Sectors being studied | No. of papers | (%) |
---|---|---|
General population | 29 | 40.2 |
Education services | 11 | 15.2 |
Health care services | 7 | 9.7 |
Financial services (banking and insurance) | 6 | 8.3 |
Managers | 5 | 6.9 |
IT services | 4 | 5.5 |
Hotel management | 2 | 2.7 |
Government employee | 2 | 2.7 |
Women | 2 | 2.7 |
Manufacturing | 1 | 1.3 |
Others | 3 | 4.1 |
Table 1 List of papers included in the review
Adame-Sánchez , C. , Caplliure , E.M. and Miquel-Romero , M.J. ( 2018 ), “ Paving the way for competition: drivers for work-life balance policy implementation ”, Review of Managerial Science , Vol. 12 No. 2 , pp. 519 - 533 , doi: 10.1007/s11846-017-0271-y .
Ahuja , M. and Thatcher , J. ( 2005 ), “ Moving beyond intentions and towards the theory of trying: effects of work environment and gender on post-adoption information technology use ”, MIS Quarterly , Vol. 29 No. 3 , pp. 427 - 459 .
Allan , C. , O'Donnell , M. and Peetz , D. ( 1999 ), “ More tasks, less secure, working harder: three dimensions of labour utilization ”, Journal of Industrial Relations , Vol. 41 No. 4 , pp. 519 - 535 , doi: 10.1177/002218569904100403 .
Alvesson ( 2002 ), Understanding Organizational Culture , Sage Publications , London . 10.4135/9781446280072
Bacharach , S.B. , Bamberger , R. and Conely , S. ( 1991 ), “ Work-home conflict among nurses and engineers: mediating the impact of stress on burnout and satisfaction at work ”, Journal of Organizational Behavior , Vol. 12 No. 1 , pp. 39 - 63 , doi: 10.1002/job.4030120104 .
Bailey , T.R. ( 1993 ), “ Discretionary effort and the organization of work: employee participation and work reform since Hawthorne ”, Teachers College and Conservation of Human Resources , Columbia University .
Bardoel , E.A. ( 2006 ), “ Work-life balance and human resource development ”, Holland , P. and De Cieri , H. (Eds), Contemporary Issues in Human Resource Development: An Australian Perspective , Pearson Education , Frenchs Forest, NSW , pp. 237 - 259 .
Berg , P. , Kalleberg , A.L. and Appelbaum , E. ( 2003 ), “ Balancing work and family: the role of high - commitment environments ”, Industrial Relations , Vol. 42 No. 2 , pp. 168 - 188 , doi: 10.1111/1468-232X.00286 .
Bird , J. ( 2006 ), “ Work-life balance: doing it right and avoiding the pitfalls ”, Employment Relations Today , Vol. 33 No. 3 , pp. 21 - 30 , doi: 10.1002/ert.20114 .
Bourdeau , S. , Ollier-Malaterre , A. and Houlfort , N. ( 2019 ), “ Not all work-life policies are created equal: career consequences of using enabling versus enclosing work-life policies ”, Academy of Management Review , Vol. 44 No. 1 , pp. 172 - 193 , doi: 10.5465/amr.2016.0429 .
Brough , P. , Timm , C. , Driscoll , M.P.O. , Kalliath , T. , Siu , O.L. , Sit , C. and Lo , D. ( 2014 ), “ Work-life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers ”, The International Journal of Human Resource Management , Vol. 25 No. 19 , pp. 2724 - 2744 , doi: 10.1080/09585192.2014.899262 .
Callan , S.J. ( 2008 ), “ Cultural revitalization: the importance of acknowledging the values of an organization's ‘golden era’ when promoting work-life balance ”, Qualitative Research in Organizations and Management: An International Journal , Vol. 3 No. 1 , pp. 78 - 97 , doi: 10.1108/17465640810870409 .
Crawford , W.S. , Thompson , M.J. and Ashforth , B.E. ( 2019 ), “ Work-life events theory: making sense of shock events in dual-earner couples ”, Academy of Management Review , Vol. 44 No. 1 , pp. 194 - 212 , doi: 10.5465/amr.2016.0432 .
Dave , J. and Purohit , H. ( 2016 ), “ Work-life balance and perception: a conceptual framework ”, The Clarion- International Multidisciplinary Journal , Vol. 5 No. 1 , pp. 98 - 104 .
Denstadli , J.M. , Julsrud , T.E. and Christiansen , P. ( 2017 ), “ Urban commuting – a threat to the work-family balance? ”, Journal of Transport Geography , Vol. 61 , pp. 87 - 94 , doi: 10.1016/j.jtrangeo.2017.04.011 .
Downes , C. and Koekemoer , E. ( 2012 ), “ Work-life balance policies: the use of flexitime ”, Journal of Psychology in Africa , Vol. 22 No. 2 , pp. 201 - 208 , doi: 10.1080/14330237.2012.10820518 .
Dumas , T.L. and Perry-Smith , J.E. ( 2018 ), “ The paradox of family structure and plans after work: why single childless employees may be the least absorbed at work ”, Academy of Management Journal , Vol. 61 No. 4 , pp. 1231 - 1252 , doi: 10.5465/amj.2016.0086 .
Ehrhardt , K. and Ragins , B.R. ( 2019 ), “ Relational attachment at work: a complimentary fit perspective on the role of relationships in organizational life ”, Academy of Management Journal , Vol. 62 No. 1 , pp. 248 - 282 , doi: 10.5465/amj.2016.0245 .
Emre , O. and De Spiegeleare , S. ( 2019 ), “ The role of work-life balance and autonomy in the relationship between commuting, employee commitment, and well-being ”, The International Journal of Human Resource Management , Vol. 32 No. 11 , pp. 1 - 25 , doi: 10.1080/09585192.2019.1583270 .
Fontinha , R. , Easton , S. and Van Laar , D. ( 2017 ), “ Overtime and quality of working life in academics and non-academics: the role of perceived work-life balance ”, International Journal of Stress Management , ( in Press ).
Fontinha , R. , Easton , S. and Van Laar , D. ( 2019 ), “ Overtime and quality of working life in academics and non-academics: the role of perceived work-life balance ”, International Journal of Stress Management , Vol. 26 No. 2 , pp. 173 , doi: 10.1037/str0000067 .
