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The turn of the twenty-first century witnessed significant shifts in the global work environment that led to employees’ personal and professional lives witnessing dynamic transformations. Work-life interference has become the norm rather than the exception for most employees, who, of late, experience more significant interference in balancing work obligations and family responsibilities. This study aims to examine the bi-directional interference experienced by working women in India’s health-care sector.

For this study, 850 questionnaires were distributed to selected health-care workers in Northern India. After eliminating the invalid questionnaires, 782 valid questionnaires were retained and used for further analyzes.

The study results revealed that working women in a collectivistic culture such as India experience higher work interference on personal life than personal life interference on work in the health sector. However, women health-care workers with higher support from their employers, families and colleagues experienced lower interference levels. Therefore, health organizations need to put a system in place to ensure the least interference in women employees’ personal lives by providing both emotional and institutional support.

This study undertakes to conceptualize the bidirectional nature of the work-life interface among India’s health-care workers. The findings would direct employers, employees and the practitioners involved in the health-care sector to execute policies and practices that attempt to facilitate work-life integration among the workers and generate positive organizational outcomes.

The aim of the current study was to evaluate the effects of work–life balance (WLB) on the employee motivation (EM), job satisfaction (JS) and emloyee performance (EP) of academic staff at universities.

In this regard, the authors collected 490 valid data from academic staff of major public and private universities in Kurdistan Region of Iraq. WLB was evaluated under three dimensions as work interference with personal life (WIPL), personal life interference with work (PLIW) and work personal life enhancement (WPLE).

The results of the analyses showed that WIPL and PLIW negatively and significantly affected EM but did not have any significant impact on JS. WPLE affected both JS and EM significantly and positively. Lastly, JS did not have significant impact on EP while EM did.

As the research was conducted in Kurdistan Region of Iraq, it cannot be generalized to other countries and cultures.

Besides, the study suggests theoretical and practical implication as it was a special study proposed during COVID 19 lock downs.

There are very limited or no research works which attempt to study the pros and cons of WLB during such a catastrophic time, the study is useful for the university administrators and researchers in this field.

The purpose of this study is to investigate the relationship between role overload (RO) and the work–family interface (work–life conflict and work–life enrichment) among bank employees and the moderating effects of personal life characteristics and commitments on this relationship. It aimed to bring out the importance of contextual factors in individual's interactions across various roles.

A structured questionnaire based on validated instruments was designed and administered to 279 employees from the banking sector in India. The instrument was adapted to the local language to ensure ease of comprehension.

RO was positively correlated with both work interference with personal life (WIPL) and personal life interference with work (PLIW), and negatively correlated with work–personal life enrichment (WPLE). Gender, number of children and age of the youngest child significantly moderated the relationship between RO and WIPL.

This study was limited by the use of self-reported data and its cross-sectional nature. Future studies will need to include a larger sample with people from across the workplace hierarchy.

This paper provides valuable insight into the influence of personal life characteristics and commitments on RO and the work–family interface.

The banking sector is among the top 10 most stressful workplaces in India due to high work pressure and the threat of competition. These working conditions make it important to understand employee perceptions of RO and its impact on the work–family interface.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

A study of female healthcare workers in India showed they experienced higher work interference on personal life (WIPL) than personal life interference on work (PLIW). But the results also showed that women with higher support from employers, families and colleagues experienced lower interference levels.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

In this chapter, we review the literature on the relationship of work–family conflict with health outcomes and well-being. We discuss the meaning of work–family conflict and then present a theoretical model that depicts the psychological process by which work–family conflict affects negative emotions, dissatisfaction with life and its component roles, health-related behavior, and physical health. We conclude with suggestions regarding the development of a future research agenda.

This paper aims to attempt to explore the nature of relationship between work–life balance and emotional exhaustion experienced by the employed individuals while working from home during the pandemic COVID-19 induced nationwide lockdown in the Indian setting.

Data were collected from 180 working professionals in North India who were working from home during the lockdown. PROCESS macro developed for SPSS was used to test the hypotheses.

