Work-Life Balance Overview

Authors

• Alison A. Rife, Ph.D. works as a consultant at Booz Allen Hamilton; earned her doctorate in Industrial-Organizational Psychology from the University of Akron.
• Rosalie J. Hall, Ph.D. is a Professor at the Business School, Durham University; has extensive experience in teaching and research in Industrial-Organizational Psychology.

Abstract

• Work-life balance is defined as the fulfillment of needs in both work and non-work aspects of life, leading to improved general well-being.
• Individuals with better work-life balance report higher job satisfaction and reduced turnover and absenteeism.
• Initial research focused on women juggling work and family; current considerations include diverse groups like men and single parents.
• Organizations now offer benefits like flexible hours and telecommuting to support work-life balance, but commitment from management is essential for effective implementation.
• Many individuals desire better work-life balance but often report unsatisfactory experiences; collaboration between employers and employees is crucial for improvement.

Introduction

• Achieving work-life balance leads to greater fulfillment in both personal and professional realms.
• Employees with balanced lives experience less conflict between work and personal responsibilities, contributing to overall satisfaction.

Background

• The historical context of work-life balance research emerged with the increasing presence of women in the workforce.
• The discussion has evolved to include various employee demographics facing similar balancing challenges in the modern work environment.
• Technology has both facilitated and hindered work-life balance, enabling constant connectivity and flexibility, while also increasing work-related pressures.

Implications for Practice

• Organizations should foster a supportive culture for work-life balance through clear policies and practices.
• Employers must actively promote the importance of work-life balance to their employees and address systemic pressures to overwork.
• Development of tailored benefits that meet the specific needs of diverse employee groups can enhance work-life satisfaction.

Next Steps

• Evaluating the effectiveness of current work-life balance initiatives can lead to improved strategies and programs.
• Future research should focus on the broader implications of work-life balance practices and their long-term impact on employee well-being and organizational productivity.