Galea , C. , Houkes , I. and Rijk , A.D. ( 2014 ), “ An insider’s point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life ”, The International Journal of Human Resource Management , Vol. 25 No. 8 , pp. 1090 - 1111 , doi: 10.1080/09585192.2013.816862 .
Greenhaus , J.H. and Kossek , E.E. ( 2014 ), “ The contemporary career: a work–home perspective ”, Annual Review of Organizational Psychology and Organizational Behavior , Vol. 1 No. 1 , pp. 361 - 388 , doi: 10.1146/annurev-orgpsych-031413-091324 .
Groysberg , B. and Abrahams , R. ( 2014 ), “ Manage your work, manage your life ”, Harvard Business Review , Vol. 92 No. 3 , pp. 58 - 66 , available at: https://hbr.org/2014/03/manage-your-work-manage-your-life
Haar , J.M. and Roche , M. ( 2010 ), “ Family-supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction ”, The International Journal of Human Resource Management , Vol. 21 No. 7 , pp. 999 - 1014 , doi: 10.1080/09585191003783462 .
Haar , J.M. , Sune , A. , Russo , M. and Ollier-Malaterre , A. ( 2019 ), “ A cross-national study on the antecedents of work-life balance from the fit and balance perspective ”, Social Indicators Research , Vol. 142 No. 1 , pp. 261 - 282 , doi: 10.1007/s11205-018-1875-6 .
Hughes , R. , Kinder , A. and Cooper , C.L. ( 2018 ), “ Work-life balance ”, The Wellbeing Workout , pp. 249 - 253 , doi: 10.1007/978-3-319-92552-3_42 .
Jackson , L.T. and Fransman , E.I. ( 2018 ), “ Flexi work, financial well-being, work-life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning ”, South African Journal of Economic and Management Sciences , Vol. 21 No. 1 , pp. 1 - 13 , doi: 10.4102/sajems.v21i1.1487 .
Jenkins , K. and Harvey , S.B. ( 2019 ), “ Australian experiences ”, Mental Health in the Workplace , pp. 49 - 66 . Springer , Cham .
Jensen , M.T. and Knudsen , K. ( 2017 ), “ A two-wave cross-lagged study of business travel, work-family conflict, emotional exhaustion, and psychological health complaints ”, European Journal of Work and Organizational Psychology , Vol. 26 No. 1 , pp. 30 - 41 , doi: 10.1080/1359432X.2016.1197206 .
Johari , J. , Yean Tan , F. and TjikZulkarnain , Z.I. ( 2018 ), “ Autonomy, workload, work-life balance, and job performance among teachers ”, International Journal of Educational Management , Vol. 32 No. 1 , pp. 107 - 120 , doi: 10.1108/IJEM-10-2016-0226 .
Jones , R. , Cleveland , M. and Uther , M. ( 2019 ), “ State and trait neural correlates of the balance between work-non work roles ”, Psychiatry Research: Neuroimaging , Vol. 287 , pp. 19 - 30 , doi: 10.1016/j.pscychresns.2019.03.009 .
Kalliath , T. and Brough , P. ( 2008 ), “ Work-life balance: a review of the meaning of the balance construct ”, Journal of Management & Organization , Vol. 14 No. 3 , pp. 323 - 327 , doi: 10.1017/S1833367200003308 .
Kar , S. and Misra , K.C. ( 2013 ), “ Nexus between work life balance practices and employee retention-the mediating effect of a supportive culture ”, Asian Social Science , Vol. 9 No. 11 , p. 63 , doi: 10.1016/j.soscij.2019.03.008 , doi: 10.5539/ass.v9n11p63 .
Kiburz , K.M. , Allen , T.D. and French , K.A. ( 2017 ), “ Work-family conflict and mindfulness: investigating the effectiveness of a brief training intervention ”, Journal of Organizational Behavior , Vol. 38 No. 7 , pp. 1016 - 1037 , doi: 10.1002/job.2181 .
Mushfiqur , R. , Mordi , C. , Oruh , E.S. , Nwagbara , U. , Mordi , T. and Turner , I.M. ( 2018 ), “ The impacts of work-life balance (WLB) challenges on social sustainability: the experience of nigerian female medical doctors ”, Employee Relations , Vol. 40 No. 5 , pp. 868 - 888 , doi: 10.1108/ER-06-2017-0131 .
Perrigino , M.B. , Dunford , B.B. and Wilson , K.S. ( 2018 ), “ Work-family backlash: the ‘dark side’ of work-life balance (WLB) policies ”, Academy of Management Annals , Vol. 12 No. 2 , pp. 600 - 630 , doi: 10.5465/annals.2016.0077 .
Phillips , J. , Hustedde , C. , Bjorkman , S. , Prasad , R. , Sola , O. , Wendling , A. and Paladine , H. ( 2016 ), “ Rural women family physicians: strategies for successful work-life balance ”, The Annals of Family Medicine , Vol. 14 No. 3 , pp. 244 - 251 .
Powell , G.N. , Greenhaus , J.H. , Allen , T.D. and Johnson , R.E. ( 2019 ), “ Introduction to special topic forum: advancing and expanding work-life theory from multiple perspectives ”, Academy of Management Review , Vol. 44 No. 1 , pp. 54 - 71 , doi: 10.5465/amr.2018.0310 .
Ratliff , N. ( 1988 ), “ Stress and burnout in the helping professions ”, Social Casework , Vol. 69 No. 1 , pp. 147 - 154 .
Singh , S. , Singh , S.K. and Srivastava , S. ( 2020 ), “ Relational exploration of the effect of the work-related scheme on job satisfaction ”, Vilakshan – XIMB Journal of Management , Vol. 17 Nos 1/2 , pp. 111 - 128 , doi: 10.1108/XJM-07-2020-0019 .
Srinivasan , T. and Sulur Nachimuthu , G. ( 2021 ), “ COVID-19 impact on employee flourishing: parental stress as mediator ”, Psychological Trauma: Theory, Research, Practice, and Policy. Advance Online Publication , doi: 10.1037/tra0001037 .
Thilagavathy , S. and Geetha , S.N. ( 2020 ), “ A morphological analyses of the literature on employee work-life balance ”, Current Psychology , pp. 1 - 26 , doi: 10.1007/s12144-020-00968-x .
