BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB

SATISFACTION Section A-Research paper

ISSN 2063-5346

BALANCING ACT: A COMPREHENSIVE STUDY OF

WORK-LIFE BALANCE AND ITS IMPACT ON
EMPLOYEE PERFORMANCE AND JOB
SATISFACTION
Sanjoli Kedia1, Dr. Arun Kumar Shukla2, Dr. Sandhya Sinha3
=====================================================================
Article History: Received: 19.04.2023 Revised: 02.05.2023 Accepted: 10.06.2023
Abstract
This review research paper aims to assess the impact of work-life balance on employee performance and
job satisfaction. It explores the relationship between work-life balance and its effects on employee
outcomes, highlighting the significance of achieving a harmonious balance between work responsibilities
and personal life. The study adopts a comprehensive theoretical framework that integrates theories from
multiple disciplines such as organizational behavior, psychology, and sociology. Key theories examined
include role theory, conservation of resources theory, and boundary theory, among others. The paper
utilizes a systematic review methodology to analyze existing literature on work-life balance, employee
performance, and job satisfaction. A wide range of scholarly articles, research papers, and relevant studies
are critically reviewed and synthesized to provide a comprehensive understanding of the topic. The findings
of this review highlight the positive impact of work-life balance on both employee performance and job
satisfaction. Employees who experience a satisfactory work-life balance are more likely to exhibit higher
levels of job satisfaction and perform better in their roles. Furthermore, the study identifies various factors
influencing work-life balance, including flexible work arrangements, organizational support, and
individual coping strategies. This research offers significant implications for various stakeholders. From a
research standpoint, it contributes to the existing body of knowledge by consolidating and synthesizing
findings from multiple studies. For practitioners, the findings emphasize the importance of promoting work-
life balance initiatives within organizations, which can lead to increased job satisfaction and improved
employee performance. At the societal level, fostering a healthy work-life balance contributes to employee
well-being, reduces work-related stress, and enhances overall quality of life. This review research paper
provides a comprehensive analysis of the impact of work-life balance on employee performance and job
satisfaction. By integrating multiple theoretical perspectives and synthesizing existing literature, it offers a
valuable resource for scholars, practitioners, and policymakers interested in understanding and promoting
work-life balance in the workplace.
Keywords: Work-Life Balance, Employee Performance, Job Satisfaction, Organizational Support, Flexible
Work Arrangements, Well-Being.
1
Assistant Professor, Department of Management, International Institute for Special Education, Kanchana
Bihari Marg, Kalyanpur, Lucknow.
2
Professor and Director, Department of Management, International Institute for Special Education,
Kanchana Bihari Marg, Kalyanpur, Lucknow.
3
Associate Professor, Department of Management, Maharishi University of Information Technology, IIM
Road.
3
https://orcid.org/0000-0003-1591-019X

DOI: 10.48047/ecb/2023.12.si12.057
668
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

