job satisfaction literature review doc

Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

MANAGEMENT RESEARCH AND PRACTICE VOL. 3 ISSUE 4 (2011) PP: 77-86

JOB SATISFACTION: A LITERATURE REVIEW

Brikend AZIRI Faculty of Business and Economics, South East European University, Ilindenska 1200, Tetovo, Makedonia [email protected]

Abstract Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations .Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations. Keywords: job satisfaction.

1. DEFINITION AND IMPORTANCE OF JOB SATISFACTION

Despite its vide usage in scientific research,as well as in everyday life,there is still no general agreement regarding what job satisfaction is. In fact there is no final definition on what job represents. Therefore before a definition on job satisfaction can be givven , the nature and importance of work as a universal human activity must be considered.

Different authors have different approaches towards defining job satisfaction. Some of the most commonly cited definitions on job satisfaction are analysed in the text that folows. ManagementResearch and Practice

Volume3, Issue 4 / December 2011 Hoppock defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job (Hoppock, 1935). According to this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to do with the way how the employee feels. That is job satisfaction presents a set of factors that cause a feeling of satisfaction.

Vroom in his definition on job satisfaction focuses on the role of the employee in the workplace. Thus he defines job satisfaction as affective orientations on the part of individuals toward work roles wich they are presently occupying (Vroom, 1964).

One of the most often cited definitions on job satisfaction is thr one given by Spector according to whome job satisfaction has to do with the way how people feel about their job and its various aspects. It has to do with

2067- 2462 77 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

the extent to wich people like ore dislike their job. Thatswhy job satisfaction and job disstatisfaction can appear in any givern work situation.

Job satisfaction represents a combination of positive or negative feelings that workers have towards their work. Meanwhile, when a worker employed in a business organization , brings with it the needs, desires and experiences which determinates expectations that he has dismissed. Job satisfaction represents the extent to which expectations are and match the real awards. Job satisfaction is closely linked to that individual's behaviour in the work place (Davis et al.,1985).

Job satisfaction is a worker’s sense of achievement and sucess on the job. It is generally perceived to be directly linked to productitivty as well as to personal well-being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job satisfaction is the key ingridient that leads to recognition, income, promotion, and the achevement of other goals that lead to a feeling of fullfillment (Kaliski,2007).

Job satisfaction can be defined also as the extent to wich a worker is content with the rewards he or she gets out of his ore her job,particulary in terms of intrinsic motivacion (Statt, 2004).

The term job satisfactions refers to the attituted and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction (Armstrong, 2006).

Job satisfaction is the collection of feeling and beliefs that people have about their current job. People’s levels of degrees of job satisfaction can range from extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole. People also can have attitudes about various aspects of their jobs such as the kind of work they do, their coworkers, supervisors or suborinates and their pay (George et ManagementResearch and Practice Volume3, Issue 4 / December 2011 al., 2008).

Job satisfaction is a complex and multifaceted concept wich can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivaton. Job satisfaction is more of an attitude, an internal state. It could,for example,be associated with a personal feeling of achievement, either quantitative or kualitative (Mullins, 2005).

We consider that job satisfaction represents a feeling that appears as a result of the perception that the job enables the material and psychological needs (Aziri, 2008).

Job satisfaction can be considered as one of the main factors when it comes to efficiancy and effectiveness of business organizations. In fact the new managerial paradigm wich insists that employees should be treated and considered primarily as human beans that have their own wants,needs,personal desires is a very good

2067- 2462 78 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

indicator for the importance of job satisfaction in comtemporary companies. When analysing job satisfaction the logic that a satisfied employee is a happy employee and a happy employee is a sucesful employee.

The importance of job satisfaction specially emerges to surface if had in mind the many negative consequences of job disstisfaction such a lack of loyalty,increased abstenteism, increase number of accidents etc. Spector (1997) lists three important features of job satisfaction. Firts, organizations should be guided by human values. Such organizations will be oriented towards treating workers fairly and with respect. In such cases the assesment of job satisfaction may serve as a good indicator of employee effectiveness. High levels of job satisfaction may be sign of a good emotional and mental state of employees. Second, the behaviour of workers depending on their level of job satisfaction will affect the functioning and activities of the organization's business. From this it can be concluded that job satisfaction will result in positive behaviour and vice versa, dissatisfaction from the work will result in negative behaviour of employees. Third, job satisfaction may serve as indicators of organizational activities. Through job satisfaction evaluation different levels of satisfaction in different organizational units can be defined, but in turn can serve as a good indication regarding in which organizational unit changes that would boost performance should be made.

