Artículos de revistas: "Work life balance och Leadership"

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Patrick, Harold Andrew. "Editorial". Ushus - Journal of Business Management 13, n.º 2 (15 de junio de 2014): v—vi. http://dx.doi.org/10.12725/ujbm.27.0.

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This issue focuses on Organizational Citizenship Behaviour (OCB) and its influence on performance of employees in various organizational settings. The first three articles reinforce the fact that OCB is critical to organizations and do influence a number of output variables, thus increasing overall organizational effectiveness. The fourth article explores systematically foreign exchange in the Indian IT Sector. OCB over the last four decades has received a lot of attention and has contributed considerably to the literature of Psychology and Management. Individuals who make up organizations exhibit a range of behaviours from just maintaining affiliation to involving in extra role behaviour by going the extra mile for one’s own and the organization’s benefit. These discretionary behaviours not defined nor rewarded by organizations that go beyond job descriptions are termed OCB. These behaviours are positive for organizational sustainability and benefits both employees and managers. Sonam’s article on a mining company found positive relationship between leadership and OCB. Personality of employees and leadership was found to influence OCB. She recommends the use of personality tests in employee selection to increase the likelihood to exhibit OCB which will help improve organizational effectiveness. For leader to be effective there must be an adequate and reasonably well balanced development in areas such as thoroughness, fairness, communication and so on. Aditi, Sanjeela and Jain’s study focus on social expectations, desire for personal growth, values system, professional attitude, teaching methodology and skill’s effect on OCB of teachers in higher education. They found significant relationship between age and professional attitude, teaching methodology & skills, experience and value system, teaching methodology & skills, educational qualification and social expectation, desire for professional growth, value system and professional attitude. They suggest teachers to go beyond the syllabus, better work–life balance, faculty empowerment and a better remuneration as strategies for increased engagement and OCB.

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Mattock, Sarah L. "Leadership and Work–Life Balance". Journal of Trauma Nursing 22, n.º 6 (2015): 306–7. http://dx.doi.org/10.1097/jtn.0000000000000163.

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Powell, Suzanne K. "Work–Life BALANCE". Professional Case Management 23, n.º 5 (2018): 235–39. http://dx.doi.org/10.1097/ncm.0000000000000317.

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Iddagoda, Anuradha, Eglantina Hysa, Helena Bulińska-Stangrecka y Otilia Manta. "Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality". Energies 14, n.º 15 (28 de julio de 2021): 4556. http://dx.doi.org/10.3390/en14154556.

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Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

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Van Allen, Linda. "Give yourself permission to balance work and life". Nurse Leader 2, n.º 2 (abril de 2004): 40–42. http://dx.doi.org/10.1016/j.mnl.2004.01.009.

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Jamieson, Isabel, Ray Kirk y Cathy Andrew. "Work-Life Balance: What Generation Y Nurses Want". Nurse Leader 11, n.º 3 (junio de 2013): 36–39. http://dx.doi.org/10.1016/j.mnl.2013.01.010.

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Mrs.Prerna Nair, Mrs Prerna Nair. "Effective Leadership-Employee Retention-Work Life Balance: A Cyclical Continuum". IOSR Journal of Business and Management 10, n.º 3 (2013): 80–86. http://dx.doi.org/10.9790/487x-1038086.

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Braun, Susanne y Claudia Peus. "Crossover of Work–Life Balance Perceptions: Does Authentic Leadership Matter?" Journal of Business Ethics 149, n.º 4 (16 de febrero de 2016): 875–93. http://dx.doi.org/10.1007/s10551-016-3078-x.

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Kelly, Lesly A., Cindy Lefton y Shelly A. Fischer. "Nurse Leader Burnout, Satisfaction, and Work-Life Balance". JONA: The Journal of Nursing Administration 49, n.º 9 (septiembre de 2019): 404–10. http://dx.doi.org/10.1097/nna.0000000000000784.

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Smith, Deborah N., Deborah Roebuck y Terri Elhaddaoui. "Organizational Leadership and Work-Life Integration: Insights from Three Generations of Men". Creighton Journal of Interdisciplinary Leadership 2, n.º 1 (14 de mayo de 2016): 54. http://dx.doi.org/10.17062/cjil.v2i1.31.

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<p>The literature has traditionally portrayed work-life balance as a women’s issue. However, working men, specifically those classified as Generation X and Generation Y, are starting to speak up and share that they too are struggling with integrating all aspects of their lives. Workers, as well as organizations can benefit when employees have a healthy work-life balance; however, the specific role of organizational leadership must be examined to determine the influence leaders play in assisting employees achieve work-life balance. In addition, further insight is needed to understand how employees in the three generations (Millennials/Gen Y, Gen X, and Baby Boomers), which predominantly comprise the current workplace, view organizational leadership in relationship to work-life balance. Since the voices of women have been studied extensively (Eagly & Carli, 2007; Favero & Heath, 2012; Guillaume & Pochic, 2009; Jyothi & Jyothi, 2012; Roebuck, Smith & Elhaddaoui, 2013; Schueller-Weidekamm & Kautzky-Willer, 2012), this exploratory study examines the perspectives of working men by asking how different generations of men view organizational leadership in light of work-life balance. The researchers used a convenience sample to invite men to participate in an online survey about organizational leadership, work-life balance and generational factors. One hundred one participants provided data, which the authors analyzed using qualitative data analysis techniques. Three major themes emerged. First, Generation Xers and Millennials, in particular, feel more pressure than Baby Boomers to be at home, in the community; and if they are fathers, to be present in their children’s lives. Second, technology both helps and hinders men in integrating their personal and professional lives. Third, organizations are generally more supportive of men’s multiple life roles than they were previously. However, most of the study participants still perceived that putting work first was tantamount to receiving a leadership position. A general conclusion from this exploratory study is work-life balance greatly influences men’s decisions to pursue organizational leadership opportunities. Consequently, the results suggest that organizations, in their effort to acquire and retain talented leaders, should explore and embrace new strategies that support employees in their endeavor to achieve work-life balance.</p>

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Wei Hua, Duan, Nik Hasnaa Nik Mahmood, Wan Normeza Wan Zakaria, Li Cun Lin y Xia Xia Yang. "The relationship between work-life balance and women leadership performance: The mediation effect of organizational culture". International Journal of Engineering & Technology 7, n.º 4.9 (2 de octubre de 2018): 8. http://dx.doi.org/10.14419/ijet.v7i4.9.20608.