Turanlıgil , F.G. and Farooq , M. ( 2019 ), “ Work-Life balance in tourism industry ”, in Contemporary Human Resources Management in the Tourism Industry , pp. 237 - 274 , IGI Global .
Waters , M.A. and Bardoel , E.A. ( 2006 ), “ Work-family policies in the context of higher education: useful or symbolic? ”, Asia Pacific Journal of Human Resources , Vol. 44 No. 1 , pp. 67 - 82 , doi: 10.1177/1038411106061510 .
Yadav , V. and Sharma , H. ( 2021 ), “ Family-friendly policies, supervisor support, and job satisfaction: mediating effect of work-family conflict ”, Vilakshan - XIMB Journal of Management , doi: 10.1108/XJM-02-2021-0050 .
Zheng , C. , Kashi , K. , Fan , D. , Molineux , J. and Ee , M.S. ( 2016 ), “ Impact of individual coping strategies and organizational work-life balance programmes on australian employee well-being ”, The International Journal of Human Resource Management , Vol. 27 No. 5 , pp. 501 - 526 , doi: 10.1080/09585192.2015.1020447 .
Allen , T.D. ( 2012 ), “ The work and family interface ”, in Kozlowski , S.W.J. (Ed.), The Oxford Handbook of Organizational Psychology , Vol. 2 , Oxford University Press , New York, NY , pp. 1163 - 1198 .
Bell , A.S. , Rajendran , D. and Theiler , S. ( 2012 ), “ Job stress, wellbeing, work-life balance and work-life conflict among Australian academics ”, Electronic Journal of Applied Psychology , Vol. 8 No. 1 , pp. 25 - 37 .
Biron , M. ( 2013 ), “ Effective and ineffective support: how different sources of support buffer the short–and long–term effects of a working day ”, European Journal of Work and Organizational Psychology , Vol. 22 No. 2 , pp. 150 - 164 , doi: 10.1080/1359432X.2011.640772 .
Carlson , D.S. and Kacmar , K.M. ( 2000 ), “ Work-family conflict in the organization: do life role values make a difference? ”, Journal of Management , Vol. 26 No. 5 , pp. 1031 - 1054 , doi: 10.1177/014920630002600502 .
Clark , S.C. ( 2000 ), “ Work/family border theory: a new theory of work/family balance ”, Human Relations , Vol. 53 No. 6 , pp. 747 - 770 , doi: 10.1177/0018726700536001 .
Daipuria , P. and Kakar , D. ( 2013 ), “ Work-Life balance for working parents: perspectives and strategies ”, Journal of Strategic Human Resource Management , Vol. 2 No. 1 , pp. 45 - 52 .
Gregory , A. and Milner , S. ( 2009 ), “ Editorial: work-life balance: a matter of choice? ”, Gender, Work & Organization , Vol. 16 No. 1 , pp. 1 - 13 , doi: 10.1111/j.1468-0432.2008.00429.x .
Hirschi , A. , Shockley , K.M. and Zacher , H. ( 2019 ), “ Achieving work-family balance: an action regulation model ”, Academy of Management Review , Vol. 44 No. 1 , pp. 150 - 171 , doi: 10.5465/amr.2016.0409 .
Adame-Sánchez , C. , Caplliure , E.M. and Miquel-Romero , M.J. ( 2018 ), “ Paving the way for coopetition: drivers for work–life balance policy implementation ”, Review of Managerial Science , Vol. 12 No. 2 , pp. 519 - 533 , doi: 10.1007/s11846-017-0271-y .
Adame , C. , Caplliure , E.M. and Miquel , M.J. ( 2016 ), “ Work–life balance and firms: a matter of women? ”, Journal of Business Research , Vol. 69 No. 4 , pp. 1379 - 1383 , doi: 10.1016/j.jbusres.2015.10.111 .
Adame-Sánchez , C. , González-Cruz , T.F. and Martínez-Fuentes , C. ( 2016 ), “ Do firms implement work–life balance policies to benefit their workers or themselves? ”, Journal of Business Research , Vol. 69 No. 11 , pp. 5519 - 5523 , doi: 10.1016/j.jbusres.2016.04.164 .
Ahuja , M. and Thatcher , J. ( 2005 ), “ Moving beyond intentions and towards the theory of trying: effects of work environment and gender on post-adoption information technology use ”, MIS Quarterly , Vol. 29 , pp. 427 - 459 .
Alam , M. , Ezzedeen , S.R. and Latham , S.D. ( 2018 ), “ Managing work-generated emotions at home: an exploration of the ‘bright side’ of emotion regulation ”, Human Resource Management Review , Vol. 29 No. 4 , doi: 10.1016/j.hrmr.2018.12.002 .
Alexandra , B.T. ( 2014 ), “ Fairness perceptions of work−life balance initiatives: effects on counterproductive work behaviour ”, British Journal of Management , Vol. 25 , pp. 772 - 789 .
Allan , C. , O'Donnell . M. and Peetz , D. ( 1999 ), “ More tasks, less secure, working harder: three dimensions of labour utilization ”, Journal of Industrial Relations , Vol. 41 No. 4 , pp. 519 - 535 .
Allen , T.D. ( 2001 ), “ Family-Supportive work environments: the role of organisational perceptions ”, Journal of Vocational Behavior , Vol. 58 No. 3 , pp. 414 - 435 .
Antonoff , M.B. and Brown , L.M. ( 2015 ), “ Work–life balance: the female cardiothoracic surgeons perspective ”, The Journal of Thoracic and Cardiovascular Surgery , Vol. 150 No. 6 , pp. 1416 - 1421 , doi: 10.1016/j.jtcvs.2015.09.057 .
Barber , L.K. , Conlin , A.L. and Santuzzi , A.M. ( 2019 ), “ Workplace telepressure and work life balance outcomes: the role of work recovery experiences ”, Stress and Health , Vol. 35 No. 3 , doi: 10.1002/smi.2864 .
Beckman , C.M. and Stanko , T.L. ( 2019 ), “ It takes three: relational boundary work, resilience, and commitment among navy couples ”, Academy of Management Journal , Vol. 63 No. 2 , doi: 10.5465/amj.2017.0653 .
Bell , A.S. , Rajendran , D. and Theiler , S. ( 2012 ), “ Job stress, wellbeing, work-life balance and work-life conflict among Australian academics ”, Electronic Journal of Applied Psychology , Vol. 8 , pp. 25 - 37 .
Bird , J. ( 2006 ), “ Work life balance: doing it right and avoiding the pitfalls ”, Employment Relations Today , Vol. 33 No. 3 , pp. 21 - 30 .
Boiarintseva , G. and Richardson , J. ( 2019 ), “ Work-life balance and male lawyers: a socially constructed and dynamic process ”, Personnel Review , Vol. 48 No. 4 , pp. 866 - 879 , doi: 10.1108/PR-02-2017-0038 .
Brescoll , V.L. , Glass , J. and Sedlovskaya , A. ( 2013 ), “ Ask and ye shall receive? The dynamics of employer‐provided flexible work options and the need for public policy ”, Journal of Social Issues , Vol. 69 No. 2 , pp. 367 - 388 , doi: 10.1111/josi.12019 .
Brough , P. , Timm , C. , Driscoll , M.P.O. , Kalliath , T. , Siu , O.L. , Sit , C. and Lo , D. ( 2014 ), “ Work-life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers ”, The International Journal of Human Resource Management , Vol. 25 No. 19 , pp. 2724 - 2744 .
Brown , H. , Kim , J.S. and Faerman , S.R. ( 2019 ), “ The influence of societal and organizational culture on the use of work-life balance programs: a comparative analysis of the United States and the Republic of Korea ”, The Social Science Journal , doi: 10.1016/j.soscij.2019.03.008 .
Buffardi , L.C. , Smith , J.S. , O’Brien , A.S. and Erdwins , C.J. ( 1999 ), “ The impact of dependent-care responsibility and gender on work attitudes ”, Journal of Occupational Health Psychology , Vol. 4 No. 4 , pp. 356 - 367 .
Callan , S.J. ( 2008 ), “ Cultural revitalisation: the importance of acknowledging the values of an organization’s ‘golden era’ when promoting work-life balance ”, Qualitative Research in Organizations and Management: An International Journal , Vol. 3 No. 1 , pp. 78 - 97 .
Cannizzo , F. , Mauri , C. and Osbaldiston , N. ( 2019 ), “ Moral barriers between work/life balance policy and practice in academia ”, Journal of Cultural Economy , Vol. 12 No. 4 , pp. 1 - 14 , doi: 10.1080/17530350.2019.1605400 .
Chernyak-Hai , L. and Tziner , A. ( 2016 ), “ The ‘I believe’ and the ‘I invest’ of work-family balance: the indirect influences of personal values and work engagement via perceived organizational climate and workplace burnout ”, Revista de Psicología Del Trabajo y de Las Organizaciones , Vol. 32 No. 1 , pp. 1 - 10 , doi: 10.1016/j.rpto.2015.11.004 .
Cho , E. and Allen , T.D. ( 2019 ), “ The transnational family: a typology and implications for work-family balance ”, Human Resource Management Review , Vol. 29 No. 1 , pp. 76 - 86 .
Clark , S.C. ( 2000 ), “ Work/family border theory: a new theory of work/family balance ”, Human Relations , Vol. 53 No. 6 , pp. 747 - 770 .
Crawford , W.S. , Thompson , M.J. and Ashforth , B.E. ( 2019 ), “ Work-life events theory: making sense of shock events in dual-earner couples ”, Academy of Management Review , Vol. 44 No. 1 , pp. 194 - 212 .
Daipuria , P. and Kakar , D. ( 2013 ), “ Work-Life balance for working parents: perspectives and strategies ”, Journal of Strategic Human Resource Management , Vol. 2 , pp. 45 - 52 .
Dave , J. and Purohit , H. ( 2016 ), “ Work life balance and perception: a conceptual framework ”, The Clarion- International Multidisciplinary Journal , Vol. 5 No. 1 , pp. 98 - 104 .
Dhanya , J.S.1. and Kinslin , D. ( 2016 ), “ A study on work life balance of teachers in engineering colleges in Kerala ”, Journal of Chemical and Pharmaceutical Sciences , Vol. 9 No. 4 , pp. 2098 - 2104 .
Divine , L.M. , Perez , M.J. , Binder , P.S. , Kuroki , L.M. , Lange , S.S. , Palisoul , M. and Hagemann , A.R. ( 2017 ), “ Improving work-life balance: a pilot program of workplace yoga for physician wellness ”, Gynecologic Oncology , Vol. 145 , p. 170 , doi: 10.1016/j.ygyno.2017.03.389 .
Downes , C. and Koekemoer , E. ( 2012 ), “ Work-life balance policies: the use of flexitime ”, Journal of Psychology in Africa , Vol. 22 No. 2 , pp. 201 - 208 .
Eagle , B.W. , Miles , E.W. and Icenogle , M.L. ( 1997 ), “ Inter-role conflicts and the permeability of work and family domains: are there gender differences? ”, Journal of Vocational Behavior , Vol. 50 No. 2 , pp. 168 - 184 .
Ehrhardt , K. and Ragins , B.R. ( 2019 ), “ Relational attachment at work: a complementary fit perspective on the role of relationships in organizational life ”, Academy of Management Journal , Vol. 62 No. 1 , pp. 248 - 282 , doi: 10.5465/amj.2016.0245 .
Emre , O. and De Spiegeleare , S. ( 2019 ), “ The role of work–life balance and autonomy in the relationship between commuting, employee commitment and well-being ”, The International Journal of Human Resource Management , Vol. 32 No. 11 , pp. 1 - 25 , doi: 10.1080/09585192.2019.1583270 .
Feldman , D.C. ( 2002 ), “ Managers' propensity to work longer hours: a multilevel analysis ”, Human Resource Management Review , Vol. 12 No. 3 , pp. 339 - 357 , doi: 10.1016/S1053-4822(02)00064-5 .
Forsyth , S. and Debruyne , P.A. ( 2007 ), “ The organisational pay-offs for perceived work-life balance support ”, Asia Pacific Journal of Human Resources , Vol. 45 No. 1 , pp. 113 - 123 , doi: 10.1177/1038411107073610 .
Galea , C. , Houkes , I. and Rijk , A.D. ( 2014 ), “ An insider’s point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life ”, The International Journal of Human Resource Management , Vol. 25 No. 8 , pp. 1090 - 1111 .