Christen, Iyer and Soberman (2006) provide a model of job satisfaction presented in Figure 1 in wich the folowing elements are included:

Job related factors, Role perceptions, Job performance and Firm performance. + Firm performance Job performance ManagementResearch and Practice + Volume3, Issue 4 / December 2011

Job factors

- Problems with role Job satisfaction perceptions

FIGURE 1 - CHRISTEN , L YER AND SOBERMAN MODEL OF JOB SATISFACTION (C HRISTEN ET , 2006)

2067- 2462 79 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

Lawler and Porter (1967) give their model of job satisfaction wich unlike the previous model places a special importance on the impact of rewards on job satisfaction, Figure 2.

Intrinsic rewards Perceived equitable rewards

Performance Job satisfaction

Extrinsic rewards

FIGURE 2 - LAWLER ’S AND PORTER ’S MODEL OF JOB SATISFACTION (L AWLER AND PORTER , 1967)

According to this model the intrinsic and extrinsic rewards are not directly connected with job satisfaction,because of the employees perceptions regarding the deserved level of pay.

Locke and Latham (1990) provide a somewhat different model of job satisfaction. They proceed from the assumption that the objectives set at the highest level and high expectations for sucess in work provides achevement and sucess in performing tasks. Sucess is analysed as a factor that creates job satisfaction. This model is presented in Figure 3.

Moderating factors

ManagementResearch and Practice Volume3, Issue 4 / December 2011

Specific high goals

Mediating High Rewards mechanisms performance

High expectancy

self-efficiency

Commitment to the Satisfaction

goals of the and

organization anticipated

FIGURE 3 - LOCKE AND LATHAM MODEL OF JOB SATISFACTION (L OCKE AND LATHAM , 1990)

2067- 2462 80 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

2. FACTORS OF JOB SATISFACTION

Job satisfaction is under the influence of a series of factors such as:The nature of work, Salary , Advancement opportunities, Management,Work groups and Work conditions.

A somewhat different approach regarding the factors of job satisfaction is provided by Rue and Byars, Figure 4.

- Manager’s concern for people - Job design (scope,depth,interest,perceived value) - Compensation (external and internal consistency) - Working conditions - Social relationships - Perceived long-range opportunities - Perceived oppurtunities elsewhere

- Levels of aspiration and need achievement

Job satisfaction/dissatisfaction

Co mmitment to Turnover , absenteeism ,

tardiness, accidents, strikes, organization grievances, sabotage etc.

ManagementResearch and Practice

Volume3, Issue 4 / December 2011

FIGURE 4 D ETERMINANTS OF SATISFACTION AND DISSATISFACTION (R UE AND BYAES , 2003)

When talking about factors of job satisfaction the fact that they can alo couse job dissatisfaction must be kept in mind. Therefore the issue weather job satisfaction and job dissatisfaction are two opposite and excudable phenomena? There is no concensus regarding this issue among authors. Herzberg’s Two Factor Theory is probably the most often cited point of view. In fact the main idea is that employees in their work environment are under the influence of factors that cause job satisfaction and factors that cause job dissatisfaction. Therefore al factors that have derived from a large empirical research and devided in factors that cause job satisfaction (motivators) and factors that cause job dissatisfaction (hygiene factors), Table 1.

2067- 2462 81 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

TABLE 1 - JOB SATISFACTION FACTORS (H ERZBERG , 1976) Hygiene factors Motivators Company policies Achievement Supervision Recognition Interpersonal relations Work itself Work conditions Responsibility Salary Advancement Statuse Growth Job security

3. MEASURING JOB SATISFACTION

Usualy job satisfaction is measured by using general scientific research methods such as the questonaire. Some of the most commonly used techniques for measuring job satisfaction include: Minnesota satisfaction questonaire and Job description index The Minnesota Satisfaction Questonaire is a paper-pencil type of a questonaire and can be implemented both individualy and in group, but it does not take sex differences into consideration. This questonaire has one short form and two long forms that date from 1967 and 1977. In fact 20 work features in five levels are measured with this questonaire. Responding to this questonaire usually takes between 15-20 minutes.

