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Purpose of This Chapter: >The study examines the importance and effect of working over office hours and lengthy commutes on work–life balance because both consume time away from the official working hours. The study utilized perceived organizational support to measure the moderating role of working over office hours, lengthy commutes, and work–family balance.

Design / Methodology / Approach: An inferential statistics cross-sectional study collected data from 437 full-time employees of IT-BPM companies in 5 metropolitan cities in India. The study used the PLS-SEM to examine the hypotheses.

Findings: The results show a negative relationship between working over office hours and lengthy commutes on work–family balance. This study also found the moderating effect of perceived organizational support on working over office hours and lengthy commutes on the work–family balance. Also, the study revealed that half of the respondents spend three hours, and one-fourth of the respondents spend four and half hours working over office hours and lengthy commutes.

Research Limitations: This research is limited to IT-BPM companies in India. Nevertheless, the findings highlight the factors associated with IT-BPM employee work–family balance, and only two factors were identified.

Practical Implications: This study enhances the work–family balance’s theoretical and practical effects. The results provide a competitive benchmark for IT-BPM managers, administrators, and governing bodies of employee well-being.

Originality: To the best of the author’s knowledge, this study is the first to adopt extrinsic variables in work–family border theory to measure the work–family balance of IT-BPM employees.

Work from home has become as regular as the traditional commuting system after the outbreak of the COVID-19 pandemic. Previous studies have discussed the influence of working at home on the work–family interface. However, there is limited understanding of how diverse workforces manage their work–family issues with various family-friendly policies. This study aims to bridge this research gap by examining the collective influence of work conditions and family-friendly policies on work–family balance.

A survey experiment featuring two working conditions (work from home or commuting) × four family-friendly policies (household subsidy, family-friendly supervisor, financial profit, paid leave vs no policy) was approached based on 703 valid responses in China.

The results indicate that family-friendly policies are more effective under the work-from-home condition than the commuting condition, household subsidies and financial profits are considered more helpful for work–family balance under the work-from-home condition and employees’ policy preferences depend on personal identity and work conditions, which help them maintain work and family issues concurrently.

This study explores the joint impact of work conditions and family-friendly policies from a situational perspective. This study indicated that professional organizations need to perform delicacy management considering policy preferences. Moreover, changing working arrangements help employees facilitate their work–family balance.

The purpose of this paper was to study the psychometric properties of the Portuguese version of the Work–family balance (WFB) scale, developed by Carlson et al. (2009), as well as demonstrating that the WFB is a different construct from the work–family conflict (WFC) and the family–work conflict (FWC). Additionally, this study intended to verify if the work–family balance construct is invariant in the different work regimes (face-to-face work, hybrid work, teleworking), and between men and women.

Snow-ball convenience sample of 224 workers; psychometric analysis of the different scales/constructs analyzed by confirmatory analysis using R/Lavaan.

The results obtained show that the WFB scale presents factor and convergent validity, and high reliability. The WFB construct is negatively correlated with the WFC and FWC constructs. The WFB is a different construct from the WFC and FWC. The WFB is invariant both in workers subjected to different work regimes, and sexes.

The conceptualization and measurement of the work–family relationship has been the subject of several studies. Among the different conceptual approaches to this relationship, WFB has been the least studied and, in terms of human resource management, it is the one that has the best relationship with sustainability and organizational performance. Therefore, it is of utmost importance to obtain a valid and reliable WFB measures, to be used by both academics and human resources professionals.

El propósito de este trabajo fue estudiar las propiedades psicométricas de la versión portuguesa de la escala de equilibrio trabajo-familia (WFB), desarrollada por Carlson et al. (2009), así como demostrar que el WFB es un constructo diferente del conflicto trabajo-familia (WFC) y del conflicto familia-trabajo (FWC). Además, pretendíamos verificar si el constructo equilibrio trabajo-familia es invariable en los diferentes regímenes de trabajo (trabajo presencial, trabajo híbrido, teletrabajo), y entre hombres y mujeres.

Muestra de conveniencia bola de nieve de 224 trabajadores; Análisis psicométrico de las diferentes escalas/constructos analizados mediante Análisis Confirmatorio utilizando R/Lavaan.

Los resultados obtenidos muestran que la escala WFB presenta validez factorial y convergente, así como una alta fiabilidad. El constructo WFB correlaciona negativamente con los constructos WFC y FWC. El WFB es un constructo diferente del WFC y del FWC. El WFB es invariante tanto en trabajadores sometidos a diferentes regímenes de trabajo, como en sexos.

La conceptualización y medición de la relación trabajo-familia ha sido objeto de diversos estudios. Entre los diferentes enfoques conceptuales de esta relación, el WFB ha sido el menos estudiado y, en términos de gestión de recursos humanos, es el que mejor relación tiene con la sostenibilidad y el desempeño organizacional. Por lo tanto, es de suma importancia obtener una medida válida y fiable del equilibrio trabajo-familia, que pueda ser utilizada tanto por académicos como por profesionales de los recursos humanos.

The purpose of this qualitative study is to identify and highlight the challenges faced by the dual-career couples with one or multiple child/children in maintaining their work–family balance based on family systems theory.

The author purposely selected 26 families (52 participants) in Bangladesh where both husbands and wives work on a full-time basis having one or multiple child/children. The author used focus group discussion (FGD) technique to identify the challenges encountered by them.