Greenhaus , J.H. , Collins , K.M. and Shaw , J.D. ( 2003 ), “ The relation between work–family balance and quality of life ”, Journal of Vocational Behavior , Vol. 63 No. 3 , pp. 510 - 531 .
Gregory , A. and Milner , S. ( 2009 ), “ Editorial: work–life balance: a matter of choice? ”, Gender, Work & Organization , Vol. 16 No. 1 , pp. 1 - 13 .
Groysberg , B. and Abrahams , R. ( 2014 ), “ Manage your work, manage your life ”, Harvard Business Review , Vol. 92 No. 3 , pp. 58 - 66 .
Gumani , M.A. , Fourie , M.E. and Blanch , M.J.T. ( 2013 ), “ Inner strategies of coping with operational work amongst SAPS officers ”, SA Journal of Industrial Psychology , Vol. 39 No. 2 , pp. 1151 - 1161 , doi: 10.4102/sajip. v39i2.1151 .
Haar , J. and Roche , M. ( 2010 ), “ Family-Supportive organization perceptions and employee outcomes: the mediating effects of life satisfaction ”, The International Journal of Human Resource Management , Vol. 21 No. 7 , pp. 999 - 1014 .
Haar , J.M. , Sune , A. , Russo , M. and Ollier-Malaterre , A. ( 2019 ), “ A cross-national study on the antecedents of work–life balance from the fit and balance perspective ”, Social Indicators Research , Vol. 142 No. 1 , pp. 261 - 282 , doi: 10.1007/s11205-018-1875-6 .
Haider , S. , Jabeen , S. and Ahmad , J. ( 2018 ), “ Moderated mediation between work life balance and employee job performance: the role of psychological wellbeing and satisfaction with co-workers ”, Revista de Psicología Del Trabajo y de Las Organizaciones , Vol. 34 No. 1 , pp. 29 - 37 , doi: 10.5093/jwop2018a4 .
Hill , E.J. , Hawkins , A.J. , Ferris , M. and Weitzman , M. ( 2001 ), “ Finding an extra day a week: the positive influence of perceived job flexibility on work and family life balance ”, Family Relations , Vol. 50 No. 1 , pp. 49 - 65 .
Hirschi , A. , Shockley , K.M. and Zacher , H. ( 2019 ), “ Achieving work-family balance: an action regulation model ”, Academy of Management Review , Vol. 44 No. 1 , pp. 150 - 171 .
Hofmann , V. and Stokburger-Sauer , N.E. ( 2017 ), “ The impact of emotional labor on employees’ work-life balance perception and commitment: a study in the hospitality industry ”, International Journal of Hospitality Management , Vol. 65 , pp. 47 - 58 , doi: 10.1016/j.ijhm.2017.06.003 .
Hughes , D.L. and Galinsky , E. ( 1994 ), “ Gender, job and family conditions, and psychological symptoms ”, Psychology of Women Quarterly , Vol. 18 No. 2 , pp. 251 - 270 .
Jensen , M.T. ( 2014 ), “ Exploring business travel with work–family conflict and the emotional exhaustion component of burnout as outcome variables: the job demands–resources perspective ”, European Journal of Work and Organizational Psychology , Vol. 23 No. 4 , pp. 497 - 510 , doi: 10.1080/1359432X.2013.787183 .
Jiang , H. and Shen , H. ( 2018 ), “ Supportive organizational environment, work-life enrichment, trust and turnover intention: a national survey of PRSA membership ”, Public Relations Review , Vol. 44 No. 5 , pp. 681 - 689 , doi: 10.1016/j.pubrev.2018.08.007 .
Johari , J. , Yean Tan , F. and TjikZulkarnain , Z.I. ( 2018 ), “ Autonomy, workload, work-life balance and job performance among teachers ”, International Journal of Educational Management , Vol. 32 No. 1 , pp. 107 - 120 , doi: 10.1108/IJEM-10-2016-0226 .
Johnston , D.D. and Swanson , D.H. ( 2007 ), “ Cognitive acrobatics in the construction of worker–mother identity ”, Sex Roles , Vol. 57 Nos 5/6 , pp. 447 - 459 , doi: 10.1007/s11199-007-9267-4 .
Kalliath , P. , Kalliath , T. , Chan , X.W. and Chan , C. ( 2018 ), “ Linking work–family enrichment to job satisfaction through job Well-Being and family support: a moderated mediation analysis of social workers across India ”, The British Journal of Social Work , Vol. 49 No. 1 , pp. 234 - 255 .
Kalliath , T. and Brough , P. ( 2008 ), “ Work–life balance: a review of the meaning of the balance construct ”, Journal of Management & Organization , Vol. 14 No. 3 , pp. 323 - 327 .
Kim , H.K. ( 2014 ), “ Work-life balance and employees’ performance: the mediating role of affective commitment ”, Global Business and Management Research: An International Journal , Vol. 6 , pp. 37 - 51 .
Kowitlawkul , Y. , Yap , S.F. , Makabe , S. , Chan , S. , Takagai , J. , Tam , W.W.S. and Nurumal , M.S. ( 2019 ), “ Investigating nurses’ quality of life and work‐life balance statuses in Singapore ”, International Nursing Review , Vol. 66 No. 1 , pp. 61 - 69 , doi: 10.1111/inr.12457 .
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Funding: This research did not receive any specific grant from funding agencies in the public, commercial or not-for-profit sectors.
Conflict of interest: The authors declare that they have no conflict of interest.
Data availability: The data that support the findings of this study are available on request from the corresponding author.
Compliance of ethical standard statement: The results reported in this manuscript were conducted in accordance with general ethical guidelines in psychology.
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Impact of work–life balance on working women in the banking sector.
3. research methodology, sample size and data collection, 4. results and data analysis, 5. discussion, 6. theoretical and practical implications, 7. limitations and future research, 8. conclusions, author contributions, institutional review board statement, informed consent statement, data availability statement, acknowledgments, conflicts of interest.
