P-217 Work and wellbeing check-in

This research aims to analyze the influence of Work Life Balance (WLB) practices, job satisfaction, and stress levels on employee retention in the banking industry in Indonesia. The survey method was used to collect data from 350 respondents. The results of the analysis show that WLB practices and job satisfaction have a significant positive influence on employee retention, while stress levels have a significant negative influence. Mediation analysis shows that job satisfaction mediates the relationship between WLB practices and employee retention, as well as between stress levels and employee retention. In conclusion, banking company management needs to pay attention to and improve WLB practices, manage work stress, and pay attention to factors that influence job satisfaction to retain quality and committed employees in the long term. Keywords: Banking Industry, Employee Retention, Indonesia, Job Satisfaction, Stress Levels, Work Life Balance Practices.

Work–life balance (WLB) is an important concern for all workers irrespective of their age, sex, education level, family structure, or occupation. This study analyzes WLB’s mediating effects and the ease of using WLB programs in the relationship between WLB organizational culture of hotels and turnover intention of its culinary staff. We conducted a survey featuring 320 culinary staff members at hotels in Incheon from 10 to 30 August 2020 and performed statistical analysis using 290 responses. We find that the company’s willingness for WLB, empathetic communication with colleagues, material support of colleagues for WLB, and the ease of using WLB programs in organizational culture had a positive impact on WLB. The company’s willingness for WLB, boss’s consideration for WLB, empathetic communication with colleagues, and material support of colleagues for WLB in organizational culture had a negative impact on turnover intention. The ease of using WLB programs had no indirect effect on the relationship between organizational culture and turnover intention. However, WLB had an indirect effect on the relationship between the four components except for the boss’s consideration for WLB and turnover intention. Hotel management should create an organizational culture that supports the WLB of culinary staff.

Background: The nursing profession has high physical and mental demands that can interfere with nurses' ability to maintain work-life balance (WLB), thus potentially increasing work stress. This study aims to analyze the relationship between WLB determinants and work stress levels in inpatient nurses at Prof. Dr. Soekandar Mojosari Regional General Hospital. Method: The study design used a cross-sectional approach with 84 respondents selected through purposive sampling. Instruments included the WIPL, PLIW, PLEW, and WEPL questionnaires, and work stress questionnaires. The analysis used the Spearman correlation test. Results: WIPL had a significant negative relationship with work stress (p = 0.000; r = –0.499), and PLIW also showed a significant negative relationship (p = 0.021; r = –0.235). WEPL had a strong and significant negative correlation (p = 0.000; r = –0.557), indicating that the more work supports personal life, the lower the nurses' stress levels. However, PLEW did not show a significant relationship (p = 0.246; r = –0.117). This condition indicates that personal life support, such as family comfort or social environment, is not enough to offset the high work pressure, so it does not have a direct impact on stress reduction. Conclusion: This study confirms that the imbalance between work demands and personal life is an important factor affecting work stress. Hospitals need to strengthen strategies to improve WLB through flexible scheduling, adequate rest time, and psychological support to reduce nurses' work stress.

This study aims to determine the effect of WLB, leadership style, organizational culture on employee performance at PT. SGS Luwu, South Sulawesi Province. The approach in this study used a survey method, with a total of 200 employees as respondents. Sampling in this study was carried out randomly. The hypothesis was tested using the structural equation modeling (SEM) data analysis method with the help of software, namely Analysis Moment of Structure (AMOS) 26. The results of this study explain that: 1). Work life balance has significant influence on organizational culture. This means that WLB will increase along with the organizational culture that is implemented in employee behavior. 2). Leadership style has a positive and significant effect on organizational culture. This means that the higher the level of leadership style, the organizational culture will also increase. 3). Work life balance has a positive and significant effect on employee performance. This means that the better WLB, the happier employees will be and will make employees more productive in providing better performance to the company. 4) Leadership style has an influence and is significant on employee performance. This means that leadership style has an effect on improving employee performance. 5). Organizational culture has a positive and significant effect on employee performance. This means that the higher the level of organizational culture, the higher the employee performance.

In the 21st century, women employees has become an important subject since the time has changed from earning the family living in today's world where both ,men and women equally share the responsibility of earning foe the betterment of their family life. Work life balance focuses on two main aspects called achievement and enjoyment, Lakshmi and Gopinath, 2013. Work life balance is not the outcome of individual efforts, it involve the efforts of the organization, the employee, the family and the society in which all are embedded. Technologies advancements and new invention have impacted the socio cultural life styles in Indian homes in the midst of all this, the compelling needs for growth in all spheres, for individual as well as for organization has resulted in imbalance in the lives of the workforce, Sundaresan, 2014. Women have shown their presence in every thought. From spots to aeronautics, from politics to engineering, from medical professions to academics, women have contributed significantly in almost every field. Work life balance of women employee is viewed as an important domain of discussion among researchers in the few decades. Extra demands on female academic employees could contribute to their occupational stress and work life imbalance. This can ultimately give rise to negative consequences for achieving the organizational goals and meeting the needs of the employees working with them. Work life balance and job stress go parallel to each other. What seem to be important employees give on balancing their lives and effectiveness of workplace practices and policies in supporting them to achieve such a goal, Zaheer and Darakhshan, 2015. Dr. Poonam Vishwakarma | Dr. Pradhyuman Singh Lakhawat "Work Life Balance and Stress Level of Working Women in India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-1 , December 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29591.pdf