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The objective of this study is examining the relationship among work-life balance, organizational culture and women leadership performance in China, and testing the conceptual research model connecting those three variables. The model was designed and tested by Partial Least Square (PLS) based on data collected from a survey of 290 available questionnaires. The results confirmed that organizational culture has significant and positive mediating effect on the relationship between work-life balance and women leadership performance in China. The findings indicated that the good relationship between work-life balance and organizational culture would lead to a high women leadership. Therefore, organizational culture and work-life balance play crucial function within women leaders in China

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Yester, Marc. "Work-Life Balance, Burnout, and Physician Wellness". Health Care Manager 38, n.º 3 (2019): 239–46. http://dx.doi.org/10.1097/hcm.0000000000000277.

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Ford, Eric W. "Work–Life Balance: It’s All About Relationships". Journal of Healthcare Management 66, n.º 5 (septiembre de 2021): 325–27. http://dx.doi.org/10.1097/jhm-d-21-00212.

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Kim, Nam Yi y Jung Hee Park. "Nurses' Work-Life Balance on Organizational Socialization: Mediating Effect of Self-Leadership and Shared Leadership". Journal of Korean Academy of Nursing Administration 27, n.º 2 (2021): 118. http://dx.doi.org/10.11111/jkana.2021.27.2.118.

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Zakaria, Azzarina y Muhamad Khalil Omar. "Manifestation of work-life balance in the Malaysian banking workforce: Transformational leadership the potent enabler". Environment-Behaviour Proceedings Journal 1, n.º 4 (23 de agosto de 2016): 279. http://dx.doi.org/10.21834/e-bpj.v1i4.388.

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Baby Boomers are soon reaching their retirement and the workforce vacancies will inevitably occupied by the Xers and Millennials. The two younger cohorts are drastically different from their senior echelon where work-life balance is of utmost important to them. Transformational leadership is claimed as the potent enabler to the practice of work-life balance. Consequently, this study aimed to examine the extent of the relationship between the two. Questionnaires were distributed to two domestic banks. Findings reported the relationship between transformational leadership and work-life balance. No differences, however, are shown between demographic profiles of gender, marital status and age about work-life balance.© 2016. The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.Keywords: Work-life balace; Transformational leadership; Banking Baby Boomers are soon reaching their retirement and the workforce vacancies will inevitably occupied by the Xers and Millennials. The two younger cohorts are drastically different from their senior echelon where work-life balance is of utmost important to them. Transformational leadership is claimed as the potent enabler to the practice of work-life balance. Consequently, this study aimed to examine the extent of the relationship between the two. Questionnaires were distributed to two domestic banks. Findings reported the relationship between transformational leadership and work-life balance. No differences, however, are shown between demographic profiles of gender, marital status and age about work-life balance.© 2016. The Authors. Published for AMER ABRA by e-International Publishing House, Ltd., UK. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).Peer–review under responsibility of AMER (Association of Malaysian Environment-Behaviour Researchers), ABRA (Association of Behavioural Researchers on Asians) and cE-Bs (Centre for Environment-Behaviour Studies), Faculty of Architecture, Planning & Surveying, Universiti Teknologi MARA, Malaysia.Keywords: Work-life balace; Transformational leadership; Banking

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Heckerson, Eric W. y Craig S. Laser. "Just breathe! The critical importance of maintaining a work-life balance". Nurse Leader 4, n.º 6 (diciembre de 2006): 26–28. http://dx.doi.org/10.1016/j.mnl.2006.09.011.

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Mousa, Mohamed. "Can Responsible Leadership Affect Work-Life Balance/Imbalance? A Study on Female Pharmacists in Egyptian Public Hospitals". Management of Sustainable Development 9, n.º 2 (1 de diciembre de 2017): 35–46. http://dx.doi.org/10.1515/msd-2017-0020.

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Abstract As a result of the scandals in organizations like Enron, Arthur Anderson and WorldCom in addition to the 2008 global economic crisis, management scholars and practitioners have started to ask about the adequacy of current styles of leadership. Many management academic experts have realized that focusing only on maximizing shareholder profit is no longer acceptable as a sole business target. This has fostered the emergence of responsible leadership in the last 7 years as an attempt to fulfill both shareholders and stakeholders well-being. Over the past two decades there has been a growing awareness of labor market participation and feminist active lobbying, and the concept “work-life balance” has come to be considered a buzzword in both management and organization studies. Moreover, the concept has also gained a rising significance owing to its positive correlation with individual and organizational performance. This study focuses on public hospital in Menoufia province (Egypt) and investigates the effect of responsible leadership dimensions (aggregate of virtues, stakeholder involvement, model of leader’s role and principles of ethical values) on forms of work-life balance of pharmacists (time-based balance/imbalance, strain-based balance/imbalance and behavior-based balance/imbalance). Having collected and analyzed 230 questionnaire forms and used hierarchical regression analysis, the researcher found that only the aggregate of virtues is not considered a significant statistical predictor of the three forms of work-life balance/imbalance, whereas the other 3 dimensions of responsible leadership were found to be strong determinants of the 3 forms of work-life balance/imbalance.