The 1967 version of the Minessota Satisfaction Questonaire uses the folowing response categories:

Not satisfied, Somewhat satisfied, Satisfied, Very satisfied and Extremely satisfied. ManagementResearch and Practice Volume3, Issue 4 / December 2011 The 1977 version of the Minessota Satisfaction Questonaire uses the folowing response categories:

Very satisfied, Satisfied, Neither satisfied nor dissatisfied, Dissatisfied and Very dissatisfied. If compared its obvious that in a way the 1977 version of this questonaire is more balanced compared to the 1967 version. This questonaire the folowing aspects of job:

Co-workers Achievement Activity ISSN

2067- 2462 82 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

Advancement Authority Company Policies Compensation Moral Values Creativity Independence Security Social Service Social Status Recognition Responsibility Supervision-HumanRelations Supervision-Technical Variety Working Conditions The Job Description Index is one of the most videly used techniques for measuring job satisfaction. It is a simple and easily applicable method. The measurement of strength and weakness within each factor are a sign as in wich field improvement and changes are neceseary.

This questonaire alows acqquisition of information on all major aspects of work and takes sex differences into consideration. This questonaire was first introduced in 1969 and it measures five major job satisfaction

ManagementResearch and Practice aspects with a total of over 70 potential job descriptions. Volume3, Issue 4 / December 2011 The factors considered by the job description idex are:

The nature of work, Compensation and benefits, Attitudes toward supervisors, Relations with co-workers and Opportunities for promotion. Descriptors on each of the five factors can be evaluated with three potenctial options by the employees: 1 wich means that the description is relevant, 2 wich means that the description is not relevant and 3 that means that the employee does not have an opinion.

2067- 2462 83 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

One of the oldest approaches to measure job satisfaction is the degree of facial expressions presented by Kunin, Figure 5. Perhaps this is the simplest form of job satisfaction measurement. In fact according to this approach several facial expressions are presented to the employee and he should put a check underneath the expresion that decribes his feeling and opinion the best.

Put a check under the face that expresses how you feel about your job in general, including the work, the pay, the supervision, the opportunities for promotion and the people you work with. FIGURE 5 – F ACIAL EXPRESSIONS PRESENTED BY KUNIN

4. EFFECTS OF JOB SATISFACTION

Job satisfaction causes a series of onfluences on various aspects of organizational life. Some of them such as the influence of job satisfaction on employee productivity, loyalty and abstenteism are analysed as part of this text.

The proponderance of research evidence indicates that there is no strong linkage between satisfaction and productivity. For example a comprehesive meta-analysis of the research literature finds only a.17 best- estimate correlation between job satisfaction and productivity . Satisfied workers will not necessearily be the highest producers. There are many possible moderating variables , the most important of which seems to be rewards. If people receive rewards they feel are equitable , they will be satisfies and this is likely to result in greater performance effort. Also, recent research evidence indicates that satisfaction may not necessarily lead to individual performance improvement but does lead to departamental and organizational level ManagementResearch and Practice

Volume3, Issue 4 / December 2011 improvements. Finally there is still considerable debate weather satisfaction leads to performance or performance leads to satisfaction (Luthans, 1998).

Employee loyalty is one of the most significant factors that human resource managers in particular must have in mind. Employee loyalty os usualy measured with the Loyalty Questonaire and can cause serious negative consequences when not in a high level.

Usualy three typs of employee loyalty are considered: affective loyalty, normative loyalty and continuity loyalty. Affective loyalty has do with the cases when an employee feels an emotional connection to the company, normative loyalty is a sort of loyalty that appears in cases when the employee feels like he ows something to the comapny and continuity loyalty comes as a result of the fact that the employee does not have an opportunity to find a job somewhere else.

2067- 2462 84 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

Research conducted by Vanderberg and Lance (1992) during wich they surveyed 100 profesionists in the information services for five months showd a strong relations between job satisfaction and employee loyalty. Their research proved that the higher the degree of job satisfaction the higher is the level of employee loyalty.