In response to demographic shifts, colleges and universities implemented new policies, adopted new practices, and created professional development opportunities to gain support for work–life balance. Research on work–life balance reveals gender disparities, lack of policy usage, and a lack of cultural change with little understanding of the ways to bring about a campus culture that understands, promotes, and has established norms that support work–life balance. Research often recommends that cultural change be established to support policy usage and reduce stigma from work–life balance. This research study examined 2 institutions of higher education to challenge the notion that organizational change can be simply created and to examine the impact of fragmented cultures and individual identity on change. The 2 major themes—symbolic meaning of policies and children and discontinuity of symbols and policies—that emerged in this study provide evidence of the need for campuses to contend with organizational culture and, in particular, on symbols and discourses intentionally presented to reflect work– life balance acceptance. This study concludes with recommendation of how leaders, faculty, and policymakers can support work–life balance within higher education despite the ambiguity and complexity of organizational life.

Objetivo: Determinar la relación entre estrés laboral y satisfacción laboral en enfermeros de los servicios críticos de una clínica de Lima.Metodología: Estudio descriptivo, no experimental, correlacional, de enfoque cuantitativo. Se utilizo el Maslach Burnout Inventory para medir el nivel de estrés laboral y La Font Roja para medir el nivel de satisfacción laboral. La muestra estuvo constituida por 41 enfermeras que trabajaban en las áreas críticas de unidad de cuidados intensivos, emergencia y urgencia.Resultados: El 46% de enfermeros muestra un nivel alto de estrés laboral; en cuanto a las dimensiones, se encontró que según la dimensión despersonalización hay un nivel alto de estrés laboral en 39%, en cuanto a la dimensión satisfacción por el trabajo 76% de enfermeras presentaron nivel medio; mientras que existe nivel alto 52% de satisfacción laboral.Conclusiones: No existe relación entre nivel de estrés y satisfacción laboral.

Principals experience high levels of anxiety, frustration, and stress, often struggling with their physical, mental, and emotional well-being. Balancing work–life responsibilities is critical, yet we know little about how school principals understand and navigate work–life balance (WLB). Building on boundary and spillover theories, we employed an interpretive qualitative research design and interviewed 10 school principals in Missouri to better understand their experiences with WLB and its impact on their well-being. Our findings revealed that while principals themselves understand the importance of WLB, they shared that achieving it is challenging for individuals on their own. Instead, there is a need for a community of understanding and systematic support to help them achieve a better balance.

This study aimed to assess how a Zentangle intervention influences cognitive focus, emotional well-being, stress levels, and neural activity patterns across brain regions and frequency bands. A cohort of 30 healthy adults, all without prior Zentangle experience, participated in this study. Electroencephalography (EEG) was used to measure their brain activity, and self-reported data were collected through questionnaires to assess subjects' concentration levels, emotional calm, and stress and anxiety. Participants reported enhanced cognitive focus and emotional well-being, evidenced by increased self-reported concentration and emotional calmness, and reduced stress and anxiety levels during the intervention. EEG analyses revealed notable changes in neural activity patterns, including decreased delta power and increased theta, alpha, beta, and gamma bands. Functional connectivity analysis also highlighted alterations in the brain's functional connectivity, suggesting potential effects on neural communication and information processing. This study provides compelling evidence of Zentangle's impact on EEG data, aligning it with equanimity and tranquility consistent with previous mindfulness research. These findings underscore Zentangle as an effective mindfulness practice, potentially enhancing cognitive focus and emotional well-being, and emerging as a valuable intervention for improving mental health and overall well-being.

This paper is originally presented at the “International Seminar on Management” on “Enhancing Enterprise Effectiveness for Global Challenges” organised by Brihaspati College, Siddharthnagar on 3rd and 4th April 2010. The author acknowledges that the printed version of the paper has come after the suggestions from the Editorial Committee. The study examines the work life balance and its cause and effect through a survey conducted during 2008 in nine different stars hotels of Kathmandu, Nepal. Employees of these hotels were surveyed to determine the level of work and family stressors as antecedents, balancing between work and family, and organizational commitment as consequence of work life balance. Descriptive statistics were used to explore the condition of work life balance. Regression analysis was also used to examine the cause and effect relationship of work life balance. The study found low level of stressors of both domains indicating low level of their demand and good balance between work and family. The study also found employees of hospitality industry were highly committed towards their hotels. Role ambiguity alone from work domain was found that affect negatively on work life balance and others’ effect were found statistically insignificant and positive as well. The positive ad statistically significant effect of Hours spend on household work was found on work life balance. Finally the study found work life balance was a good predictor of organizational commitment.