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Katili, Putiri Bhuana, W. Wibowo y Maruf Akbar. "The Effects of Leaderships Styles, Work-Life Balance, and Employee Engagement on Employee Performance". Quantitative Economics and Management Studies 2, n.º 3 (20 de marzo de 2021): 199–205. http://dx.doi.org/10.35877/454ri.qems319.

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Employee Engagement is an important strategy on increasing company performance. The aims of this research is to elaborate influences of leadership styles and work- life balance to the employee engagement; also influence of employee engagement to the employee performance. To achieve this aim, the data was collected from 204 employees using questionnaire as instrument of research. The collected data was analyzed using SPSS and Structural Equation Modeling. This research conducted in steel industry. From this research can be concluded that work-life balance have most significant influence to employee engagement, and employee engagement have strong influence to the employee performance. By increasing leadership styles and work-life balance , the company could improve employee engagement. Therefore, the company management can utilize this research result for increasing employee performance and company competition.

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St John, Maie y Carol R. Bradford. "Work-Life Balance Among Head and Neck Surgeons—Seeking Visionary Leadership From Everywhere". JAMA Otolaryngology–Head & Neck Surgery 145, n.º 5 (1 de mayo de 2019): 458. http://dx.doi.org/10.1001/jamaoto.2019.0103.

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Schueller-Weidekamm, Claudia y Alexandra Kautzky-Willer. "Challenges of Work–Life Balance for Women Physicians/Mothers Working in Leadership Positions". Gender Medicine 9, n.º 4 (agosto de 2012): 244–50. http://dx.doi.org/10.1016/j.genm.2012.04.002.

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Zhang, Haina, Wei Sun y Guiyao Tang. "Relational Leadership and Work-life balance: The Moderated Mediating Role of Relational Energy". Academy of Management Proceedings 2021, n.º 1 (agosto de 2021): 10220. http://dx.doi.org/10.5465/ambpp.2021.10220abstract.

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Bjärntoft, Sofie, David M. Hallman, Svend Erik Mathiassen, Johan Larsson y Helena Jahncke. "Occupational and Individual Determinants of Work-life Balance among Office Workers with Flexible Work Arrangements". International Journal of Environmental Research and Public Health 17, n.º 4 (22 de febrero de 2020): 1418. http://dx.doi.org/10.3390/ijerph17041418.

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Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.

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Pihl-Thingvad, Signe. "Ledelse af videnarbejdere – Selvledelse og psykisk arbejdsmiljø". Dansk Sociologi 23, n.º 3 (27 de septiembre de 2012): 49–77. http://dx.doi.org/10.22439/dansoc.v23i3.4179.

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Denne artikel diskuterer et særligt perspektiv i arbejdslivsforskningen, som argumenterer for, at selvledelse medfører stress, fordi selvledelse giver overarbejde, dårlig balance mellem arbejde og privatliv samt uklare jobkrav. Disse antagelser undersøges empirisk ved hjælp af et mixed methods studie i den danske nyhedsbranche. Analyserne viser stik i mod de teoretiske forventninger i arbejdslivsforskningen, at selvledelse korrelerer negativt med medarbejdernes oplevelse af stress. Samtidig forstærkes denne negative korrelation mellem selvledelse og stress yderligere, hvis forhold som overarbejde, dårlig balance mellem arbejde og privatliv og uklare jobkrav også tages i betragtning. Afslutningsvis bliver de teoretiske og praktiske implikationer af undersøgelsen diskuteret i relation til selvledelse i danske virksomheder. ENGELSK ABSTRACT: Signe Pihl-Thingvad: Managing Knowledge Workers: Self-leadership and Psychosocial Work Environment This article discusses a specific perspective of working life research which argues that self-leadership causes stress among knowledge workers, as self-leadership results in overtime, a poor work-life balance as well as unclear job demands. These assumptions are examined empirically by a mixed methods study of the Danish news industry. The analyses show, contrary to the expectations of working life research, that self-leadership reduces the employees’ stress itself, and also reduces employees’ stress if we also include conditions such as overtime, work-life balance and job demands. Finally, the theoretical and practical implications of the study are discussed in relation to self-leadership in Danish companies. Key words: Self-leadership, mental working environment, knowledge work, commitment, news industry.

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Et. al., Andyan Pradipta Utama,. "The Influence of Work-Life Balance, Servant Leadership, and Reward to Employee Engagement with Job Satisfaction as Mediator". Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, n.º 4 (10 de abril de 2021): 1511–29. http://dx.doi.org/10.17762/turcomat.v12i4.1404.

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The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the model matched (FIT) with field data. Hypothesis testing the structural relationship variables of the work-life balance, servant leadership, and reward simultaneously were able to describe the KK variable by 0.80 or 80%, while the relationship of job satisfaction against employee engagement 0.42 or 42%. The model accepted and the statement about the relationship of a variety of variables used is valid as a construct and can be inferred as the structural relationship.

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Hammond, Michelle, Jeanette N. Cleveland, John W. O'Neill, Robert S. Stawski y April Jones Tate. "Mediators of transformational leadership and the work-family relationship". Journal of Managerial Psychology 30, n.º 4 (11 de mayo de 2015): 454–69. http://dx.doi.org/10.1108/jmp-10-2011-0090.

