{"id":19919,"date":"2024-02-10T06:51:08","date_gmt":"2024-02-10T01:21:08","guid":{"rendered":"http:\/\/www.sachdevajk.in\/?p=19919"},"modified":"2024-02-10T06:51:08","modified_gmt":"2024-02-10T01:21:08","slug":"the-impact-of-remote-work-on-work-life-balance","status":"publish","type":"post","link":"http:\/\/www.sachdevajk.in\/?p=19919","title":{"rendered":"The impact of remote work on work-life balance"},"content":{"rendered":"

RESEARCH METHODOLOGY<\/strong><\/p>\n

MMS<\/strong><\/p>\n

Pranali Londhe<\/strong><\/p>\n

TOPIC: The impact of remote work on work-life balance.<\/u><\/strong><\/p>\n

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  1. Bj\u00e4rntoft et all (2020)<\/strong> stated that remote working enables workers to accomplish tasks and other duties outside from their offices. This therefore provides them with “greater autonomy and control” over their decisions in choosing where to work and how to integrate work and personal life. By doing so, remote working improves work-life balance. This is because an employee can have greater freedom and availability to look after the family and even tend to personal matters, thereby reducing stress. Remote working contributed greater impact to women\u2019s work-life balance.<\/li>\n<\/ol>\n

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    1. McMillan et all (2011)<\/strong> present a helpful outline for understanding the links between the factors affecting work-life interaction. They maintained that work-life conflict and enrichment affect work-life harmony (as they coined the term). Thus, work-family conflict is not an antonym for work-life equilibrium in their concept; instead, it adds to work-life fit. We used the term \u201cwork life balance\u201d interchangeably with \u201cwork-life harmony\u201d.<\/li>\n<\/ol>\n

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      1. Gragnano et al. (2020)<\/strong> reveal that majority of the studies are skewed toward understanding WLB from the perspective of working parents with young children, and their struggle to balance their work-related obligations with their obligations towards their family.<\/li>\n<\/ol>\n

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        1. Goyal K.A, Agrawel A (2015)<\/strong> explained In any organization the strategies of work-life balance are considered as an investment that induces improved productivity, retention, customer service excellence, better mental and physical health, workforce flexibility, and motivation.<\/li>\n<\/ol>\n

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          1. (Irawanto et. all 2022) <\/strong>stated that the worker lacks the resources to fulfill the dual roles people have to play in their professional and personal life. Facing a rapid and forced transition from face-to-face work to remote work, workers faced social disconnection. They could not create boundaries separating personal and working life, often due to the excessive workload, more intensive monitoring of employers, and sudden changes (work and personal) faced in a short time. In this context, WFH can negatively affect WLB.<\/li>\n<\/ol>\n

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            1. Be\u0148o (2021)<\/strong> expressed the viewpoint on remote work often sees a shift towards more casual attire, with people opting for comfortable clothing like athleisure, and casual tops which provide employees with an enhanced level of comfort and improved work-life equilibrium, ultimately resulting in reduced levels of stress. This trend reflects the relaxed nature of working from home, emphasizing comfort over formal office attire.<\/li>\n<\/ol>\n

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              1. Mathis et all (2023)<\/strong> state that work-life balance is about balancing your job and personal life to reduce stress. Psychological availability at work means being mentally present and engaged. FSSD or family-supportive supervisor behaviors, are linked to better in-role behaviors at work because supportive supervisors positively impact employees\u2019 well-being. It\u2019s like having a good work support system.<\/li>\n<\/ol>\n

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                1. Korunka et all<\/strong> say that job autonomy enables employees to reduce the conflicts caused by competing work and home responsibilities and allows for better flexibility and control, thereby enabling employees to manage exhaustion caused by work\u2013home conflict. Remote work provides more control over your schedule and how you work, fostering autonomy. This flexibility often leads to a better work-life balance.<\/li>\n<\/ol>\n

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                  1. Hilbrecht\u00a0et all<\/em> 2008<\/strong> emphasize that telework helps workers to accommodate WLB demands. For example, in qualitative studies, teleworkers report that telework enhances their Work-Life Balance. Specifically, telework provides workers flexibility to balance the competing roles of work and family, allowing them to fulfill their household responsibilities, strengthening family relationships, and permitting optimization of time management compared to traditional office workers, mobile workers, and home-based workers finding that home-based workers reported the highest levels of WLB and the greatest amount of work\/family success.<\/li>\n<\/ol>\n

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                    1. Greenhaus and Beutell 1985<\/strong> state that balancing family and work is crucial in the remote working era because issues in one domain can negatively impact the other. To address this effectively, interventions should target both family and work contexts. This approach ensures positive results and long-term balance.<\/li>\n<\/ol>\n

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                      Summary<\/u><\/strong><\/p>\n