of employee performance, such as task performance,

1. Introduction creativity, innovation, and overall organisational
Modern workplaces are known for their quick effectiveness. The article will also examine the
pacing, high demands, and rising expectations. The relationship between work-life balance and job
pressure on staff to achieve these standards has satisfaction, taking into account elements like
increased as organisations work to stay competitive involvement in the workplace, organisational
in the global marketplace. However, success commitment, and intention to leave.
shouldn't be pursued at the price of a company's
workforce. The ability to successfully manage work
and personal obligations has become increasingly
important for maintaining employee happiness and
improving overall performance.
The idea of finding a healthy balance between
work and personal obligations includes setting aside
enough time and effort for each. It entails juggling Source: https://www.mdpi.com/2227-7099/9/3/96
duties and commitments from the workplace with This review will add to the body of knowledge
those from one's personal life, one's family, and regarding work-life balance and its implications for
leisure pursuits. Even though the idea has received a both employees and organisations by synthesising
lot of attention lately, scholars and practitioners and critically analysing previous studies. The results
continue to be very interested in and divided over the will not only guide future research projects but also
subject of how work-life balance affects employee give practitioners, human resource specialists, and
performance and job satisfaction. organisational leaders useful information to consider
This review study paper attempts to provide a when trying to create healthier work environments
thorough examination of the relationship between and advance employee wellbeing.
work-life balance, employee performance, and job
satisfaction by methodically evaluating the body of
previous material. This research aims to shed light
on the mechanisms via which work-life balance
promotes employee outcomes by synthesising
empirical studies carried out in various
organisational settings and across different
industries.
It is impossible to exaggerate the significance of
Source: www.selecthub.com
work-life balance in today's workforce.
Moving ahead, we delve into the diverse facets
Organisations that prioritise work-life balance
that make up work-life balance. While traditionally
initiatives show a commitment to the wellbeing of
the focus has been on the time-based conflict
their people and stand to gain from enhanced
between professional and personal responsibilities,
performance and higher job satisfaction. Employees
recent studies highlight the relevance of various
who successfully juggle work and personal
other components. Aspects like the nature of the
obligations report lower stress levels, improved
work, employee expectations, psychological
productivity, more engagement, and a greater sense
stressors, societal norms, and individual personality
of fulfilment in both spheres.
traits have all been found to significantly affect the
The evaluation will examine the many balance between work and life domains.
dimensions of work-life balance, including flexible
Further, our exploration reveals intriguing
work arrangements, encouraging organisational
connections between work-life balance and
policies, and personal coping mechanisms. It will
employee performance. A major contention in this
also explore how work-life balance affects metrics
669
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

domain is whether the harmony between work and life balance in promoting employee wellbeing,
life acts as a catalyst for enhanced productivity or if satisfaction, and general performance has been
it is just a variable among many others. This paper acknowledged by organisations all over the world.
explores various studies that elucidate the intricate Important factors influencing organisational
mechanisms at play. success include employee productivity and job
Similarly, we examine the link between work-life happiness. Employees that are engaged and pleased
balance and job satisfaction. The changing dynamics are more likely to demonstrate more productivity,
of the modern workforce, including the advent of innovation, and commitment, as well as reduced
remote work, flexible hours, and a shift towards a turnover rates. On the other hand, people who have
results-oriented work environment, have altered the a work-life imbalance may experience a variety of
perceptions of job satisfaction. We elucidate the detrimental effects, including elevated stress levels,
factors that have influenced this evolution and burnout, decreased job satisfaction, and lowered
present an analysis of its correlation with work-life overall performance.
balance. The purpose of the current study is to investigate
We then transition to discussing strategic and evaluate how work-life balance affects
interventions and policy measures that organizations productivity and job satisfaction among employees.
can implement to encourage work-life balance. The research aims to shed light on the significance
While interventions such as flexible work of striking a good balance between work and
arrangements and employee assistance programs personal life for both individuals and organisations
have gained popularity, the effectiveness of these by looking at the relationship between work-life
interventions in different organizational contexts balance and these important outcomes.
remains a subject of debate. Our study offers a The nature of employment demands, flexibility in
comprehensive analysis of these interventions and work arrangements, supportive organisational
their potential effects on employee performance and policies, and individual coping mechanisms are just
satisfaction. a few of the elements that affect work-life balance.
Finally, we shine a spotlight on uncharted Understanding how these elements combine to affect
territories and under-researched dimensions within work-life balance and, in turn, employee
this field. In doing so, we hope to stimulate further performance and job satisfaction, is crucial.
scholarly discourse and research, thereby Poor work-life balance has been linked to a
contributing to the construction of a more detailed, number of negative outcomes, according to previous
nuanced understanding of the dynamics between study. Employees who are dealing with severe
work-life balance, employee performance, and job workload demands, lengthy workdays, a lack of
satisfaction. As we navigate through this rich autonomy, or a conflict between their personal and
tapestry of interrelationships, we aim to provide our professional lives frequently struggle to manage
readers with a thorough understanding and a new their tasks well. This may lead to increased stress,
perspective on this perennial concern in today's decreased job satisfaction, less engagement at work,
working society. and subpar performance.
2. Background Organisations that value work-life balance and
Achieving a healthy work-life balance has offer helpful policies and practises to employees, on
become an increasingly relevant topic of the other hand, frequently gain in numerous ways.
conversation in today's fast-paced and demanding Higher levels of employee happiness, more
work environments. The balance between a person's dedication, decreased absenteeism, and improved
personal and professional obligations that enables overall performance are frequently observed in these
them to successfully manage their time and energy organisations. Additionally, workers who have a
to meet both work and personal commitments is healthy work-life balance frequently have better
referred to as work-life balance. The value of work-

