Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of individual WLB strategies and organisational WLB policies/programmes on improving employee health and wellbeing.
Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to individual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing.
The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not; they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing.
Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between individual WLB strategies and organisational provision of WLB policies/programmes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.
This research project was supported with a grant offered by the Centre for Social Science Research, Central Queensland University (CQU), Australia. The help from the PRL staff in conducting telephone interviews is acknowledged. The earlier paper was also presented at the 13th European Academy of Management Annual Conference in Istanbul, 26-29 June 2013. The authors really appreciate the constructive feedback from two anonymous reviewers of this journal. Their inputs help greatly improve the quality of the manuscript. Professor John Rolfe from CQU had inputs earlier in designing the survey instrument. Although he could not be involved in writing up the paper, his help is always much appreciated. Any errors remain with the authors.
Zheng, C., Molineux, J., Mirshekary, S. and Scarparo, S. (2015), "Developing individual and organisational work-life balance strategies to improve employee health and wellbeing", Employee Relations, Vol. 37 No. 3, pp. 354-379. https://doi.org/10.1108/ER-10-2013-0142Download as .RIS
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