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Purpose – The purpose of this paper is to examine the ways in which leaders influence follower’s work-life management. Specifically, the authors propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict (WFC) and enrichment. Design/methodology/approach – The sample included 411 managers in 37 hotel properties across the USA. Findings – The relationship between TL and WFC was mediated by autonomy, positive affect and managerial support for work-family balance, whereas the relationship between TL and WFE was mediated by managerial support for work-family balance and positive affect. Research limitations/implications – This study constructs a foundation for future integration of leadership and work and family literatures. It also provides preliminary support for work-family enrichment theory (Greenhaus and Powell, 2006), as well as the value of examining leadership through a resource-based perspective. Practical implications – Interventions designed to enhance leadership may be effective not only in the workplace, but also for reducing WFC and promoting enrichment. Originality/value – This study is the first to directly examine the effect of transformational leadership and both WFC and enrichment. Further, it specifies mediating variables that underlie these relationships.

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Mladenović, Milica y Bojan Krstić. "Barriers and measurement of work/life balance of managers and other employees". Economics of Sustainable Development 5, n.º 1 (2021): 23–31. http://dx.doi.org/10.5937/esd2101023m.

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Due to major changes and challenges in the way of conducting business in recent decades, establishing work/life balance of employees and managers has become a very important topic. The aim of this paper is to emphasize the obstacles to successfully establishing this balance, the most important of which being the supportive organizational culture and superiors' communication. Another goal of this paper is to introduce the Standards of Excellence Index as a measure for determining the success of the companies' work/life balance programs for employees and managers within 7 components: leadership, strategy, infrastructure, accountability, relationship building, communication, and measurement. In this regard, this paper presents research results on this index in companies in America, where this index was created.

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Mousa, Mohamed. "Inspiring Work-Life Balance: Responsible Leadership among Female Pharmacists in the Egyptian Health Sector". Entrepreneurial Business and Economics Review 6, n.º 1 (2018): 71–90. http://dx.doi.org/10.15678/eber.2018.060104.

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Ng, Lee-Peng, I.-Chi Chen, Hui-Fuang Ng, Bo-Yen Lin y Lok-Sin Kuar. "Influence of job demands and job control on work-life balance among Taiwanese nurses". Journal of Nursing Management 25, n.º 6 (16 de abril de 2017): 438–48. http://dx.doi.org/10.1111/jonm.12482.

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Lamprinou, Vicky Dimitra Ioanna, Konstantinos Tasoulis y Foteini Kravariti. "The impact of servant leadership and perceived organisational and supervisor support on job burnout and work–life balance in the era of teleworking and COVID-19". Leadership & Organization Development Journal 42, n.º 7 (30 de julio de 2021): 1071–88. http://dx.doi.org/10.1108/lodj-12-2020-0526.

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PurposeDrawing on organisational support theory, this paper aims to investigate the relationships between servant leadership and (1) job burnout and (2) work–life balance, as mediated by perceived organisational support (POS) and perceived supervisor support (PSS), for both teleworkers and non-teleworkers. It is postulated that, under the influence of a servant leader, as well as a supportive workplace and supervisor, teleworkers and non-teleworkers will demonstrate reduced symptoms of job burnout and maintain a better balance between their professional and personal lives.Design/methodology/approachAn online survey was developed based on well-established scales. Primary data were collected from individuals working in 22 industrial sectors operating in Greece. In total, 211 individuals participated in this study, of whom 64 were teleworkers and 147 were non-teleworkers. Statistical analyses include Pearson's correlations, exploratory factor analyses and mediation analyses using SPSS Process Version 3.FindingsThe findings established that POS is the full mediator in the relationship between servant leadership and (1) job burnout and (2) work–life balance for both teleworkers and non-teleworkers, whereas PSS was not found to act as a mediator in the aforementioned associations.Originality/valueThis article offers robust evidence for servant leadership and organisational support scholarship by establishing that POS mediates the relationship between servant leadership and (1) job burnout and (2) work–life balance amidst COVID-19 for both teleworkers and non-teleworkers. This evidence contributes to understanding how and why servant leadership influences employee well-being not only in traditional working environments but also in the context of teleworking.

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Suryanto, E., T. Y. R. Syah, D. A. Negoro y S. Pusaka. "TRANSFORMATIONAL LEADERSHIP STYLE AND WORK LIFE BALANCE: THE EFFECT ON EMPLOYEE SATISFACTION THROUGH EMPLOYEE ENGAGEMENT". Russian Journal of Agricultural and Socio-Economic Sciences 91, n.º 7 (27 de julio de 2019): 310–18. http://dx.doi.org/10.18551/rjoas.2019-07.36.

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Al Yami, Ahmed y Eman Haif A, bin Wared. "The quality of work-life and relation to organizational excellence at King Khalid University of the faculty members' point of view / Business School Case study". Journal of Economics and Administrative Sciences 25, n.º 116 (31 de diciembre de 2019): 68–92. http://dx.doi.org/10.33095/jeas.v25i116.1788.

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This study aimed to identify the quality of the career path and its relation to organizational excellence at King Khalid University in the Faculty of Business from the point of view of the faculty members by identifying the dimensions quality of work-life including (participation of decision making, training and development opportunities, and the balance between personal and work life, and to identify the level of organizational excellence through dimensions ( Excellence of leadership, excellence of the strategy, and excellence of organizational culture). The descriptive approach was used. The questionnaire was a research tool. It consisted of (29) paragraphs, distributed to the entire study community and then received 127 responses. The results of the study showed that the level of quality of career life is generally average, while training and development came in the first order, followed by the quality of participation in decision making, while the balance between work and personal life ranked last. The level of organizational excellence was generally high. Excellence in organizational culture was in the first order, followed by strategic excellence, and finally leadership excellence. The study showed a statistically significant relationship between the total degree of quality of the functional life and all dimensions of the organizational excellence variable. Finally, the study recommended that the faculty members should participate more, adopt training programs, pay attention to leadership methods that stimulate work and production, attract the distinguished human resources, the need to provide the quality of work life.

