Work life Balance

  Currently Proposed Theoretical Foundation: Spillover model (Edwards & Rothbard, 2000) The spillover model is centered on an individual carrying their skills, behavior, attitude, and emotions obtained from work or home (Lee, Back, & Chan, 2015; Michel, Bosch, & Rexroth, 2014). The spillover model is premised on the assumption that work-life has a likelihood of spilling over to non-work life. The two models will be used in the proposed study to explain the experiences of individuals about work and non-work life. Recommended Additional Theoretical Foundation: Hofstede’s Cultural Dimensions Currently Proposed Instrumentation: Work-Life Balance Measure (Brough et al., 2014) It builds upon Kalliath and Brough’s (2008) theoretical definition of work–life balance and is also informed by the Conservation of Resources (COR) theory of stress (Hobfoll 1989), which emphasizes an individual’s drive to create, conserve and protect the quality of their resources. The COR theory is relevant to our conceptualization of work–life balance in respect of three processes involving perceptions of resource gain or loss. First, work–life balance is a resource in the sense that at any given time, individuals are able to assess how much of this resource they possess. Second, the assessment of this work–life balance resource is subjective and cannot necessarily be verified through external observation (e.g., perceptions of co-workers or supervisors). Third, people can gain or lose this resource, and the nature of their work environment (e.g., inflexible work schedules) could be an influential factor in ‘resource gain’ or ‘resource loss.’ Recommended Additional Instrumentation for Consideration Based on Proposed Problem Space and Listen to this recording and follow instruction