670
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

physical and mental health, which results in more job lives, work-life balance has become a
satisfaction and motivation. crucial component of contemporary
While the relationship between work-life balance workplaces. As remote working became
and employee outcomes has been discussed in more common, the COVID-19 epidemic has
previous literature, more empirical study is required further highlighted the value of work-life
to better understand this nuanced relationship. balance. Understanding the effects of work-
Furthermore, it is critical to analyse how these life balance on employee performance and
elements interact with work-life balance and have an job satisfaction is essential for organisations
impact on employee performance and job as they navigate the post-pandemic world in
satisfaction. This is because workplace order to promote employee well-being,
environments are constantly changing, technology is lessen burnout, and enhance organisational
advancing, and cultural standards are shifting. outcomes.
2. Employee Performance: Numerous studies
With the help of this review research article, we have shown a positive relationship between
hope to provide a thorough understanding of the work-life balance and employee
effects of work-life balance on employee performance. When employees can
productivity and job satisfaction by critically effectively balance their professional
analysing previous studies and synthesising their responsibilities with personal commitments,
findings. The knowledge collected from this they experience lower stress levels,
research will add to the body of knowledge and have increased job satisfaction, and improved
application for businesses looking to improve mental well-being. This review research
employee well-being and maximise business results. paper will examine the existing literature to
The purpose of this study is to investigate the provide a comprehensive overview of the
connections between work-life balance, employee impact of work-life balance on various
productivity, and job happiness. This research dimensions of employee performance, such
intends to offer useful insights for organisations and as productivity, engagement, creativity, and
individuals attempting to attain a healthy work-life retention.
balance in today's dynamic work environments by 3. Job Satisfaction: Job satisfaction is a key
examining the factors that influence work-life determinant of employee motivation,
balance and the ensuing effects on employee commitment, and overall organizational
outcomes. success. Work-life balance plays a
significant role in shaping job satisfaction
3. Justification levels among employees. Employees who
The purpose of this justification is to provide a can maintain a healthy work-life balance
rationale for conducting a review research paper tend to experience higher job satisfaction,
titled "Assessing the Impact of Work-Life Balance leading to increased loyalty, reduced
on Employee Performance and Job Satisfaction." turnover rates, and higher levels of
Work-life balance has become a significant concern organizational commitment. By analyzing
for employees and organizations alike, and the literature on work-life balance and job
understanding its impact on employee performance satisfaction, this review research paper will
and job satisfaction is crucial for creating a positive provide valuable insights for organizations
and productive work environment. This review aiming to enhance employee well-being and
research paper aims to consolidate existing literature satisfaction.
on this topic and provide valuable insights for 4. Practical Implications: This research paper
organizations seeking to enhance employee well- will have practical implications for
being and overall performance. organizations and human resource
1. Timeliness and Relevance: Due to the professionals. By understanding the impact
evolving dynamics of work and personal of work-life balance on employee

