Generation Y also expresses a sheer need for work life balance in order to deal with internal and external work pressures. It has also been noticed that the thinking patterns and behavioral approaches of generation Y are more complex and diverse as compared to the employees of generation X. Another author Jeff and Juliette , proposed that employees do influence work-life balance issues in the financial service sector and that work-life balance initiatives had greater approach and quality where independent unions were recognized.
In all cases, however, the amount of departure from minimal constitutional levels of condition was not great. Jennifer and Susan in their study found that part-time managers of the sample chosen in the study held varied careers while working full-time, but careers stalled once a transition to part-time work was made. The majorities were career-focused, worked intensively and felt frustrated with their lack of mobility and career progression while working part-time.
After reviewing the literature on hospitality and the challenges that the employees face when they balance their time between work and personal life. The hospitality service sector has to change itself and struggle to attract, develop, hold and organize the services of skilled employee and trained them so that they can balance work and life easily.
He further explains data can be collected in two ways: Primary and secondary data collection. Primary data may be defined as: A and Cooper, D. To answer this research question secondary data and primary data will be used. Collecting secondary data which has been gathered with the purpose of literature review will help to have detailed information about the research topic.
This will help to substantiate the primary research being carried out. But it is impossible to calculate reliability accurately, but it can be anticipated in a number of diverse ways.
The sources used for the research proposal are books and articles which are measured to be reliable sources. I might generate different results if the questionnaires are completed in varying span of time. So for getting the questionnaires filled by the employees a time will be chosen when the employees may not be busy with their work.
These approaches will be used at the time of the scheming of the questionnaire. This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment. The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The signaling model posits that these policies facilitate attachment indirectly through perceived organizational support.
Regression analyses explored both models using a sample of full-time employees. Results supported both the signaling model and the self-interest utility model. Impact of family-supportive work variables on work-family conflict and strain: Journal of Applied Psychology , 80 , 6— Family-oriented policies create more perceived control that lowers stress and increases job satisfaction. The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work—family conflict and psychological, physical, and behavioral measures of strain.
Survey data were gathered at 45 acute-care facilities from health professionals who had children aged 16 years or younger at home.
Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters.
Control perceptions, in turn, were associated with lower levels of work—family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol.
A Coming of Age: The reason has been supported by other studies—people work more hours from home than at the office, but they enjoy it more because they ha ve more control over their time. Work-life human resource bundles and perceived organizational performance.
Results from a national sample of U. In addition, there was partial support for the hypotheses that the relationship between work-family bundles and firm performance is stronger for older firms and firms employing larger proportions of women. How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health , 21 3 , Paste title of study into your browser. This report details the cost of stress, burnout, and absenteeism to organizations and how more fliexible time policies can help cut those issues and their price tags.
Data from the US National Study of the Changing Workforce a nationally representative sample of working adults were used to test the hypothesis that employees with time-flexible work policies reported less stress, higher levels of commitment to their employer, and reduced costs to the organization because of fewer absences, fewer days late, and fewer missed deadlines.
Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior. Journal of Applied Psychology , 83 2 , The meta-analytic results show that regardless of the type of measure used bidirectional w-f conflict, work to family, family to work , a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction. Psychosocial working conditions and the utilization of health care services.
Using data from the Canadian National Population Health Survey from to , this paper examines the association between stressful working conditions, as measured by the job strain model, and the utilization of health care services. Results are quantitatively similar for males and females, save for medium strain. In general, findings are robust to the inclusion of workplace social support, health status, provincial and occupational-fixed effects.
The relationship between work-life policies and practices and employee loyalty: A life course perspective. J ournal of Family and Economic Issues , 22 2 , Using a representative sample of 3, American workers, this study investigates relationships among work-life policies, informal support, and employee loyalty over the life course defined by age and parental status and age of youngest child. The central thesis is that our understanding of the impact of work-life policies on employee loyalty will be enriched by consideration of the non-work and work contexts that influence employee attitudes and behavior.
Flexible-time policies have a consistent, positive association with employee loyalty with some variation based on life stage. Informal support via supervisors and co-workers has the greatest positive relationship with employee loyalty. Human Relations , 51 1 , Family-friendly policies are associated with higher commitment to the organization and reduced turnover and retention problems. This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizations, commitment and turnover intentions.
Results of regresssion analysis revealed that satisfaction with work schedule flexibility and supervisor work-family support were related to both retenrion-relevant outcomes. The role of human resource systems in job applicant decision processes. Journal of Management , 20 3 , A policy-caputuring design was used to assess the effects of human resource systems withihn the conterxt of other variables that past research has shown to significantly influence job choice.
Results suggested support for the importan ce of human resource systems in job choice decisions, and further suggested that the fit between individual characteristics and organizational settings described by these systems may be particularly important determinants of job acceptance.
work hours, telecommuting, and job sharing also may encourage work-life balance, and for some organizations may help reduce costs for non-work-related absences. However, research clearly shows that regardless of what the organization promotes, direct supervisors/managers greatly influence the work-life balance of their subordi-nates.
Doherty, L & Manfredi, S , Action research to develop work-life balance in a UK university, Women in Management Review, vol. 21, no. 3, pp. Dundas, K , Work-Life Balance: There is no ‘one /5(7).
Abstract: Well known in the literature as work life balance, the quality relationship between paid work and unpaid responsibilities is critical for success in today’s competitive business world. The issue of work-life balance has been developed in response to demographic, economic and cultural changes. Through this research, an attempt is also been made to make out the different personal motives and its main concern among the different demographic groups which could help us in designing the Work-Life Balance policies for employees in Indian Hospitality Industries.
Research Project Report on Impact of Work Life Balance on Motivation of Employees in IT Industry Submitted in Partial Fulfilment of MBA Submitted by Varun Krishna 11/PMB/ CERTIFICATE FROM THE SUPERVISOR This is to certify that the project titled Impact of Work Life Balance on Motivation of Employees in IT Industry has been done under my supervision by Sukriti Singh, Shaily . Work life balance What are the benefits and barriers associated with the achievement of a work – life balance for employees and employers? This essay explores the importance of the achievement of a work - life balance and the issues which can be faced when .