Work/life balance; “…satisfaction and good functioning at work and at home with a minimum of role conflict” – S. Clark

Researchers have correlated balance between work and life with an increase of productivity and decrease in absenteeism. Achieving this balance is greatly influenced by the employee’s organization. Research has also suggested that informal means of support, such as emotional support from a supervisor, has more of an impact than formal means. Therefore, organizations should implement supportive policies to promote work life balance and consider creating an emotionally supportive environment in order to benefit from the balance.

The matter in which the employee’s perceive the environment needs to be taken into account. Simply having policies will not have a significant effect unless the employees can connect with the policies and feel confident in taking advantage of the policies. For example, organizations or supervisors that penalize employees for changing their schedules will not reap the benefits of implementing this type of work life balance strategy.

Work/Life Balance

  • Childcare Assistance
  • Alternative Work Schedule
  • Mentoring Programs
  • Training (Self-care & leadership development)
  • Open Communication/Supportive Environment

– Brauchli, R., Bauer, G. F., & Hämmig, O. (2011). Relationship between time-based work-life conflict and burnout: A cross-sectional study among employees in four large Swiss enterprises. Swiss Journal Of Psychology/Schweizerische Zeitschrift Für Psychologie/Revue Suisse De Psychologie, 70(3), 165-173. doi:10.1024/1421-0185/a000052

– Jang, S., Park, R., & Zippay, A. (2011). The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health. International Journal Of Social Welfare, 20(2), 135-143. doi:10.1111/j.1468-2397.2010.00739.x