The sustainable workforce: Organisational strategies for promoting work life balance and wellbeing. In Work and wellbeing: A complete reference guide Edited by Peter Y. Chen and Cary L. Cooper. © 2014 John Wiley & Sons, Ltd.Accessed October, 2019. DOI: 10.1002/9781118539415.wbwell14.
38. Koubova, V., &Buchko, A. A. (2013). Life-work balance: Emotional intelligence as a crucial component of achieving both personal life and work performance. Management Research Review, 36(7), 700-719.