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THE RELATIONSHIP BETWEEN WORK-LIFE BALANCE
AND JOB ENGAGEMENT: LIFE SATISFACTION AS A
MODERATOR
Slovenia
jasmina.znidarsic@um.si
Slovenia
goran.vukovic@um.si
00 Kranj,
Slovenia
miha.maric@um.si
Abstract
The work-life balance plays an important role in achieving professional commitment. In
today's fast-paced world, individuals often find it difficult to balance all roles and
responsibilities in life. All organizations are looking for engaged employees, as numerous
studies have shown that more engaged employees are also more productive employees. The
organizations themselves can also make a major contribution to facilitating the work-life
balance of employees and thus to greater life satisfaction by introducing family-friendly
policies and practices. For example, numerous studies confirm the important influence of
work-life balance on life satisfaction and life satisfaction on job engagement, but few
research studies examine all three concepts in one study. Based on an extensive literature
review, three hypotheses were formulated, which were empirically tested in a structural
model using structural equation modeling (SEM). The aim was to investigate whether life
satisfaction mediates the relationship between work-life balance and work input. The
quantitative data for the analysis were collected through a survey of 164 online participants;
higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia and
Slovenia. The results show that life satisfaction mediates the relationship between work-life
balance and job engagement. Implications for the results from research and practice are
discussed in terms of their contribution to the field of employee behavior together with an
understanding of the relationship between work-life balance, life satisfaction and job
engagement.
Keywords: work-life balance, life satisfaction, job engagement, organization, SEM
JEL classification: M3, L86
Introduction
707
Two key areas in a person's life are work and family. It is often difficult to balance the
requirements of both areas, so the compatibility of work and family has become a common
topic in both general discussions and in many academic debates. With the increase in the
number of families in which both parents are employed, single-parent families, and on the
other hand with the increasing demands of work organizations, the extension of working
hours and modern technology, where the individual must be available practically at all times,
balancing work and family life is becoming an increasing problem.
Problems related to work- family balance affect everyone, regardless of gender, age,
occupation, education and the like (McMillan, Morris and Achley, 2011), but to varying
degrees and with varying outcomes. The success of work-family balance is influenced by
many factors, at individual, organizational and governmental level. These factors are often
interrelated, for example, because organizations will not introduce and implement family-
friendly policies without the support of the state, in the form of appropriate labor laws. On the
other hand, without well-organized institutionalized childcare, the individual may have a
problem balancing work and family despite the family-friendly measures within the
organization. Depending on the family background and personality of the individual, the
individual reacts differently to the support provided by the organization and the state, while at
the same time being confronted with different problems of work-life balance.
In general, the work-life balance has many positive and/or negative consequences. For
example, the conflict between work and family can lead to stress and health problems,
dissatisfaction, and on the other hand, a balanced work and family life affects the quality and
satisfaction in family and work. However, a person with a balanced work and family life is
usually more satisfied in life and also more engaged at work. This is something all
organizations strive for, as engaged employees are also more productive employees.
Based on theoretical backgrounds and previous research, the aim is to determine how the
concepts of work-life balance, life satisfaction and employee engagement are related. The
main objective of this research was to determine whether life satisfaction mediates the
relationship between work-life balance and work engagement.
Literature review
The work-life balance is a frequent topic of scientific research, which examines the influence
of various factors on the work-life balance and the consequences such as life satisfaction and
work engagement. In the following, the concepts used are defined on the basis of an analysis
of the literature to date and the research conducted, which will serve as a basis for hypothesis
formation and further research.
Work-life balance
The problem of work-life balance is a frequent topic both in everyday conversations and in
scientific research. In scientific studies, the concept of work-life balance has been used
primarily to describe the stability and balance between the responsibilities and obligations
associated with work and those in the family, with a balance in which the individual feels that
he or she is in the right (Rajni and Ravinder, 2015). In general, work-life balance could be
described as a satisfactory integration or adjustment between different roles in one's own life
(Bedarkar and Pandita, 2104).
