In search of a theoretical framework of factors influencing work and life balance
Bibliographic Data
| ID | 13079774 |
|---|---|
| Authors | Annija Apsīte (0000-0002-7551-9857, University of Latvia, corresponding author) |
| Year | 2021 |
| Volume | 13 |
| Issue | 2 |
| Pages | 52-63 |
| Publication date | 2021-01-01 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Baltic Region (JOURNAL) |
| Journal identifiers | ISSN: 2310-0524 • E-ISSN: 2079-8555 |
| Publisher | Immanuel Kant Baltic Federal University (PUBLISHER • RU) |
| DOI | 10.5922/2079-8555-2021-2-3 |
| OpenAlex | W3181636962 |
| Language | EN |
| Citations received | 1 |
| References cited | 22 |
Work and life balance (WLB) has gained noticeable attention amid the pandemic. Even before the outbreak of COVID-19, the increasing pace of life encouraged the investigation of individual and organisational aspects of WLB. Physically and mentally healthy people help society develop and grow. Health issues caused by work and life imbalance lead to dissatisfaction with both work and life, which, in turn, leads to higher stress and stress-related illnesses, for instance, burnout. From the organisational point of view, WLB is a factor in analysing the efficiency of an enterprise. The consequences of a work-life imbalance are intentional or unintentional absence, high employee turnover, low productivity, higher insurance costs, low job satisfaction, and others. WLB has been examined recently as part of employer branding since a shortage of labour prompts organisations to look for strategies to attract and retain employees. In this paper, content analysis is carried out to provide a theoretical framework for WLB and job satisfaction issues. Special attention is paid to the literature on WLB factors affecting the organisation and the individual. It is concluded that critical factors include both individual and organisational ones. Among them are job involvement, tenure, workload and scheduling, organisational culture (leadership, recreational opportunities, flexibility, supervisor support, autonomy, boundary management, alternative working methods etc.), occupational stress, and salary. These factors differ in their significance, particularly when viewed across several fields
Autonomy · Business · Economic growth · Economics · Flexibility (engineering · Job satisfaction · Labour economics · Management · Political science · Public relations · Salary · Work (physics · Work–life balance · Workforce · Engineering · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Work-Family Balance Challenges · Workaholism, burnout, and well-being · Marketing
Areas of Worklife
Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction
Work-family balance
Telecommuting, control, and boundary management
An exploration of the psychological factors affecting remote e‐worker's job effectiveness, well‐being and work‐life balance
Work–nonwork boundary management profiles
The relation between work–family balance and quality of life
Work and family research in IO/OB
Relationships between work–life balance and job-related factors among child welfare workers
Work/Family Border Theory
The Work‐Family Interface
| Citations per year | 1 |
|---|---|
| Citation span | 2026 - 2026 (1) |
| Highly cited | No |