FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W799098311> ?p ?o ?g. }

• W799098311 startingPage "37" @default.
• W799098311 abstract "Introduction Individuals experience more conflict between work and personal life as they continue to pursue the quality of life that they need (Casper et al., 2011). Thus, successfully balancing work and family life is one of the major challenges facing current individual workers (Halpern, 2005). Historically, work-life balance issues have been considered personal issues (Emslie & Hunt, 2009), and employers have just responded to their employees' needs by providing additional benefits such as on-site childcare service and paid maternity leave in the workplace. However, with environmental shifts and value changes of employees, employees' desire for work-life balance has increased and employers have begun to offer more active support of their employees' work-life balance (Thornthwaite, 2004). In its list of the 100 best companies to work for, Fortune magazine identifies organizations that make an effort to assist employees in managing the duties of work and family (Muse et al., 2008). Thus, organizational efforts for ensuring employees' work-life balance are needed and valued more than ever. Many researchers have generally agreed on the important role of work-life balance as it is related with an individual's psychological well-being and overall sense of harmony in life, which is an indicator of balance between the workplace role and the role in family (Clark, 2000; Marks and MacDermid, 1996). Recent research shows that both employees and organizations benefit from successfully balanced work and family life (e.g., Greenhaus and Powell, 2006; Hammer et al., 2005). In family domains, when people experience a lack of work-life balance, this experience threatens key domains of their personal lives (Lachman and Boone-James, 1997); on the other hand, work-life balance enhances their well-being and family satisfaction (Grzywacz, 2000). In work domains, the absence of work-life balance causes poor performance and more absenteeism of employees (Frone et al., 1997), but balanced work and family life is associated with increased job satisfaction and organizational commitment (Cegarra-Leiva et al., 2012; Wayne et al., 2004). In other words, employees' work-life balance experiences deepen their role-related engagement, which is related to organizational performance improvement (Carlson et al., 2008). Work-life balance in the workplace has become a more important issue as it tends to exhibit positive results such as low turnover, work engagement, organizational citizenship behavior, in-role performance, increased firm productivity, job satisfaction, and organizational commitment (Konrad and Mangel, 2000; Lambert, 2000; Shepard et al., 1996; Wang and Walumbwa, 2007). As emphasized by several researchers, managing work-life balance has become one of the most critical managerial strategies for ensuring employees' performance and organizational performance improvement. Research Purpose and Problems As was previously noted, the interest in and importance of work-life balance is increasing. Indeed, it is widely accepted by researchers that work-life balance is associated with desirable outcomes in both the workplace area and family area (e.g., Harrington and Ladge, 2009; Parkes and Langford, 2008). Despite this increased interest and these favorable outcomes of work-life balance, few studies have directly linked it with outcomes (Carlson et al., 2009; Frone, 2003; Grzywacz and Butler, 2005). Also, several researchers have pointed out that the effect of work-life balance on employees' attitudes and behaviors is still unclear and have called for more in-depth research studies to identify what types of performance are related with work-life balance (Casper and Buffardi, 2004; Kossek and Ozeki, 1998). The situation is no different in the Asian context and for the case of South Korea. Workers are experiencing an increase in their average income, resulting in a rise in their living standards, which consequently as caused a growth in the interest of work-life balance issues (Lim et al. …" @default.
• W799098311 created "2016-06-24" @default.
• W799098311 creator A5023346984 @default.
• W799098311 date "2014-01-01" @default.
• W799098311 modified "2023-09-23" @default.
• W799098311 title "Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment" @default.
• W799098311 cites W1033355917 @default.
• W799098311 cites W1496708788 @default.
• W799098311 cites W1531878572 @default.
• W799098311 cites W1580392773 @default.
• W799098311 cites W1601050295 @default.
• W799098311 cites W1966321159 @default.
• W799098311 cites W1966843084 @default.
• W799098311 cites W1971237427 @default.
• W799098311 cites W1971367621 @default.
