2.5 Work Family Life Balance Model
Fatima &.Sahibzada (2012, p20) in there research study has adopted a model developed by Elliott (2003) which is summarized and depicted in the following section.
Causes of Work and Family Role Strain Stress caused due to conflict between demands of work and family role
Partner and Spouse Support Partner support and help to fulfil responsibilities
Elder Dependency Dependency of aging parents
Job Resources Availability of adequate resources at work
Colleagues Support Social support from colleagues as praise for work
Unfair Criticism Lack of support and criticism on work
Childcare Responsibilities Child care issues of 18 years younger children
Work Life Balance Work and life satisfaction by managing …show more content…
Earlier studies have indicated that job satisfaction affects the wellbeing of employees and exerts a considerable impact on the organization. Job satisfaction has shown strong interest by organizations because of its consequences would affect the organization, such as absenteeism and turnover (Cherrington, 1989) and for employees it would impact on mental and physical health (O’Donnell and Ainsworth, 1984). Thus, it can be suggested that a highly satisfied workforce will be beneficial for organizations. Research has shown as summarized by Shinew and Crossley (1988) that employees with improved morale are likely to be more productive as a result of an increased sense of responsibility to the employer and an improved overall job …show more content…
Also the Roland T. Rust and Greg L. Stewart (1996, p.62) in their article describe and summarize job satisfaction has been shown to relate positively with specific facets of performance like organizational citizenship behavior (Organ, 1988; Smith et al., 1983 as summarize by Roland T. Rust and Greg L. Stewart (1996, p.62)), which is employee behavior that is not formally required in a job description but that is nevertheless critical for organizational success. Some of these organizational citizenship behaviors include volunteering for extra assignments, helping co-workers and participating actively in organizational events.
Increasing employee satisfaction and thereby reducing employee turnover is critical. According to Solomon (1988) as summarize by Roland T. Rust and Greg L. Stewart (1996, p.62) estimates have suggested that separation, recruitment, replacement and training costs are 1.5 to 2.5 times of the annual salary for each person who quits. These figures, however, only begin to illustrate the value of retaining loyal employees and this would results in organizations with satisfied employees having higher levels of employees and customer
Fatima &.Sahibzada (2012, p20) in there research study has adopted a model developed by Elliott (2003) which is summarized and depicted in the following section.
Causes of Work and Family Role Strain Stress caused due to conflict between demands of work and family role
Partner and Spouse Support Partner support and help to fulfil responsibilities
Elder Dependency Dependency of aging parents
Job Resources Availability of adequate resources at work
Colleagues Support Social support from colleagues as praise for work
Unfair Criticism Lack of support and criticism on work
Childcare Responsibilities Child care issues of 18 years younger children
Work Life Balance Work and life satisfaction by managing …show more content…
Earlier studies have indicated that job satisfaction affects the wellbeing of employees and exerts a considerable impact on the organization. Job satisfaction has shown strong interest by organizations because of its consequences would affect the organization, such as absenteeism and turnover (Cherrington, 1989) and for employees it would impact on mental and physical health (O’Donnell and Ainsworth, 1984). Thus, it can be suggested that a highly satisfied workforce will be beneficial for organizations. Research has shown as summarized by Shinew and Crossley (1988) that employees with improved morale are likely to be more productive as a result of an increased sense of responsibility to the employer and an improved overall job …show more content…
Also the Roland T. Rust and Greg L. Stewart (1996, p.62) in their article describe and summarize job satisfaction has been shown to relate positively with specific facets of performance like organizational citizenship behavior (Organ, 1988; Smith et al., 1983 as summarize by Roland T. Rust and Greg L. Stewart (1996, p.62)), which is employee behavior that is not formally required in a job description but that is nevertheless critical for organizational success. Some of these organizational citizenship behaviors include volunteering for extra assignments, helping co-workers and participating actively in organizational events.
Increasing employee satisfaction and thereby reducing employee turnover is critical. According to Solomon (1988) as summarize by Roland T. Rust and Greg L. Stewart (1996, p.62) estimates have suggested that separation, recruitment, replacement and training costs are 1.5 to 2.5 times of the annual salary for each person who quits. These figures, however, only begin to illustrate the value of retaining loyal employees and this would results in organizations with satisfied employees having higher levels of employees and customer