The impacts of the work-life balance arrangement on organisational performance is a growing concern amongst researchers and practitioners. This study synthesised 202 records from 58 published papers to evaluate the relationship between the work-life balance arrangement and organisational performance by means of a meta-analysis. The organisational performance was measured based on six perspectives, including career motivation, employee attendance, employee recruitment, employee retention, organisational commitment, and productivity. The results showed a positive relationship between the work-life balance arrangement and organisational performance (OR: 1.181, 95% CI: 1.125-1.240, p < 0.001). Of the six perspectives, only career motivation, employee attendance, employee recruitment, and employee retention were significantly associated with the work-life balance arrangement. The moderators affecting the relationship between the work-life balance arrangement and organisational performance were gender, sector, and employee hierarchy. The results provide theoretical suggestions on the effectiveness of the work-life balance arrangement in terms of the six perspectives related to organisational performance.
Today's workers are struggling to achieve a balance between their work and personal life roles because of both specific needs and limited resources. This study explored the socioecological factors that influence work-life balance (WLB) and how they operate. The relationships between WLB, subjective wellbeing, employee wellbeing and quality time allocation were examined. A total of 1063 responses were received, using an online survey. The results show that relational, community and societal factors directly influenced the individual factors and were indirectly associated with perceived WLB. Individual factors (i.e., personal feelings, behaviours and health) were found to be the crucial determinants of an individual's perceived WLB. It was found that WLB positively correlated with employee wellbeing and quality and quantity of personal life-time. Subjective wellbeing was found to be a significant moderator in the relationship between WLB and its outcomes. This study demonstrated the process of how workers determine their own WLB by applying the socioecological framework for categorising the determinants and suggested new avenues that improve the whole wellbeing of workers and also foster long-term development of organisations.