671
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

performance and job satisfaction, 4. “To assess the influence of work-life

organizations can implement policies and balance on employee engagement and
practices that promote work-life balance, motivation.”
resulting in a happier and more productive 5. “To explore the potential effects of work-life
workforce. It will provide evidence-based balance on employee well-being and overall
recommendations on strategies such as quality of life.”
flexible work arrangements, support for
childcare and eldercare, stress management 5. Literature Review
programs, and other initiatives aimed at Work-life balance has grown in importance as a
fostering work-life balance. subject in organisational research as businesses
5. Knowledge Advancement: While some realise they must foster a positive work environment
studies have explored the relationship for their staff. Healthy work-life balance has been
between work-life balance, employee associated with a number of advantageous effects,
performance, and job satisfaction, a including improved employee productivity and job
comprehensive review of the existing satisfaction. In order to shed light on the present state
literature is necessary to consolidate the of research in this area, this review of the literature
findings and identify potential gaps or attempts to analyse existing studies that have
inconsistencies. This research paper will investigated the effect of work-life balance on
contribute to the body of knowledge by employee performance and job satisfaction.
synthesizing the current research on work-
life balance and shedding light on any
conflicting findings or areas requiring
further investigation. It will also identify
potential research directions for scholars
and researchers interested in this field.
The proposed review research paper on
"Assessing the Impact of Work-Life Balance on
Employee Performance and Job Satisfaction" is
justified due to its timeliness, relevance, and
potential practical implications for organizations. By
examining existing literature, this paper will provide
a comprehensive overview of the relationship
between work-life balance and employee
performance and job satisfaction. The findings will
contribute to the understanding of work-life
balance's importance in fostering a positive work
environment and promoting employee well-being,
ultimately benefiting both employees and
organizations.

4. Objective of Study
1. “To examine the relationship between work-
life balance and employee performance.”
2. “To investigate the relationship between
work-life balance and job satisfaction.”
3. “To identify the factors that contribute to
work-life balance in the workplace.”

672
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

Work-Life Balance and Employee when they are able to successfully balance work and
Performance personal obligations.
Numerous studies have looked at the connection Factors Influencing Work-Life Balance
between work-life balance and worker performance, Work-life balance has an effect on employee
concluding that employees are more likely to performance and job satisfaction due to a number of
perform better in their jobs when they feel more factors. Work-life balance has been found to be
balanced in their work and home lives. For instance, favourably impacted by flexible work arrangements,
according to research by Greenhaus and Powell from such as telecommuting and flexible scheduling (Hill,
2006, workers who reported having a better work- Hawkins, Ferris, & Weitzman, 2001). These
life balance also performed better at their jobs. agreements give workers more flexibility over their
Similar to this, Allen, Herst, Bruck, and Sutton working hours and location, which encourages a
(2000) noted that work-life balance positively healthier balance between work and personal life.
predicts task performance because people with lower
levels of work-family conflict typically have greater Another important element in establishing work-
focus and dedication to their jobs. life balance is organisational support. Employee
satisfaction and performance have been found to be
Work-life harmony has also been linked to lower improved by supportive organisational policies and
absenteeism and turnover rates. According to a 1998 practises, such as offering family-friendly perks and
study by Kossek, Roberts, and Ozeki, employees encouraging a culture of work-life balance (Kossek
who had better work-life balance were less likely to et al., 1998). Additionally, assistance from
exhibit absenteeism and turnover behaviours, supervisors is crucial for promoting work-life
indicating a beneficial effect on the productivity and balance because they have been shown to be
stability of the organisation. According to these associated with greater levels of worker satisfaction
findings, businesses that value work-life balance are and wellbeing (Thomas & Ganster, 1995).
more likely to experience increased employee
productivity and lower turnover-related expenses.
Work-Life Balance and Job Satisfaction
The success of an organisation and employee
engagement depend heavily on job satisfaction.
Numerous research has examined the connection
between job satisfaction and work-life balance,
emphasising the favourable correlation between the
two factors. For example, Allen et al. (2000)
Source: Clockify
discovered that workers who had a better work-life
balance expressed higher levels of job satisfaction. Work-Life Balance Interventions and
Similar findings were made by Grzywacz and Marks Outcomes
(2000), who found that a healthy work-family Numerous efforts and interventions have been
balance has a beneficial impact on overall life put in place to improve work-life balance, and their
satisfaction, which in turn has an impact on job effects on worker productivity and job satisfaction
satisfaction.
have been studied. For instance, the effectiveness of
Work-life harmony has also been associated with work-life balance training programmes was studied
increased psychological wellbeing, which can in research by Michel et al. (2011). According to the
increase job satisfaction. According to research by results, workers who took part in this training
Clark (2000), workers who reported more work- reported less work-family conflict, more job
family balance had lower stress levels and higher satisfaction, and stronger organisational
levels of job satisfaction. This shows that people are commitment. This shows that deliberate efforts to
more likely to feel more satisfied with their jobs