708
Work- family life consists of three components: "work", "family" and "balance" (Suresh and
Kodical, 2017). In the context of work-life balance, "work" is defined as paid work (Guest,
2002), or more precisely as "a committed human activity aimed at satisfying human needs and
desires" (Yadav and Dabhade, 2014). It is more difficult to define a family because today we
cannot speak of a family form because of the different ways of life. For our research, we will
use a statistical definition which states that "we define a family in the strictest sense as a
nuclear family, i.e. two or more persons living in a common household and connected by
marriage, cohabitation or parental relationship" (Keilman, 2003).
The term 'balance' also has many meanings (Suresh and Kodikal, 2017), and there is no
consensus on how work-life balance should be defined, measured and researched (Rantanen,
Kinnunen, Mauno and Tillemann, 2011). There are many definitions of work-life balance
(Greenhaus and Beutel, 1985; Voydanoff, 2005; Rajni and Ravinder, 2015). In general, work-
life balance can be described as a satisfactory inclusion or 'adjustment' between several roles
in an individual's life (Bedarkar and Pandita, 2014).
The literature research has shown that the authors report mainly on three types of experiences
that individuals face when trying to balance work and family life. These are the conflict
between workand family (Greenhaus and Beutell, 1985), satisfaction with the work-life
balance (Greenhous and Allen, 2011) and the third experience is the enrichment of workand
family (Greenhous and Powell, 2006). The conflict between work and family is an important
precursor of work/family balance and occurs when work and family are not compatible
(Netemeyer, Boles and McMurrian, 1996; Cooklin, Dinh, Strazdins, Westrupp, Leach and
Nicholson, 2016).
A conflict between work and family exists when the time devoted to the demands of one role
makes it difficult to meet the demands of another role (time conflict), or when the stress of
one role makes it difficult to meet the demands of another role (stress conflict), and when
specific behaviours required of one role make it difficult to meet the demands of another role
(Greenhaus and Beutell, 1985).
Work-life conflicts have many consequences, which among other things have a considerable
influence on life satisfaction (Goh, wlies and Wilson, 2015; Turliuc and Buliga, 2014). The
work-family enrichment is defined as "the extent to which experiences from one role improve
the quality of life in another role" (Greenhous and Powell, 2006). In addition to work-family
enrichment, terms such as improvement or positive impact from one sphere to another,
integration, facilitation, all show the positive sides of the interaction between workand family
(Frone, 2003; Hassan, Dollard and Winefield, 2009; McMillan, Morris and Atchley, 2011).
Work-life balance is influenced by factors at three levels: the individual, the organisation of
work and the state. In the past, most research has focused on the impact of the organisation or
of various family-friendly measures on work-life balance. More recently, however, there has
been increasing research on the impact of the individual, his or her personality traits and
family background (partner support, children, etc.) on work-life balnce (Turliuc and Buliga,
2014).
To explain: pressure on employees is not only generated by the organisation and the demands
of work, but the pressure can also be generated by the employee himself in the desire to fulfil
his own goals, both in the area of work and family life (Khallash and Kruse, 2012). Gender
709
also plays an important role (Shadab and Arif, 2015). Women are still more involved in
childcare and domestic work, so they are more likely to face the problem of work-life balance
(Delina and Prabhara, 2013).
Work organization has a major, if not the greatest, influence on the compatibility of family
and career. Family-friendly policies and practices in the organization have a major influence
on employees' perception of conflicts between workand family (Boyar, Maertz Jr., Mosley Jr.
and Carr, 2008; Jiang, 2012). Research (Grover and Cooker, 1995) has even shown that
employees are more committed to an organization that offers family-friendly policies,
whether or not they benefit from them. There are several family-friendly policies and
practices. The literature review has shown that among employees, the most common are
flexible working hours, overtime, part-time work, "tight" workweek, flexible working hours,
working from home, holidays (Parakandi and Behery, 2016), organizational culture in general
(Thompson, Beauvais and Lyness, 1999) and support from managers for reconciling workand
family life (Li, McCauley and Shaffer, 2017).
