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Research on the impact of patriarchy and patriarchal norms on women’s work-life balance is scarce. A typical patriarchal society, such as Nigeria, tends to be organised based on gender, and the construct is embedded in the culture. This paper aims to investigate the impact of patriarchy on women’s work-life balance in a non-Western context: Nigeria.

The authors adopt a qualitative research approach to enhance their insight into the issue of patriarchy and women’s work-life balance. Data for the study were collected over a four-month period, using semi-structured interviews as the primary method of data collection.

The findings of the thematic analysis reveal the impact of patriarchy on women’s work-life balance in Sub-Saharan Africa, specifically Nigeria. Women’s aspirations to achieve work-life balance in this part of the world are often frustrated by patriarchal norms, which are deeply ingrained in the culture. The findings of this study reveal that male dominance of and excessive subordination of females, domestic and gender-based division of labour and higher patriarchal proclivities among men are the ingredients of a patriarchal society. These issues make the achievement of work-life balance difficult for women.

The extent to which the findings of this research can be generalised is constrained by the limited sample size and the selected research context.

The insights gleaned from this research suggest that there are still major challenges for women in the global south, specifically Nigeria, in terms of achieving work-life balance due to the prevalent patriarchy and patriarchal norms in the society. Strong patriarchal norms and proclivity negatively affect women’s work-life balance and in turn may impact employee productivity, organisational effectiveness, employee performance and employee punctuality at work. However, an Australian “Champion of Change” initiative may be adopted to ease the patriarchal proclivity and help women to achieve work-life balance.

This paper provides valuable insights by bringing patriarchy into the discussion of work-life balance. This issue has been hitherto rare in the literature. It therefore enriches the literature on work-life balance from a patriarchal perspective.

Purpose: Drawing upon the conservation of resources (COR) theory, the purpose of this chapter is to investigate the influence of supervisor family support (SFS) on job performance of employees through work and family demand, work-family conflict (WFC), work-life balance (WLB), job satisfaction, life satisfaction, and organizational commitment. In doing so, this chapter aims to respond to the limited existing research on WLB in the Australian financial industry, despite its substantial contribution to the economy. Study Design/Methodology/Approach: The study uses an online panel which recruits participants at different levels of financial organizations in Australia. The data comprise 305 employees to test a model with structural equation modeling. Findings: Results demonstrate that SFS relates positively to WLB and inversely to perceived family demand, WFC, and family-work conflict, with no significant link to perceived work demand. Findings show further that WLB associates positively with employee attitudes (e.g., job satisfaction, life satisfaction, organizational commitment). Results also demonstrate positive relations between employee attitudes and job performance. Finally, results show a significant positive relationship between WLB and job performance. Research Limitations/Implications: The survey data were collected from a single source (the financial industry) and from Sydney; therefore, the conclusions may carry less weight than those triangulated from multiple sources and across Australia. The variables were self-reported, which may leave the data subject to some response biases. Consistent with the past research, steps were taken to reduce single-source bias. Practical Implications: The results demonstrate that SFS is important in determining employee job performance in financial industry. It also highlights the role of work and family demand, WFC, WLB, and job attitudes. Originality/Value: The study would guide employers, employees, and managers involved in the financial industry to implement policies which may aim to augment job performance and promote balance between work, home, and life.

This paper seeks to examine the experience of, and attitudes towards, work/life balance (WLB) by female and male senior managers in a major Irish organisation for which WLB is now a strategic corporate objective.

Both quantitative and qualitative data were collected using an electronic questionnaire survey designed to obtain the views of female and male managers on strategies that would contribute to a better gender balance, promote diversity and raise leadership capacity in the organisation. Work/life balance emerged as a major issue in impeding the career progression of female managers. All female managers and a sample of male managers were surveyed. This paper concentrates on the responses of the two senior management grades below Executive Director on the issue and strategies to promote work/life balance. Additional qualitative data were drawn from interviews (with eight women and five men) and three focus group sessions with all male, all female and mixed gender groups.

The greatest obstacle to achieving WLB is seen as the “long hours” culture in which availing oneself of flexible options (e.g. working from home/reduced hours/flexitime) is incompatible with holding a senior management post. Many of the senior men have followed the “breadwinner” model by being able to delegate family and caring activities to their wives. This option has not been possible for the majority of women in senior posts. Hence, men seek WLB to resolve commuting/working time issues. Women want to avail themselves of more flexible arrangements for family/quality of life reasons. Both men and women in senior management recognise that their own careers would be seriously jeopardised by taking up WLB arrangements.

In the absence of role models willing to display any contrary behaviour there is a pragmatic need to align corporate policy and practice with prevailing and future family structures and demonstrate, by senior management example, how WLB can work and provide assistance for managers/staff who seek to avail themselves of it. WLB policies are not enough in themselves to ensure take‐up and acceptance. It will require trust, courage and a range of interventions to champion WLB, not just at management level.

The purpose of this study is to investigate the relationship between quality of work-life (QWL) and work-life balance (WLB).

Using a structured survey instrument, this paper gathered data from 445 respondents in cosmopolitan city in southern part of India. First psychometric properties of the instrument were tested, and then hierarchical regression was used as a statistical technique for analyzing the data.

The hierarchical regression results indicated that QWL is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to WLB, (2) job satisfaction is positively related to WLB and (3) job commitment is positively related to WLB. The results also show partial mediation of job stress, job satisfaction, and job commitment in the relationship between QWL and WLB.

