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The purpose of this study is to explore the ways in which work practices promote work-life balance when family time is available (as a spillover effect from work to personal life) and how differently they affect men and women.

A quantitative and longitudinal approach is taken based on data from a large database made up of 71,758 workers from 36 European countries, collected in 2021 by the European Working Conditions Survey. After preliminary analysis (including exploratory and confirmatory factorial analysis), the partial least square method was used to test the hypothesis of the conceptual model.

The results of this study reveal that some work practices (autonomy and confidence at work) positively affect work-life balance. The time available for family and domestic care positively affects work-life balance, and this effect is more relevant for women than for men.

These results are important for organizations that wish to promote not only family-friendly work practices but also above all gender-friendly work practices.

Based on a large sample of European workers, this study makes an important contribution by filling the gap on the understanding and importance of mechanisms outside the organizational context for promoting work-life balance through work practices, thus extending the notion of spillover effects while considering gender differences.

This study investigates how emotional and instrumental family support contribute to work-life balance (WLB) among women in higher education, with a particular focus on the mediating roles of self-efficacy and grit in enhancing this balance.

Utilizing a quantitative research design, the study employed a survey methodology to gather data from women employees. The data were analyzed using partial least squares structural equation modeling (PLS-SEM) to evaluate the relationships among family support, self-efficacy, grit and work-life balance.

The results highlight the significant positive influence of both emotional and instrumental family support on work-life balance. Self-efficacy and grit serve as crucial mediators, both individually and through serial mediation, enhancing women employees' capacity to manage work and personal responsibilities effectively. The study underscores the importance of these psychological constructs in mediating the relationship between family support and work-life balance.

This study contributes to the literature by providing a fresh perspective on work-life balance, particularly within the context of women in higher education. It is one of the few studies to examine the dual mediating roles of self-efficacy and grit, highlighting the distinct influence of emotional and instrumental support on WLB. The findings extend social cognitive theory and conservation of resources theory by demonstrating how internal psychological resources interact with external support to enhance well-being.

This study investigates how the organizational climate influences work–life balance (WLB) among women employees in universities across Jammu and Kashmir, with a focus on the mediating role of self-efficacy.

Adopting a quantitative research design, this study utilized a survey methodology to collect data from women employees in 11 universities within Jammu and Kashmir. The study analyzed responses from 587 participants through partial least squares structural equation modeling (PLS-SEM) using SmartPLS 4.0.

The findings underscore the significant positive impacts of organizational climate dimensions – autonomy, integration, involvement, support, training and welfare – on work–life balance. Self-efficacy was found to partially mediate the relationships between organizational climate dimensions and work–life balance, underscoring its role in enhancing employees’ capacity to manage work and personal life. The study highlights the importance of a supportive organizational climate in fostering self-efficacy and, subsequently, achieving a satisfactory work–life balance among women employees in academic settings.

This research contributes to the existing literature by exploring the nuanced relationship between organizational climate, self-efficacy and work–life balance, specifically among women employees in the educational sector of Jammu and Kashmir. By highlighting self-efficacy as a critical mediator, the study offers novel insights into the mechanisms through which organizational climate affects work–life balance, providing valuable implications for policy and practice in educational institutions.

Based on the cognitive perspective of self-regulation theory and role balance theory, this study examines the moderating effects of self-efficacy and emotional exhaustion on the indirect path between impaired work–life balance and job performance through psychological depletion.

This conceptualized model was tested through a four-wave dyad data obtained from the employees and their supervisors of services sector organizations selected through stratified random sampling.

The results specify that psychological depletion partially mediates between impaired work–life balance and job performance. Further, self-efficacy acts as a buffering function to reduce the harmful effects of adverse impaired work–life balance on psychological depletion and emotional exhaustion provokes the injurious effects of psychological depletion on job performance.

This research provides important theoretical implications for work–life balance and psychological domains with boundary-spanning roles of self-regulatory measures.

This research is a unique attempt to link the self-regulatory perspective with role balance theory to understand and buffer the issues of impaired work–life balance.

The purpose of this paper is to investigate the mediating effect of work–life balance on the relationship between organisational support and work engagement. This research is based on the JD-R theory.

This study used a cross-sectional research design wherein both descriptive and explanatory approaches were used. This study uses a survey method and a structured questionnaire to collect data from IT women employees in Kerala. A regression analysis is used to measure the direct effects of the hypothesised relationships. Sobel’s test was used to measure the indirect effects of the hypothesised relationship.

Organisational support is found to foster work–life balance and work engagement. Work–life balance fully mediates the relationship between organisational support and work engagement.

This study attempts to integrate two streams of research (work–life balance and work engagement), which, despite being similar in focus, have been developed independently. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of work engagement and analysing it as a mediator between organisational support and work engagement, which has been highlighted as a gap in the literature.

