This paper recommends management should consider the nature of business and background of employees they have employed and customize their policies with the participation of the employees. For the purpose of investigation, normative survey method was employed. Avoid contacting staff outside of office hours unless the matter is urgent and cannot wait until the next business day. A random sample of 204 40. The analysis shows a positive significant relationship between them and the results reveal that the more the employee gets training, the more efficient their level of performance would be. Companies should encourage employees to look at business in an entirely different way and supports and accept employees as individuals with priorities beyond the workplace. Conflict between work and family has real consequences and significantly affects quality of family life and career goals.
All the variables discussed in this study results in positive relationship with job satisfaction of employees. Such a policy creates a sustainable and productive workforce and satisfies the needs of both the employees and the employers. Encourage employees to seek help when they are overwhelmed with projects. Two sets of hypothesis are developed which relate directly to the research questions. Satisfied employees are more likely to be friendly and responsive which attracts customers. Multi-Stage Random Sampling was used to select the sample for the present study. The findings of the study revealed: i Main effects of job satisfaction and teaching experience on the organizational commitment of the teachers were found to be significant whereas no significant difference was observed in the organizational commitment of teachers working in government and private schools.
Communication about the work life policies framed by company regarding work life balance is much more important. It increases effectiveness as well as improves satisfaction, in both the professional as well as personal lives. Additionally, main office workers reported the highest levels of workplace inclusion. The data were collected keeping in consideration features such as gender, age, managerial position and tenure of job. Employee burnout has become a huge factor in the struggle many organizations face in holding on to their top performers. The paper presents a concise summary of the literature on the value of training in improving the performance of the employees. This paper endeavors to study the various factors of job satisfaction among different commercial bankers in Pakistan and highlight the findings by performing statistical techniques like regression and correlation to gauge level of significance for the factor.
Pay has been considered as the major factor for job satisfaction however other related factors like promotion, recognition, job involvement and commitment are also taken into account. Use temporary professionals, when necessary, to alleviate workloads. These days, many talented workers look not for more money but a better quality of life which is possible only through proper work life balance. In null hypothesis all variables were same as derived except job stress and intention to leave. Four sets of hypothesis are developed which relate directly to the research question.
Remind workers to take breaks and vacations. In derived results job stress and employees' intention to leave job shows positive relation with employee job satisfaction. Furthermore, this research also shows that approximately 50% people are there who are not satisfied with their job and due to which they cannot have proper work life balance. Methodology: A survey of 350 school teachers via self administrated questionnaire with the help of quota sampling technique is conducted with the response rate of 83%. If it's practical for your business, offer alternative work arrangements such as modified schedules or job sharing. When employers commit to work-life balance initiatives, they reap many benefits: productivity increases, absenteeism drops, and brand perception goes up — a competitive edge when it comes to recruiting top talent.
Purpose — This paper aims to examine the role of work-family enrichment in the relationships between organizational interventions for work-life balance job characteristics, work-life benefits and policies, supervisor support and work-family culture and job outcomes job satisfaction, affective commitment and organizational citizenship behaviour. The authors suggest several practices for the effective implementation of alternative work arrangements. Employees now find it difficult to manage the complexities of modern living. The sample consists of public municipality personnel from Shiraz area in Iran. Previous research on labour supply has assumed that as workers freely choose their optimal working hours on the basis of their innate preferences and the hourly wage rate, outcome reflects preference. Life is a balancing act, and everyone is seeking work life balance.
Purpose — There is evidence that those working within the construction industry are exposed to a number of stressors which potentially negatively impact well-being, namely; long working hours, high workload, poor work-life balance, low sense of professional worth and lack of job security. The result also shows that there isn't significant difference between two genders in job stress and job satisfaction. The Work-Life Balance Survey questions gauge how employees feel their job contributes to their overall happiness—both in the workplace and at home—and equips companies with insightful data relating to employee perceptions of workload, co-workers, and other important influencers of job satisfaction. The results of the cross — sectional study show that the doctors who are better able to manage the work and the life activities are more satisfied with their jobs and have less intentions to leave their jobs. Employee turnover is one of the critical issues discussed in the organizational studies.
It will certainly yield positive business results. It uses a large single organization and a quasi-experimental design, enhancing the validity of the findings. No organization can think of its existence without effective communication. The hours which employees want to decrease in their Working Time is due to balance the round—the—clock time in their life, so they can have the Work Life Balance. Out of which 88% questionnaires were returned. Work life balance may be used as a leveraging tool to create the lifestyle that you desire.
This research was accomplished to explore the effect of different factors of work-life balance on employees' job satisfaction. The sample comprised of 480 secondary school teachers working in government and private schools located in Rohtak Division affiliated to Haryana Board of School Education. There were about 120 questionnaires circulated among the employees of banking sectors. Organizational commitment was treated as dependent variable and the independent variables comprised of job satisfaction, type of schools and teaching experience. The results show there is a significant negative relationship between job stress and job satisfaction. In fact, a company must develop innovative ways to have work life balance policy as it offers a win-win solution. The reasons found are the improper voice mechanism and improper distribution of work load among employees.