Integrative Research and Consultancy Project

Question: Discuss about the Integrative Research and Consultancy Project. Answer: Introduction The work-life balance undoubtedly has become a popular research area in different context including the sociology and human resource management. The exploration of the concetualised framework on work-life balance, some of the dominant spheres, such as compensation, accommodations, and segmentations has been noticed. As put forward by Medina-Garrido et al. (2017), the in spite of the perceived virtue of work-family balance, the idea has not been neglected. It is also observed that significant reviews of work-family relations are not likely to focus on the work-family life balance. In addition to this, the empirical researches that talk about the balance between the work and family role usually do not differentiate balance from other concepts in work-family literature. As put forward by Andrews and Withey (2012), the work life balance is a universal endeavor, experienced by both men and women across different life-stage and in all categories of professions. The segment of struggle with the work-life balance is the challenge of keeping work and personal life in the alignment. The present study identifies the relationship between work balances, employee well being and job performance for men and women. Many studies have been conducted on work life balance and job performance. However, the outcome of existing studies indicates that some significant factors are there to influence the job and personal life. Justifying the Study Linking to the Relevant Theory and Presenting Industry Background The research focuses on identifying the relationship between the work-family balance and job performance for both men and women because the increasing pressure and changing trends of corporate life have changed the daily life style of people. The statistics show that due to changes in the corporate environment, the almost 29% of women had to leave their job and switch to other job. It is observed that a lack of work balance could lead to increased stress as well as sense of burnout. As put forward by Van De Voorde, Paauwe and Van Veldhoven (2012), irrespective of sex, marital status, and gender identity, both men and women struggle with the work life balance. Over the past the few years, the organizations have implemented several initiatives in the workplace with the objective of developing effective balance for employees. In such context, Nijp et al. (2012) commented that work life balance initiatives have primarily been conducted considering the slow growth of women in the workplace. However, as the corporate scenario has become dynamic no theoretical studies have been able to provide the grounds for the failure in keeping a good balance between work life and personal life. Therefore, it is necessary to understand what the term work life balance means as well as how it is perceived. It is also essential to learn the strategies required for keeping the balance between work-life and personal life. Spill-over- Among many theories, theory of spill-over effectively related to the work-life balance and employee satisfaction. Spill-over is a method where experiences in one role could influence experience in other. The existing studies have investigated the spill-over of mood, skills, values behavior from one particular role to another. In addition, the experience resulting from spill-over could manifest themselves both positively and negatively. Two significant interpretations existed in the spill-over theory. One of the interpretations is positively related to the life and work satisfaction as well as life and work values and another one is associated with the skills and behavior (Acs, Audretsch and Lehmann 2013). This means when an employee experiences fatigue from work at home, the family demand could come in between. Research Questions What is the relationship between overall work-family life balance as well as employee well being? What is the relationship between work-family life balance and employee performance? What are the major differences in work-family life balance for men and women? Research Aim The research aims to identify the relationship between work-family life balance, employee well-being and employee performance for male and female. Research Objectives To critically evaluate the relationship between work-family life balance and employee performance To analyze the work-family balance and employee well-being To critically assess work-family life balance for men and women Research Hypothesis H0-There is a positive impact of work life balance on employee well being and performance H1- There is a negative impact of work life balance on employee well being and performance Assessment of the Research Questions based on SMART Suggested Alternatives The research questions developed for the current study effectively match with the prime focus of the research as these three variables of the topic influence each other. Thus, these three variables are considered in the research questions. Increasing stress of work could negatively influence the personal life of the individual. Conversely, if an employee is stressed for personal reasons, his/her performance could be affected. Suggested alternatives Justification S-Specific The research questions are specific as they revolve around the three variables exiting in the topic. The research questions are specific as each variable has the strength to influence other two. It is specific as no external variable has been selected. M-Measurable The research questions are measurable as each variable provides a specific outcome A-Attainable The questions set for the study are achievable as new solutions can be developed to positively influence the work life balance R-Realistic The research questions are realistic because particular outcome can be derived in responding the questions T-Time The implementation of the questions will not take much of time as they are specific The above-mentioned questions have been selected because each variable existing in the topic could directly or indirectly influence the others. If the relationship between the work-family life and employee performance can be identified, the appropriate solutions can be developed to avoid the failure in keeping the balance. Likewise, if the differences in work-family life balance for men and women can be identified, the reasons for corporate biasness can be addressed. Based on which appropriate solution can be developed. In addition to this, the last question could identify other external reasons for the differences in work life balance in corporate environment. References and Bibliography Acs, Z.J., Audretsch, D.B. and Lehmann, E.E., 2013. The knowledge spillover theory of entrepreneurship.Small Business Economics,41(4), pp.757-774. Andrews, F. M., and Withey, S. B. 2012.Social indicators of well-being: Americans' perceptions of life quality. Springer Science Business Media. Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International Journal of Productivity and Performance Management. Jones, F., Burke, R.J. and Westman, M., 2013.Work-life balance: A psychological perspective. Psychology Press. Medina-Garrido, J.A., Medina-Garrido, J.A., Biedma-Ferrer, J.M., Biedma-Ferrer, J.M., Ramos-Rodrguez, A.R. and Ramos-Rodrguez, A.R., 2017. Relationship between work-family balance, employee well-being and job performance.Academia Revista Latinoamericana de Administracin,30(1), pp.40-58. Nijp, H.H., Beckers, D.G., Geurts, S.A., Tucker, P. and Kompier, M.A., 2012. Systematic review on the association between employee worktime control and work-non-work balance, health and well-being, and job-related outcomes.Scandinavian journal of work, environment health, pp.299-313. Van De Voorde, K., Paauwe, J. and Van Veldhoven, M., 2012. Employee well?being and the HRMorganizational performance relationship: a review of quantitative studies.International Journal of Management Reviews,14(4), pp.391-407. Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M., 2012. Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being.Human relations,65(4), pp.419-445.