Balancing Work and Family in the Real World Citation

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Peer-reviewed

Enquiry Commodity

Bear on of piece of work-family remainder results on employee piece of work engagement within the organisation: The case of Slovenia

• Mojca Bernik

Impact of work-family rest results on employee work engagement within the organisation: The case of Slovenia

• Jasmina Žnidaršič,
• Mojca Bernik

x

• Published: January 20, 2021
• https://doi.org/10.1371/periodical.pone.0245078

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Abstract

Background and purpose

Organizations strive to increase the work engagement of their employees, every bit engaged employees are more than productive employees, simply often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of piece of work-family residual and work appointment, just there is lack of inquiry that explores the human relationship betwixt the concepts. Our enquiry fills a enquiry gap in investigating the impact of work-family rest on piece of work engagement, both directly and through private perceptions of organizational back up for work-family balance. The main aim of our research is to empirically exam the relationships between the policies and practices of organizations regarding piece of work-family unit balance, piece of work-life residue and work engagement.

Methods

Using validated questionnaires, we nerveless information on organizational support for work-family balance (family-friendly policies and practices, support past leader, support by co-workers, working hours and complexity of work), work-family unit residue and work date. The quantitative data for our analysis was nerveless through a survey of 343 online participants who were employees in various positions in companies in Slovenia.

The results

Our results show that the system's work-family balance policies and practices, such as back up by leader, co-workers, and family unit-friendly policies and practices, have a positive touch on on the individual'due south piece of work-family balance, that piece of work-family residue leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement.

Decision

Knowledge of of import work-family residual implications with an understanding of organizational back up for work-family balance and the relationships betwixt the constructs of work-family rest and piece of work engagement can be beneficial to business leaders. This agreement tin can help them to strengthen employee piece of work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity.

Citation: Žnidaršič J, Bernik M (2021) Impact of work-family residue results on employee piece of work date within the organization: The example of Slovenia. PLoS 1 16(one): e0245078. https://doi.org/10.1371/journal.pone.0245078

Editor: Grischa Beier, Establish for Avant-garde Sustainability Studies, Federal republic of germany

Received: September 17, 2020; Accepted: December 21, 2020; Published: January 20, 2021

Copyright: © 2021 Žnidaršič, Bernik. This is an open admission commodity distributed under the terms of the Creative Commons Attribution License, which permits unrestricted utilize, distribution, and reproduction in any medium, provided the original author and source are credited.

Data Availability: All relevant data are within the manuscript and its Supporting Information files.

Funding: The author(s) received no specific funding for this work.

Competing interests: The authors take alleged that no competing interests exist.

ane Introduction

In today'southward fast-paced life, individuals frequently face up the problem of how to remainder all roles and responsibilities in life, especially those related to work and family unit. The extent of the conflicts between work and family is related to the increasing participation of women in the work process and the "modernisation" of life [1]. Nevertheless, Stier et al. [2] argue that the conflict between piece of work and family is non only a reflection of changes in roles co-ordinate to gender or economic activity of women, but that the relationship is more circuitous and takes place in an institutional context. Work-family unit balance is now almost no longer only an individual trouble, but is already becoming a social and institutional trouble facing all countries. In theory, work-family unit balance is gaining in importance, but practise shows that in that location are still difficulties in exercising sure rights related to piece of work-family balance and that organizations nevertheless exercise not recognize the importance of reconciling piece of work and family unit life [3].

At that place are two terms in the literature to define a concept that describes the search for a residual between work and other life roles, namely work-life residuum and work-family balance [4]. Work-life balance is a concept that supports the efforts of individuals to divide their time and free energy between work and other important roles and responsibilities in their lives, such as family unit, friends, community, spirituality, personal growth, hobbies, and other personal activities [5]. On the other mitt, work-family balance is the fulfillment of role-related expectations negotiated and shared between an individual and his or her office-related partners in piece of work and family [6]. The terms are similar, but non identical, as the construct of work-life balance is more than comprehensive and broader than the construct of work-family balance [4]. In this paper we use the term work-family unit balance, because we are only interested in the relationship between piece of work and family.

If we summarize the private definitions of work-family balance, the concept tin can be described as satisfactory inclusion or adjustment between two roles in an individual's life, namely work and family [7]. The concept of work-family residuum is mainly used to describe the stability and balance betwixt responsibilities related to piece of work and family. Balance being defined by what the individual believes is right. [8]. Work-family residual is therefore understood as the effort of an individual to accept enough fourth dimension and free energy to devote to the family, while performing all the tasks in his or her workplace.