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Women Working in the Banking Sector in Larkana City | |||||||
---|---|---|---|---|---|---|---|
S. No. | Bank | Branch Name | Total Number of Female Staff | Marital Status | Age Group | ||
Unmarried | Married | Between 35–50 | Between 20–35 | ||||
1 | National Bank of Pakistan | Regional Office Larkana | 18 | 4 | 14 | 10 | 8 |
Main Branch Larkana | 20 | 8 | 12 | 14 | 6 | ||
Bank Square Branch Larkana | 18 | 7 | 11 | 6 | 12 | ||
City Branch Larkana | 15 | 6 | 9 | 10 | 5 | ||
Moen Jo Daro Branch Larkana | 11 | 4 | 7 | 7 | 4 | ||
2 | First Women Bank Ltd. | Bander Road Larkana | 24 | 6 | 18 | 14 | 10 |
3 | Habib Bank Limited | Bunder Road Branch Larkana | 10 | 6 | 4 | 7 | 3 |
4 | Sindh Bank Limited | VIP road Larkana | 14 | 2 | 12 | 8 | 6 |
5 | Muslim Commercial Bank | Sindh Bank Limited | 15 | 7 | 8 | 6 | 9 |
CMC Branch Larkana | 15 | 5 | 10 | 8 | 7 | ||
6 | United Bank Limited | Bunder Road Branch | 8 | 5 | 3 | 5 | 3 |
VIP Road larkana | 20 | 7 | 13 | 11 | 9 | ||
7 | Allied Bank Limited | Bunder Road Branch | 16 | 4 | 12 | 9 | 7 |
8 | Faisal Bank Limited | Bunder Road Branch | 14 | 8 | 6 | 7 | 7 |
9 | Summit Bank Limited | Pakistani Chowk Branch Larkana | 16 | 5 | 11 | 11 | 5 |
10 | Standard Chartered Bank | Bunder Road Larkana | 13 | 5 | 8 | 7 | 6 |
11 | Bank Alfalah Limited | Bunder Road Larkana | 19 | 13 | 6 | 8 | 11 |
Total | 266 | 102 | 164 | 148 | 118 | ||
266 | 266 |
Constructs | Measures | Mean | Factor Loading | Cronbach Alpha Value |
---|---|---|---|---|
Prolonged Working Hours (PLWH) | I believe women can work for long working hours than men | 4.408 | 0.855 | 0.821 |
My bank ask its employees to work for long hours to accomplish daily tasks. | 0.912 | |||
I am stressed at work due to long working hours | 0.885 | |||
My spouse allows me to work for long working hours | 0.72 | |||
I feel stressed to work at home after long office hours | 0.731 | |||
I feel shifting my job from bank to other industry because of long working hours. | 0.845 | |||
My bank HR develops different policies to reduce long working hours and maintain WLB for women | 0.867 | |||
I am able to manage my time properly for my personal and professional life without any problem. | 0.713 | |||
In my opinion long working hours will spoil the mental health and wellbeing among women. | 0.854 | |||
I am paid extra money for working extra-long time in the bank | 0.745 | |||
Marital Status (MS) | I feel unmarried women can maintain a good WLB than married women. | 3.73 | 0.811 | 0.834 |
My husband supports me in my personal life at home when I am stressed with overload work at office. | 0.864 | |||
I feel, I need to focus on my family than on my professional life. | 0.821 | |||
I feel marital status of the women is a barrier for having good WLB. | 0.734 | |||
Salary Package (SP) | I am highly paid for my job. | 3.62 | 0.815 | 0.857 |
I am able to meet my personal expenses for maid at home and for my transportation to work. | 0.704 | |||
I am able to save a handsome amount from my monthly salary for the rest of my life. | 0.751 |
Constructs | PLWH | MS | SP | PL |
---|---|---|---|---|
PLWH | 1 | 0.343 * | 0.536 ** | −0.381 * |
MS | 1 | 0.485 ** | 0.525 ** | |
SP | 1 | 0.412 ** |
Model | R | R Square | Adjusted R Square | Std. Error of the Estimate |
---|---|---|---|---|
1 | 0.781 | 0.611 | 0.607 | 0.31604 |
Model | Sum of Squares | df | Mean Square | F | Sig. | |
---|---|---|---|---|---|---|
1 | Regression | 15.35 | 1 | 15.35 | 153.689 | 0.000 |
Residual | 9.788 | 98 | 0.1 | |||
Total | 25.138 | 99 |
Relationships | Coefficient | t-Values | Outcomes |
---|---|---|---|
PLWH → PL (H1) | −0.305 * | −1.214 | Supported |
MS → PL (H2) | 0.537 ** | 4.184 | Supported |
SP → PL (H3) | 0.618 * | 4.351 | Supported |
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Khan, S.; Thomas, G.; Kunbhar, B.A.; Mohamed, N.H.M. Impact of Work–Life Balance on Working Women in the Banking Sector. Adm. Sci. 2023 , 13 , 7. https://doi.org/10.3390/admsci13010007
Khan S, Thomas G, Kunbhar BA, Mohamed NHM. Impact of Work–Life Balance on Working Women in the Banking Sector. Administrative Sciences . 2023; 13(1):7. https://doi.org/10.3390/admsci13010007
Khan, Sania, George Thomas, Bisharat Ali Kunbhar, and Noha Hamdy Mostafa Mohamed. 2023. "Impact of Work–Life Balance on Working Women in the Banking Sector" Administrative Sciences 13, no. 1: 7. https://doi.org/10.3390/admsci13010007
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YMER, ISSN : 0044-0477
13 Pages Posted: 8 Aug 2022
Maharanis women's commerce and Management College Mysore
Date Written: July 16, 2022
In the current world, women are working in almost all the type of jobs demonstrating that there is no gender difference in work. Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work- life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual’s work life and personal life may present contradictory demands, while demand from both the spheres are equally important. This problem is more prominent among female employees. The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules. The study focuses on the causes and consequences of imbalance on the basis of demographics, Rewards, Career Development factors, family and HR factors to look at the challenges associated with managing professional and personal life of women employees of the banking sector.
Keywords: Banking, Professional Life, Women Employees, Work-Life Balance
JEL Classification: M00, M1
Suggested Citation: Suggested Citation
Maharanis women's commerce and management college mysore ( email ).
K.R Nagar mysore K.R Nagar
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In the current world, women are working in almost all the type of jobs demonstrating that there is no gender difference in work. Work-life balance is one of the supreme challenging issues being encountered by the women employees in the 21st century. Work-life balance means the extent to which the employee feels contented and have his or her needs fulfilled in both professional and personal faces of life. In the recent time the issue of work-life balance has gained more concern due to the reason that an individual's work life and personal life may present contradictory demands, while demand from both the spheres are equally important. This problem is more prominent among female employees. The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules. The study focuses on the causes and consequences of imbalance on the basis of demographics, Rewards, Career Development factors, family and HR factors to look at the challenges associated with managing professional and personal life of women employees of the banking sector.