• W799098311 cites W1971440513 @default.
• W799098311 cites W1971578075 @default.
• W799098311 cites W1979376028 @default.
• W799098311 cites W1983115028 @default.
• W799098311 cites W1987258130 @default.
• W799098311 cites W1991698487 @default.
• W799098311 cites W2003038531 @default.
• W799098311 cites W2006731719 @default.
• W799098311 cites W2008227340 @default.
• W799098311 cites W2011415903 @default.
• W799098311 cites W2014643128 @default.
• W799098311 cites W2020687084 @default.
• W799098311 cites W2022786786 @default.
• W799098311 cites W2036389121 @default.
• W799098311 cites W2036874611 @default.
• W799098311 cites W2037138277 @default.
• W799098311 cites W2037710531 @default.
• W799098311 cites W2038702827 @default.
• W799098311 cites W2039945782 @default.
• W799098311 cites W2041090984 @default.
• W799098311 cites W2054168121 @default.
• W799098311 cites W2067102910 @default.
• W799098311 cites W2068766526 @default.
• W799098311 cites W2068864833 @default.
• W799098311 cites W2074838937 @default.
• W799098311 cites W2076292867 @default.
• W799098311 cites W2081555167 @default.
• W799098311 cites W2082978896 @default.
• W799098311 cites W2086383656 @default.
• W799098311 cites W2086459247 @default.
• W799098311 cites W2088861238 @default.
• W799098311 cites W2090795879 @default.
• W799098311 cites W2093114961 @default.
• W799098311 cites W2093132046 @default.
• W799098311 cites W2094462013 @default.
• W799098311 cites W2094709091 @default.
• W799098311 cites W2096606504 @default.
• W799098311 cites W2102617164 @default.
• W799098311 cites W2112341703 @default.
• W799098311 cites W2115948428 @default.
• W799098311 cites W2132009928 @default.
• W799098311 cites W2132062004 @default.
• W799098311 cites W2132428297 @default.
• W799098311 cites W2134313287 @default.
• W799098311 cites W2138739273 @default.
• W799098311 cites W2139007158 @default.
• W799098311 cites W2139144705 @default.
• W799098311 cites W2139419210 @default.
• W799098311 cites W2142696101 @default.
• W799098311 cites W2154507369 @default.
• W799098311 cites W2157209757 @default.
• W799098311 cites W2157752099 @default.
• W799098311 cites W2158517811 @default.
• W799098311 cites W215906269 @default.
• W799098311 cites W2159313164 @default.
• W799098311 cites W2163794951 @default.
• W799098311 cites W2167877555 @default.
• W799098311 cites W2173109136 @default.
• W799098311 cites W2180492167 @default.
• W799098311 cites W2187751945 @default.
• W799098311 cites W2328703245 @default.
• W799098311 cites W2494584622 @default.
• W799098311 cites W3157407122 @default.
• W799098311 hasPublicationYear "2014" @default.
• W799098311 type Work @default.
• W799098311 sameAs 799098311 @default.
• W799098311 citedByCount "33" @default.
• W799098311 countsByYear W7990983112014 @default.
• W799098311 countsByYear W7990983112015 @default.
• W799098311 countsByYear W7990983112016 @default.
• W799098311 countsByYear W7990983112017 @default.
• W799098311 countsByYear W7990983112018 @default.
• W799098311 countsByYear W7990983112019 @default.
• W799098311 countsByYear W7990983112020 @default.
• W799098311 countsByYear W7990983112021 @default.
• W799098311 crossrefType "journal-article" @default.
• W799098311 hasAuthorship W799098311A5023346984 @default.
• W799098311 hasConcept C107993555 @default.
• W799098311 hasConcept C127413603 @default.
• W799098311 hasConcept C142362112 @default.
• W799098311 hasConcept C144024400 @default.
• W799098311 hasConcept C144133560 @default.
• W799098311 hasConcept C153349607 @default.
• W799098311 hasConcept C15744967 @default.

• next