THE ROLE OF WORK-LIFE BALANCE IN EMPLOYEE WELL-BEING AND PRODUCTIVITY
Indonesia 
Afghanistan Afghanistan 
Article Sidebar
-
Employee Health, Job Satisfaction, Work Life
Abstract
Work-life balance has become a key topic of interest for organizations and researchers alike, as it is believed to have significant implications for employee well-being and productivity. As work environments become more demanding and flexible, understanding the balance between professional and personal life is essential for maintaining a healthy workforce. This balance is particularly crucial in the modern era, where employees are increasingly expected to manage their professional responsibilities alongside personal and family obligations. This study aims to explore the role of work-life balance in employee well-being and productivity. The research investigates how maintaining a balance between work and personal life can influence mental health, job satisfaction, and overall performance in the workplace. A quantitative research design was employed, using surveys to collect data from 300 employees across various industries. The survey measured work-life balance, well-being, job satisfaction, and productivity using established scales. Statistical analyses were conducted to identify correlations and causal relationships between work-life balance and the various employee outcomes. The findings revealed that a positive work-life balance is significantly correlated with higher employee well-being and productivity. Employees who reported better work-life balance showed higher levels of job satisfaction and lower levels of stress. The study concludes that work-life balance plays a vital role in enhancing employee well-being and productivity. Organizations should prioritize policies that support work-life balance to improve both employee satisfaction and organizational performance.
Full text article
References
Asfahani, A. M. (2024). Empowering Women in Saudi Workforce: HR, Job Satisfaction, and Policies for Work–Life Balance. Sustainability Switzerland, 16(20). https://doi.org/10.3390/su16208826
Asojo, A. (2025). Biophilic Design Strategies and Indoor Environmental Quality: A Case Study. Sustainability Switzerland, 17(5). https://doi.org/10.3390/su17051816
Atan, T. (2024). An Empirical Exploration of Psychological Well-Being’s Mediating Influence on Work-Life Balance and Employee Performance in Ghanaian Public Hospitals. Asian Journal of Business and Accounting, 17(2), 169–205.
Bertola, L. (2023). Are work–life policies fair for a woman’s career? An Italian qualitative study of the backlash phenomenon. Gender in Management, 38(1), 1–16. https://doi.org/10.1108/GM-12-2021-0366
Buick, F. (2024). Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being. Public Personnel Management, 53(3), 377–405. https://doi.org/10.1177/00910260241226731
Buonomo, I. (2024). Feeling Supported as a Remote Worker: The Role of Support from Leaders and Colleagues and Job Satisfaction in Promoting Employees’ Work–Life Balance. International Journal of Environmental Research and Public Health, 21(6). https://doi.org/10.3390/ijerph21060770
Carvalho, C. (2024). Effects of Work–Family Conflict and Facilitation Profiles on Work Engagement. Societies, 14(7). https://doi.org/10.3390/soc14070110
Chatterjee, S. (2023). Digital workplace and organization performance: Moderating role of digital leadership capability. Journal of Innovation and Knowledge, 8(1). https://doi.org/10.1016/j.jik.2023.100334
Choi, S. M. (2023). Association between unpredictable work schedule and work-family conflict in Korea. Annals of Occupational and Environmental Medicine, 35(Query date: 2026-08-28 20:54:59). https://doi.org/10.35371/AOEM.2023.35.E46
Escribá-Carda, N. (2024). Firms’ digital transformation and e-human resource management. A qualitative approach. Tec Empresarial, 18(3), 103–128. https://doi.org/10.18845/te.v18i3.7289
Gibbs, M. (2024). Employee innovation during office work, work from home and hybrid work. Scientific Reports, 14(1). https://doi.org/10.1038/s41598-024-67122-6
Greenhaus, J. H. (2025). Career Management for Life. In Career Management for Life (p. 461). https://doi.org/10.4324/9781315205991
Gupta, P. (2024). Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction. Journal of High Technology Management Research, 35(2). https://doi.org/10.1016/j.hitech.2024.100520
Heissler, C. (2024). “Dear Manager, now I know what you expect”: Examining availability ambiguity in two studies. German Journal of Human Resource Management, 38(3), 259–282. https://doi.org/10.1177/23970022231196440
