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A work–life balance is bidirectional; for instance, work can interfere with private life, and private life can interfere with work. This balance or interface can be adverse in nature (e.g., work–life conflict) or can be beneficial (e.g., work–life enrichment) in nature. [1] Recent research has shown that the work-life interface has become ...
This program focused on "reducing major chronic diseases (including cardiovascular diseases), demonstrating the effectiveness of a wellness program model that includes a full-time department-level director, establish wellness committees to sustain work environments that promote and support employee health and wellness, and change policies and ...
An occupational stressor that needs to be addressed is the problem of an imbalance between work and life outside of work. The Work, Family, and Health Study [80] was a large-scale intervention study, the purpose of which was to help insure that employees achieve a measure of work–life balance. The intervention strategies included training ...
Conflict between work and family is bi-directional.There is a distinction between what is termed work-to-family conflict and what is termed family-to-work conflict. [3]Work-to-family conflict occurs when experiences and commitments at work interfere with family life, such as extensive, irregular, or inflexible work hours, work overload and other forms of job stress, interpersonal conflict at ...
In a poll conducted in November 2008, 35% of women felt that issues in work–life balance for women would be best addressed through paid family leave and sick days. [21] Both genders actually feel that these concerns better address work–life balance with growing concerns of watching children, older family members, and ill family members. [21]
Woman experiencing stress. Employees who work overtime hours experience numerous mental, physical, and social effects. In a landmark study, the World Health Organization and the International Labour Organization estimated that over 745,000 people died from ischemic heart disease or stroke in 2016 as a result of having worked 55 hours or more per week. [1]
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The three aspects of work engagement (vigor, dedication and absorption) are assessed by the Utrecht Work Engagement Scale (UWES), [6] which is currently available in 20 languages and can be used freely for non-commercial purposes. In addition a short form [24] and a student version [25] are available. The reliability and validity of the UWES is ...