Paula Andrea Nieto-Aleman, José-Miguel Berné-Martínez and Maria Arnal-Pastor
Work–life balance (WLB) is necessary to allow organisations to innovate and develop markets. WLB enables employee development and influences employee motivation and productivity…
Abstract
Purpose
Work–life balance (WLB) is necessary to allow organisations to innovate and develop markets. WLB enables employee development and influences employee motivation and productivity by helping retain employees and keeping them engaged. The aim of this study is to identify the causal configurations leading to employees’ perceived WLB.
Design/methodology/approach
Fuzzy set qualitative comparative analysis (fsQCA) is used to identify the causal patterns of necessary and sufficient conditions that lead to WLB. Two dimensions of WLB are considered: (1) context (socioeconomic level and distance to work) and (2) organisation (work flexibility, job security and teleworking). These dimensions are studied to determine whether they lead to WLB. The study focuses on the city of Vila-real (Spain). The study data are sourced from male and female parents aged 19–56 years.
Findings
There are gender differences in perceived WLB. The observation that no single strategy leads to WLB is especially true for women, who achieve WLB through nine combinations of factors. For men, having a full-time contract is conducive to WLB. In contrast, women’s perception towards teleworking affects their perceived WLB.
Originality/value
The framework developed in this paper can be used to identify necessary and sufficient pathways to WLB to support the development of WLB policies and practices. It provides managers and policymakers with a framework to promote employee-centred WLB policies and practices.