Employee abstenteism causes serious aditional costs forcompanies, therefore managers are in permanent persue of ways how to decrease and reduce it to its minimum. Probabbly, the best way o reduvce ameployee abstenteism would be through a increase in the level of employee satisfaction. The main idea behind this approach is that the higher the degree of job satisfaction is the lower employee abstenteism should be.

Even though the effects are modest the fact that job satisfaction contributes to decreasing the level of employee abstenteism remaines. So satisfaction is worth payng attention to , especially since it is potentially under your control – unlike some of the other causes of abstenteism (e.g. illness, accidents). But aswe said circumstances caan alter this equation. As a manager you could be implicitly encouraging absteenteism by inforcing company policies. If people are paid for sick days, and if they must be “used or lost” this is pretty strong encouragement for employees to be absent. In other words, you’ve helped create a culture of absteenteism that can overcome the “satisfaction” effect. (Sweney and McFarlin, 2005)

When satisfaction is high, abstenteeism tends to be low; when satisfaction is low, abstenteeism tends to be high. However as with the other relationships with satisfaction, there are moderating variables such as the degree to wich people feel their jobs are important. Additionally, it is important to remember that while high job satisfaction will not necessarily result in low abenteeism, low job satisfaction is likely to bring about high absenteeism.

5. CONCLUSIONS ManagementResearch and Practice

Volume3, Issue 4 / December 2011 Job satisfaction represents one of the most complex areas facing today’s managers when it comes to managing their employees. Although thousands of papers and research have been conducted on job satisfaction all over the world, in the Republic of Macedonia this is one of the least studied research fields.

Many studies have demonstrated an unusually large impact on the job satisfaction on the motivation of workers, while the level of motivation has an impact on productivity, and hence also on performance of business organizations.

There is a considerable impact of the employees perceptions for the nature of his work and the level of overall job satisfaction. Financial compansation has a great impact on the overall job satisfaction of employees .

2067- 2462 85 Aziri B. mrp.ase.ro JOB SATISFACTION: A LITERATURE REVIEW

Armstrong, M. (2006). A Handbook of Human resource Management Practice , Tenth Edition, Kogan Page Publishing, London, , p. 264 Aziri, B. (2008). Menaxhimi i burimeve njerëzore, Satisfaksioni nga puna dhe motivimi i punëtorëve, Tringa Design, Gostivar, , p. 46 Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job Performance, and Effort: A Reexamination Using Agency Theory, Journal of Marketing , Januaryr, Vol. 70, pp. 137-150 Davis, K. and Nestrom, J.W. (1985). Human Behavior at work: Organizational Behavior , 7 edition,McGraw Hill, New York, p.109 Herzberg, H. F. (1976). Motivation-Hygiene Profiles , p. 20 George, J.M. and Jones, G.R. (2008). Understanding and Managing Organizational behavior , Fifth Edition, Pearson/Prentice Hall, New Yersey, p. 78 Hoppock, R. (1935). Job Satisfaction , Harper and Brothers, New York, p. 47 Kaliski, B.S. (2007). Encyclopedia of Business and Finance , Second edition, Thompson Gale, Detroit, p. 446 Lawler, E.E. III and Porter, L.W. (1967). The Effect of Performance on Job Satisfaction , Industrial Relations, pp. 20-28 Locke, E.A. and Latham, G.P. (1990). A theory of goal setting and task performance , Prentice Hall, p.4 Luthans, F. (1998). Organizational Behavior , 8 Edition, McGraw-Hill/Irwin, Boston, p. 147 Mullins, J.L. (2005). Management and organizational behavior , Seventh Edition, Pearson Education Limited, Essex, p. 700 Rue, L.W. and Byars, L. (2003). Management, Skills and Application , 10 ed., McGraw-Hill/Irwin, New York, p. 259 Spector, P.E. (1997). Job satisfaction: Application, assessment, causes and consequences ,Thousand Oaks, CA,Sage Publications, Inc ManagementResearch and Practice