Work-life balance is a critical factor influencing employee well-being, job satisfaction, and workforce retention. This study explores the systemic challenges associated with work-life balance, particularly in high-pressure professions such as healthcare. A systematic literature review was conducted using Scopus, Google Scholar, and PubMed to analyze research related to work-life balance, occupational stress, and employee support systems. The findings reveal a strong correlation between institutional policies, organizational culture, and the prevalence of burnout, with gender disparities playing a significant role in work-life integration challenges. Empirical evidence highlights that professionals in developed nations benefit from structured workplace policies, while employees in developing regions face more significant work-life conflicts due to limited institutional support. Organizational flexibility, mental health resources, and gender-equitable policies emerge as crucial factors in mitigating these challenges. Addressing work-life balance requires strategic interventions, including promoting workplace flexibility, enhancing mental health initiatives, and fostering cultural shifts that support work-life integration. This study underscores the necessity for continued research on long-term policy effectiveness and the impact of emerging workplace technologies on work-life balance. By implementing structured and inclusive policies, organizations can create a sustainable and productive workforce that benefits both employees and institutions.

The study was aimed at studying the impact of the work-life balance (WLB) on the emotional and social wellness of employed single mothers. Because of the nature of having to earn a living and caring for one’s family, and being a single parent, the balance and integration of office and non-office activities become even more critical. This study used a quantitative cross-sectional approach using a sample of 200 single working mothers from various sectors. To measure work-life balance, emotional well-being and social well-being, standardized questionnaires were administered. Descriptive statistics and multiple regression analyses were used in order to measure the work-life relationships. The outcome of the study established that mothers who had a balance of work and family responsibilities were more likely to experience happiness, emotional wellness, and even social wellness, social well-being. The results indicated that age, income, and working hours are non-predictors of well-being. This study has definitely proven that the integration of work and non-work activities has a substantial impact on the wellness and well-being of single, working mothers. Some of the more important implications include social support systems for emotional wellness and positive productivity, and a more supportive work design that is flexible. These factors would enable single mothers to achieve a more effective balance of their professional and personal responsibilities.

Orientation: Working mothers play a key role in an organisation’s success. However, with conflicting responsibilities from the work and home contexts, their well-being and work engagement usually suffer. It is against this background that the relationship of work–life balance (WLB) on well-being and work engagement of working mothers in Namibia is investigated. Research purpose: To investigate the relationship between WLB and well-being (emotional, psychological, social and career well-being) among working mothers in Namibia, as well as the relationship between WLB and the work engagement of working mothers in Namibia. Motivation for the study: Working mothers in Namibia customarily carry the sole responsibility of child rearing; they must balance two responsibilities, negatively affecting their well-being (emotional, psychological, social and career well-being) and their work engagement. An imbalance can discourage optimal performance and decreases efficiency and productivity. Research approach/design and method: The study utilised a quantitative approach with a correlational research design with a sample of 166 working mothers in the Khomas and Otjozondjupa regions in Namibia. Main findings: The correlation results reveal that when work life balance is low, working mothers well-being and their work engagement is also negatively affected. Work/personal life enhancement (WPLE), one dimension of work life balance, was uncovered to have a significantly positive relationship with all dimensions of well-being. Practical/managerial implications: Recommendations geared towards combined efforts from working mothers, managers and their employing organisations to enhance the WLB of working mothers are made. Contribution/value-add: The findings provide organisations with foundational information that is crucial for interventions development catered towards work life balance for employees.

This study aims to analyze the effect of work stress on the performance of Generation Z employees, with work life balance serving as a mediating variable at Kopdes Coffee Shop Bangkalan. This research employs a qualitative approach with a descriptive case study design. Data were collected through semi-structured interviews with the business owner and five Generation Z employees selected using purposive sampling. The data were analyzed using thematic analysis to identify patterns and themes related to work stress, work life balance, and employee performance. The findings indicate that employees do not experience excessive work stress due to the support provided by the business owner through open communication and efforts to maintain employees’ emotional well-being. However, external pressures such as family conflicts and financial issues are the main sources of stress affecting performance. Work life balance is proven to play a significant role in maintaining employee performance stability. Policies such as fair shift distribution, designated days off, and flexible working hours enable employees especially those belonging to Generation Z to balance work with personal activities such as education and sidejobs.

Purpose The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations. Design/methodology/approach This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis. Findings The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay. Research limitations/implications The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations. Originality/value The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.