Work-Life Balance of Employees in a Private Higher Education Institution: Basis for Institutional Policy Reformulation Dr. David Cababaro Bueno Dr. Amelia Cecilia S. Reyes Dr. Carlota A. Aquino Columban College, Inc.-Olongapo City, Zambales Philippines It presupposes that workers must deal with the challenging demands as they confer between spheres of “life” and “work” (Shagvaliyeva & Yazdanifard, 2014). Rationale The challenge of work/life balance is rising to the top of many employers’ and employees’ consciousness. HR Rationale professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable knowledge, and keep pace with workplace trends. This study provides human resource professional with empirical evidence related to work/life balance. Rationale It begins with the basic assumption that work related demands can interfere with the rest of workers’ lives (Sen & Bakht, 2013). The study seeks to describe: (1) the work-life related activities of employees; (2) the related policies in terms of leave arrangements, and parenting and pregnancy, work arrangements, additional work provisions, and experience in the organization. (3) the impact of work-life balance related activities; In a state of equilibrium, the weight of both a person’s job and personal life are equal (Sen & Bakht, 2013). A “Boarder Theory” separates family and work dimension by physical or psychological element (Clark, 2000). “Compensation Theory”, an employee may find higher level of satisfaction in one element to compensate the dissatisfying domain (Canonico, 2016; Caroline Straud, 2008) “Spill-over Theory”, wherein, feelings, emotions, attitudes, and behaviors caused in one domain can be transmitted into the other domain (Chan, 2007; Cook, 2011; Rothbard & Dumas, 2006; & Grzywacz & Marks, 2000). “Bronfenbrenner’s ecological model”, which suggested that work-life balance does not influence the practice and knowledge (Grzywacz & Marks, 2000). Thus, the focus on the domains of work and family is essential, as family and work are the most important elements of everyone’s life (Cookson, 2015). The measurable aspects of WLB are satisfaction, lack of role conflict and an overall sense of harmony (De Cunto, Berti, Minute, & Longo, 2012) WLB involves proper time management, balance and involvement (Delina & Raya, 2013). The measurable four aspects of the balance between work and family roles are: (1) work-family conflict; (2) family-work conflict; (3) work-family enhancement; and (4) family-work enhancement (Frone, 2003). As these components have bi-directional effects on work and family domains, participation in the work role may interfere or enhance the performance in the family role, and vice versa, participation in the family role may interfere or enhance performance in the work role (Grzywacz & Marks, 2000). WLB policies have been found to reduce absenteeism and positively impact employees’ job satisfaction, productivity and retention (Hill, 2005; Allen, 2001). The importance for organizations to implement WLB related policies may include flexible working hours, temporal agreements, childcare facilities, and supports such as counseling (Grady et al., 2008). Framework Descriptive cross-sectional design. There were 22 administrators and 64 faculty members involved. Modified questionnaire on “Better Work Life Balance Survey- Employees” of the University of Queensland in 2005. Pilot testing to a select group of administrators and faculty members. Reliability Test: Pearson-Product Moment Correlation (0.87; Very High). Ethical considerations. Descriptive and inferential statistics 1. The WLB related activities of employees at risk (overall x is 3.34) work on days off; carry a cell phone to work work during vacations; go are sometimes into the office before normal business hours; volunteers for special projects; rearrange participate bring take in community activities; things home to work on; work-related phone calls at home; check stay or alter personal plans; e-mail or voice mail from home; at work after normal business hours; work late into the night at home; attend work-related functions on personal time; travel whenever the school asks them to, even though technically they don’t have to; check back to the office even when they are on vacation. 2. WLB related policies on leave (X= 4.07, Agree). Bereavement leave (employees are allowed to take a leave upon the death of a family member). Carer’s leave (employees are allowed to take time off to support a sick family member); Study / training leave (employees are allowed to take time off for study or training.); Career breaks (employees are allowed to negotiate affixed period of up to several years away from work to undertake study, Cultural/religious leave (employees are allowed to take time off for cultural / religious reasons (e.g. Fiesta); Pooling of leave entitlements (employees are allowed to avail all leaves if they need it for family reasons). 