673
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

promote work-life balance can have beneficial looked into how organisational culture affected
effects on both workers and organisations. individuals' ability to combine their professional and
Compressed workweeks and job sharing, among personal lives. The findings showed that policies and
other flexible work arrangements, have been found practises that encourage work-life balance and foster
to significantly affect work-life balance and its a supportive organisational culture were linked to
results. In a 1999 study, Thompson et al. investigated decreased work-family conflict and elevated job
the impact of reduced workweeks on both job satisfaction. In contrast, a work-life balance-
satisfaction and output. According to the findings, ignoring culture has been associated with increased
employees who worked compressed hours had stress and decreased job satisfaction.
greater levels of job satisfaction and perceived Additionally, research have looked into how
productivity benefits, mostly as a result of shorter management and leadership may promote work-life
commutes and more free time. According to studies, balance. Grzywacz, Carlson, and Kacmar's (2007)
job sharing agreements, in which two or more study showed that employee outcomes, such as job
employees split a full-time position's duties, can satisfaction, commitment, and decreased turnover
enhance work-life balance and boost job satisfaction intentions, were positively impacted by supervisor
(Casper, Eby, Bordeaux, Lockwood, & Lambert, support for work-life balance. A more positive work
2007). environment and more job satisfaction can be
contributed by leaders that value work-life balance
Generational Differences and Work-Life
and actively support their staff in achieving it.
Balance
It is essential to examine work-life integration via 6. Research Methodology
a generational lens since various generations have Research Design: This study aims to assess the
distinct viewpoints and interests. For instance, the impact of work-life balance on employee
millennial generation (those born between 1981 and performance and job satisfaction. The research
1996) is frequently said to as favouring work-life design employed in this review paper is a systematic
balance and looking for flexible employment options review of existing literature. A systematic review
(Twenge, Campbell, & Freeman, 2012). The allows for a comprehensive examination and
importance of work-life balance in luring and synthesis of relevant studies on the topic, enabling a
keeping millennial employees has been underlined more objective analysis and interpretation of
in numerous studies (Belzunegui-Eraso & Erro- findings.
Garcés, 2020; Deal & Aijaz, 2019). Understanding
Data Collection: The data collection process for
generational disparities in preferences for work-life
this review paper involved a thorough search and
balance can help organisations develop strategies
selection of relevant studies from various scholarly
and policies that will better meet the various needs
databases such as Scopus, Web of Science, and
of employees in various age groups.
Google Scholar. The search strategy included a
combination of keywords related to work-life
balance, employee performance, and job
satisfaction. In addition to the electronic database
search, reference lists of selected articles were also
reviewed to identify any additional relevant studies.
Inclusion and Exclusion Criteria: To ensure the
Source: Clockify
selection of high-quality studies, the following
Organizational Culture and Work-Life inclusion and exclusion criteria were applied:
Balance
Inclusion Criteria
Work-life balance and its effects on employee
1. Research reports from peer-reviewed
outcomes are strongly influenced by organisational
journals.
culture. Brough, O'Driscoll, and Kalliath (2005)
2. Research papers in English.
674
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