In recent years, much research has been conducted in the field of work-family residuum. Information technology has been shown that the organization which creates favorable family-friendly work conditions plays an of import role in the work-family unit balance of employees [ix,10]. Individuals want to be valued and respected by the system equally employees and every bit individuals with a individual life [xi]. One study [12] likewise confirm the importance of the individual'south perception that the organization helps him or her to balance work and family unit, no matter how well he or she actually does.

The arrangement tin can support employees in work-family unit balance with various family-friendly policies and practices. The nigh mutual ones mentioned in the literature are flexible working hours, part-time work, "compressed" piece of work week, flexible inflow times, working from home, holidays [xiii–15], co-worker support, organizational culture in general [16], and leader back up [17].

A study by Grover and Crooker [12] showed that employees are more committed to an organization that offers family-friendly measures, regardless of how much the private personally benefits from these measures. The relationship of employees to the system is therefore but better if there is a policy and practice of work-family unit balance, regardless of whether they themselves benefit from it or not. The perception of organizational support for employees reduces conflicts between piece of work and family unit [eleven] and also has an impact on personal, family, and professional outcomes [18].

Enquiry confirms that work-family balance is important both for the individual and for the organisation, every bit information technology affects job satisfaction, organizational commitment, productivity, performance, efficiency, and retention of existing employees [10]. It also serves every bit a mediator between piece of work-family conflicts and satisfaction [19]. The literature in the field of piece of work-family unit balance [20,21] emphasizes the importance of work-family balance and reducing conflicts between the ii for health and overall well-beingness. If perception of an private is that the organization is family unit-friendly is also important to reduce the conflict between work and family [xi].

A study past Bandekar and Krishna [22] shows that piece of work-family balance practices create a "win-win" state of affairs for both employees and the organization. Organizations that support work-family balance policies and practices benefit in a number of areas, such every bit reduced staff turnover and ill leave, as well as increased productivity, motivation, job satisfaction, and commitment [23]. The key question for organizations should therefore be how to foreclose conflicts between work and other roles such every bit family [24].

In addition to the problem of work-family balance, organizations are as well confronted with the problem of a lack of date in working life. Data from a Gallup survey of 155 countries for the year 2016 show that worldwide but 15% of employees were engaged at work, with 67% being unengaged, and 18% actively unengaged. In comparison, the all-time companies in the earth have around lxx% engaged employees [25]. Organizations today need employees who are energetic and committed at work, or in other words, organizations demand engaged employees [26], because engaged employees are more productive employees [27].

Work engagement is divers as a positive piece of work-related land characterized by vigor, dedication, and absorption [28,29]. Vigor means that the individual has a high level of energy during piece of work and is mentally resilient. Dedication refers to the fact that the employee is strongly involved in their work and at the same time experiences a sense of importance, enthusiasm and challenge. Absorption means that the private is completely immersed in his or her piece of work with minimal mistakes. [28,30]. Piece of work engagement is therefore a relatively permanent country of mind that refers to the simultaneous investment of personal free energy in work experience or success [31].

The concept of piece of work engagement is the discipline of many studies. In the literature, work engagement is characterized as an important effect of a salubrious work environment, so it is of import, if not necessary, that organizations work with a sense of what their employees demand in the work environment. In this manner, they stimulate piece of work date and thus higher productivity [32]. Work appointment involves the emotional and psychological relationship betwixt employees and their organization, which tin can exist transformed into negative or positive behavior that employees brandish in the workplace [33,34]. As Taghipour [35] also says, a person is generally engaged when they feel valued and included.

Research shows that work engagement has a number of positive furnishings that are important both for the work arrangement and for the private. I study [36] summarizes the effects of work engagement that were investigated in three groups: performance, professional results, and personal outcome. Work engagement therefore has a meaning positive relationship with piece of work outcomes [37] and with the outcomes of employees beyond piece of work [38].

A successful work-family unit remainder too has an impact on the work engagement of individuals [7]. The perception of work-family unit balance is related to the individual's sense that the organization supports him or her and provides some value to the organization [32]. Another reason is that those employees who are responsible for caring for their families in addition to their work constantly endure from a lack of time and energy. In these cases, excessive work date can plough into burnout, which in turn means less work engagement in the long term [39]. A stronger link between negative family influences on work engagement was observed amidst women, equally inquiry on engagement in different roles [40] showed that women take more links between work and family unit than men.

