Perspectives on the Study of Work-Life Balance in Relation Redesign Approaches of Job among Banking Professionals Antecedents and Outcomes

Authors: 
Inayath Ahamed S B, Dinesh Elango
DOI Number: 
http://doi.org/10.31039/jomeino.2021.5.2.1
Abstract: 
This novel study examines the relation of work-life balance with different job resigning approaches. The core objective of this study is to explore the impact of job enlargement, job rotation and job enrichment on the work-life balance of banking professionals. A structured questionnaire used for collecting data from top management of banking professionals. The sample size is 300 and out of 300 samples, 259 (86.3%) had responded about their experiences towards redesign approaches with work-life balance. The work-life balance considered as a dependent variable and job enlargement, job rotation and job enrichment is taken as independent variables. The multiple regression model used to analyze and explore the significant relation between work-life balances and job enlargement, job rotation and job enrichment. The findings of the study established that there is a positive correlation between two approaches of job resign namely job enrichment and job enlargement and work-life balance and a negative correlation between job rotation and work-life balance.
Keywords: 
Job Enlargement, Job Enrichment, Job Rotation, Work-Life Balance, Banking Sector.
Full Text: 
File download
References: 

Taiwo, A. S., Catherine, P. M., & Esther, A. F. (2016). Work-life balance practices as panacea for employee performance: Empirical evidence from River State Television, Nigeria. Arabian Journal of Business and Management Review (Oman Chapter), 6(5), 34-47.
Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9-22. https://doi.org/10.1016/j.hrmr.2008.09.001
Bretz Jr, R. D., & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20(3), 531-551. https://doi.org/10.1177/014920639402000301
Clarke, M. C., Koch, L. C., & Hill, E. J. (2004). The work‐family interface: differentiating balance and fit. Family and Consumer Sciences Research Journal, 33(2), 121-140. https://doi.org/10.1177/1077727X04269610
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. https://doi.org/10.5465/256713
Hoffmann-Burdzińska, K., & Rutkowska, M. (2015). Work life balance as a factor influencing well-being. Journal of Positive Management, 6(4), 87-101. https://doi.org/10.12775/JPM.2015.024
Konrad, A. M., & Mangel, R. (2000). The impact of work‐life programs on firm productivity. Strategic Management Journal, 21(12), 1225-1237. https://doi.org/10.1002/1097-0266(200012)21:123.0.CO;2-3
Mas-Machuca, M., Berbegal-Mirabent, J., & Alegre, I. (2016). Work-life balance and its relationship with organizational pride and job satisfaction. Journal of Managerial Psychology, 31(2), 586-602. https://doi.org/10.1108/JMP-09-2014-0272
McPherson, M. (2006). The role of managers in work-life balance implementation. Labour, Employment and Work in New Zealand. 56-63. https://doi.org/10.26686/lew.v0i0.1312
Oludayo, O. A., Falola, H. O., Obianuju, A., & Demilade, F. (2018). Work-life balance initiative as a predictor of employees'behavioural outcomes. Academy of Strategic Management Journal, 17(1), 1-17.
Wong, P. Y., Bandar, N. F. A., & Saili, J. (2017). Workplace factors and work-life balance among employees in selected services sector. International Journal of Business and Society, 18(S4), 677-684.
Yeandle, S., Yeandle, S., Wigfield, A., Crompton, R., & Dennett, J. (2002). Employed carers and family-friendly employment policies. Policy Press, London.

Page: 
1-9.
Issue: 
Volume 5, Number 2, May-August 2021
Content Status: 
Published