![]() Furthermore, the authors found that there is some evidence that company efforts to help employees achieve a balance between work and home life is linked to the commitment of all groups of employees. (2005) found that work-life balance are associated with the organisational commitment of all employee groups. In a study of the lin ks bet wee n emp loy ees sat isf act ion wit h HR pra cti ces and the ir aff ect ive com mit men t to the organisation, Kinnie et al. How ard, Donofrio and Boles (2004) in a study among police personnel concluded that work-family conflict which reflects work-life balance issue is significantly related to satisfaction with job. (2007)’s study on layoff survivors in a hig h tec h com pany fou nd tha t wor k-l ife bal ance is posi tiv ely rel ate d to job sat isf act ion. Numerous studies have been done on searching the association between work-life balance and attitudinal job outcomes such as job satisfaction and organizational commitment (see Doherty and Manfredi 2006 Kinnie, Hutchinson, Purcell, Rayton and Swart 2005 Scholarios & Marks, 2004 Virick, Lily & Casper, 2007 Youngcourt, 2005 Zin, 2006). Thus, employees who experience high work-life balance are those who exhibit similar investment of time and commitment, to work and non-work domains (Virick, Lily & Casper, 2007). Greenhaus, Collins and Shaw (2003) define work-life balance as the extent to which an individual is equally engaged in – and equally satisfied with – his or her work role and family role. Dundas (2008) argues that work-life balance is about effectively managing the juggling act between paid work and all other activities that are important to people such as family, community activities, voluntary work, personal development and leisure and recreation. ![]() Defining the concept of WLB is a complex task, as it can be viewed from the meaning of ‘work’, ‘life’ and ‘balance’ (Deery, 2008). ![]() Nevertheless, we need to understand the definition underlying work-life balance concepts. Years (Deery, 2008) but less attention, however, has been given to find the reality of work-life balance satisfaction in the higher educational sector (Doherty & Manfredi, 2006 Mohd Noor & Amat, 2010 Mohd Noor, Stanton & Young, 2009). In this paper an endeavour has been made to discuss about how the balance of the work life and family life of the academics working in the higher education institutions in Golaghat district of Assam can help to be effective and efficient in their performance. Assam, which is a state of India and Golaghat district of Assam are not exceptions in this regard. People engaged in imparting higher education have to play a vital role in every society. Effectiveness and efficiency of these persons depend upon the balance of their work life and family and personal life. The persons engaged in creation and imparting knowledge are very important ones for all societies and countries in the world. All other activities and industries will be meaningless if knowledge is not created by some institutions or people. Edu cat ion al ins tit uti ons are reg ard ed as kno wle dge ind ust ry and the se are rel ate d to cre ati on of knowledge. The ability to balan ce betwee n workpl ace’s needs and person al life’s need is perceived as an important issue among workers globally and academics in higher education institutions were not excluded (Mohd Noor, Stanton & Young, 2009). Dundas(2008) argues that Work Life balance is about effectively managing the ju ggl ing act bet wee n pai d wor k and all other act ivi tie s tha t imp ort ant to peop le suc h as fam ily community activities, voluntary works, personal development and leisure and recreation. It is believed that balancing a successful career with a personal or family life can be challenging and impact on a person’s satisfaction in their work and personal life’s roles (Broers, 2005). The articulation of work and life, cast as work-life balance, has become a key feature of much current government, practitioner and academic debate (Eikhob, Warhurt & Haunschild, 2007). Work Life balance has always been a concern of those interested in the quality of working life and its relation to broader quality of life (Guest, 2002). It is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society. Work –Life balance is about people having a measure of control over when, where and how they work.
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