Tag Archives: Work Life Balance

A Study on Quality of Work Life (QWL) in Jordanian Universities (Published)

This study is aiming at assessing the quality of work life for academic staff  in Jordanian universities. And to identify the possibility of the existence of a statistical significant difference in their attitudes as it relates to quality of work life, which can be attributed to the variables of gender, age, academic rank, and experience. Academic staff were   asked   to   fill   questionnaire assessing the following QWL indicators: fair compensation, safe and healthy environment, work-life balance, social integration and career advancement towards university. The research most important findings and conclusions are: The arithmetic mean of the estimates of academic staff in the Jordanian universities towards quality of work life were moderate. Besides, there were no statistical significant on quality work life the due to variables (gender, age, academic qualification, experience).

Keywords: Compensation, Jordanian universities., QWL, Work Life Balance, organizational involvement, quality of work life, safe environment, social relations

Work Life Balance and Normative Commitments of Employees in the Selected Deposit Money Banks in Ogun State, Nigeria (Published)

This study examines the effect of work life balance on normative commitments of employees in the selected deposit money banks in Ogun State, Nigeria. The major problem discovered was the poorly developed work cultures in the banks do not support work life balance practices. The specific objective was to determine the extent to which leave policy affects normative commitment of employees which was also in agreement with the research question and hypothesis. The research work adopted survey research design, the target population was 250 employees and sample size was 154 using Taro Yamane’s formula. One hundred and fifty four (154) copies of questionnaire were distributed and completely filled and returned. A descriptive and inferential statistics were used in analyzing the data collected. For reliability of the instrument, Cronbach Alpha was used and the values were 0.74 and 0.80.The instrument was also validated. The results revealed that leave policy had significant effect on normative commitment (β = 0.170, t=2.318, p<0.05). The study concluded that leave policy is a very important phenomenon in increasing employee’s commitment. The study recommended that managers of Nigerian deposit money banks should prioritize leave policy incentives that will maximize employee’s normative commitment.

Keywords: Leave Policy, Normative Commitment, Work Life Balance

FACTORS INFLUENCING JOB SATISFACTION OF THE EMPLOYEES OF TANNERY INDUSTRY IN BANGLADESH (Published)

The tannery industry is one of the major raw material and finished good supplier industries which have a significant impact on economy of Bangladesh. The main objective of this study is to evaluate the factors which are responsible for influencing employees’ job satisfaction. The analysis of this study revealed that salary and incentive are the most important factors for influencing job satisfaction of employees. Salary is most important, but working condition, supervisor supports, appraisal technique, work training, grievance handling, safety provision, and work life balance are crucial factors for determining employees’ job satisfaction. This paper draws relationship among various factors and presents a conclusion with a suggestion for improving employees’ job satisfaction level.

Keywords: Appraisal Technique, Bangladesh, Job Satisfaction, Salary & Incentive, Supervisor Support, Tannery, Work Life Balance, Work Training, Working Condition

EFFECTS OF INTERNAL CORPORATE SOCIAL RESPONSIBILITY PRACTICES ON EMPLOYEE JOB SATISFACTION: EVIDENCE FROM COMMERCIAL BANKS IN KENYA (Published)

The importance of Internal corporate social responsibility (CSR) has become an important issue for banks to address, however, these issues have been neglected and do not appear to have the desired impact on all employees as expected by the management. Therefore this study intended to determine the effects of internal CSR practices on employee job satisfaction among the commercial Banks in Kenya. The study was to ascertain the effect of workplace health and safety conditions, work life balance, pay and benefits, and equality and diversity, on employee job satisfaction. The study was guided by Social exchange theory, the theory of planned behavior and Stakeholder theory. Explanatory research design was used. The study targeted 283 employees from 17 Commercial Banks in Uasin-Gishu (Kenya Commercial Bank data base, 2013). Stratified and random sampling technique was used to obtain sample size of 165 employees. The study used questionnaires as a tool for data collection. In order to test the reliability of the instrument, Crobanch alpha test was used. The study adopted both descriptive statistics and inferential statistics such as Pearson correlation and multiple regression analysis to estimate the causal relationships between internal CSR and employee job satisfaction, and other chosen variables. Study findings indicate that workplace health and safety, pay and benefit, equality and diversity, and work-life balance has a positive and significant effect on employee job satisfaction. Thus, the study concluded that pay and benefits are motivating factor to employees’ job satisfaction, fair treatment of workers in accordance with their individual needs and circumstances in the workplace contributes to employee job satisfaction. Therefore the study recommends that organizations should include the development of health management policies to implement health practices as a way of improving employee health. There should be diversity training programs with compulsory participation for all employees and offer equal opportunities for employees in terms of promotion and also education scholarships. There is also need for the organization to provide allowances for employees on participation of social responsibility

Keywords: Employee job satisfaction, Work Life Balance, Workplace health and safety, and Equality and diversity., pay and benefit

Work Life Balance: A practice or Myth in Pakistan – A quantitative analysis of the factors affecting the WLB of employees of Pakistan International Airline Corporation (Review Completed - Accepted)

Today, the work life balance is a common issue at every workplace. The work life balance creates balance between the work and life includes career and the life style. It is the state of equilibrium where any person is able to get satisfies with personal and professional life. Balancing time with parents, spouse, children, friends, relatives, colleagues, supervisors and subordinates is the biggest challenge to be achieved. The empirical study gives the idea of work life balance performed in past. Work life balance has become a challenge throughout the world. The study will identify the assessment of employees about their organization from the work life balance prospective and how it is practiced at their workplace. This will also measure the level of job satisfaction of employees of the PIA in relation to their socio-economic factors. From previous studies conducted on this topic it is observed that it common how employees the challenges of how to balance their work life and personal life, despite the generally positive desire related to work life balance. Without balance in working life and personal life, it is very difficult to maintain working efficiency and control the outcomes of personal and professional life and thus in order to be satisfied, an individual must create a balance between the two.

The research aims at understanding how work life balance positively impacts the personal and professional efficiency of the employees. The objective of this research is to identify the demographic profile of employees, who are working in Airline industry, determine the factors affects work-life balance on the employees of Airline industry. A research study is conducted on the employees of the largest organization of Pakistan, namely PIAC.

 

Keywords: Personal Commitments, Work Life Balance, Work Place Flexibility