At that place is a lack of research that would examine the direct effects of piece of work-family unit residue on work engagement or the effects of the organization's support for work-family residuum on work appointment, and then nosotros decided to fill up this research gap in this newspaper. Inquiry that would investigate the directly bear on of an private'southward piece of work-family balance on their work appointment was not found, but there are some related previous studies that have significantly influenced the conception of following hypothesis. For example, the results of a study by Kar and Misra [41] confirmed that those employees who are supported by the employer in balancing work and family life are more satisfied and commited in the workplace. At the same time, enquiry [35,42,43] shows that family-friendly measures taken by the organization influence the greater engagement of individuals in the workplace.

1.1 Hypotheses

On the basis of the higher up, nosotros take formulated 3 hypotheses to make up one's mind the relationship between organizational support for work-family remainder, work-family unit remainder, and job engagement. We advise that organizational support for work-family unit residuum has a positive effect on the individual'southward work-family balance, that work-family residue has a positive consequence on the private's work engagement, and that the perception of organizational back up for work-family balance has a positive effect on the individual's work appointment.

Numerous studies underline the importance of support in promoting a working environs that helps employees to balance piece of work and family life [9,44,45]. Nearly inquiry emphasizes that organizations can support the piece of work-family balance of their employees through family unit-friendly policies and practices that help employees balance work and family responsibilities [46]. In any case, as Knaflič et al. [23] emphasize, information technology is of import that organizations implement a sufficient number of policies and that these are adapted to the organization and the needs of its employees. It tin can too be emphasized the of import office of piece of work-family balance, and communication technologies and measures that ensure shine and rubber work from domicile. As research shows [east.g. 47,48] the family-friendly piece of work environment and safety concerns are an important factor in piece of work engagement. Research [2,49,fifty] has also shown that the length of working time besides plays an important role in reconciling work and family life, every bit those employees who have a longer working 24-hour interval have greater difficulties in work-life balance. Inquiry [50] has shown that in improver to the length of the working day, the complexity of the work as well has a negative influence on the piece of work-family balance. In item, a leader has influence on the creation of a working environment that supports the work-family balance and as ane study has shown [23], leader support is also the key to the successful implementation of family-friendly measures. Leader support is of import for the work-family balance in all career phases, particularly at the offset of the career and earlier retirement [51]. Study by Griggs et al. [52] has shown that, in add-on to the leader, co-worker back up also makes an important contribution to a stimulating work environment and the work-family unit residual. Based on previous enquiry that emphasizes the importance of elements at the organizational level, such as the leader support, co-workers support, family-friendly policies and practices, also as the length of the working 24-hour interval and the complication of the work, we suggest hypothesis ane.

H1: Elements at the organizational level influence the work-family remainder of the individual.

A study examining the direct impact of the piece of work-family balance of an individual on his or her work appointment has not nonetheless been conducted, just the results of a survey [41] confirmed that those employees who receive employer back up in coordinating piece of work and family unit are more satisfied at work and more engaged. At the same time, enquiry has also shown that family unit-friendly organizational measures influence an individual'due south greater work date [35,42,43]. Based on this previous noesis we formulated Hypothesis 2.

H2: Piece of work-family balance influences the work engagement.

Research [18] confirmed that chore requirements and family unit-friendly policies and practices shape individuals' perceptions of organizational support in work-family balance. This happens through ii mechanisms: on the i hand, the arrangement shows that it cares about the rest or work-life rest of employees and, on the other hand, it helps them to develop and maintain means to encounter the needs and demands of work and daily life. A written report by Swanberg et al. [53] establish that some family-friendly measures, such as supporting managers and giving employees control over their schedules, non only assistance to balance work and family, but too have a significant impact on increasing employee engagement. Work engagement is besides influenced by support of work organization, [42] co-workers, and the social environs [43] or, equally divers past Taghipour and Dezfuli [35] the moral climate in the arrangement. Based on this previous cognition we formulated Hypothesis 3.

H3: Individuals' perception of the arrangement's support for piece of work-family unit residue influences their work date.

The proposed hypotheses were tested in the proposed model (Fig 1) equally follows.

two Methods

In the following, measurement instruments and information collection for the purpose of testing hypotheses will be presented, as well every bit a clarification of the sample.

2.1 Instruments

The hypotheses presented were tested with quantitative methods. This means that master data were obtained using a survey questionnaire, which were and then processed in the SPSS program using various statistical methods. With the exception of demographic variables, we used previously used and validated questionnaires, which were adapted accordingly.

