Factors affecting employee use of work-life balance initiatives

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Work–life balance: One size fits all? An exploratory analysis of the differential effects of career stage (2012, background): “…about whether the positive effect of work–life benefits is universal (i.e. experienced by all employees, irrespective of their individual characteristics or circumstances) or whether the effect of work–life benefits differ for particular sub-populations of employees (Smith & Gardner, 2007).”
The link between national paid leave policy and work-family conflict among married working parents (2014, unknown): “Supervisors can hinder the benefits associated available supports through poor scheduling practices (e.g., demanding that employees work late) or through their own “career before family” attitudes (Hammer et al, 2007; Smith & Gardner, 2007).”
Negative and positive spillover between work and home: Relationship to perceived stress and job satisfaction (2009, background): “Current research suggests that employee commitment is particularly high in organizations that have work-life balance policies (Lourel and Guéguen, 2007; Smith and Gardner, 2007; Thompson et al., 1999).”
The Impact of Work-Life Balance on Job Engagement and Turnover Intention (2019, background): “Hence, an imbalanced between work and personal life causes higher stress that might lead to greater turnover intention among employees, as well (Kumara & Fasana, 2018; Smith & Gardner, 2007).”