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Sakazume, Hiromi. "The Effect of Front-Line Manager's Perception of the Work-Life Balance Practice on Leadership Behaviors". Japanese Journal of Administrative Science 22, n.º 3 (2009): 205–21. http://dx.doi.org/10.5651/jaas.22.205.

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WOLOR, Christian Wiradendi, Solikhah SOLIKHAH, Nadya Fadillah FIDHYALLAH y Deniar Puji LESTARI. "Effectiveness of E-Training, E-Leadership, and Work Life Balance on Employee Performance during COVID-19". Journal of Asian Finance, Economics and Business 7, n.º 10 (31 de octubre de 2020): 443–50. http://dx.doi.org/10.13106/jafeb.2020.vol7.no10.443.

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Rehder, Kyle J., Kathryn C. Adair, Allison Hadley, Katie McKittrick, Allan Frankel, Michael Leonard, Terri Christensen Frankel y J. Bryan Sexton. "Associations Between a New Disruptive Behaviors Scale and Teamwork, Patient Safety, Work-Life Balance, Burnout, and Depression". Joint Commission Journal on Quality and Patient Safety 46, n.º 1 (enero de 2020): 18–26. http://dx.doi.org/10.1016/j.jcjq.2019.09.004.

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Shikaze, Davin, Muhammad Arabi, Paul Gregory y Zubin Austin. "Community pharmacists’ attitudes, opinions and beliefs about leadership in the profession: An exploratory study". Canadian Pharmacists Journal / Revue des Pharmaciens du Canada 151, n.º 5 (17 de agosto de 2018): 315–21. http://dx.doi.org/10.1177/1715163518790984.

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Background: The profession of pharmacy needs effective leaders to navigate change. Indirect indicators suggest there are insufficient numbers of pharmacists who actually want to be leaders. A paucity of research limits our understanding of what motivates and demotivates pharmacists to be leaders. This exploratory study was undertaken to investigate community pharmacists’ attitudes, opinions and beliefs about leadership. Methods: Interviews with 38 pharmacists were conducted either in person or using telecommunication applications such as Skype. A semistructured interview guide was used to elicit comments about leadership in general and in pharmacy, perceived leadership roles and barriers/enablers to leadership. Data were analyzed using Chan and Drasgow’s motivation-to-lead framework. Results: Key barriers to assuming leadership roles included lack of education/support, inadequate compensation, concerns about work-life balance, time constraints and a generalized discontent about leadership in society and in the profession. Discussion: While some of these barriers could be addressed through formal education (such as conflict management training) or through managerial influence (e.g., remuneration or scheduling to improve work-life balance), some (such as cynicism about leadership) will be more challenging to address. The need to address these barriers will grow as the need for new and emerging leaders in pharmacy continues to evolve.

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Au, Wee Chan y Pervaiz K. Ahmed. "Sustainable people management through work-life balance: a study of the Malaysian Chinese context". Asia-Pacific Journal of Business Administration 6, n.º 3 (1 de septiembre de 2014): 262–80. http://dx.doi.org/10.1108/apjba-02-2014-0024.

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Purpose – The purpose of this paper is to explore the harmful effects of negative externality at both national and firm level by identifying practices that impact Malaysian Chinese ' s well-being in the form of work-life imbalance. Design/methodology/approach – This paper adopts an emic approach using phenomenological enquiry to investigate what factors influence and shape work-life balance experience of Malaysian Chinese working adults. Emic approach, which takes into account elements that are indigenous to a particular culture, is useful to explore the uniqueness of the Malaysian context. Semi-structured interviews with six Malaysian Chinese working adults were conducted to understand their experience of work-life balance in the Malaysian Chinese context. Findings – The findings highlight how contextual elements in the macro-environment (such as government legislation and policy, societal values, and practices) and the firm environment (owner and leadership values, superiors’ attitude) come together to shape the overall experience of work-life balance among Chinese Malaysians. The findings show that current work-life practices in Malaysia fall short in a number of ways, which ultimately leads to an unsustainable human resource position for Malaysian firms. Practical implications – From a practical perspective the paper highlights the need to focus on employees’ work-life balance as a means to create sustainable and productive workplaces. Originality/value – Given that the concept of work-life balance is grounded in western literature, it is important to explore the nature and relevance work-life balance in sustaining human resources in nonwestern, especially less developed business settings. Findings of this study contribute to the work-life literature by exploring the work-life balance experience in Malaysia through emic approach using a phenomenological lens. The findings identify a shortfall in sustainable people management arising through the interplay of unique negative externality multi-level contextual factors.

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Windon, Suzanna y Daniel Robotham. "The relationship between farmers’ quality of life and their leadership competencies". Advancements in Agricultural Development 2, n.º 2 (15 de junio de 2021): 50–72. http://dx.doi.org/10.37433/aad.v2i2.105.

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This quantitative study sought to explore Pennsylvania farmers’ perceptions of their quality of life during their busiest farm season and its relationship with farmers’ self-leadership and ability to lead others’ competencies. The convenience, unrestricted, self-selecting, and chain-referral sampling approaches were used to collect online data. The final data set included responses from 59 farmers. The overall mean score for self-leadership competencies was 3.93 (SD = .48), ability to lead others’ competencies was 3.96 (SD = .50), and farmers’ quality of life was 3.49 (SD = .69). A significant positive association found between farmers’ quality of life and self-leadership competencies (r = .64 p = .001), and ability to lead others’ competencies (r = .24 p = .013). Approximately 43 % of the variance in overall farmers’ quality of life was explained by farmers’ self-leadership and ability to lead others’ competencies. Extension practitioners should develop a leadership program for farmers that will address the following areas: farmers’ work-life balance during busy season and difficult conversations with farm employees.

