Stepping into the Unknown

This study explores how work-life balance, job satisfaction, and work fatigue influence the performance of Generation Z employees in Cirebon City's food and beverage industry. Known for valuing flexibility, mental health, and personal fulfillment, Generation Z tends to be highly responsive to organizational factors that impact their work outcomes. Using a quantitative method, data were gathered through online questionnaires and analyzed with the Structural Equation Modeling approach based on Partial Least Squares (SEM-PLS). The findings reveal that both work-life balance and job satisfaction have been proven to make a significant and strong contribution to shaping employee performance, while work fatigue exerts a significant negative influence. These results underscore the importance of organizational support in creating a balanced and satisfying work environment, as well as in minimizing fatigue, which is crucial for companies seeking to improve productivity, reduce turnover, and attract younger talent to demanding sectors like food and beverage.

Working is the main goal of someone in achieving self-actualization of their potential. Life in the workplace, work and family, work and personal fulfillment, work and social life, all illustrate the problem of a harmonious and balanced arrangement between work and other lives. In addition, the balance of employees at work and living quality of life is also the focus of company attention that will make employees more satisfied in carrying out each work. The company realizes the success of employees in working through achieving targets with exceptional performance, not solely because of the skills and competencies that employees have, but equally important is the balance of the employee in managing his personal quality of life with work demands. This research is a quantitative descriptive study. To measure the effect of Work-life Balance on Job Satisfaction, multiple linear regression methods are used with 55 respondents. The results of research that have been carried out that the variables in this study consisted of PLIW and WIPL which were stated to have a significant effect, as well as PLEW and WEPL which were stated to have no significant effect 91,4% of the Job Satisfaction of English Jogja Homes.
 Keywords: Self-actualization, Work-life Balance, Job Satisfaction.

To study trends in factors influencing junior doctors' choice of future specialty. Respondents were asked whether each of 15 factors had a great deal of influence on their career choice, a little influence or no influence on it. Percentages are reported of those who specified that a factor had a great deal of influence on their career choice. UK. A total of 15,765 UK-trained doctors who graduated between 1999 and 2012. Questions about career choices and factors which may have influenced those choices, in particular comparing doctors who qualified in 2008-2012 with those who qualified in 1999-2002. Enthusiasm for and commitment to the specialty was a greater influence on career choice in the 2008-2012 qualifiers (81%) than those of 1999-2002 (64%), as was consideration of their domestic circumstances (43% compared with 20%). Prospects for promotion were less important to recent cohorts (16%) than older cohorts (21%), as were financial prospects (respectively, 10% and 14%). Domestic circumstances and working hours were considered more important, and financial prospects less important, by women than men. Inclination before medical school was rated as important by 41% of doctors who were over 30 years old, compared with 13% of doctors who were under 21, at the time of starting medical school. The increasing importance of both domestic circumstances and enthusiasm for their specialty choice in recent cohorts suggest that today's young doctors prize both work-life balance and personal fulfilment at work more highly than did their predecessors. The differences in motivations of older and younger generations of doctors, men and women, and doctors who start medical school relatively late are worthy of note.

Purpose: The study aims to identify the factors influencing women entrepreneurs to balance their work and life while performing home-based business in Bangladesh. Methodology: A qualitative approach is adopted in this study. Both snowball and convenience sampling techniques are used to get the study participants. Using a semi-structured questionnaire, the researchers conducted 20 in-depth face-to-face interviews of women entrepreneurs from four districts including kushtia, jhenaidah, jashore, and khulna. Content analysis approach is applied to analyze data. Findings: The results of this study demonstrate that the main elements influencing the work-life balance of women entrepreneurs include multiple tasks, time management, social and family support, mental and physical health issues, dependent care, financial and socio-cultural factors. Furthermore, the study discovers that most of the respondent experience challenges in balancing their personal and professional lives. These challenges differ depending on demographic characteristics. Women entrepreneurs, who have supportive families, can reduce family conflicts related to business operations from home. The study also reveals that home-based food business creates the opportunity for women entrepreneurs to keep their family as the first priority. Practical Implications: The results will be useful in developing an all-encompassing framework to support women entrepreneurship in home-based food business. It will encourage women to start their business to achieve financial ability as well as personal fulfillment. The academicians can further scrutinize the dimensions of work-life balance to develop suitable balancing strategies for home-based women entrepreneurs. Moreover, the study findings will generate fundamental guidelines for policymakers in promoting entrepreneurial endeavors among women in home-based business.

This paper describes the work-life balance among employees of Central Mindanao University. It focuses on the meanings and opportunities attached with work and life by discovering their day-to-day struggles, and experiences. Descriptive and exploratory research approaches were used wherein respondents were conveniently sampled. Data were gathered through one-on-one in-depth interviews with 10 respondents following a set of inclusion criteria. The respondents represented 6 faculty members and 4 staff. Results of the study revealed that respondents go through work struggles due to unclear job duties and responsibilities; generally heavy work load; personal relationships and social activities were affected; feelings of helplessness to improve struggles. In spite of the difficulties encountered by the respondents, these have not affected them finding their work to be meaningful; enabling them economic stability and personal fulfillment.

The global shortage of nursing faculty has led to increased recruitment of experienced clinicians into academic roles. While this transition is essential for sustaining nursing education, it often entails significant professional, psychological, and identity-related challenges. In the Philippine context, empirical evidence exploring the lived experiences of nurse educators remains limited. This study explored the lived experiences of nurse educators in Cavite, Philippines, focusing on their transition from clinical practice to academia, the challenges encountered during early faculty years, and the process of professional identity formation. A qualitative research design was employed using purposive sampling. Twenty-five nurse educators from four higher education institutions offering Bachelor of Science in Nursing programs in Cavite participated in the study. All participants had prior clinical nursing experience. Data were collected through open-ended questionnaires, face-to-face interviews, and online interviews. Thematic analysis was used to identify recurring patterns and meanings across participants’ narratives. The findings are in three overarching domains: transition experiences, early-career challenges, and professional identity construction. Participants described teaching as an extension of their clinical calling while also seeking work–life balance and sustainability. Early faculty years were marked by identity disruption, pedagogical insecurity, role overload, and emotional strain. However, mentorship, collegial support, adaptive coping strategies, and continued engagement with clinical values facilitated adjustment. Over time, participants developed a unified nurse-educator identity, redefining professional success through student outcomes, long-term impact, and personal fulfillment. The transition from clinic to classroom is a complex, evolving process requiring institutional support and intentional faculty development. Structured mentorship, realistic workload policies, and identity-sensitive support mechanisms are essential to promote nurse educator retention, well-being, and educational effectiveness within Philippine higher education institutions. Keywords: Nursing Faculty, Professional Identity, Qualitative Research, Career Transition juliangrayfrex@gmail.com College of Nursing, Lyceum of the Philippines University Cavite, General Trias City, Philippines

The progress of happy and well-being employees is closely tied to past workplace productivity and ongoing improvement. Key topics include work-life balance, mental health, and an emotionally supportive environment. Happiness, often seen as subjective, describes an employee's experience of purpose, independence, and supportive relationships (Manoharan et al., 2022). Happiness and well-being are interconnected and impact performance, retention, and job fulfillment. Prioritizing these factors reduces absenteeism and turnover and boosts innovation and creativity. Holistic interventions such as career growth opportunities, flexible working conditions, considerate leadership, and recognition programs are essential for workplace well-being. Open communication, trust, and respect create an inclusive workplace where every employee feels valued and purposeful. Nations should implement systems to foster healthy, happy workforces through wellness programs and mental health resources to address stress, burnout, and occupational overload.