The purpose of this study is to provide a review of the existing research landscape on work-life balance and women’s career motivation. It examines the relationship between work-life balance and career motivation in the context of Indian women. Specifically, it explores how the work-life balance of women influences the motivational aspects of their careers.

The research uses a systematic literature review to identify and analyze relevant literature on work-life balance and women’s career motivation among Indian women from the Scopus database.

The study uncovers critical insights into the connection between work-life balance and women’s career decisions. It gives insight on how work-life balance significantly impacts women’s career choices. The SLR reveals a notable and consistent upward trend in the domains of work-life balance and career motivation among women.

The findings of this study can inform organizations in tailoring policies that foster women’s career growth while simultaneously supporting a healthy work-life balance. In addition, the research can empower women to make informed decisions about their careers and personal lives. Ultimately, it contributes to creating a more inclusive and gender-equitable work environment, promoting both women’s career aspirations and their overall well-being.

This research stands out in its examination of the relationship between work-life balance and women’s career motivation, particularly in the unique context of Indian women. While previous studies have explored these topics individually, this research bridges the gap by investigating their interplay. Moreover, the application of a systematic literature review approach to these variables in the context of Indian women represents a novel contribution.

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.

Drawing on the JD-R theory, this study investigates the effect of working from home on employee engagement and work-life balance considering work-life balance as the mediator in the working from home-employee engagement relationship and altruism as the moderator in the work-life balance-employee engagement relationship.

An online questionnaire using the snowball sampling approach was employed to collect data from 350 professional-level employees working from home due to the COVID-19 outbreak. Hypotheses were tested using structural equation modeling.

The findings indicate that work-life balance significantly affects employee engagement and confirm the moderating role of altruism in the relationship between work-life balance and employee engagement. However, work-life balance does not mediate the relationship between working from home and employee engagement.

These findings advanced JD-R theory in human resource management by focusing on a more humanistic and compassionate approach towards managing employees, particularly in the remote working context during turbulent times.

The purpose of the study is to investigate the influence of training and development and work–life balance on employee engagement and job performance at private banks in Bangladesh. This study also investigates the indirect influence of training and development and work–life balance on the job performance of private banks through the mediating role of employee engagement.

The present study used a self-administered survey questionnaire to collect data from the private bank staff who had been working in the existing bank for more than one year. In this study, 450 survey questionnaires were distributed to the respondents and received 346 useful responses (76.88% response rate). The SmartPLS 4 software was used to determine the reliability and validity of the constructs. The SmartPLS 4 software was also used to test the hypothesised path coefficients via Partial Least Squares Structural Equation Modelling (PLS-SEM).

The findings of the study indicate that both training and development and work–life balance significantly influence employee engagement and job performance in the private banks. The findings also indicate that both training and development and work–life balance indirectly significantly influence the job performance of the private bank through the mediating role of employee engagement.

This study suggests various practical implications. Managers should provide opportunities for employees to actively participate in employee training. The present study also suggests that managers should also prioritise and model a healthy work–life balance because when leaders value work–life balance, employees feel empowered. The findings of the study suggest that organisations should design effective employee development programmes and foster a supportive work environment to motivate their employees to contribute to organisational success.

This study makes significant theoretical contributions to the existing literature on employee engagement and job performance. The present study enhances theoretical depth by highlighting the mediating role of job engagement in achieving job performance, offering a new perspective on the relationship between these variables and paving the way for targeted interventions. The present study also enriches the existing body of literature by examining the impact of training and development and work–life balance through the lens of organisational support theory, presenting a comprehensive understanding of the intricate dynamics at play.

The purpose of this study is to investigate the relationship between work-life balance and the mental health of Indian managers and to explore the moderating role of emotional intelligence (EI) and gender.

Work-life balance scale (Hayman 2005), Mental Health Inventory (Viet and Ware, 1983) and EI scale (Wong and Law, 2002) were administered to 202 (102 males and 100 females) Indian managers. Based on the Conservation of Resource theory, a theoretical model has been designed and hypotheses were tested by descriptive, correlation and moderation analysis.

The results of this study indicated that work-life balance is positively correlated with psychological well-being and mental health, while negatively correlated with the psychological distress of managers. EI has emerged as a potential moderator that positively influences the relationship between work-life balance and the mental health of managers. At the same time, gender did not show any moderating effect.

This research has theoretical, practical as well as social implications.

This study is aligned with SDG 3 and SDG 5 of the UN Sustainable Development Goals 2023. This paper provides valuable inputs in promoting mental health at the workplace and formulating gender-neutral work-life balance policies and programs in Indian organizations.

This study is aligned with SDG 3 (Health and well-being) and SDG 5 (Gender equality) of the UN Sustainable Development Goals 2023.

This study is an empirical research paper backed by a sound theoretical framework, which addresses the work-life balance and mental health issues of managers and highlights the positive role of EI in managing their personal and professional lives in a low gender-egalitarian Indian work–family culture.