The start part of the questionnaire (general part) consists of basic questions about the respondent, such as gender, age, education, size of enterprise, number of working hours per week, legal status, number of children under eighteen.

The side by side office of the questionnaire is the questions that relate to the organization's support for the employee'southward work-family rest. The get-go two sets of questions relate to the respondent'south stance on how the leader'south and the co-workers' support work-family rest. Back up from the leader was measured using a nine-particular questionnaire adult by Shinn et al. [54]. Respondents were asked to rate on a five-bespeak Likert scale from one (never) to 5 (very often) for how frequent an individual leader uses certain supportive behaviors to balance an employee'south piece of work and family life. Questions such as working overtime, taking go out to conform family responsibilities, or listening to employee problems were asked. The reliability coefficient (Cronbach'due south Alpha) was 0.851. This questionnaire was then adjusted accordingly to obtain an opinion on the back up provided by colleagues. The reliability coefficient (Cronbach's Alpha) for this questionnaire was 0.909. The final grouping of questions in this section related to the arrangement's practices for balancing piece of work and family life. For this section nosotros used a set of the nearly frequently used measures in Slovenian companies within the Family unit-Friendly Visitor certificate [55]. This questionnaire contains 25 variables divided into 8 sets: working time, work organization, workplace (workplace flexibility), data and advice policy, leadership skills (strategy/management philosophy), human being resources development, salary structure and reward benefits, and services for families. Respondents rated each statement using the five-point Likert calibration, where ane meant that they completely disagreed and 5 meant that they strongly agreed that the organization offers them a item measure. The reliability coefficient (Cronbach's Alpha) was 0.923.

The next prepare of questions measured the work-family balance of the respondent. Work-family balance was measured by using a iv-item scale developed by Brough et al. [56]. The respondents used a five-point Likert scale ranging from 1 (completely disagree) to 5 (completely agree). Respondents rated the statements regarding their work-family unit balance such as »The current human relationship between the time I spend on work and the time I have for family activities seems good to me« or »Overall, I think my work and family life is balanced«. The reliability coefficient (Cronbach's blastoff) was 0.869.

The last set of questions measures the construct of work date. To determine the individual'south piece of work date, we used the Utrecht work appointment calibration [30]. The shorter version consisting of nine statements, 3 for each dimension of date were used. According to the Utrecht work engagement scale, date consists of iii parts: vigor, dedication, and absorption. Respondents indicated on a five-point calibration (1—I do not concord at all, 5—I completely agree) the extent to which they agree with the statements describing their feeling in the workplace (due east. thousand. »I am full of free energy at piece of work« or »I am happy when I work intensively«). The coefficient of reliability (Cronbach'south blastoff) was 0.865.

To obtain information, we designed an online questionnaire which was sent by e-mail in fall 2019. The survey was conducted in the course of a cantankerous-sectional design. A quota sample was formed according to the size of the enterprise with excluding micro-enterprises due to the large number of enterprises. According to the Statistical Role of the Republic of Slovenia, in 2017 (the last bachelor information in 2019, when the survey was conducted), 195,756 companies were registered in Slovenia, of which 185,997 micro-enterprises (0 to 9 employees) and 7,329 small enterprises 49 employees), 2,084 medium-sized enterprises (from 50 to 249 employees) and 346 large enterprises (over 250 employees) [57]. The quota sample covered about 0.5% of Slovene enterprises, i.eastward. 2 large enterprises, x medium-sized enterprises and 37 modest enterprises. Within the sample, nosotros limited ourselves to the private sector, and in the example of large and medium-sized enterprises, we concentrated only on manufacturing enterprises, since in this instance nosotros could encompass both administrative and production staff. As nosotros are interested in the perception of all employees, the survey covered employees at all levels, from the highest to the everyman, i.east. leaders and all other employees. In the Democracy of Slovenia there are current 968,000 persons in employment [58]. A total of 3,200 employees were in the sample. We received 343 fully completed surveys back. We used IBM SPSS Statistics 24 to process and analyse the data.

