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Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations

Published online by Cambridge University Press:  02 February 2015

Louise P Parkes  and
Peter H Langford
Louise P Parkes
Affiliation:
Voice Project, School of Psychology, Macquarie University, Sydney NSW, Australia
Peter H Langford
Affiliation:
Voice Project, School of Psychology, Macquarie University, Sydney NSW, Australia
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Abstract

In an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

Keywords

work-life balanceemployee engagementretentionsocial responsibilityorganisational climate
Type
Research Article
Information
Journal of Management & Organization , Volume 14 , Issue 3 , July 2008 , pp. 267 - 284
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2008

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