The relationship between workload, role conflict and work-life balance among support staff at Jabatan Kerja Raya Kuching, Sarawak / Muhammad Firdaus Amir … [et.al.].
Work-life balance is also known as work-family balance, and it is defined as satisfaction and good functioning at work and home, with a minimum of role conflict. (Kim, 2014; Clark, 2000, p.751). Several empirical studies have shown that the experience of work-life balance is positively related to em...
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| Main Authors: | , , , |
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| Format: | Student Project |
| Language: | English |
| Published: |
2019
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| Subjects: | |
| Online Access: | https://ir.uitm.edu.my/id/eprint/57918/1/57918.pdf https://ir.uitm.edu.my/id/eprint/57918/ |
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| Institution: | Universiti Teknologi Mara |
| Language: | English |
| Summary: | Work-life balance is also known as work-family balance, and it is defined as satisfaction and good functioning at work and home, with a minimum of role conflict. (Kim, 2014; Clark, 2000, p.751). Several empirical studies have shown that the experience of work-life balance is positively related to employees’ performance and organizational performance as well. (Kim et al. 2014; Harrington & Ladge, 2009; Parkes & Langford, 2008). According to this study, which is conducted in Korea to identify the relationship between work-life balance and employees’ performance. Employees are working in small to medium-sized enterprises experienced work- life conflicts more than those in conglomerates since they did not have family-friendly supports from their management. Besides, social situations and lack of organizational support may hinder employees’ work-life balance. It is essential that organizations understand that when employees perceive the increased organizational support for their work-life balance, the employees’ affective commitment can be increased (Kim et al.,2014; Wang, 2010; Aube, 2007). |
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