2.2 Participants

The sample size was 343 respondents from dissimilar enterprises in Slovenia, of which 48.ane% were women and 51.9% men. The historic period of the respondents ranged from 19 to 62 years with an average historic period of 39.7 years. By marital status, the structure of the sample was as follows 17.5% were single, 75.5% were married, 4.4% were divorced, and 2.6% were widowed. By educational level, 9.3% of the respondents had completed primary school, 47.eight% had completed secondary school, 34.7% had completed college or university education, 7.vi% had a master's degree, and 0.half dozen% had a doctorate. From the information nosotros can run into that most of the respondents (82.5%) had completed secondary school or higher educational activity. Of the 343 respondents, 72.iii% said they had children, 27.4% said they had no children, and 1 respond was not valid. On average, respondents worked twoscore.82 hours per week (standard deviation 5.088), and virtually (lxxx%) 40 hours per calendar week. The minimum was viii hours per week and the maximum 80 hours per calendar week. 53.4% of the respondents are employed in a minor organization, 23% in a medium-sized organization, and 23.6% in a large organisation. None of the respondents consider their work very uncomplex, a very small percentage of respondents (2.9%) considered their work uncomplex and 27.1% moderately complex. 49% of respondents, or about half of them, considered their work complex, and 21% considered it very circuitous.

In the research, positions or jobs were divided into three groups, i.e. management, administration, and production. Each of the three groups has its own specifics important for the work-family balance (eg responsibility, the possibility of flexible place and fourth dimension of piece of work, the complication of work, etc). In our case, direction means lower, middle, and summit management or leaders whose task is direction and leadership; administration means all back up and operational services that are important to the functioning of the organization and are not direction or product (for example, finance, marketing, human resources and others). 47.5% of the respondents were employed in production 32.iv% in administration and xx.1% in management positions.

In the following nosotros combined the results of the previous research, compared them with the results of our own inquiry, and built up new knowledge well-nigh the difference. Based on a thorough analysis of the obtained results, we first tested the hypotheses put forward using diverse statistical methods, which are presented below.

2.3 Basic analises for variables

Mean values and standard deviations were calculated for individual questionnaires in relation to the variables included in the study. We were interested in how the sample generally assessed the variables under investigation. The results are presented in Table 1.

Respondents rated the complication of their work on a 5-betoken calibration from 1 (not complex at all) to v (very complex). As can be seen from Table i, on average, respondents more often than not rated their work as circuitous. The boilerplate number of working hours is 40 hours per calendar week as most respondents answered that they worked the usual xl hours per week. Respondents were also asked to assess how often an individual leader and his or her co-workers use sure supportive behaviors to residue an employee's work and family life (1 meant never and v meant always). In general, respondents rated both leader and co-workers' back up as relatively high. The boilerplate co-worker support overall was rated slightly higher than leader support and the standard divergence was college.

In connection with the arrangement's family-friendly policies and practices, we asked the respondents what measures their organization implements. Well-nigh prevelant are measures in the area of work flexibility (e.g. flexible piece of work breaks, flexible working hours, flexible inflow and departure times for work) and measures for self-command or independence (due east.g. independence in planning annual leave, organizing substitutions, and on-call times). To the lowest degree prevelant are measures related to the protection of workers' children (due east.yard. various forms of solar day care for workers, organized holiday intendance for workers, and the possibility of bringing their children to piece of work part-fourth dimension). Overall, respondents rated the representation of measures in their organisation as relatively poor, averaging 2.74 (1 ways "strongly disagree", 5 "very agree").

Averages and standard deviations for the dependent variables were also calculated. The values for work-family residue are slightly higher up average, which means that the respondents are more satisfied than dissatisfied with work-family unit residual, merely the the standard departure is quite high (SD = 1.1). The respondents also rated their work engagement relatively high, with the dimension of vigor being highest, and that of absorption everyman.

The sample consisted of 178 men and 165 women. Gender plays an of import role in piece of work-family residual. Data shows that the sample was counterbalanced by gender. This is of import so that nosotros could wait at how both groups saw private independent and dependent variables, or whether in that location are meaning gender differences in the valuation of individual variables. To examine whether there are statistically significant differences betwixt the gender in the perception of elements of arrangement, piece of work-family unit residue, and work appointment, a T-test was used. The results of the T-test showed statistically significant differences between the gender but for the variables of work complexity and work-engagement (p <0.five). Men rated their work every bit more complex than women, as the average number of responses on the complication of their work was iv.01 (men) and for women 3.65 (1 = very uncomplex, 5 = very complex). In terms of work engagement, the answers showed that women are statistically significantly more than engaged at work than men. The average for men was 3.38 and for women 3.54.

