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1 Ιαν 2018 · Work-life balance is the individual's ability to balance his/her private life and work-related wishes and to provide satisfaction in both areas of his/her life (Altun-Dilek & Yılmaz, 2016)....
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- Work-Life Balance: Definitions, Causes, and Consequences - ResearchGate
This chapter reviews the multiple definitions of work–life...
- (PDF) Work–life balance: a systematic literature review and ...
diversification of extant literature in the field of...
- ResearchGate
2 Μαρ 2020 · This chapter reviews the multiple definitions of work–life balance, including definitions focused on the equity of time spent in the work and non-work domains, satisfaction with...
19 Ιαν 2023 · In this chapter, we discuss various definitions along with key characteristics of work-life balance. Work-life balance is defined from at least five perspectives: (1) equal engagement and satisfaction in work and nonwork domains, (2) engagement in work and nonwork roles compatible with life goals, (3) successful accomplishment of goals in work ...
16 Νοε 2021 · diversification of extant literature in the field of work-life balance (WLB). This paper provides a systematic and critical analysis of WLB literature using bibliometric analysis.
work–life balance is “an overall level of contentment resulting from an assessment of one’s degree of success at meeting work and family role demands” (p. 1512). Valcour (2007) operationalized work–life balance via both affective (contentment) and cognitive (assessment of success) components. Similarly, Kirchmeyer (2000)
27 Ιαν 2023 · An illustration of an open book. Texts. An illustration of two cells of a film strip. Video An illustration of an audio speaker. ... Work-life balance : a psychological perspective. Publication date 2012 Topics Work and family Publisher Hove : Psychology ... Pdf_module_version 0.0.20 Ppi 360 Rcs_key 24143 Republisher_date ...
17 Σεπ 2022 · This chapter reviews the multiple definitions of work–life balance, including definitions focused on the equity of time spent in the work and non-work domains, satisfaction with performance/time spent in each domain, and the salience of each role for an individual.