Volume3, Issue 4 / December 2011 Statt, D. (2004). The Routledge Dictionary of Business Management , Third edition, Routledge Publishing, Detroit, p. 78 Sweney, P.D. and McFarlin, D.B. (2005). Organizational Behavior, Solutions for Management , McGraw- Hill/Irwin, New York,p. 57 Sweney, P.D. and McFarlin, D.B. (2005). Organizational Behavior, Solutions for Management , McGraw- Hill/Irwin, New York, p. 57 Vanderberg, R.J. and Lance, Ch.E. (1992). Examining the Causal Order of Job Satisfaction and Organizational Commitmen’t, Journal of Management, Vol.18, No.1, pp. 153-167 Vroom, V.H. (1964). Work and motivation , John Wiley and Sons, New York, p.99

2067- 2462 86

Academia.edu no longer supports Internet Explorer.

To browse Academia.edu and the wider internet faster and more securely, please take a few seconds to  upgrade your browser .

Enter the email address you signed up with and we'll email you a reset link.

• We're Hiring!
• Help Center

Work Life Balance and Job Satisfaction: A Review of Literature

2020, Manthan: JPL

Work is an important part of daily life and issues related to work-life balance are increasing in the present scenario. Equal balance in work and personal life plays an important role for achieving personal as well as professional goals. The imbalances in work and personal life have a negative impact on both the aspects of life. Work-life balance is partly based on employers and partly on individual responsibility. This paper has made an effort to provide an overview of work-life balance, job satisfaction, work stress and negative consequences of work and life conflict through a review of existing literature. It is found that employees are giving more importance to job opportunities and possibilities of promotion. They are also expecting monetary and non-monetary incentives which lead to job satisfaction, reduces work stress and will lead to a good work-life balance.

Related Papers

Dr. Pushkar Dubey

Interal Res journa Managt Sci Tech

Issue relating to work-life balance are increased in present scenario. Equal balance in both work and personal life plays an important role for attaining personal as well as professional / organizational goals. The imbalances have a negative impact in both personal life and professional life, Thus, maintaining an adequate balance between professional and personal life is very important. Well-being state of a person allows him / her to manage multiple responsibilities effectively at work and at home. The aim of this paper is to understand firstly the concept of work life balance, the importance and issues affecting in various professions and finally to find out the influence of Work Life Balance on various aspects like physical, occupational, emotional, social, spiritual and environmental well-being of employees. Achieving a better work-life balance yields more dividend for both employees and employers in terms of being more motivated towards work which leads to increased productivity and ultimately creating workforce which they feel are valued.

Serbian Journal of Management

sakthi rani

Journal of emerging technologies and innovative research

Richa Nangia

Career these days is not merely a need; rather it is a necessity for each and every human. In today’s time every employee is more concerned about work life balance rather than money. 21 century has given us modern economy and as a result of it one can see better opportunities, jobs and salaries. This brings many flows and flips with itself that can be easily seen in all organisations in the form of work life imbalance. This integrative review on work life balance is created because the idea of work life balance is still a hot topic simply due its failure, and hindrance in work life balance practices. This review paper will try to introduce new terms like Work Life Integration and its benefits. This will bring out all the hidden aspects of work life balance. For this paper the references were derived from various different journals, books, thesis, working papers, internet sites etc. Also, this integrative review of literature is to study and understand the past review of literature t...

Strategies for Business Excellence in Global Era, University School of Management, Kurukshetra University, Kurukshetra, National conference proceedings

Nisha Chanana

In the current economic scenario, organisations are hard pressed for higher productivity and need employees with improved work-life balance as an employee with better work-life balance will contribute more meaningfully towards the organizational growth and success (Naithani and Jha, 2010). For the present study descriptive method is used. The sample was drawn from male and female customer associates working in retail stores of Chandigarh city, and their ages were in the range of 25-35. The sample of 50, i.e. 25 male and 25 female was drawn using purposive sampling procedure. For the present investigation the data has been collected in two ways i.e. primary data and secondary data. Work life balance scale is used in the present study, developed by Fisher (2001). Work life balance is a seven point scale, ranging from 1-7, containing 15 items, designed to assess three dimensions of work life balance, namely, work interference with personal life (WIPL-7 items), personal life interference with work (PLIW-4 items), and work/personal life enhancement (WPLE-4 items). It has been observed that females feel highly work interference with their personal life and personal life interference with work as compared to male's customer associates. It has also been revealed that females feel low work/personal life enhancement as compared to males. Significant difference has been found between males and females customer associates towards their work life balance.