After summarising the FGD results, the study identified several challenges faced by those dual-career couples, such as inability to differentiate between professional and family lives, lack of quality time for partners/children, challenges to raise children, lack of childcare centres and lack of professionalism of care workers; and tension and anxiety for their child/children while at offices.

The author expects the results of this qualitative study to be conductive as groundwork for upcoming research studies concerning dual-career couples with child/children. The author also hopes that such results will assist the human resource managers in efficiently crafting and executing some policies regarding dual-career couples with one or multiple child/children.

This study intends to recognize and prioritize the work-family balance (WFB) enablers for working sole mothers by employing total interpretive structural modelling (TISM) and “Matrice-d’impacts-croisés-multiplication-appliqués-à-un-classment” method (MICMAC).

This paper utilizes the integrated approach in two stages. In initial stage, strategic literature review and expert mining technique have been conducted to recognize and validate WFB enablers. In subsequent stage, TISM has been applied to observe the contextual relationships among WFB enablers in the direction to construct a TISM-based structural model. Furthermore, MICMAC technique has been employed to categorize the WFB enablers based on their driver and dependence power.

This paper has identified novel 13 key enablers of WFB among working sole mothers and constructed a unique TISM-based hierarchical model. Moreover, WFB enablers have been categorized into four clusters using MICMAC analysis. In the developed TISM model, working sole mother-related WFB personal enablers are primarily at the upper level, family-related WFB enablers are in the center and work-related WFB enablers are in the lowest level.

The developed framework on WFB enablers among working sole mothers can provide a resolution to difficulties faced by sole mothers in managing WFB by providing a pathway to enhance their performance by improving the organizational effectiveness through improving WFB policies.

Based on the best of authors' awareness, this study first incorporates the TISM-MICMAC technique to recognize and prioritize the WFB enablers for working sole mothers.

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.

The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.

This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

This research aims to investigate the symbiotic relationship between work and family life among doctors in India, with a focus on work–family enrichment (WFE) as a positive interplay. The study seeks to examine the impact of two aspects of WFE, namely, work-to-family enrichment (WTFE) and family-to-work enrichment (FTWE) on job satisfaction (JS) and life satisfaction (LS), while exploring the mediating role of self-efficacy (SE).

The research employs a comprehensive survey to gather data from Indian doctors. The survey includes measures of WTFE, FTWE, JS, LS and SE. Structural equation modeling (SEM) was employed to examine the proposed connections among the research constructs, using IBM AMOS v.23.

The findings reveal that WTFE significantly impacts both JS and LS. However, FTWE does not show a direct influence on JS, though it does positively impact LS. SE plays a noteworthy role, having a strong direct influence on both job and life satisfaction. In terms of indirect influence, WTFE impacts job and life satisfaction through the mechanism of SE. Nevertheless, no significant indirect effect was found between FTWE and both types of satisfaction through SE.

This research presents several original contributions to the study of work–life balance among healthcare professionals. Firstly, its unique geographic focus on North India distinguishes it from existing literature, offering fresh insights into the experiences of doctors in this region. Moreover, the study's multifaceted examination of WFE, SE, JS, and LS introduces a comprehensive perspective seldom seen in current research.

This study aims to examine the relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand on the health-care employee turnover intention during the COVID-19 pandemic.

The authors conducted quantitative research in private hospitals using a self-administered questionnaire, and 264 respondents participated. The authors also used an analysis of moment structures to determine the relationship between independent and moderating variables.

The results show a significant positive relationship between polychronicity, job autonomy, perceived workload, work–family conflict and high work demand, affecting turnover intention. This study also found the moderating effect of high work demand on work–family conflict and turnover intention.

This research was limited to hospitals in Bahrain during the COVID-19 pandemic. Nevertheless, the findings highlight the factors associated with health-care employee turnover intention and only five factors were identified.

This study enhances the theoretical and practical effects of turnover intention. The results provide a competitive benchmark for hospital managers, administrators and governing bodies of employee retention.

It advances economics and management theory by enhancing the understanding of health-care employees’ turnover intention in Bahrain. It serves as a basis for future large-scale studies to test or refine existing theories.

To the best of the authors’ knowledge, this study is the first to adopt extrinsic variables in self-determination theory to measure the turnover intention of health-care employees. However, using resources in a crisis can be applied to any disaster.

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.

This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).

The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.

This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

Work–family conflict (WFC) is rife among construction professionals, leading to a significant negative impact on their work engagement. Building on an extant body of research, this study provides nuanced insights into the link between WFC, work–life balance (WLB) and work engagement and identifies the boundary conditions of these relationships.

Data were collected from 257 dyads of construction professionals and their immediate supervisors from a sample of five construction firms based in India using an online survey.

The results found that WLB mediates the relationship between WFC and work engagement, and the relationship is controlled by professionals' gender and perceptions of psychological contract breach (PCB). An important finding is that PCB accentuates the negative influence of WFC on work engagement via WLB. The study also reveals that the negative impact of WFC on WLB is stronger for women.

The findings are relevant for construction firms since they are primarily dominated by men and continue to struggle to attract more women professionals. The study insights provide avenues to expand existing research on the relationship between WFC and work engagement and offer managerial implications for improving construction professionals' work engagement in the high-pressure context of the construction industry.

The study significantly advances the underdeveloped literature on work–family interface, especially in the unique work settings of the construction industry, by establishing WFC as a predictor and revealing how engagement at work is affected. It highlights the importance of boundary conditions such as gender and PCB. It is one of the first to assess the relationship between WFC, WLB, PCB and work engagement among construction professionals in India.