For the other variables, the differences by gender were non statistically significant, but the values still differed slightly betwixt them. Men worked an average of 40.nine hours per week and women xl.8 hours. Leaders' support was rated almost every bit past both sexes, with an average of 3.51 for men and 3.50 for women. In that location was a slightly larger difference in the back up of co-workers, where the average for men was 3.61 and for women 3.74, which means that women rated their co-workers' support in work-family balance slightly better. Women also rated the presence of family-friendly policies and practices in their arrangement better, as the average for women was three.03 and the average for men was 2.92. There were also minor gender differences in the assessment of work-family unit balance performance. Men rated work-family rest somewhat surprisingly worse than women, with the average being 3.fourteen for men and 3.23 for women.

3 Results

This section volition talk over the results of analyses for the gear up hypotheses to determine the relationship between organizational back up for work-family balance, work-family balance, and job engagement.

3.one Hypothesis 1—Elements at the organizational level influence the work-family unit residual of the individual

In the first hypothesis (H1) we determined whether factors at the organizational level influence the work-family unit remainder. The elements within the arrangement whose effects we examined were working hours, the complication of the work, the leader back up, the back up of co-workers, and family-friendly policies and practices. The affect of the elements at the level of the organisation on the work-family unit residuum was calculated by a regression assay (Table ane).

The complication of the work was rated from 1 to v, where 1 means that the work is very uncomplex and 5 means that the piece of work is very complex. The complication of the work was an contained variable and the piece of work-family balance depended on it. The results of the regression analysis showed that the complication of work had a statistically significant negative impact on the work-family remainder of the individual (p <0.05). The less complex the individual's piece of work is, the easier it is to balance piece of work and family, or vice versa, the more than complex the piece of work, the more difficult it is to rest piece of work and family unit. It can exist confirmed that the factor "complexity of work" within the factors at the level of the organization influences the work-family unit balance. The regression analysis also showed a pregnant influence of family-friendly policies and practices on work-family unit residue (p <0.05). This means that the more than family-friendly policies and practices are available to employees, the easier it will be to balance work and family unit life. In dissimilarity to the two previous variables, the results of the assay showed that the number of hours worked per week did not accept a statistically significant impact on the work-family balance of a person (p >0.05). We conclude that the results are such, since in about cases (up to 81%), respondents answered that they worked a normal forty-hour calendar week and the ability to remainder work and family differed between them (Tabular array two).

The post-obit two elements, namely the impact of leader support and the impact of co-workers support on work-family balance, were besides examined past means of a regression analysis. The results of the analysis (Table 3) showed that both factors inside the organization examined take a statistically meaning influence on the individual's piece of work-family unit balance (p <0.05). We tin can conclude from the results that those individuals who receive more back up from their leader and co-workers in piece of work-family balance will discover information technology easier to residual work and family life.

As the results of the analyzes prove, all the factors examined have a statistically pregnant influence on the residual of work and family unit life at organizational level (complexity of piece of work, leader support, co-workers support, and family-friendly policies and practices), with the exception of working hours. Hypothesis H1 can exist confirmed and we can say that factors at the level of the organisation have a statistically significant influence on the work-family residuum of an private.

3.ii Hypothesis 2—Work-family remainder influence the work engagement

In the second hypothesis (H2), nosotros determined whether the work-family balance has an impact on piece of work date. The influence of work-family residual on the piece of work engagement of employees was verified past a regression assay. The results of the analysis (Table iv) showed that the piece of work-family unit residue had a statistically meaning influence on the work engagement of individuals (p <0.05). The influence is strong and the caption for the variable work date through piece of work-family balance is as well significant. Thus, those individuals who are better able to balance work and family life are more engaged at work.

3.3 Hypothesis 3—Individuals' perception of the system'due south support for piece of work-family balance influences their work engagement

In order to confirm the final hypothesis (H3), which emphasizes whether the employee's perception of the organization's support for balancing work and family unit life influences his or her piece of work appointment, we take calculated regression analyzes. Nosotros examined the effects of three elements of the organization, namely leader back up, co-worker support, and family-friendly policies and practices, which were independent variables, while work-family balance was a dependent variable.

The results of the regression assay showed that the employee's perception of the leader and co-workers in balancing piece of work and family life had a statistically meaning influence on the private's piece of work-family balance (p <0.05). The more the private feels that the leader and co-workers back up him or her in balancing work and family life, the more engaged he or she is to the work. Similarly, the results of the regression analysis besides confirmed the positive effects of family unit-friendly policies and practices on work engagement (p <0.05). The influence of the elements studied on piece of work engagement is potent, with the support of leader, co-worker, and family-friendly policies and practices nosotros tin explain 20% of the variance in work engagement (Table 5).