In addition to the individual and the organization, the state is also an important factor
(Roeters, 2011). Through its policies and measures, the state creates more or less favorable
conditions for work-life balance. The country's most important initiatives focus mainly on
childcare, holidays, care for dependent family members, flexible working arrangements and
equal opportunities for women and men. Without state incentives, employers do not or only
rarely contribute to the creation of a family-
A balanced work and family life has many positive effects both for the individual and for the
organization. From the individual's perspective, work-life balance is important because it
reduces stress and has a positive effect on the health and general well-being of the employee
(Frone, 2003). From a company perspective, however, it is important because it affects job
satisfaction, company commitment, productivity, performance, efficiency and retention of
existing employees (Kaur and Kumar, 2014).
Life satisfaction
Life satisfaction is understood to be a universal feeling and attitude towards life at a certain
point, ranging from negative to positive (Kashyap, Joseph and Deshmukh, 2016). It includes
satisfaction with the past, with the future, and with important other views about the life of the
individual (Servants, 1984). Life satisfaction is a cognitive component of subjective well-
being, i.e. the individual's assessment of his or her well-being, health, friendship and
partnership and satisfaction with himself or herself (Dimec et al., 2008).
Diener (1984) names three main determinants of life satisfaction. The first determinant is that
satisfaction is subjective, which means that the experience of satisfaction is the perception of
an individual. Another determinant is that subjective satisfaction has positive criteria. And the
third determinant is that subjective satisfaction involves a complete evaluation of all
parameters of an individual's life.
Although life satisfaction is relatively stable at all times, various life events (e.g. loss of or
change of job, divorce or marriage, etc.) can have a profound impact on the long-term level of
subjective well-being (Lucas, Clark, Georgellis and Diener, 2004). Research reports report,
for example, on the long-term effects of parenthood on an individual's life satisfaction
(Mikucka, 2016).
710
Life satisfaction and job satisfaction are often linked. For example, some studies show that
those who are more satisfied with life are also more satisfied with work (e.g. Qu and Zhao,
2012), and conversely, job satisfaction is still one of the strongest predictors of quality of life
(Rus and Tos, 2005).
Job engagement
Employee engagement in the workplace involves an emotional and psychological relationship
between employees and their organization, which can be reflected in negative or positive
employee behavior in the workplace (Andrew and Sofian, 2012). Employee engagement is
one of the most important issues in human resource management today, partly because it is
strongly linked to the productivity of the organization (Gujral and Jain, 2013).
Christian, Garza and Slaughter (2011), based on an analysis of the literature on engagement in
the workplace, defined engagement in the workplace as a relatively permanent state of mind
related to the simultaneous investment of personal energy in work experience or performance.
Most authors also agree that engaged employees have a high level of energy and are strongly
identified with their work (Bakker, 2009; Bakker and Schaufeli, 2008). A person is engaged
when he or she feels valued and involved in the organization (Taghipour and Dezfuli, 2013).
Gallup (2006) divides employees into three types: engaged, unengaged and actively
unengaged. Committed employees work with passion and feel deeply connected to their
organization. They drive innovation and drive the organization forward. Unengaged
employees are essentially "unattached". They spend their time passively at work and dedicate
time to their work, not energy or passion. Active, unengaged employees are not only
dissatisfied with the workplace, they even generate this dissatisfaction themselves. These
employees undermine what their dedicated employees create.
Several factors influence the engagement of employees. Based on the literature review,
Christian, Garza, and Slaughter (2011) summarized the antecedents of engagement in three
main factors, namely job characteristics, support of the social environment, and physical
demands; the second factor is leadership, which should be decisive in how an individual
views his or her work, and the third factor is disposition characteristics (employee
personality).
The success of work-life balance also influences the engagement of employees in the
workplace (Bedarkar and Pandita, 2014). Indeed, supporting an organization in work-life
balance is linked to an individual's sense of being valued and respected in the organization
(Timms, Brough and Bauld, 2009), which helps to increase individual engagement.
Furthermore, research (Mache, Vitzthum, Klapp and Danzer, 2014; Taghipour and Dezfuli,
2013) also confirms that family-friendly measures taken by an organization have the effect of
increasing work engagement. Those employees who receive the support of the employer in
work-life balance are more satisfied at work and have more sense of belonging (Kar and
Misra, 2013).