3. On parenting and pregnancy related policies are also evident (X=4.04; Agree). enjoying the policies in relation to paid maternity and paternity leaves, opportunity to return to the same job after maternity/ paternity/ adoption leave. safety at work during pregnancy (changing the work of a pregnant employee to avoid periods of standing or lifting heavy objects); pre-natal Leave (time for pregnant women or their partner to attend medical appointments during working hours either using additional leave or sick leave); staggered return to work after pregnancy (allows employees to negotiate a temporary reduction in hours of work when they return to work); breastfeeding room (space at work to offer privacy for an employee to breastfeed and provide refrigeration facilities); bringing children to work in case of emergencies (provision for a safe location where employees can carry out their regular work duties while caring for dependents until other arrangements can be made). 3. Work arrangement related policies are moderately enjoyed by the employees (X=3.37). opportunity to negotiate part-time work for full-time employees, allowing employees to work part- time if a family situation changes dramatically; allowing employees to take time off for overtime they have worked with pay; picking their own start and finish times and/or days as long as you work on an agreed number of hours work. job sharing (one or more people share one full time job); telecommuting ( where an employee can work from home or outside of the workplace using his/her own or the school’s equipment such as laptop); cap on overtime (a limit on the number of overtime hours that can be worked); gradual retirement (allows employees to gradually reduce the number of working hours or duties over an extended period of time, up to several years, prior to retirement) 4. Additional provisions regarding work are also evident (X=3.81). telephone for personal use (allowing employees to contact family members if needed); counseling services for employees (availability for for employees experiencing among others work/family stress); Health programs (quit smoking programs, flu vaccination on site, dietary advice program, etc); Exercise Facilities (the organization provides onsite or subsidizes exercise facilities /gym memberships); Equal access to promotion, training and development (providing equal access to promotion, training and development by providing encouragement and assistance) 5. There is a moderate impact of work related activities and policies on the personal life of employees. happy with the amount of time for non-work activities. personal life suffers because of work put personal life on hold to work struggle to juggle work and non-work job makes personal life difficult and neglect personal need The WLB related activities of employees are sometimes at risk. The policies on leave arrangements are being viewed by employees in various ways in the organization. Parenting and pregnancy related policies are evident. Various work arrangement related-policies and additional provisions are also enjoyed by the employees. There is moderate impact of work-related activities and policies on the personal life of employees. The stakeholders should redesign a more comprehensive administrative policy that could increase the interest of prospective internal stakeholders and professionals towards further studies. Translate and share this with the present and future employees in an effort to clarify the administrative policies in the workplace. Agarwal, P. (2014). A Study of Work Life Balance with Special Reference to Indian Call Center Employees. Internation Journal of Engineering and Management Research, 4(1), 157–164. Allison, B. (2014). Satisfaction with work-family balance among employed graduate students : Why support may matter more than conflict. Arif, B., & Farooqi, Y. A. (2014). Impact of Work Life Balance on Job Satisfaction and Organizational Commitment Among University Teachers: A Case Study of University of Gujrat, Pakistan. International Journal Of Multidisciplinary Sciences and Engineering, 5(9), 24–29. Aslam, R., Shumaila, S., Azhar, M., & Sadaqat, S. (2011). Work-Family Conflicts : Relationship between Work-Life Conflict and Employee Retention – A Comparative Study of Public and Private Sector Employees. Interdisciplinary Journal of Research in Business, 1(February), 18–29. Atkinson, C. M. (2011). Examining differences in work-life balance, job satisfaction, organizational commitment, and learning orientation in Baby Boomers and Generation Xers, 1–72. https://doi.org/10.1017/CBO9781107415324.004 Author, L., State, O., & Author, C. (2015). A Study of Multiple Work-life Balance Initiatives in Banking Industry in Nigeria, (133). Azeem, S. M. (2015). Role of Perceived Work-life Balance and Job Satisfaction in Developing Organizational Commitment among Hospital Employees in Saudi Arabia Hassen Altalhi. International Journal of Academic Research in Business and Social Sciences, 5(12), 2222–6990. Aziz, A. (2011). Role Demands and Work-Family Balance Experience in Malaysia : the Different Moderating Effects of Collectivism and Gender Role Identity Among Diverse Ethnic Groups, 233. Bakar, R. A. (2013). Understanding Factors Influencing Employee Engagement : A Study of the Financial Sector in Malaysia Raida Abu Bakar, (March). Birimisa, N. (2016). Influence of Flexibility on Work Life Balance. Brooy, A. B. La. (2013). A Study on Perceived Work Family Conflict and Intention To Leave Among Malaysian Service Sector Staff With Mediating Factors (Indirect Effects), (May), 221. Bucek, C. (2013). The Impact of Work - Life Balance on the Relaxation Effect of Holidays, 154. Bueno, D. (2017). Research Skills