IAEME PUBLICATION

IAEME Publication , B. Patnaik

The greater challenges of work and personal aspects of life have intensified the work life balance scenario. Employee engagement and retention has emerged as an important as well as critical tool in today's business. So in order to maintain a equilibrium between personal and professional life, organizations should formulate policies that manage better; any work related stress, tensions or conflict arising at the workplace. The study is based on Literature Review and Secondary data collected from selected papers analyzed and a conceptual framework has been established depicting the reason behind work-life imbalance. This study investigates the factors responsible for work life balance and what are the challenges involved in the manufacturing sector. It was suggested that the employers must consider work life balance programs on the basis of policies they formulate, benefits they provide and services they render. Additionally policies and strategies must be constituted such that it can modify an employee's perception about his employer and they tend to stay in the organization for a longer period of time. It provides a scope for future direction to various researchers, policy makers and also academicians in this field.

1. Introduction Work-life balance (WLB) can be defined as a measure of proper control as to how, when and where people work. Proper work life balance can be achieved when an individual is able to fulfill all his/her needs in respect of both family and work. In the early 1970s, WLB emerged as primarily a woman based issue, considering the fact that female employees had a tough time coping up with work and family responsibilities. However, by 1980 the focus shifted towards the development of effective policies for WLB in light of both male and female employees (Frame & Hartog, 2003). Changes in the workplace and in employee demographics in the past decade have led to an increased concern for the boundary between employee work and non work lives. More and more women are joining the workforce and dual career couples are becoming increasingly common. As a result of these changes, there has been an increasing interest among researchers and practitioners towards the concept of work-life balance. Work life balance is a broad concept encompassing prioritization between 'work' (career and ambition) on the one hand and 'life' (health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include 'lifestyle balance' and 'life balance'. Byrne (2005) describes WLB as juggling of five aspects of one's life at any one point in time: work, family, friends, health and self. Clutterback (2003) defined WLB as awareness of different demands in relation to energy and time, ability to allocate the time and energy among different domains of work and life and then to apply and make choice. Sparrow and Cooper (2003) suggested that WLB include those practices that have the capacity to increase the autonomy and flexibility of employees in the process of balancing different requirements. There are WLB issues that are extremely important in the workplace, these are: increased level of stress, competitions and insecurities in the workplace. All these factors are important and they lead to disruption in WLB (Bonney 2005). Though it is not easy for any organization to inculcate all the employee friendly policies, but incorporation of such types of policies are beneficial for employee, employers as well as the society at large. These benefits include: lower rates of absenteeism, increased productivity, reduced overheads, improved recruitment and retention, satisfied and equitable workforce and improved customer experience. Interference between work and non-work responsibilities has a number of negative outcomes. In terms of job attitudes, employees reporting high levels of both work-to-life and life-to-work conflict tend to exhibit lower levels of job satisfaction and organizational commitment (Burke & Greenglass, 1999; Kossek & Ozeki, 1998). Behavioral outcomes of both directions of conflict include reduced work effort, reduced performance, and increased absenteeism and turnover Anderson, Coffey, and Byerly, (2002); Both work-to-life and life-to-work conflict have also been associated with increased stress and burnout (Anderson et al., 2002; Kinnunen & Mauno, 1998), cognitive difficulties such as staying awake, lack of concentration, and low alertness (MacEwen & Barling, 1994), and reduced levels of general health and energy (Frone, Russell, & Barnes, 1996). Work-life

shodh sarita ISSN - 2348-2397 January-March, 2021,

Madhu Kaushik

Employees are facing so many challenges and issues due to imbalance created in their professional and personal life. For the attainment of personal and professional goals one should look forward to work life balance. Personal and professional life gets affected due to poor work life balance. Thus, attainment of work life balance is essential for employees. Professional and personal well-being state of an employee allows him / her to justify various role demands effectively at workplace and in personal life. This paper aims to understand the concept of work life balance, the utility and issues affecting it in various professions and finally to identify the impact of Work Life Balance on various aspects like physiological, professional, psychological, emotional and societal well-being of an employees. For better outcomes like increasing efficiency and effectiveness of an employee, also the motivation among employees it is very important to set the goals of work life balance which will again beneficial for employees and employers.