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Meyer, Tanya K., Regan Bergmark, Marcy Zatz, Maya G. Sardesai, Jamie R. Litvack y Anne Starks Acosta. "Barriers Pushed Aside: Insights on Career and Family Success from Women Leaders in Academic Otolaryngology". Otolaryngology–Head and Neck Surgery 161, n.º 2 (16 de abril de 2019): 257–64. http://dx.doi.org/10.1177/0194599819841608.

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Objective Although the literature adequately identifies the current gender inequality that exists in academic otolaryngology and describes the barriers to advancement of women in academic medicine, there is little information regarding the daily details of how successful women in academic otolaryngology achieve work-life balance. This study was designed to better understand how women in academic otolaryngology achieve work-life balance while negotiating family and childrearing commitments, clinical workload, and scholarly activity, as well as to highlight coping strategies and behaviors that women have used to achieve these successes. Study Design Qualitative research design. Methods Thirteen successful women in academic otolaryngology with children were recruited using a networking/snowball sampling methodology to participate in a semistructured qualitative interview about the daily process of work-life balance in an academic otolaryngology practice. A focus group of 7 additional participants was held to validate critical topics/themes. Results Four broad categories of findings emerged from the study: (1) participants’ strong commitment to academic medicine, (2) the fluid/elusive nature of work-life balance, (3) specific approaches to successfully managing home life, and (4) insights related to achieving psychoemotional health. Conclusions The conflicting demands between home and professional life are one of the barriers to recruiting, promoting, and retaining women in academic otolaryngology. Fostering a better environment for work-life balance is critical to promote the advancement of women in otolaryngology and otolaryngology leadership.

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Apsīte, Annija. "In search of a theoretical framework of factors influencing work and life balance". Sustainable development of the Baltic Sea Region 13, n.º 2 (2021): 52–63. http://dx.doi.org/10.5922/2079-8555-2021-2-3.

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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.

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Glubczynski, Joan, Ellen Ernst Kossek y Susan J. Lambert. "A question of leadership: What can managers do to promote work-life balance for themselves and others?" Leadership in Action 23, n.º 4 (14 de noviembre de 2003): 12–13. http://dx.doi.org/10.1002/lia.1030.

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Ahluwalia, Larasati y Kemala Puji. "KEPEMIMPINAN PEMBERDAYAAN PADA KINERJA KARYAWAN DAN KESEIMBANGAN PEKERJAAN RUMAH DI MASA PANDEMI nCOVID-19". Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik 7, n.º 2 (7 de enero de 2021): 120–31. http://dx.doi.org/10.37606/publik.v7i2.132.

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Merebaknya pandemi nCOVID-19 di Indonesia sejak pertengahan Maret 2020, memaksa banyak sektor untuk bekerja dari rumah. Adanya perubahan lingkungan kerja dikhawatirkan memengaruhi kinerja karyawan. Rumah yang selama ini dianggap sebagai tempat melepas penat pekerjaan, berubah menjadi area kerja. Guna menghindari terjadinya penurunan keseimbangan pekerjaan-rumah dan kinerja karyawan, organisasi harus beradaptasi terhadap gaya kepemimpinannya. Gaya kepemimpinan diyakini sebagai cara efektif untuk menentukan kinerja organisasi, kepemimpinan juga diharapkan dapat menjadi pengaruh positif untuk keseimbangan pekerjaan-rumah. Kepemimpinan pemberdayaan dengan karakteristiknya yang fleksibel dipandang cocok diterapkan dalam masa pandemi saat ini. Penelitian ini bertujuan untuk menganalisa pengaruh kepemimpinan pemberdayaan (X) terhadap keseimbangan pekerjaan-rumah (Y1) dan kinerja karyawan (Y2). Hasil penelitian ini menunjukkan bahwa kepemimpinan pemberdayaan memiliki pengaruh positif dan signifikan baik pada keseimbangan pekerjaan-rumah (p-value = 0,04 dan β=0,14) maupun kinerja karyawan (p-value <,01 dan β=0,58). Kepemimpinan pemberdayaan memberikan kepercayaan diri pada karyawan terhadap kemampuannya dalam pekerjaan, dengan kepercayaan diri karyawan akan merasa efektif, karena perannya yang beragam berjalan dengan baik. Lebih lanjut, kepemimpinan pemberdayaan mampu meningkatkan kinerja karyawan karena adanya pemberian otonomi pekerjaan, yang memudahkan karyawan dalam penyelesaian tugas dalam pekerjaan. Kata Kunci: Kepemimpinan Pemberdayaan, Keseimbangan Pekerjaan-Rumah, Kinerja Karyawan, Pandemi nCOVID-19. The outbreak of the nCOVID-19 pandemic in Indonesia since mid-March 2020, has left many to work from home. It is feared that a change in the work environment will affect employee performance. The house that has been transformed into a work area. In order to cause a decrease in the work-home balance and employee performance, the organization must adapt its leadership style. Leadership style as an effective way to determine organizational performance, leadership is also expected to be a positive influence for work-home balance. Empowering leadership with a flexible statement is suitable to be applied in the current pandemic. This study aims to analyze the effect of empowering leadership (X) on work-home balance (Y1) and employee performance (Y2). The results of this study indicate that empowering leadership has a positive and significant effect both on homework balance (p-value = 0.04 and β = 0.14) and employee performance (p-value <, 01 and β = 0.58). . Empowering leadership gives employees confidence in their abilities at work, with confidence that employees will feel effective, because their various roles are running well. Furthermore, empowering leadership is able to improve employee performance because it offers job autonomy, which makes it easier for employees to complete tasks at work. Keywords: Empowering Leadership, Work-Life Balance, Employee Performance, nCOVID-19 Pandemic.