Hoare, C. (2024). Are They Created Equal? A Relative Weights Analysis of the Contributions of Job Demands and Resources to Well-Being and Turnover Intention. Psychological Reports, 127(1), 392–418. https://doi.org/10.1177/00332941221103536
Junça-Silva, A. (2025). Development of a Measure to Understand Work-[Pet]family Boundaries: Conflict Versus Enrichment Between Work and Families With Pets. Stress and Health, 41(1). https://doi.org/10.1002/smi.70020
Liu-Lastres, B. (2024). Combating quiet quitting: Implications for future research and practices for talent management. International Journal of Contemporary Hospitality Management, 36(1), 13–24. https://doi.org/10.1108/IJCHM-08-2023-1317
Lozie, D. R. (2024). Examining the impact of generative artificial intelligence on work dynamics. Human Resources Management and Services, 6(2). https://doi.org/10.18282/hrms.v6i2.3420
Lygum, V. L. (2023). Greenspace as Workplace: Benefits, Challenges and Essentialities in the Physical Environment. International Journal of Environmental Research and Public Health, 20(17). https://doi.org/10.3390/ijerph20176689
Mertz, B. A. (2024). Dignity in the workplace: A frontline service employee perspective. Journal of Marketing Theory and Practice, 32(4), 506–521. https://doi.org/10.1080/10696679.2023.2221443
Mosquera, P. (2024). Dealing with work overload in the IT industry. Management Decision, 62(7), 2111–2135. https://doi.org/10.1108/MD-06-2023-0970
Mullens, F. (2024). An organizational working time reduction and its impact on three domains of mental well-being of employees: A panel study. BMC Public Health, 24(1). https://doi.org/10.1186/s12889-024-19161-x
Nguyen, N. T. H. (2023). Are Millennials Different? A Time-Lag Study of Federal Millennial and Generation X Employees’ Affective Commitment. Public Personnel Management, 52(2), 143–169. https://doi.org/10.1177/00910260221129840
Orlandi, L. B. (2024). Digital workers’ stress: The role of digital creativity in the future jobs. Journal of Innovation and Knowledge, 9(2). https://doi.org/10.1016/j.jik.2024.100492
Porkodi, S. (2024). EMPLOYEE EXPERIENCE MANAGEMENT AND ITS CRITICAL IMPACT ON THE SUSTAINABLE DEVELOPMENT OF AN ENTERPRISE-A SYSTEMATIC LITERATURE SURVEY WITH META-ANALYSIS. Journal of Sustainability Science and Management, 19(4), 203–237. https://doi.org/10.46754/jssm.2024.04.015
Scheibe, S. (2024). Age-related differences in the use of boundary management tactics when teleworking: Implications for productivity and work-life balance. Journal of Occupational and Organizational Psychology, 97(4), 1330–1352. https://doi.org/10.1111/joop.12512
Sell, A. J. (2023). Contextual factors associated with the morale of academic and support staff in universities. Perspectives Policy and Practice in Higher Education, 27(2), 41–50. https://doi.org/10.1080/13603108.2023.2167016
Shipman, K. (2023). An organizational analysis of how managers must understand the mental health impact of teleworking during COVID-19 on employees. International Journal of Organizational Analysis, 31(4), 1081–1104. https://doi.org/10.1108/IJOA-03-2021-2685
Sorg, H. (2023). Balancing Family and Career in Medicine: Greatly Desired but Given Little Consideration Results of the Study Arm VI of the KARiMED Study. Gesundheitswesen, 85(6), 505–513. https://doi.org/10.1055/a-1813-8182
Subramanian, N. (2023). Green organizational culture in manufacturing SMEs: An analysis of causal relationships. International Journal of Manpower, 44(5), 789–809. https://doi.org/10.1108/IJM-09-2021-0557
Tariq, M. U. (2025). AI and work-life balance: Transforming employee wellbeing in the modern workplace. Strengthening Human Relations in Organizations with AI, (Query date: 2026-08-28 20:54:59), 85–109. https://doi.org/10.4018/979-8-3693-6507-6.ch004
Tur?inovi?, M. (2025). Algorithmic Management in Hospitality: Examining Hotel Employees’ Attitudes and Work–Life Balance Under AI-Driven HR Systems. Tourism and Hospitality, 6(4). https://doi.org/10.3390/tourhosp6040203
Wang, M. T. (2024). Family resilience during the COVID-19 onset: A daily-diary inquiry into parental employment status, parent-adolescent relationships, and well-being. Development and Psychopathology, 36(1), 312–324. https://doi.org/10.1017/S0954579422001213
Wittmer, J. L. S. (2025). Coaching to Develop Emotional Intelligence and Decrease Work-Family Conflict: An Application of the Work-Home Resources Model. Psychological Reports, 128(4), 2933–2955. https://doi.org/10.1177/00332941231183619
Zheng, J. (2025). Association Between AI Awareness and Emotional Exhaustion: The Serial Mediation of Job Insecurity and Work Interference with Family. Behavioral Sciences, 15(4). https://doi.org/10.3390/bs15040401