On the basis of the results of the regression analysis, which confirmed the statistically significant positive result of leader support and co-workers support in balancing piece of work and family unit life and of family-friendly policies and practices on individual work engagement, we tin can say that the perception of organizational back up by individuals in balancing work and family life has a positive influence on piece of work date. This confirms hypothesis iii.

On the footing of the confirmed hypotheses, we can ready a model (Fig i). The model shows that the elements at the organizational level for balancing piece of work and family, in terms of back up of leader and co-workers, family unit-friendly policies and practices, and the complexity of work, have a pregnant bear upon on the work-family balance of an private. A work-family unit balance makes an important contribution to piece of work engagement, as this enquiry showed that those who had a more than balanced piece of work and family life were more than engaged in the workplace. In addition, work engagement is enhanced by the perception of the individual that the organization helps him or her to balance work and family life, regardless of how counterbalanced his or her office in work and family unit life is.

4 Word

Information for Slovenia show that workers have difficulties in balancing work and family unit life [59]. Data from a survey conducted in Slovenia in 2016 by Kanjuo et al. [60] show that of the employees surveyed, 24% women and 30% men, have difficulties in piece of work-family unit balance. An before study by Robnik [61] showed that bug in balancing work and family unit life mainly affect managers, employees with children, and employees with higher education, as well as employees who work directly with customers. According to the enquiry information, they miss family activities or come dwelling house from piece of work so emotionally exhausted that they cannot contribute to family life because of the time they spend with piece of work commitments. 32.5% of respondents too felt that they do not spend plenty time bringing up children, and just over one-half of employees practise non spend plenty time on leisure activities, co-ordinate to their ain estimates. In addition, survey data shows that workers also have difficulties in taking parental leave and other parental rights such equally paternity get out, part-time get out, and childcare exit. The survey data likewise underlines the importance of work-family residual for workers, with 88% of respondents highlighting work-family unit balance as a very important or important attribute of piece of work.

Practice in Slovenia thus shows that, despite relatively good legislation, organizations however exercise not sufficiently respect employees' needs for work-family remainder and in that location are nevertheless violations of labor rights related to parenthood. This is partly due to the fact that employment-related legislation does not regulate the possibility of work-family rest, but treats obligations arising from family life as a private matter for each individual. In fact, information technology is a matter of constantly adapting family life to the needs of the labor market, while there is not much dialog in the reverse direction [62].

At the same time as the problem of work-family balance, organizations face the problem of a lack of engagement at the workplace. Information from a Gallup survey shows that in Slovenia only 15% of employees are engaged, 70% are unengaged and 15% are actively unengaged [63].

On the basis of the above-mentioned results of previous research, we decided to review the current situation in the field of work-family balance in Slovenia and determine whether an improvement in work-family unit residue and various elements at the level of work-family balance could increment the piece of work appointment of employeess. In this paper we examined the human relationship between the back up provided by the system in balancing work and family life, work-family residual, and the piece of work engagement of employees.

The start hypothesis was to determine whether factors at the level of the organization (and which ones) influence the remainder between piece of work and family. Numerous factors are highlighted in the literature. For the purposes of the report, we selected the near typical factors and those most frequently exposed in the literature to engagement [9,24,41,64] e.g. working hours, complexity of work, back up from the leader, support from the co-workers, and help from the arrangement in the form of family-friendly policies and practices.

The results of the written report showed a significant influence of all factors examined with the exception of working time, and thus nosotros confirmed the first hypothesis that factors for work-family unit balance at the organizational level significantly influence the work-family balance of an private. As in previous studies [11], our enquiry confirmed that information technology is important for the private to perceive the organization as family-friendly, as this has a significant impact on reducing work-family conflict and facilitating work-family unit residue.

The organisation tin have a significant impact on the work-family balance of employees through various factors, so the cardinal question for organizations should exist how to promote the improvement of the operation of employees in their private roles and how to foreclose conflicts between piece of work and other life roles. Employers who back up the work-family residual of employees benefit in several areas, such as reduced fluctuation and sick leave, besides every bit increased productivity, motivation, job satisfaction, and work commitment.