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Goodman, Ashley, Stephanie M. Mazerolle y William A. Pitney. "Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part II: Perspectives From Head Athletic Trainers". Journal of Athletic Training 50, n.º 1 (1 de enero de 2015): 89–94. http://dx.doi.org/10.4085/1062-6050-49.3.87.

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Context: Work-life balance has been examined at the collegiate level from multiple perspectives except for the athletic trainer (AT) serving in a managerial or leadership role. Objective: To investigate challenges and strategies used in achieving work-life balance from the perspective of the head AT at a National Collegiate Athletic Association Division I university. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered. Data Collection and Analysis: Participants journaled their thoughts and experiences in response to a series of questions. To establish data credibility, we included multiple-analyst triangulation, stakeholder checks, and peer review. We used a general inductive approach to analyze the data. Results: Two higher-order themes emerged from our analysis of the data: organizational challenges and work-life balance strategies. The organizational challenges theme contained 2 lower-order themes: lack of autonomy and role demands. The work-life balance strategies theme contained 3 lower-order themes: prioritization of commitments, strategic boundary setting, and work-family integration. Conclusions: Head ATs are susceptible to experiencing work-life imbalance just as ATs in nonsupervisory roles are. Although not avoidable, the causes are manageable. Head ATs are encouraged to prioritize their personal time, make efforts to spend time away from their demanding positions, and reduce the number of additional responsibilities that can impede time available to spend away from work.

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Tampol, Renato y Hector M. Aguiling. "Organizational culture and human resource practices of the SVD educational institutions in the Philippines". International Journal of Research in Business and Social Science (2147- 4478) 10, n.º 3 (1 de mayo de 2021): 202–12. http://dx.doi.org/10.20525/ijrbs.v10i3.1117.

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Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifically, this study determined the level of integration and implementation of organizational leadership and excellence towards 3 HR practices namely: employee relations, performance appraisal, and work-life balance. While the results show that organizational leadership and excellence are integrated and implemented in the 3 human resource practices namely employee relations, performance appraisal, and work like balance, it is highly recommended that the administrators of the different SVD educational institutions must review the integration of the moderately rated practices in its employee relations, performance appraisal, and work-life balance in order to recalibrate its existing systems. Furthermore, those integrated but moderately implemented should likewise be appraised for full implementation.

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Suresh, K. "Empirical Study on the Quality of Work Life of Nurses in Private Hospitals". Shanlax International Journal of Management 7, n.º 1 (1 de julio de 2019): 92–102. http://dx.doi.org/10.34293/management.v7i1.568.

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Purpose: The purpose of the study is to investigate the Quality of Work Life among nurses in Private Hospitals Design/Methodology/Approach: Primary data collection was done by the researcher from 168 nurses from various private hospitals through a structured questionnaire. The data was analyzed using statistical tools like factor analysis, correlation and multiple regression analysis using SPSS (Ver 20.0) Findings:From the research study its concluded that remuneration, opportunity for personal growth, work environment, support leadership and structure and work life balance have influence on the Quality of Work Life. Research implications: The research provides a pragmatic view on Quality of Work Life among nurses in private hospitals and intends to provide insights to administrators, policy makers and practitioners for implementing the findings in solving Quality of Work Life issues.

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Bhumika, Bhumika. "Challenges for work–life balance during COVID-19 induced nationwide lockdown: exploring gender difference in emotional exhaustion in the Indian setting". Gender in Management: An International Journal 35, n.º 7/8 (17 de septiembre de 2020): 705–18. http://dx.doi.org/10.1108/gm-06-2020-0163.

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Purpose This paper aims to attempt to explore the nature of relationship between work–life balance and emotional exhaustion experienced by the employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting. Design/methodology/approach Data were collected from 180 working professionals in North India who were working from home during the lockdown. PROCESS macro developed for SPSS was used to test the hypotheses. Findings Findings depicted that in comparison to men, women felt more emotional exhaustion due to personal life interference in work during work from home period. Surprisingly, the relationship between work interference with personal life, and emotional exhaustion did not differ by gender. It was found that the participative leadership could contribute to reduction of work interference with personal life, and through such an influence, emotional exhaustion experienced by an employee could be reduced to some extent. Originality/value Many previous studies have explored the nature of the relationship between work–life balance and emotional exhaustion, but rarely any study could cover any Pandemic affected working scenario. This study attempted to investigate such a relationship when employees were obligated to mandatorily work from home during the countrywide lockdown.

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Schmitz-Rixen, Thomas y Reinhart T. Grundmann. "Surgical leadership within rapidly changing working conditions in Germany". Innovative Surgical Sciences 4, n.º 2 (22 de abril de 2019): 51–57. http://dx.doi.org/10.1515/iss-2019-0002.

