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.
|Number of pages||18|
|Journal||Journal of Management and Organization|
|Publication status||Published - 2008|