The employee engagement has many positive effects. Employee engagement therefore plays
an important role in promoting work ability (Airila, Hakanen, Punakallio, Lusa and
Luukkonen, 2012), work performance or productivity (Bakker, 2011) and improving work
results (Andrew and Sofian, 2012). Individual work engagement also serves as a mediator
between the effects of high work demands and organizational commitment (Hakanen, Bakker
711
and Schaufeli, 2006) and plays an important role as a mediator between family-friendly
organizational policies and the enrichment of the working family (Siu, Lu, Brough, Lu and
Bakker, 2010). A survey (Mache, Vitzthum, Klapp and Danzer, 2014) also found that work
engagement also has a positive effect on an individual's job satisfaction and quality of life,
and is an important indicator of professional well-being, both for the individual and for the
organization (Bakker, 2011).
Research
Hypotheses
Based on written above, a hypothesis was formulated to determine the relation between work-
life balance and job engagement, where life satisfaction has a moderating effect on their
relation. Proposed hypothesis is shown in the conceptual model (Figure 1). The hypothesis is:
-life balance and job
engagement in a manner that that the effect of work-life balance on job engagement is higher
Figure 1: Conceptual model of an indirect relation between work-life balance and job
engagement with life satisfaction as the moderator.
Instruments
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Work-life balance was measured by using a four item scale developed by Brough, Timms,
O'Driscoll, Kalliath, Siu, Sit, and Lo (2014). The response scale was a five-point Likert scale
ranging from 1 (completely disagree) to 5 (completely agree). The coefficient of reliability
.402, respectively.
Cronbach's alpha on the work-life balance scale was low, which was surprising as a higher
value was expected. The questionnaire of the authors Brought et al (2014) was validated and
used in more than 100 papers and research projects (e.g. Chan, Kalliath, Brough, Siu et al.,
2016; Karkoulian, Srour and Sinan; 2016; Casper, Vaziri, Wayne, DeHauw and Greenhaus,
2018), so the assumption is, that the questionnaire is nevertheless reliable and that such a
small Cronbach alpha is most likely due to small sample size (n = 164).
Life satisfaction was measured on a five-item scale developed by Diener, Emmons, Larsen
and Griffin (1985). The response scale was a five-point Likert scale ranging from 1
alpha) was 0.870, respectively.
Job engagement was measured on a nine-
(2004). The response scale was a five-point Likert scale ranging from 1 (completely disagree)
respectively.
Empirical research on work-life balance, life satisfaction and job engagement was performed
by survey method. To obtain data, an online questionnaire was designed, which was sent via
e-mail in spring 2019. After conducting online research, primary data was controlled and
edited. For processing and analysing data, IBM SPSS Statistics 24 has been used.
Research setting and participants
The full set of questionnaires was completed by a total of 164 participants, which represent
our sample, of whom 63 (38.4%) were men and 95 (57.9%) were women and 6 (3.7) did not
answer this question. According to the marital status of respondents: 96 (58.5%) were
married, 4 (2.4%) were engaged 9 (5.5%) were divorced, 70 (36.8%) were 14 (8.5%) were
single, 35 (21.3%) were in a committed relationship and 6 (3.7) did not answer this question.
We have also asked about the number of children (under the age of 18), where 106 (64.6%)
had none, 24 (14.6%) had one child, 17 (10.4%) had two children, 6 (3.7%) had three
children, 2 (1.2%) had four children and nine did not respond.
According to the educational level of respondents: 6 (3.7%) had a B.Sc. or B.A., 30 (18.3%)
had a M.Sc. or MBA, and 121 (73.8%) had a Ph.D. (seven did not respond). According to
their academic ranks 27 (16.5%) were teaching assistants, 16 (9.8%) were research assistants,
57 (34.8%) were assistant professors, 33 (20.1%) were associate professors, 24 (14.6%) were
full professors and seven did not respond.
According to work status, 140 (85.4%) had full time employment, 8 (4.9%) had part time
employment, 8 (4.9%) worked per contract, one was self-employed and seven did not answer.
The average age of respondents was 38.62 years for the 158 who responded to this question.
The average years of work experience in higher education was 15.09 and the average years of
work experience overall was 18.68.