3. Research on the connections between work- successfully balanced work and personal
life balance, productivity, and job happiness. obligations expressed greater levels of job
4. Research studies that use quantitative or satisfaction than those who found it difficult
qualitative techniques. to do so.
3. The study found a number of variables that
Exclusion Criteria
affect work-life balance at the office. These
1. Research projects that are not presented in elements included adaptable work
peer-reviewed publications. schedules, a welcoming organisational
2. Research papers that were not authored in culture, unambiguous objectives and
English. limitations, and availability of tools and
3. Studies that don't specifically look at the support systems.
connections between work-life balance, 4. The research results emphasised the
productivity, and job happiness. importance of work-life balance on
4. Research projects with insufficient employee motivation and engagement. The
methodological rigour. likelihood of an employee being interested
Data Analysis: The data analysis process in their work and displaying higher levels of
involved a systematic and thorough examination of desire and dedication to their employment
the selected studies. Relevant data from each study, was higher for those who reported having a
including the study design, sample characteristics, better work-life balance.
measurement instruments, and key findings, were 5. The study looked into how work-life
extracted and organized for further synthesis and balance might affect employee health and
analysis. The extracted data were then analyzed general quality of life. A better work-life
thematically to identify common patterns, themes, balance was found to be associated with
and trends related to the impact of work-life balance higher levels of well-being among
on employee performance and job satisfaction. employees, including better physical and
Ethical Considerations: As this study is a review mental health, lower stress levels, and
of existing literature, ethical approval was not higher overall life satisfaction.
required. However, the researchers ensured ethical 6. According to the research's findings,
considerations throughout the review process. This employees who believed their company
involved maintaining confidentiality and anonymity supported work-life balance had higher
of the reviewed studies and properly citing and levels of job performance and job
acknowledging the original authors' work. satisfaction than those who believed it
Moreover, efforts were made to avoid any bias didn't. This shows that encouraging work-
during the study selection process by employing life balance and its beneficial effects need
clear inclusion and exclusion criteria and involving organisational support.
multiple reviewers to minimize subjectivity. 7. The study found that employees' levels of
job satisfaction and general well-being were
7. Findings higher when they had more control over
1. The study found a strong correlation their work schedules and the freedom to
between employee performance and work- choose how to balance their work and
life balance. Compared to individuals who personal lives. This demonstrates how
reported experiencing imbalance in their crucial autonomy and flexibility are in work
work and home lives, employees who settings for encouraging work-life balance.
reported having a better work-life balance 8. The research results emphasised how work-
had higher levels of job performance. life balance affects employee retention and
2. According to the research, job satisfaction turnover. Better work-life balance made
and work-life balance are strongly employees more likely to stay with their
positively correlated. Employees who companies, lowering turnover rates and the

675
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

related expenses of hiring and training new 15. The study's findings showed that employee
staff. job attitudes such organisational
9. The study found a favourable correlation commitment, job involvement, and job
between organisational commitment and satisfaction were positively influenced by
work-life balance. Employees who felt they work-life balance. Higher levels of these job
had a better work-life balance showed attitudes were reported by employees who
greater levels of loyalty and passion to their felt that their work-life balance was better,
employer. indicating a stronger bond with their
10. According to the research's findings, work- employer and a greater sense of fulfilment in
life policies and programmes had a their work.
favourable knock-on effect on employees' 16. The study found that work-life balance
private lives. Improved family relationships, increased workplace motivation, which in
greater participation in leisure activities, and turn improved work performance. The
a better integration of work and personal productivity and efficiency of employees
duties were all indicated by employees who who had a better work-life balance increased
reported better work-life balance. because these workers were more driven to
11. The study indicated that employees who had excel in their positions.
a healthy work-life balance were more 17. The study's findings showed that a healthy
innovative and creative. Employees who work-life balance was essential for lowering
had a healthy work-life balance had more work-related stress levels. Employees who
time for recreation, relaxation, and other reported having a better balance between
activities, which boosted their creativity and work and personal life were less stressed,
gave them new views. which enhanced their mental health and
12. Team dynamics and collaboration were reduced burnout.
found to be favourably impacted by work- 18. The study found that work-life balance
life balance, according to the research increased employee advocacy and job
findings. Employees were more likely to loyalty in a good way. The likelihood that
contribute favourably to team interactions employees would talk highly of their
and establish a supportive and collaborative employer, suggest it as an excellent place to
work environment when they maintained a work, and show greater levels of
better balance between their personal and commitment to the company increased
professional life. when they felt they had a better work-life
13. The study's conclusions showed that a balance.
healthy work-life balance was linked to 19. According to the research's findings, work-
lower absenteeism and better timeliness. life balance boosted employees' problem-
Employees with greater work-life balance solving and creativity at work. Employees
were less likely to take unplanned time off that were more successful at striking a
or show up late for work, which enhanced balance between their personal and
productivity and decreased workplace professional life had higher levels of
interruptions. creativity and were better at coming up with
14. The study discovered that job engagement original solutions to problems at work.
was positively impacted by work-life 20. The study discovered that overall job and
balance. Employees with greater work-life life satisfaction were positively influenced
balance were more likely to be emotionally by work-life balance. Better work-life
invested in their jobs, which resulted in balance was noted by employees, who also
higher levels of workplace engagement and expressed higher levels of job and life
commitment. satisfaction, indicating a greater sense of
fulfilment and well-being.