YMER Digital
Ahmad Manasir
The COVID-19 pandemic and its socioeconomic impacts in Jordan are rapidly evolving, with the impact being shaped not only by the effects of the virus's spread on the broader economy, but also by the nature of the government response—movement restrictions and other emergency measures—and Jordan's key development partners' support. It is critical to have a good understanding of who is impacted, how, and for how long in order to adopt suitable mitigation measures or to change existing emergency measures. The study's goal is to provide evidence for policy and programming objectives, as well as to aid in the development of appropriate strategies to mitigate the pandemic's effects in Jordan. The study assesses the impact of COVID-19 on unemployment, public debt and economic growth in Jordan. The study found that the Jordanian economy reported major challenges in terms of decreased growth, increased unemployment, and increased public debt Compared to previous years befo...
Deena Kumar
International Res Jour Managt Socio Human
Women has performed multiple roles and balanced these responsibilities significantly forever, every woman employee has always faced tremendous obstacles ahead of her in every corner of personal and career life narrowing the immediate need of work-life balance. Post globalization India witnessed maximum number of changes in working scenarios of women employees, however the plight of women employees still screams for help in the segment of job satisfaction and life satisfaction resulting work life balance. The spotlight of this paper is on how reliable these work life balance practices are implementing in the public and private sector banks of Telangana state. This paper is intended to focus on the impact of these Work Life Balance Practices on women employees and its implementation inconsistency between public and private sector banks and also the need of the essential concept of " work life balance " as well. This paper further throws light on the importance of work life balance achievability of women employees being the most primitive necessity.
SAURABH KUMAR
India is such a country where various customs and traditions have been followed. Women have been respected in all the religions but since ages women were bounded to only domestic tasks and issues. India is male dominated country so that women exploited at the extreme levels. Women sought to be employed only when there is a death of income producer, inadequate income etc. but the contribution of women was not considered or considered as negligible. Women are different from their male colleagues because they have to manage familial responsibilities additionally. Worklife balance refers to maintaining the balance between familial responsibilities and career responsibilities. For 21st century women employees, Work life balance is one of the most challenging issues. The jobs of banks are getting more stressful due to intense competition. The fear of transfer on promotion always remains in their minds. This research study has been done to understand the working environment of public sectorbanks for women employees and knowing the perception of women about the policies of banks and effects of those policies on their lives. This study attemptsto examine the work-life balance among women employees of State Bank of India in Aligarh city.This study is descriptive in nature. Key Words: Work-Life Balance, Career Responsibilities, Familial Responsibilities, State Bank of India
Dr. Abhishek N., , Anish A K
The goal of this study is to assess how well Indian power generation and transmission firms' disclosure their exposure to weather risks in their annual reports. The analyses utilised the textual content analysis approach and hand-collected data from annual reports of firms. Ten power generating and transmission firms that are listed on the NSE are considered in the research. These firms' primary line of work is the production and distribution of electricity from various energy sources, including coal, biomass, wind, hydro, and biogas. For the study, the annual reports from 2010-11 to 2019-2020 were collected and analyzed. It is found that the majority of firms, including those that dealt with currencies, commodities, financial, and interest rates, reported using derivatives. No information is provided in the annual report about the management or reduction of weather-related risk, and no weather derivative methods or management techniques are employed.
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The main objective of the study is to examine the effect of work life balance on organizational commitment of employees in Commercial Bank of Ethiopia. A total of 378 respondents completed the administered survey questionnaires. Both descriptive and inferential analysis was done to analyze the responses. The descriptive statistics result revealed that the employees exhibited a low level of WLB and OC with low level of variability among the employees. The result of the regression analysis indicated that WLB is a significant and positive predictor of OC. Specifically among the three dimensions of WLB, WPLE is the significant predictor of OC for the selected sample of employees. The significant predictor of AC for the participated employees is WPLE. The same is true for the CC. However, the significant predictor of NC is PLIW. The independent sample t test showed that there is no difference in the level of WLB dimensions and total WLB for the demographic variables: Gender, Marital stat...
Challapalli Praseeda
Employability, refers to a wider set of skills and attributes which will transform graduates to achieve success throughout their career life. Improving the employability abilities is considered as the significant goal for any student. Emotional Intelligence refers to the extent of knowledge which expresses one to feel and act accordingly. This study focuses on identifying the impact of family dimensions on students’ employability and also on understanding the moderating role of emotional intelligence on family dimension and employability, as research shows that employability has an undeniable connect with Emotional Intelligence. Descriptive research was used for the study and the data was collected with the help of structured questionnaire. The results of the study show that family dimensions have a direct impact on employability whereas the moderating role of Emotional Intelligence was negative with reference to influence of family dimensions’ family dimensions
nayomi kumari
THIS RESEARCH PROJECT REPORT IS SUBMITTED AS A PARTIAL FULFILLMENT OF THE PROFESSIONAL QUALIFICATION IN HUMAN RESOURCE MANAGEMENT IN THE CHARTERED INSTITUTE OF PERSONNEL MANAGEMENT SRI LANKA (INC.) The main objective of the research study is to identify the factors which influence the work-life balance, find out the relationship between factors of work-life balance and job satisfaction, and identify suitable recommendations to improve the work-life balance of employees. Main attributes affecting the work-life balance: workload, inflexible working arrangements, and long working hours, job stress, family support, and demographical factors were analyzed in this study. Based on literature review, the list of the hypothesis was developed. The research was conducted based on the mixed methodology. The population of this study was all the employees in three selected law firms. Among this population, a sample of 120 was selected under the stratified random sampling method.
isara solutions
Interal Res journa Managt Sci Tech
Work is integral to our lives. It provides us with a feeling of accomplishment, acknowledgment and above all a source of earning to fulfill our fundamental needs. Work–life balance is complex, as work can meddle in family life and family life can meddle in work prompting disagreement. The periphery between work and family life is progressively getting blurred. Research on work-life balance (WLB) shows significant problems of combining family desires with paid work. The aim of this research is to study the elements of work-life balance (WLB) of Academicians in the Higher Education sector in Rajasthan. This research intends to discover the impact of variables like (working hours, workload, leave policies, work arrangements, reward schemes etc.) on work life balance. This study adapts explanatory research design and primary data is collected through questionnaires from 500 respondents. This research found that elements of work life balance have significant impact on the Work Life Balance among the academicians in higher education sector.
