Making the link between work-life balance practices and organizational performance

By T. Beauregard, Lesley C. Henry, H. Alexandra, L. C.. 2009

886 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/898256d6b0815e36e65905c0a0051346d1eff412

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Work antecedents and consequences of work-life balance: A two sample study within New Zealand (2020, background): “Similarly, reducing turnover costs and enhanced recruitment can further enhance the bottom line (Beauregard & Henry, 2009).”
The role of work-life balance practices in order to improve organizational performance (2010, background): “European Research Studies Volume XIII, Issue (1), 2010 208”
Work-life balance of UK construction workers: relationship with mental health (2020, background): “…personal life provided by various schemes including flexible work hours, child and dependent care, and leave for a family or personal reason (Estes and Michael 2005; Beauregard and Henry 2009), has been an important issue for both employers and employees in modern society (Nizam and Kam 2018).”
Flexible work arrangements, work engagement, turnover intentions and psychological health (2015, background): “Implicit within such a viewpoint is the widely accepted opinion that family commitments dilute employees’ commitment to the organisation (e.g. Allen 2001; Beauregard and Henry 2009).”
Entrepreneurship and Subjective Well-Being: The Mediating Role of Psychological Functioning (2019, background): “Organization behavior scholars, for instance, are keen to explore topics such as work-life balance (Beauregard & Henry, 2009; Sturges & Guest, 2004) or job and work design (Parker, 2014), which can be essential to one’s well-being (Haar, Russo, Suñe, & Ollier-Malaterre, 2014; Kinman & Jones, 2008).”
The Impact of Work-Life Balance on Job Engagement and Turnover Intention (2019, background): “Poor WLB has negative consequences on employees’ health and wellbeing, as well as organisations’ performance (Shaffer et al., 2016; Beauregard & Henry, 2009).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, positive): “More recently, Beauregard and Henry (2009) reviewed the literature on the link between work-life balance practices (including various FWAs and several family-friendly policies) and organisational performance.”
Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK (2018, background): “A large and growing evidence shows that there is a strong business case for flexible working (de Menezes and Kelliher 2011; Beauregard and Henry 2009).”
How Does Supervisory Family Support Influence Employees’ Attitudes and Behaviors? A Social Exchange Perspective (2014, background): “To address this situation, organizations have gone to great lengths to assist employees in alleviating the distress caused by work–family conflict, such as providing family-friendly benefits (Beauregard & Henry, 2009; Breaugh & Frye, 2008; Hammer, Neal, Newsom, Brockwood, & Colton, 2005).”
Family-Supportive Work Environment and Employee Work Behaviors (2013, methodology): “Although research has theoretically (Beauregard & Henry, 2009; Kelly et al., 2008) and empirically (Lambert, 2000) shown workplace family support to influence employee discretionary behaviors, we are unaware of research that has empirically explained this relationship in terms of control over work…”
Play at Work: An Integrative Review and Agenda for Future Research (2018, background): “The issue of having work–life balance has also become more of a concern for both employees and managers (Beauregard & Henry, 2009).”