Thursday, March 19, 2020

A Critical Investigation of Work

A Critical Investigation of Work Overview The many roles and functions that people bears in life impose tough demands that require adequate time allotment, energy, and commitment for successful completion. Specifically, the demands placed on people by work-related roles have not only dramatically changed in modern times, but continues to exert immeasurable pressure on employees to perform for purposes of securing their careers on a long-term basis.Advertising We will write a custom essay sample on A Critical Investigation of Work-Life Conflict on Employee Performance Organizational Productive Capacities specifically for you for only $16.05 $11/page Learn More According to Higgins (n.d.), the demands of the modern economic environment are so much interlinked with employees’ professional and personal lives to a point where it becomes almost impossible to draw a clear line between the two, hence leading to work-life conflict. The above situation is thought to enhance stress levels and health complications among employees, lowering their productive capacities and enhancing turnover and absenteeism. These undesirable outcomes are also thought to impact an organization’s profitability capacities. It is against this backdrop that this particular project aims to investigate the influence of work-life conflict on employee performance and organizational productive capacities. Variable Description According to Cohen et al (2007), â€Å"†¦an independent variable is an input variable, that which causes, in part or total, a particular outcome†¦A dependent variable, on the other hand, is the outcome variable, that which is caused, in total or in part, by the input† (p. 504). Based on this definition, work-life conflict is the independent variable, while dependent variables include employee performance and organizational productive capacities. As such, the present project aims to test the relationship between work-life conflict and two dependent variab les – employee performance and organizational productivity. According to Sekaran (2006), one dependent variable may be used to test the strength of another dependent variable or to map out the chain of interrelationships in cases where the researcher is faced with multiple dependent variables Variable Testing Since this project utilizes a quantitative research design, the influence of the independent variable on the dependent variables will be tested through manipulating the independent variable. Here, comparisons will be made on organizations which have put in place comprehensive work-life balance programs and other organizations that do not implement such programs, hence leading to work-life conflict. When the independent variable is manipulated by comparing the two sets of organizations, the measured outcomes in terms of underlying issues affecting employee performance and organizational productivity will become clear. This type of procedure best suits descriptive studies where the subjects are only measured once (Cohen et al, 2007).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Alternatively, the independent variable can be manipulated by first evaluating the status of employee performance and organizational productivity in an organization that does not implement work-life balance programs. Afterwards, the researcher may attempt to introduce some work-life balance initiatives in an attempt to manipulate the independent variable, which is work-life conflict. A relationship will be confirmed if the dependent variables of employee performance and organizational commitment start to alter, either negatively or positively. According to Sekaran (2006), this procedure usually takes a lot of time, and is therefore preferred when the researcher is interested in longitudinal analysis. Project Hypotheses H1: There exists a positive correlation between emplo yee stress and burnout levels arising from work-related responsibilities and the organization’s ability to remain competitive in a changing and dynamic economic environment H2: Work-life balance programs are positively correlated to enhanced employee productivity, commitment, and image of the organization Literature Review Employees, in spite of their gender, have responsibilities, requirements, and personal lives outside of the workday. However, the volatile and dynamic economic environment coupled with shifting work demands have taken a toll on employees by necessitating them to become more involved in their paid employment than was previously the case (Nadeem Abbas, 2009). The long working hours and high work demands that are characteristic of today’s labor market have not only enhanced work-related stress and burnout levels on the part of employees, but have also made it tremendously difficult for employees to maintain adequate balance between their work responsib ilities and family-related commitments, resulting in work-life conflict. Higgins et al (n.d.) defines work-life conflict â€Å"†¦as a form of inter-role conflict in which work and family demands are mutually incompatible so that meeting demands in one domain makes it difficult to meet demands in the other† (p. 9).Advertising We will write a custom essay sample on A Critical Investigation of Work-Life Conflict on Employee Performance Organizational Productive Capacities specifically for you for only $16.05 $11/page Learn More This result in tensions and stress due incompatible expectations, with available evidence pointing to the fact that employees suffer from a myriad of negative psychological, mental, and physical problems due to this form of role conflict and interference. Of particular relevance to this particular project is that work-life conflict occasions a multiplicity of undesirable outcomes which affects employees differently dependin g on the coping strategies that have been put in place. Equally, work-life conflict affects the productive capacities of an organization. According to Kreiner et al (2009), the development of concern about the need to develop policies and frameworks aimed to curtail work-life conflict arises from a recognition that the requirements and needs of non-work responsibilities and commitments have enormously grown in proportion to the needs and demands of non-work roles. Employees and organizations stand to gain immensely if efforts are purposely channeled to eliminate work-life conflict. A major study conducted in 2009 by Corporate Executive Board (CEB) revealed that absence of work-life conflict in work environments make employees to feel more rested, motivated, and energized while discharging their roles, both at work and home (Kisilevitz Bedington, 2009), not mentioning the fact that such an environment is known to enhance employee productivity, proficiency, fulfillment, and commitmen t to the ideals and objectives of the organization. At the organizational level, consecutive studies has linked the absence of work-life conflict to reduced employee absenteeism and turnover, enhanced organization’s image, employee loyalty, and a host of other outcomes that enhances the organization’s opportunities to regain and retain competitive advantage. More importantly, work-life conflict has negative health implications to employees and a costly financial dimension to organizations (Joshi et al, 2002). There is, therefore, a strong case to oblige organizations to come up with proper strategies and frameworks that will curtail or completely eliminate work-life conflict among their workforce. Reference List Cohen, L., Manion, L., Morrison, K.R.B. (2007). Research Methods in Education, 6th Ed. New York, NY: Routledge.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Higgins, C., Duxbury, L., Lyons, S. (n.d.). Reducing work-life conflict: What works? What doesn’t? Web. Joshi, S., Leichne, J., Melanson, K., Pruna, C., Sager, N., Story, C. J., Williams, K. (2002). Work-life balance: A case of social responsibility or corporate advantage. Web. Kisilevitz, M., Bedington, T. (2009). Managing work-life balance programs in a down economy. Benefits Compensation Digest, Vol. 46, Issue 12, p. 30-34. Kreiner, G. E., Hollensbe, E.C., Sheep, M.L. (2009). Balancing boarders and bridges: Negotiating the work-home interface via boundary work tactics. Academy of Management Journal, Vol. 52, Issue 4, p. 704-730. Retrieved from Business Source Premier Database. Nadeem, M.S., Abbas, Q. (2009). The impact of work-life conflict on job satisfaction of employees in Pakistan. International Journal of Business Management, Vol. 4, No. 5. Web. Sekaran, U. (2006). Research methods for business: A skill building approach, 4th Ed. Wiley-India.

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