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AbstractIntroductionAn overview of the requirements for the head of a surgical department in Germany should be given.Materials and methodsA retrospective literature research on surgical professional policy publications of the last 10 years in Germany was conducted.ResultsSurveys show that commercial influences on medical decisions in German hospitals have today become an everyday, predominantly negative, actuality. Nevertheless, in one survey, 82.9% of surgical chief physicians reported being very satisfied with their profession, compared with 61.5% of senior physicians and only 43.4% of hospital specialists. Here, the chief physician is challenged. Only 70% of those surveyed stated that they could rely on their direct superiors when difficulties arose at work, and only 34.1% regarded feedback on the quality of their work as sufficient. The high distress rate in surgery (58.2% for all respondents) has led to a lack in desirability and is reflected in a shortage of qualified applicants for resident positions. In various position papers, surgical residents (only 35% describe their working conditions as good) demand improved working conditions. Chief physicians are being asked to facilitate a suitable work-life balance with regular working hours and a corporate culture with participative management and collegial cooperation. Appreciation of employee performance must also be expressed. An essential factor contributing to dissatisfaction is that residents fill a large part of their daily working hours with non-physician tasks. In surveys, 70% of respondents stated that they spend up to ≥3 h a day on documentation and secretarial work.DiscussionThe chief physician is expected to relieve his medical staff by employing non-physician assistants to take care of non-physician tasks. Transparent and clearly structured training to achieve specialist status is essential. It has been shown that a balanced work-life balance can be achieved for surgeons. Family and career can be reconciled in appropriately organized departments by making use of part-time and shift models that exclude 24-h shifts and making working hours more flexible.

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Lee, Hyung-Woo. "Sustainable leadership: An empirical investigation of its effect on organizational effectiveness1". International Journal of Organization Theory and Behavior 20, n.º 4 (1 de abril de 2017): 419–53. http://dx.doi.org/10.1108/ijotb-20-04-2017-b001.

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AbstractThe concept of sustainable leadership is increasingly gaining popularity among organizational scholars. However, empirical evidences for the effectiveness of sustainable leadership are still lacking. This study investigated whether and how diverse elements of sustainable leadership influence the effectiveness of organization. Analyzing the large data collected from the employees of diverse U.S. federal agencies, this study found that sustainable leadership practices explained a significant variance of diverse aspects of organizational effectiveness. However, the different elements of sustainable leadership influenced the different aspects of organizational effectiveness to a different degree. The results showed that the relative strengths of the effects of each element of sustainable leadership differed across different aspects of organizational effectiveness. For example, promoting work/life balance was the most significant predictors of employee satisfaction, while its effect diminished when investigated against other aspects of organizational effectiveness.

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DeSimone, Kimberly. "Beyond gender: reconceptualizing understandings of work–life balance and the extreme work model for 21st-century high-potential top earners". Journal of Organizational Change Management 33, n.º 6 (5 de octubre de 2020): 1071–84. http://dx.doi.org/10.1108/jocm-02-2020-0042.

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PurposeThe purpose of this study is to broaden an understanding of women's perceptions regarding advancement potential/barriers to success in upper echelon corporate roles in the S&P 500 in connection with understanding 21st-century family dynamics, rather than addressing gender in isolation.Design/methodology/approachData collection in this study is based on semi-structured phone interviews with 13 women who have been identified by organizational leadership in an S&P 500 company as having high advancement potential. The results are evaluated using interpretive phenomenological analysis.FindingsParticipants' responses support existing research showing that women feel more responsible than their male counterparts for subordinating their career prospects to those of their male partners. Further, participants express that work–life and work–family balance constitute problematic barriers to advancement and often lead them to “choose” to slow-track career advancement and to avoid advancement opportunities. This choice narrative propagates women's perceptions that barriers to advancement are self-imposed. Participants viewed the extreme work model as inevitable in upper-echelon corporate roles, signaling the need for an increased understanding of how a broad definition of familial roles and work culture – rather than gendered issues in isolation – affect advancement opportunities in a 21st-century workforce.Practical implicationsCurrent organizational diversity initiatives have focused too myopically on gender. For organizations to create a more inclusive model for success at the upper echelons, it is essential to broaden organizational initiatives to address 21st-century employees rather than gendered programs. Organizations can endeavor to implement more effective models that enable two partners in a home with dependent children to advance, and all employees, even top leaders, to balance current definitions of work–life in several ways discussed.Originality/valueThe findings of this study are significant, in that they move toward addressing a gap in knowledge concerning women's perspectives on the changing family paradigm, extreme work culture and an expanded understanding of work–life balance. This reconceptualization can help mitigate gendered research and organizational programs that reinforce entrenched binaries, and instead enable organizations to implement more effective initiatives to improve advancement opportunities.

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Žydžiūnaitė, Vilma. "Leadership Values and Values Based Leadership: What is the Main Focus?" Applied Research In Health And Social Sciences: Interface And Interaction 15, n.º 1 (1 de diciembre de 2018): 43–58. http://dx.doi.org/10.2478/arhss-2018-0005.

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Abstract The article is based on descriptive theoretical research and focused on two notions such as ‘leadership values’ and ‘values based leadership’. These two concepts are not compared, but every of them is described separately by highlighting general characteristics and showing their broad complexity. Both notions are not related to ethics and / or morality, as the aim the literature review was to provide insights on leadership values and values based leadership. The research question was the following: What aspects include two concepts such as ‘leadership values’ and ‘values based leadership’? Fourteen leadership values are provided and in the summary the three unifying aspects are presented and discussed – personality, interaction(s) and relationship(s), and action(s) / work. The common and flexible leadership values are presented. Values based leadership is discussed generally and four principles of this leadership are distinguished – self-reflection, balance, true self-confidence, and genuine humility. Also positive and limiting values based leadership shortly is discussed. The conclusion is focused on the idea that the leader needs to regain and maintain trust. Positive values based leadership goes beyond leveraging strengths and making meaning. Values based leaders who engage their employees and help them flourish in life. And for their organisations they boost productivity, creativity and financial returns. Leading and evaluating success based on values is the best way to build a high-performance culture in organisation.

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Syrek, Christine J., Ella Apostel y Conny H. Antoni. "Stress in highly demanding IT jobs: Transformational leadership moderates the impact of time pressure on exhaustion and work–life balance." Journal of Occupational Health Psychology 18, n.º 3 (julio de 2013): 252–61. http://dx.doi.org/10.1037/a0033085.

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