In the second hypothesis, we determined whether the piece of work-family unit remainder influences work date. The results of the report confirmed that the work-family unit residual has a positive effect on the work appointment of the individual. A college level of work-family residual was associated with a higher level of work appointment. This can be explained by the fact that the perception of work-family rest is related to the private'southward sense of back up and value to the organisation [32].

One of the possible reasons for the impact of work-family rest on work date is also the link betwixt the two concepts. Inquiry on the relationship between piece of work and family involvement [65] has already shown that the human relationship between piece of work and family can have a significant impact on task and life satisfaction, and piece of work and family involvement depends on this relationship. Similarly, another study [40] has shown that appointment in work and engagement in the family are positively related and beneficial to both. Thus, the positive emotional response that results from engagement in one role is intended to reinforce the individual's engagement in another role.

In the final hypothesis, we examined the impact of an individual's perception of an organization's support in work-family balance on work engagement. Although research investigating the impact of work-family balance on work appointment is rare, there are few studies that have examined the affect of an organisation'south support for work-family residuum on work appointment [41–43,53]. The results of previous studies confirmed similar to the findings of our research. That there is a connexion betwixt individual perceptions of organizational support for work-family balance and work appointment. The perception of work-family unit balance is related to the individual's feeling of beingness supported by the organization, then that he or she is more committed and engaged with the organization.

The results of the report confirm an important link between the organization's support for work-family unit balance, the individual'south work-family unit rest, and piece of work engagement. There is no uncertainty that the system plays an important role in work-family balance, which was also confirmed past the results of the study. Work-family balance is important not just for the private but also for the organization, every bit employees with a skillful work-family residue also show more than appointment at work.

5 Conclusion

Theoretically, the work-family remainder is becoming increasingly of import, but practice shows that organizations have non succeeded in putting theory into exercise considering employees still accept difficulties in balancing work and family unit life. The aim of organizations is to increase profits, often by overworking their employees. As a result, they take difficulty in balancing work and family life, and the tendency towards burnout is also on the rise. Employers often don't find that the time an employee has for oneself or ane'south family unit is extremely important not only for the individual, simply in the long term besides for the organiazation. The compatibility of piece of work and family life has a considerable influence on the piece of work engagement of employees.

This inquiry provided several important findings that contribute to the current state of cognition in the field of work-family balance and piece of work engagement. The beginning is that organizational elements such as support of leader and co-workers, family-friendly policies and practices, and the complication of work accept a significant impact on the work-family residuum of individuals. 2d, work-family residue has a significant affect on the piece of work engagement of employees. And the tertiary finding is that an individual's perception of an organization's support for work-family balance has a significant affect on piece of work engagement, regardless of the actual success of work-family balance.

We take only included some elements within the system in this written report, simply have not considered some others that can also have a significant touch on on the work-family residual, such equally production processes or the working atmosphere. In future research it would besides exist useful to examine elements at the individual level, such as personality and demographic characteristics, too as elements at the country level. Other aspects of private life, such as hobbies, civilisation, and leisure time, every bit well every bit the individual'due south ability to residue these with piece of work, should also exist investigated. The opportunities for future research are many and varied, since both work-family unit balance and work engagement are wide concepts that are influenced by many factors.

The practical results of this inquiry implies that organizations should focus on work-family balance every bit an important aspect of piece of work, improve and adapt piece of work-family residue policies and practices to suit employees, and create a family-friendly climate in the system—this would assist to increase employee engagement and thus productivity. Many of the above elements can be systematically regulated by the state through legislation and the promotion of family-friendly entrepreneurship; not but declaratively, only also through legislation and facilitation for companies that ensure the successful balance of work and family life. At the same time, there is a need for effective and quality-oriented state command, which in practice leads to the implementation of family-friendly measures and the observance of standards in companies, and thus really enables employees to successfully rest work and family unit life.

The profits of companies with excessive workloads are growing, but this process tin can only accept place in the brusk term, and so there is an urgent need to redefine the demands on workers and working atmospheric condition. This is of import for the workers, the arrangement, and for the country. The health intendance arrangement cannot cope with the growing moving ridge of diseases of people due to stress and exhaustion, in that location is besides no officially prescribed treatment protocol, so that treatment is left almost entirely to the self-payment and initiative of the individual, which can push him or her to the social margins. First and foremost, however, everyone should be aware of the importance of work-family rest. The central question for organizations and the state should therefore exist how to promote the comeback of the performance of employees in their individual roles and prevent conflicts betwixt work and other life roles. Practices to remainder work and family life create a "win-win situation" for both employees and the organization.

Supporting information

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