Dissertation Abstract on Work-Life Balance

5 pages
1165 words
University of California, Santa Barbara
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Work-Life Balance (WLB) is an essential dimension of human resource management, which requires a multidimensional approach to attain the desired performance and employee satisfaction. Scholars have been keen to investigate the correlation between different dimensions of Work Life Balance and the managerial structure as well as the individual strategies in line with the need for sustainability and efficiency. The need for a clear perspective regarding the banking sector in Malaysia is a gap that requires critical assessment. This study was dedicated to finding the strategies implemented by top banks in Malaysia as well as the implication of policy and managerial competence in achieving efficient Work Life Balance. The study, which was based on a mixed methodology, found out that stress among employees affects their output and that the management plays a central role in implanting the WLB strategies. Moreover, it was clear that the existence of policies enhances WLB in the banking sector; however, the introduction of the flexible working environment is associated with excellent performance output.

List of Figures

Figure 1: Respondents by Gender: Employees

Figure 2: Respondents by Age: Managers

List of Tables

Table 1: Summary of the Respondent Variables

Table 2: Summary of the Questionnaire Responses

Table 3: Summary of the Interview Responses

Table 4: Summary of the Respondent Variables

Table 5: Summary of the Questionnaire Responses

Table 6: Summary of the Interview Responses


Chapter 1: Introduction

Introduction and Research Background

In an organization, there are many factors which exert influence on the daily life of the employees. The flexibility in the work environment is an essential part of work, which is given the priority. More or less all the major companies, corporations, organizations and businesses which are using formal working pattern have shown a productive trend in the absenteeism, organizational performance, and lower turnover rate (Kumar, 2009). These companies and organizations have successfully pointed out the major point which hinders the successful completing or achievement of the business objectives (Koubova, 2012). The factors which have been closely associated with the organizational performance include the individual or the family life of the employee and then the distinction between the two.

In companies with poor results across the performance board or the performance indicators, the same goes to the lower limit of the work and the family life are seen to be overlapping and blurred there (Koubova, 2012). The work life balance impacts the performance of the organization to a great extent (Kumar, 2009). The same view is endorsed by many scholars and researcher who are engaged in the field of workforce commitment and organizational performance. The trends of impact can be observed in both the public and private sectors. The nature of this convoluted behaviour gives a clue to analyse the same industry in such a manner which will be able to contribute to the existing research and also help in developing a solid theory about the said phenomenon.

The understanding of how WLB forms he centrality of human resource management is one of the key factors that have been discussed among scholars. The establishment of the Four Burners Theory was one of the key achievements that were made regarding how the employees are affected by externalities from work and family life. The factors have been shown to interrelate causing significant influence and drawbacks both within and outside the workplaces. The extent to which the level of performance is affected by stress emanating from the social life of employees has been a critical concern among managers. Nevertheless, the scope of assessment of such tendency has been general (Shankar & Bhatnagar, 2010). The scholarly analyses have indicated the relationship that exists between the structure of the organization and the individual method. A view of the Malaysian banking sector is a consideration that will enhance the existing knowledge on the subject specific to locations and sectors of investment.

Justification of the Study and Rationale

Studies have shown how work and the life of employees are interrelated. On the focus of scholarly assessment has been the understanding of how an efficient Work Life Balance can be achieved. Although several publications regarding the subject have been produced, there is little emphasis on the role of management as well as the implication of flexible working environment. The current trend in the corporate sector in line with the need for efficiency and performance has seen the introduction of strategies meant to enhance the experience of employees. The need for a comprehensive approach to human resource management has become part of the planning process in the banking sector. Although the little emphasis is drawn on the role of individual workers in achieving the expected WLB levels, there is need to understand how the management of banks in Malaysia contributes to this expectation. Therefore, this study has been dedicated to the evaluation of the policy implications, flexible working hours, and the managerial contributions in line with the desire to achieving the best WLB in the banking sector in Malaysia.

Objectives of the Study

The study was dedicated to the evaluation of the Work Life Balance strategies and challenges associated with the banking sector in Malaysia. The research examined several dimensions related to the managerial and employee perspectives regarding the working environment and the individual approaches used to achieve an effective balance between the work requirements and the social life, which include the family, friends, and self. The study, therefore, examined the implications associated with stress among the employees as well as the policy advantages in line with the implementation of WLP strategies. Moreover, it was necessary to examine the role of the managers regarding this concept in the banking sector. Furthermore, the study also examined the current trend regarding the use of flexible working schedules to enhance the level of performance among employees. Therefore, the research was founded on four objectives, which also defined the research questions, as listed below.

O1: To highlight the implications of stress on employees in Malaysian banking sector.

O2: To assess the policy implications and strategies that guarantee efficient Work Life Balance in Malaysian banking sector.

O3: To determine the effects of flexible working environment on Work Life Balance in Malaysian banking sector.

O4: To evaluate the key strategies and impact associated with managerial support in ensuring efficient Work Life Balance in Malaysian banking sector.

Conceptual Framework

Scholars have been keen regarding the interrelation between work and social life among the employees. The existence of significance evaluations has been channeled towards the establishment of the main theories that explain the relationship. The Four Burners Theory formed the conceptual framework for this assessment. The postulates of the theory show how there exists an interrelation between work and other facets of life such as family, friends, and self. When there is a lack of a clear balance between these dimensions, then the quality of performance is affected. There is a need for a strategy that ensures that the effective balance is achieved. In most instances, the working environment sets the baseline for establishing measures that will ensure that employees achieve the best Work Life Balance. Although the organizational set...

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