of the Professorial Lecturers: Input to Capability Building. JPAIR Institutional Research, 9(9), 1-17. doi:10.7719/irj.9i9.489 Burton, K. (2012). A Study of Motivation: How to Get Your Employees Moving, (May), 33. Retrieved from https://spea.indiana.edu/doc/undergraduate/ugrd_thesis2012_mgmt_burton.pdf By, S., Al-rajudi, K. O., & By, S. (2012). Impact of Flexible Work Arrangements on Workers’ Productivity in Information and Communication Technology Sector. Cain, L. N. (2015). Examining the factors that impact work life balance for executive chefs. UNLV Theses/Dissertations/ Professional Papers/Capstones., (August). Cameron, T. L. (2004). The Professional and the Personal: Worklive Balance adn Mid-Level Student Affairs Administrators. Zhurnal Eksperimental’noi I Teoreticheskoi Fiziki. Retrieved from http://scholar.google.com/scholar?hl=en&btnG=Search&q=intitle:No+Title#0 Canonico, E. (2016). Putting the work-life interface into a temporal context : an empirical study of work-life balance by life stage and the consequences of homeworking, (June). Caroline Straud. (2008). Work-Family Issues in Contemporary Europe, 101(5), 126. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/21805898 Chan, I. (2007). Work-Life Balance: A study on the effect of conflict and facilitation amongst life roles on psychological well-being and quality of life of individuals in Hong Kong, (August). Retrieved from http://dspace.cityu.edu.hk/handle/2031/5108 Downes, C., & Koekemoer, E. (2012). Work-life Balance Policies: The Use of Flexitime. Journal of Psychology in Africa (Elliott & Fitzpatrick, Inc.), 22(2), 201–208.doi: 1080/14330237.2012.10820518 Ervin, S. M. (2012). A Comparative Analysis of Work-Life Balance in Intercollegiate Athletic Graduate Assistants and Supervisors. Journal of International Business Studies, 2(3), 25–32. European Comission. (2014). Single parents and employment in Europe. https://doi.org/10.2838/54302 Hall, S., & Wilk, K. E. (2013). Work-life Balance for Administrators in the Academy : under Ideal Worker Pressure. Kim, H. K. (2014). Work- Life Balance and Employees ’ Performance : The Mediating Role of Affective Commitment. Global Business and Management Research: An International Journal, 6(1), 37–51. Levy, I. (2012). Working Mothers and their perceived Work-Life balance. Journal of Business and Management, 2(3), 35–40. Malone, E. K. (2010). Work-life balance and organisational commitment of women in construction in the United States. Maurya, V. N., Jaggi, C. K., Singh, B., Arneja, C. S., Maurya, A. K., & Arora, D. K. (2015). Empirical analysis of work life balance policies and its impact on employee ’ s job satisfaction and performance : Descriptive statistical approach, 4, 33–43. https://doi.org/10.11648/j.ajtas.s.2015040201.15 Mitnick, D. H. (2007). The Impact of Working Women on Work / Life Balance Perspectives. Mukhtar, F. (Iowa S. U. (2012). Work life balance and job satisfaction among faculty at Iowa State University. Mumbai, N. (2014). Engineering & Management Institutes With Special “ Study of Work -Life Balance of Faculties of Engineering & Management Institutes With Special Reference To Mumbai &, (10). Ngozi, C. D. (2015). Work life balance and employee performance in selected commercial banks in lagos state. European Journal of Research and Reflection in Management Sciences, 3(4), 63–77. Nierras, E. M. (2012). Strategic Human Resource Management Practices of Work-Life Balance and Labor Relations and Its Prevalence on Selected Filipino Firms. International Journal of Information Technology and Business Management, 7(1), 1–16. Poohongthong, C., Surat, P., & Sutipan, P. (2014). A study on the relationships between ethical leadership, work-life balance, organizational socialization, and organizational citizenship behavior of teachers in Northern Thailand. International Journal of Behavioral Science, 9(2), 17–28. PWC. (2011). Reshaping the workplace, 1–31. Retrieved from https://www.pwc.com/m1/en/services/consulting/documents/millennials-at-work.pdf Rangreji, D. D. (2010). a Study on Emotional Intelligence and Work Life Balance of Employees in the Information Technology Industry in Bangalore, India, 151. Sen, C., & Bakht, F. (2013). Work/life balance: Challenges and solutions. Journal of Chemical Information and Modeling, 53(9), 1689–1699. https://doi.org/10.1017/CBO9781107415324.004 Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of flexible working hours on work-life balance. American Journal of Industrial and Business Management, 4(January), 20–23. Sheppard, G. (2016). Work-Life Balance Programs to Improve Employee Performance, 1–317. https://doi.org/10.1002/2014GB005021 Shujat, S., & Bhutto, F. (2011). Impact of Work Life Balance on Employee Job Satisfaction in Private Banking Sector of Karachi. Journal of Management and Social Sciences, 7(2), 8–15. Retrieved from http://188.8.131.52/qec/JMSS/7X2/2 Impact of work life.pdf Simard, M. (2011). Employees’ Perceptions of Work-Life Balance, 111. Singh, S. (2013). Work- Life Balance : a Literature Review. Global Journal of Commerce & Management Perspective, 2(3), 84–91. Smeaton, D., Knight, G., & Ray, K. (2014). Costs and Benefits to Business of Adopting Work Life Balance Working Practices: A Literature Review. Department for Business Innovation & Skills, (June), 155.
© Copyright 2021