ABSTRACT This paper addresses worklife balances of employees; encouraging worklife balance is seen as a way of attracting and retaining the employee force needed to support economic well-being. When employees go back to their homes, they should or not should carry any organizational stress with them. An individual has two roles to play- personal and professional; each role having different set of demands. When such role demands overlap, multiple problems are faced leading to losses for all concerned: the individual, the family, the organization and the society. This study is to identify the workplace determinants of worklife imbalance and to elicit some solutions for the problem. It was found that worklife balance is a personal issue that varies across time and situations and the underlying conflict experienced pertains to role overload and role interference. The study were circulated Questionnaires and data was collected and analyzed by using appropriate statistical tools. Through the analysis, the results showed that various tips of developing satisfactory level of employee’s worklife balance in the study area. KEYWORDS: employee, organization, satisfactory, worklife balance.
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Purpose: This study presented the construct of Work-Health Balance and the design and validation of the Work-Health balance questionnaire (WHBq). More and more workers have a long-standing health problem or a disability (LSHPD). The management of health needs and work demands is crucial for the quality of working life and work retention of these workers. However, no instrument exists measuring this process. The WHBq assesses key factors in the process of adjusting between health needs and work demands. Method: We tested the reliability and validity of 38 items with cross-sectional data from a sample of 321 Italian workers (mean age = 45 ± 11) with EFA, Rasch analyses and the correlations with other relevant variables. Results: The instrument ultimately consisted of 17 items that reliably measured three factors: Work-Health incompatibility, Health climate, and External support. These dimensions were associated with well-being in the workplace, dysfunctional behaviors at work, and general psychological health. A higher level on the Work-Health balance index was associated with lower levels of presenteeism, emotional exhaustion, workaholism, and psychological distress and with higher levels of job satisfaction and work engagement, supporting the construct validity of the instrument. Conclusion: The WHBq shows good psychometric characteristics and strong and theoretically consistent relationships with important and well-known variables. These results make the WHBq a promising tool in the study and management of health of employees, especially for the work continuation of employees returning to work with LSHPD.
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The aim of this study is to discuss employees’ work-life balance strategies to improve individual health and wellbeing balance. A healthy balance between work-life and home-life is incredibly important and something everyone should strive to achieve. However, it is not uncommon for employees to find their personal life, suffering as they struggle manipulate family, friends and other commitments with busy schedules. The finding determines that employees are desiring more control over their work patterns and an overall healthier work-life balance. The main aim of this case study is to explore the work-life balance that utilize to improve the employee’s performance organization. This study also integrated the work-life balance effectiveness, the importance of a supportive work environment, employee commitment and motivation. Also emphasize, employee wellbeing and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job.
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