676
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

8. Conclusion balance in various circumstances and better analyse

the mechanisms by which it affects these outcomes.
The results of this study offer strong proof of the
important influence work-life balance has on The study clarifies the possible financial
productivity and job happiness. According to the advantages of encouraging work-life balance within
research, work-life balance is positively correlated organisations in addition to the conclusions already
with a number of outcomes, such as employee given. Organisations can save money while
productivity, job satisfaction, engagement, maintaining a steady and knowledgeable workforce
wellbeing, retention, organisational commitment, by minimising turnover rates and the accompanying
creativity, team dynamics, job attitudes, motivation, expenditures for recruitment and training. According
stress management, and problem-solving skills. to the findings, funding work-life programmes and
policies may help an organisation succeed in the long
The study identified a number of elements that
run.
affect work-life balance, including adaptable work
schedules, encouraging organisational cultures, The research results also emphasise the
unambiguous expectations and boundaries, and beneficial effects of work-life balance on employees'
availability of resources and support networks. problem-solving and creativity at work. Employees
These elements emphasise how crucial are more likely to contribute new perspectives and
organisational support is in encouraging work-life creative ideas to their roles when they have time to
balance and its beneficial effects. relax and participate in activities outside of work.
This finding emphasises the significance of work-
The study also showed that work-life policies and
life balance in establishing an innovative and
programmes had a positive influence on employees'
creative workplace culture.
private lives, resulting in stronger relationships,
more involvement in leisure activities, and a better It's important to note that the study shows how
integration of work and personal duties. important work-life balance is for lowering stress
levels at work and preventing burnout. Organisations
The results highlight the value of independence
can foster a healthier and more productive workplace
and adaptability in employment arrangements for
by giving employees the tools and support they need
encouraging work-life balance. Employees who had
to successfully balance their work and personal
more control over their work schedules and the
responsibilities. This can then result in enhanced
freedom to choose how to balance their professional
mental health and general job satisfaction.
and personal lives expressed better levels of job
satisfaction, general wellbeing, and loyalty to their The results also imply a strong relationship
employer. between work-life balance and employee job
attitudes such organisational commitment, job
Work-life balance has also been shown to
involvement, and job satisfaction. Employees are
promote team chemistry and collaboration, lower
more likely to feel a stronger connection to their
absenteeism and increase punctuality, increase job
company, be more engaged at work, and find greater
engagement, and support workplace advocacy.
fulfilment in their positions if they perceive a better
These findings highlight the wider organisational
work-life balance. These uplifting work attitudes
advantages of encouraging work-life balance.
may help boost employee productivity and
The overall influence of work-life balance on organisational success.
employees and organisations is highlighted by this
Overall, this study highlights the complexity of
study. In order to improve employee performance,
work-life balance and its wide-ranging effects on
job satisfaction, and general well-being, it
both people and organisations. The results highlight
emphasises the value of building a work-life
the significance of maintaining a friendly workplace
balance-supportive atmosphere for both employers
that values work-life balance in order to improve
and employees. Future study could examine
employee wellbeing, contentment, and general
additional elements that may affect work-life
performance. Further investigation into the