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Results
The empirical part of the research is based on quantitative research, for which the data was
collected through a survey. In continuation, a method to test the model by applying structural
equation modelling (SEM), which is used for testing structural relations between constructs is
presented. That operation was made by building a model in Lisrel 8.80 software package,
which is an analytical statistics program, which allows the testing of multiple structural
relations at once (Prajogo and McDermott 2005). It combines factor and regression analysis
by which it tests the proposed model by which one can assess the significance of
hypothesized cause-and-effect relations among the variables (Diamantopoulos and Siguaw
2000). The standardized solutions and t-values for the hypotheses tested in the model are
presented in Figure 2.
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Figure 2: Standardized solutions (and t-test) for the hypothesis
Source: Own research.
Standardised solution weights between the work-life balance and life satisfaction and between
life satisfaction and job engagement are presented in the model in Figure 2. With the use of
structural equation modelling, the positive relations between the researched constructs in the
proposed hypothesis and a mediating effect of life satisfaction on the relation between work-
life balance and job engagement can be confirmed. Based on the standardized solutions, the
relations are positive. Table 1 presents model fit indices for the researched model.
Table 1: Model fit indices
Fit indices Value for the model
2.247
RMSEA = Root Mean Square Error of Approximation
0,087
NFI = Normed Fit Index
0.894
NNFI= Non
-
normed Fit Index
0.933
CFI =
Comparative Fit Index
0.942
IFI = Incremental Fit Index
0.942
SRMR = Standardized Root Mean Square Residual
0.091
Source: Own research.
Model fit indices therefore confirm a good model fit and positive and statistically significant
relations. A direct relation between work-life balance and job engagement is not statistically
significant and can therefore not be confirmed; therefore, the need for life satisfaction as a
moderator.
Discussion and Conclusion
The broad scientific and professional interest in the constructs relating to work-life balance,
life satisfaction and professional work engagement is growing as global competition increases
rapidly and management expresses the need for such research; and our research can
complement these studies. Work-life balance plays a remarkable role in the sustainability of
organizations through their employees.
The theoretical contribution of this study is a contribution to existing research on work-life
balance, life satisfaction and professional work engagement, with a view to further developing
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previous research by empirically investigating the relationships and the mediating effect
between them among university lecturers. The practical contribution consists in the presented
results that work-life balance influences professional engagement with life satisfaction as a
mediator.
With the proposed hypothesis, based on previous research and in-depth studies of the relevant
literature, empirical evidence was collected on the relationships between work-life balance,
life satisfaction and work engagement, which were lacking in this study and are highlighted in
this study, which presents and confirms life satisfaction as a mediator between work-life
balance and work engagement.
The results are interpreted as follows: With an increasing work-life balance, life satisfaction
increases, which leads to a higher work engagement. Positive experiences therefore lead to a
work-life balance, which in turn leads to a life satisfaction that is reflected in a higher work
engagement of the higher education lecturers.
Limitations of this study must be considered before interpretations of the results can be
examined. All research focused mainly on these three constructs and the mediating effect,
while other determinants were not taken into account and are being investigated on a sample
of higher education lecturers. As mentioned above, work-life balance is not the only
determinant of life satisfaction, so it can only be suggested that work-life balance influences
the construct of life satisfaction together with job engagement, while there are other factors
involved in the process.
Family background in terms of parents or previous generations and respondents' income was
not taken into account as it was not relevant for the purposes of the study. However, questions
were asked about the legal status of the respondents, the number of minor children and
whether or not they are caring for dependent members. Research on the differences between
the links in the concepts studied according to family background was not included, but it
would be useful to do so in the future as it would provide a broader insight into the area
studied.
For further research, it is proposed to examine the effects of the omitted or, in other words,
not considered in this study determinants and in different settings. These determinants could
be divided into those that influence the constructs studied in this study, such as situational and
other attributive determinants.
Human resource management has become indispensable for most organizations, including
those employing higher education lecturers, and will make those who do not follow these
trends seem obsolete. Sustainable business practices are essential for the survival of
organizations, and an employee base is essential, especially in a highly competitive
environment such as the global marketplace. While it is important to reach new employees, it
is equally important to retain those that companies already have.
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