Compelling Evidence of the Need for Corporate Work/Life Balance Initiatives: Results from a National Survey of Stressful Life-Events.

By C. Hobson, L. Delunas, D. Kesic. 2001

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Engaging in Personal Business on the Job: Extending the Presenteeism Construct. (2007, background): “For example, traditional work-life balance initiatives—family-friendly programs, flextime, job sharing, and child or elder care initiatives—can improve recruitment, absenteeism, tardiness, turnover, job satisfaction, stress, productivity, organizational commitment and loyalty, performance, and healt”
Work Life Balance: A Conceptual Review (2018, background): “Hobson, Delunas and Kesic [37] proposed that the continuous inability of employees to balance work and life responsibilities may contribute to organizational performance in terms of increased absenteeism & turnover, reduced productivity and”
Factors affecting employee use of work-life balance initiatives (2007, unknown): “…the workplace, dual families, single parent families and an aging population have generated an increasingly diverse workforce and a greater need of employees to balance work and home life (Brough & Kelling, 2002; Frone, Russell & Cooper, 1992; Frone & Yardley, 1996; Hobson, Delunas, & Kesic, 2001).”
Achievements and challenges for work/life balance strategies in Australian organizations (2005, background): “Work/life conflict may include issues such as difficulties faced related to child-rearing, other kinship responsibilities or stressful life events (Hobson et al., 2001).”