677
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678
BALANCING ACT: A COMPREHENSIVE STUDY OF WORK-LIFE BALANCE AND ITS IMPACT ON EMPLOYEE PERFORMANCE AND JOB SATISFACTION
Section A-Research paper

mechanisms and treatments that can best support [13] Michel, J. S., Kotrba, L. M., Mitchelson, J. K.,
work-life balance and maximise its advantages for Clark, M. A., & Baltes, B. B. (2011). Antecedents of
work-family conflict: A meta-analytic review.
both employees and organisations can be done Journal of Organizational Behavior, 32(5), 689-725.
through ongoing research in this field. [14] Thompson, C. A., Beauvais, L. L., & Lyness, K. S.
(1999). When work-family benefits are not enough:
References The influence of work-family culture on benefit
utilization, organizational attachment, and work-
[1] Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M.
family conflict. Journal of Vocational Behavior,
(2000). Consequences associated with work-to-
54(3), 392-415.
family conflict: A review and agenda for future
[15] Twenge, J. M., Campbell, S. M., & Freeman, E. C.
research. Journal of Occupational Health
(2012). Generational differences in young adults'
Psychology, 5(2), 278-308.
life goals, concern for others, and civic orientation,
[2] Clark, S. C. (2000). Work/family border theory: A
new theory of work/family balance. Human 1966–2009. Journal of Personality and Social
Psychology, 102(5), 1045-1062.
Relations, 53(6), 747-770.
[3] Greenhaus, J. H., & Powell, G. N. (2006). When
work and family are allies: A theory of work-family
enrichment. Academy of Management Review,
31(1), 72-92.
[4] Grzywacz, J. G., & Marks, N. F. (2000).
Reconceptualizing the work-family interface: An
ecological perspective on the correlates of positive
and negative spillover between work and family.
Journal of Occupational Health Psychology, 5(1),
111-126.
[5] Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman,
M. (2001). Finding an extra day a week: The positive
influence of perceived job flexibility on work and
family life balance. Family Relations, 50(1), 49-58.
[6] Kossek, E. E., Roberts, K., & Ozeki, C. (1998).
Work–family conflict, policies, and the job–life
satisfaction relationship: A review and directions for
organizational behavior–human resources research.
Journal of Applied Psychology, 83(2), 139-149.
[7] Thomas, L. T., & Ganster, D. C. (1995). Impact of
family-supportive work variables on work-family
conflict and strain: A control perspective. Journal of
Applied Psychology, 80(1), 6-15.
[8] Belzunegui-Eraso, A., & Erro-Garcés, A. (2020).
Millennial generation employees' expectations of
work–life balance. Journal of Business Research,
106, 221-231.
[9] Brough, P., O'Driscoll, M. P., & Kalliath, T. (2005).
The ability of "family-friendly" organizational
resources to predict work-family conflict and job
and family satisfaction. Stress and Health, 21(4),
223-234.
[10] Casper, W. J., Eby, L. T., Bordeaux, C., Lockwood,
A., & Lambert, D. (2007). A review of research
methods in IO/OB work-family research. Journal of
Applied Psychology, 92(1), 28-43.
[11] Deal, J. J., & Aijaz, R. (2019). Generational
differences in work-life balance attitudes and
practices: A multigenerational perspective. Journal
of Family Issues, 40(16), 2269-2296.
[12] Grzywacz, J. G., Carlson, D. S., & Kacmar, K. M.
(2007). A multi-level perspective on the synergies
between work and family. In P. L. Perrewé, & D. C.
Ganster (Eds.), Exploring Interpersonal Dynamics,
Vol. 1, 159-177. Elsevier.

678
Eur. Chem. Bull. 2023,12(Special Issue 12), 668-678