Findings depicted that in comparison to men, women felt more emotional exhaustion due to personal life interference in work during work from home period. Surprisingly, the relationship between work interference with personal life, and emotional exhaustion did not differ by gender. It was found that the participative leadership could contribute to reduction of work interference with personal life, and through such an influence, emotional exhaustion experienced by an employee could be reduced to some extent.

Many previous studies have explored the nature of the relationship between work–life balance and emotional exhaustion, but rarely any study could cover any Pandemic affected working scenario. This study attempted to investigate such a relationship when employees were obligated to mandatorily work from home during the countrywide lockdown.

The object of this research is the reconstruction of the existing legal response by European Union states to the phenomenon of immigration. It seeks to analyse the process of conferral of protection.

One main dimension is selected and discussed: the case law of the national courts. The study focuses on the legal status of immigrants resulting from the intervention of these national courts.

The research shows that although the courts have conferred an increasing protection on immigrants, this has not challenged the fundamental principle of the sovereignty of the states to decide, according to their discretionary prerogatives, which immigrants are allowed to enter and stay in their territories. Notwithstanding the differences in the general constitutional and legal structures, the research also shows that the courts of the three countries considered – France, Germany and Spain – have progressively moved towards converging solutions in protecting immigrants.

The research contributes to a better understanding of the different legal orders analysed.

To examine the relative power of four dispositional, self‐evaluation traits (adaptive and maladaptive perfectionism, generalized self‐efficacy, and general self‐esteem) versus three situational factors (organizational time demands, potential negative career consequences, and managerial support) in predicting work interference with home (WIH) and home interference with work (HIW).

A survey was conducted among 223 UK public sector employees. Hierarchical multiple regression analysis tested main effects of personality and situational characteristics on WIH and HIW. A usefulness analysis determined whether dispositional or situational variables had greater predictive power for the two dependent variables.

Significant, negative main effects of adaptive perfectionism on HIW, and of self‐esteem on WIH. Positive relationships were found between maladaptive perfectionism and both WIH and HIW. Situational factors were also significant predictors of WHI: organizational time demands were positively associated with WIH, while managerial support had a negative relationship with WIH. Dispositional variables accounted for 15 per cent of variance in HIW, but only 4 per cent of variance in WIH.

The cross‐sectional design of the study does not permit firm conclusions regarding causality, and the results may be influenced by common method bias.

Raising awareness of the role of personality in work‐home interference may assist managers in providing more effective support to employees. The danger exists that policy‐makers will dismiss HIW as an individual responsibility due to the influence of dispositional factors.

This study indicates that self‐evaluation personality characteristics play a key role in predicting HIW, and are more important than traditionally investigated factors associated with the home and workplace environments.

This study, using a comprehensive job demand–resources (JD-R) model, aims to explore the pressures of workload, work–life interface and subsequent impacts on employee stress and job satisfaction, with implications for employee job performance, in the context of working from home during the COVID-19 pandemic.

A cross-sectional sample of employees at seven universities (n = 4,497) and structural equation path analysis regression models are used for the analyses.

The results show that a partial mediation JD-R model was supported, where job demands (such as workload and actual hours worked) and job resources (including expectations, support and job security) have relationships with work interference with personal life and personal life interference with work. These have subsequent negative path relationships with stress. Further, stress is negatively related to job satisfaction, and job satisfaction is positively related to employee job performance.

Potential policy implications include mitigation approaches to addressing some of the negative impacts on workers and to enhance the positive outcomes. Timely adjustments to job demands and resources can aid in sustaining balance for workers in an uncertain and fluid environmental context.

This study makes a contribution to knowledge by capturing sentiments on working arrangements, perceived changes and associated outcomes during a key period within the COVID-19 pandemic while being one of the rare studies to focus on a comprehensive JD-R model and a unique context of highly educated workers' transition to working from home.

The purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.

This paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.

This paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.

This paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.

Efforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobs per se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.

The results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes.