Work-life balance or work-life alignment? A Test of the importance of work-life balance for employee engagement and intention to stay in organisations
By L. Parkes, P. Langford. 2008
224 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/9d28ad245e8d112a1d95d4630d51cdcbec3950c1
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In Organizational Behavior and Human Resource Management
In Social Psychology
In Sociology and Political Science
Citations in the corpus
- Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment (2014, background): “Several empirical studies have showed that the experience of work-life balance is positively related to employees’ performance and organizational performance as well (e.g., Harrington and Ladge, 2009; Parkes and Langford, 2008).”
- Effect of Work–Life Balance on Organizational Citizenship Behaviour: Role of Organizational Commitment (2016, background): “Parkes and Langford (2008) have suggested for creating work–life alignment through congruent goal and values, looking after the health and safety of employees, improving reward and performance appraisal system to more accurately reflect performance outcome (rather than time in the office),…”
- Job stress, wellbeing, work-life balance and work-life conflict among Australian academics (2012, methodology): “For the purpose of the current study, the term ‘worklife balance’ was used to encompass personal as well as family responsibilities (Parkes & Langford, 2008; Sullivan & Mainiero, 2008), as not all individuals have family responsibilities.”
- The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research (2020, background): “For example, multiple empirical studies (e.g., Parkes & Langford, 2008; Shankar & Bhatnagar, 2010) have found the linkage between work engagement and work–life/family constructs.”