Indian Journal of Public Health Research & Development

Premalatha Harini

Work-life balance is about adjusting work patterns to achieve overall fulfilment. A good work-life balance enables the organisations to thrive and at the same time enables, the employees easily combine work with other aspirations and responsibilities. It is imperative to arrive at the conceptual understanding of the term, work life balance, its early beginning or evolution, transformations and advancement needs to be studied and analyzed. In this study l working definitions, characteristics, problems, benefits, dependents, barriers in achieving work life balance were highlighted. Keywords: Working definitions benefits, problems, characteristics, barriers of work-life balance

rama prasad

Publication Impact Factor (PIF) :1.026 www.sretechjournal.org ABSTRACT Work-Life Balance is an omnipresent issue concerning all sections of the organizations and society including research scholars and business leaders for obvious reasons. Maintaining a high quality of work-life is imperative to achieve the goals of the organization as well as for individual satisfaction. The quality of work-life hinges mainly on support both from society and organization, work-life balance policies and programs, and various other dimensions such as job satisfaction, rewards and benefits, recognition, individual commitment, proper grievances handling, participative management, welfare facilities, work environment, and safety. Maintaining a flexible work-life balance, given its already complex nature, is a more arduous task in case of women employees, especially in the manufacturing sector, where such challenges exist that are beyond one's imagination. Literature has revealed the extent of tokenism dealt with by the women employees and the words of disapproval they hear from within the organization and the society. However, there has been little research aimed at conceptualizing, designing, developing, implementing and maintaining feasible work-life balance models, programs and procedures to help deal with these challenges and strike a balance between work and life. This review paper focuses on and analyzes the literature review on work-life balance, its dimensions, effects on organizational performance and attempts that have been made to strike a balance between work and life.

RELATED PAPERS

RSC Advances

Olga Vodyankina

NYA Esther Laurentine

Revista Mexicana …

Isaías Hernández

BMC Obesity

Ishara Ranathunga

Asian Journal of Medical Sciences

Dr Pramod Thomas

Lähikuva – audiovisuaalisen kulttuurin tieteellinen julkaisu

Simo Alitalo

Luciano Dicroce

BMC Biology

Boris Tabakoff

phuthanh.tiengiang.edu.vn

Gia Hoàng Lê

Lecture Notes in Computer Science

walaa khaled

repo.eepis-its.edu

Ailyn Ciarantika

Patrick Chabrand

Journal of Literacy Research

Paula Kluth

Canadian Pharmacists Journal / Revue des Pharmaciens du Canada

Emily Mulligan

Bulletin of the Australian Mathematical Society

Journal of Plant Physiology

Jordi Gonzalo

International Journal of Distributed Sensor Networks

Prof Muhammad Sher Ramzan

Andres Sanjuan

Fatos Tunay Yarman Vural

Materials Research Bulletin

Sirikanjana THONGMEE

William Steel

Nico Buitendag

Håkan Tunon

Palaeontologia Electronica

Ari Grossman

RELATED TOPICS

•   We're Hiring!
•   Help Center
• Find new research papers in:
• Health Sciences
• Earth Sciences
• Cognitive Science
• Mathematics
• Computer Science
• Academia ©2024

Ask a question from expert

Literature Review - Job Satisfaction

The assignment requires a report structure for a research evidence review (literature review) with a word count of 1600 words. The report should include an introduction, the main body focusing on relevant models, concepts, theories, frameworks, and articles, a conclusion with a clear overall perception and implications for further research, references, bibliography, and appendices.

Added on   2022-08-14

   Added on  2022-08-14

End of preview

Want to access all the pages? Upload your documents or become a member.

Impact of Employee Satisfaction on Business Development lg ...

Job satisfaction and how it affects job turnover lg ..., evaluating the factors affecting job satisfaction lg ..., mgt 200- research essays for organisational behaviour lg ..., applied research in contemporary business issues lg ..., study of organizational behavior lg ....