IJAR Indexing
The present study makes an attempt to compare the Work-life Balance of women employees in Indian Public and Private sector organizations. This study has been conducted on 29 different service sector organizations in India, by using the primary data collected from 320 respondents based on own developed questionnaire consisting of 15 questions based on facilitators of Work-life Balance. The findings are based on analysis of the data through Descriptive Statistics and ANOVA.
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The model of work-life balance and job performance relationship is examined on a sample of 100 banking sector employees to search for how personal life affects performance at work.
the financial sector and its employees. RESEARCH METHODOLOGY The sample was taken from private bank to study work life balance in private bank . Primary data In order to understand the possibilities, range, limits, and grey areas with relation to something like a ... papers, project writings, unreleased government organisation findings, and ...
Dr. Nitin Nayak **. Abstract : Work-life balance is one of the most central issues and concerns for 21st century societies. With. the opening up of the economy of India, dramatic change has been ...
For many people, work has become cognitively intrusive." (ukessays) Around 59.1% of the people questioned for one of the research papers, strongly felt that work-life balance enables people work better. 43.6% of the respondents strongly agreed to the statement, 'Bank policies that help work-life balance are important', while a mere 0.3% ...
Work Life Balance of employees, relativel y there are fewer studies on Work Life Balance of women employees of Banking sector. The st udies were restricted to IT and BPO sectors.
related to Work life balance. This study provides another view about the importance of Work life balance and job factors for organizational effectiveness and performance. Swathi and Mohapatra(2017) The present study makes an attempt to compare the Work-life Balance of women employees in Indian Public and Private sector organizations.
IJEMR - January 2021 - Vol 11 Issue 01 - Online - ISSN 2249-2585 Print - ISSN 2249-8672 3 www.ijemr.in 2. To review various research work conducted by researchers in the banking industry in India. 3. To suggest the suitable measures to improve and maintain proper work life balance.
Introduction. In this technological era, work is becoming demanding with changing nature of work and working patterns (Thilagavathy and Geetha, 2020).The proactive, aggressive and demanding nature of business with the intention of reaching the top requires active involvement and comprehensive devotion from the employees, thereby compromising their work-life balance (WLB) (Turanlıgil and ...
In every organization, employees deal with increasing job pressures. In recent years, women have faced even greater difficulties in such circumstances. This study proposed to investigate how work-life balance (WLB) affects the personal lives of working women in the banking industry of Larkana city, Pakistan. The information was gathered via a standardized questionnaire from 266 female bank ...
Research on Work Life Balance especially about banking is still very limited in Indonesia. Whereas based on V. Riz (2013) research that measures the effectiveness of Work Life Balance in the banking sector in Pakistan is concluded that there is a strong relationship between Work Life Balance and performance.
the real experience of banking professionals to explore how they balance their work with life to identify the determinants of work-life balance. In the Sri Lankan context, the banking and finance sector which is an important contributor to the economy, recorded a performance of 15.4 percent in 2020 with a 5 percent increase
This research aims to test the effect of work-life balance and burnout on employee job satisfaction in the Pekanbaru city banking industry, both simultaneously and personally. This research is quantitative research. The sample in this study is a total of 100 employees of the banking industry in the city of Pekanbaru. The sampling technique used is saturated sampling by the way all populations ...
The present study makes an attempt to compare the Work-life Balance of women employees in Indian Public and Private sector organizations. This study has been conducted on 29 different service sector organizations in India, by using the primary data collected from 320 respondents based on own developed questionnaire consisting of 15 questions based on facilitators of Work-life Balance.
Work-Life Balance Defined, Bird, Jim the Officer; Jun 2004; 80, 5; Pro Quest Research Library. In this article, the author is first trying to define what work-life balance is not. Work-life balance does not mean an equal balance. There is no perfect one-size-fits-all balance you should be striving for. The best work-life
Jaipur, India. Abstract. Purpose -The purpose of this paper is to provide a clear view of current dynamics and research. diversification of extant literature in the field of work-life balance ...
The research is made on the current issues of work-life balance of women bank employees to find the factors influencing their work life balance. The study is based on both the public and private sector bank employees positioned as clerk, cashier and officers. Bank employees deal with a wide variety of population daily at their working schedules.
This paper attempts to discuss the issues related with managing professional and personal life of employees in banking sector and also endeavors to explore the challenges associated with Work - life balance of employees of the banking sector. Key Words: Work-Life balance, Banking Sector, Personal life.
ve commitment, continuance commitment and work life balance variables. Barkha Gupta (2012), conducted a research to study the quality of work life in Nationalized and Private Banks of Indore District in concurrence with the ascertai. ed importance of an employees' role in the service exchange process. The study revealed that there is a ...
The present study makes an effort to compare the work life balance of employees working with public and private sector banks. The sample consisted of 146 randomly selected employees from two public sector banks and two private sector banks in Chandigarh and periphery. Data was analyzed using t-test. Significant differences were found between the public and private bank employees on the ...
JETIR Research Journal. Bereavement Leave: This type of leave is launched by SBI in recent times, to provide the strength needed by the employees in the time of loss of near dear ones. A leave of 7 days can be taken to cope with the situation. Transfer Policy: Bank is being proactive in the welfare of employees and a policy of minimum transfer ...
2 Research Scholar (Fulltime), Acharya Nagarjuna University, Guntur, Andhra Pradesh, India Abstract This paper presents work life balance of the women employees in the banking sector. ... The results found in this study yields good results for working women managed their work life balance in banking sector. Keywords: work life balance, women ...
This paper focuses on the tough life of women ... Goyal and Agrawal Babel (2015) studied various issues and challenges of work life balance in Banking Industry of India. This study attempted to find out the issues related with managing ... The scope of this research is to study the work life balance of working women in Public Sector
This research found that elements of work life balance have significant impact on the Work Life Balance among the academicians in higher education sector. ... Sana Hafiz published a paper on "Work - Life Balance (WLB) Of Women Employees in Banking Sector-With Special Reference to Kota City" (2017) in 'International Conference on ...
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