Since the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, sufficient care is taken to minimize these limitations. The research has implications for human resource managers in work organizations.

This study contributes to both practicing managers and the literature on human resource management. The study suggests that employers need to be aware of the importance of quality of work-life and work-life balance in achieving organizational effectiveness.

The study is expected to contribute to the welfare of the society in terms of identifying the antecedents of work-life balance.

This study provides new insights about the effects of QWL on WLB through mediating variables. This is a conceptual model developed and tested and first of its kind in India.

The purpose of this paper is to provide a clear view of current dynamics and research diversification of extant literature in the field of work-life balance (WLB). This paper provides a systematic and critical analysis of WLB literature using bibliometric analysis.

Scopus database has been used for carrying out this review that is based on 945 research papers published from 1998 to 2020. The prominence of the research is assessed by studying the publication trend, sample statistics, theoretical foundation, the highly cited research articles and journals, most commonly used keywords, research themes of top four recognized clusters, sub-themes within each cluster and thematic overview of WLB corpus formed on the premise of bibliographic coupling. Additionally, content analysis of recently published papers revealed emerging research patterns and potential gaps.

Major findings indicate that the research area consists of four established and emerging research themes based on clusters formed as (1) flexible work arrangements, (2) gender differences in WLB, (3) work–life interface and its related concepts, and (4) WLB policies and practices. Emerging themes identified through content analysis of recent articles include gender discrepancy, the impact of different forms of contextual (situational) factors and organizational culture.

This research paper is the first of its kind on the subject of WLB as it provides multifariousness of study fields within the WLB corpus by using varied bibliographic mapping approaches. It also suggests viable avenues for future research.

The purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.

Using a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.

The hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.

Since the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.

This study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.

The study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.

This study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

The COVID-19 pandemic has highlighted the relevance of the intersections between work and personal life. Measures introduced to slow the spread of COVID-19 have included an increase of working from home and the temporary closure of schools and child-care facilities, leading to a lighter workload for some and a heavier workload for others. These consequences are likely to affect employees’ work–life balance (WLB), although the impact may differ across groups of employees depending on the nature of their work, family and personal demands and resources. This mixed-method study examined how Dutch government employees perceive their WLB during the pandemic and how differences in what employees are experiencing can be explained. In May/June 2020, an online survey (N = 827) and an interview study (N = 17) were conducted at a government organization whose employees were obliged to work from home partly or exclusively. Results indicate that demands changed when working entirely from home and resources became more important to maintain WLB satisfaction. Being able to manage boundaries across life domains and find a new routine also appeared to be crucial for WLB satisfaction.

This study aims to systematically review the existing literature and develop an understanding of work-life balance (WLB) and its relationship with other forms of work-related behavior and unearth research gaps to recommend future research possibilities and priorities.

The current study attempts to make a detailed survey of the research work done by the pioneers in the domain WLB and its related aspects. A total of 99 research work has been included in this systematic review. The research works have been classified based on the year of publication, geographical distribution, the methodology used and the sector. The various concepts and components that have made significant contributions, factors that influence WLB, importance and implications are discussed.

The paper points to the research gaps and scope for future research in the area of WLB.

The current study uncovered the research gaps regarding the systematic review and classifications based on demography, year of publication, the research method used and sector being studied.

The present study, drawing on boundary theory, attempts to investigate entrepreneurs’ work–life balance (WLB) in terms of how they manage and construct the borders between their non-work and work lives.

The current qualitative study is grounded on in-depth interviews with 30 entrepreneurs currently living and working in the United Arab Emirates (UAE). When selecting the interviewees, the authors used purposeful sampling to ensure a diverse sample of interviewees with respect to nationality, age, gender and the nature of their business.

The findings suggest that most interviewees believe an entrepreneurial career can contribute positively to their lives. However, some individuals question whether it is possible to have some level of WLB while managing entrepreneurial businesses in the UAE’s competitive environment. Further, some entrepreneurs prioritize “work” over “family life,” indicating a love for their work and a lack of desire for any boundaries. Working long hours and managing a successful business over a longer period of time is also found to be negatively related to WLB.

Entrepreneurship has become a desirable career option, thus stimulating much research attention. However, little is known about entrepreneurs’ WLB challenges, especially regarding whether entrepreneurship improves individuals’ WLB. The present study uses boundary theory to understand how subjective insights regarding WLB and effective boundary management might address this gap.

The purpose of this study is to empirically investigate the mediating effect of work-life balance (WLB) in the relationship between three significant job resources (namely, job autonomy, supervisor support and co-worker support) and job satisfaction experienced by frontline nursing professionals during the COVID-19 pandemic in an Indian setting using the theoretical foundation of job demands-resources theory.

Structured questionnaire survey has been used to get the responses from 452 nursing professionals in India during the COVID-19 pandemic. To carry out data analysis structural equation modeling has been used.

The results reveal the relationship between the framed hypotheses. Surprisingly, the relationship between all three job resources and WLB was found to be positive, and also WLB was positively associated with nursing professionals’ job satisfaction during pandemic situations. However, WLB partially mediated the relationship only between two job resources (namely, job autonomy and supervisor support) and job satisfaction.

The research paper addresses Indian nursing professionals’ perceptions of job resources, WLB and job satisfaction during the COVID-19 pandemic. This paper seeks to examine such a relationship when nursing professionals’ worked round the clock with intuitive expertise and cautiousness to provide quality care and responded more efficiently to scarce resource situations.