What Are the Implications of Working With Families

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Inquiry Article

Touch of piece of work-family balance results on employee work date inside the arrangement: The case of Slovenia

• Mojca Bernik

Impact of work-family balance results on employee work date within the system: The example of Slovenia

• Jasmina Žnidaršič,
• Mojca Bernik

x

• Published: Jan xx, 2021
• https://doi.org/10.1371/journal.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 productive employees, but often fail the significant effects of work-family residue on work engagement. Numerous studies confirm the importance of piece of work-family residual and work engagement, but there is lack of research that explores the relationship between the concepts. Our inquiry fills a inquiry gap in investigating the impact of piece of work-family unit residual on work appointment, both directly and through individual perceptions of organizational support for work-family unit rest. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family residual, work-life residue and work appointment.

Methods

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

The results

Our results show that the organization'due south work-family balance policies and practices, such every bit support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the private'southward work-family remainder, that piece of work-family residue leads to an increase in work engagement, and that the individual'due south perception of the organization's work-family rest support leads to an increase in piece of work appointment.

Conclusion

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

Citation: Žnidaršič J, Bernik One thousand (2021) Impact of piece of work-family balance results on employee piece of work date inside the arrangement: The case of Slovenia. PLoS 1 16(i): e0245078. https://doi.org/10.1371/journal.pone.0245078

Editor: Grischa Beier, Constitute for Advanced Sustainability Studies, GERMANY

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

Copyright: © 2021 Žnidaršič, Bernik. This is an open access commodity distributed nether the terms of the Creative Eatables Attribution License, which permits unrestricted use, distribution, and reproduction in whatsoever medium, provided the original author and source are credited.

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

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

Competing interests: The authors have declared that no competing interests exist.

1 Introduction

In today's fast-paced life, individuals frequently face the problem of how to balance all roles and responsibilities in life, particularly those related to piece of work and family. The extent of the conflicts between work and family unit is related to the increasing participation of women in the work process and the "modernisation" of life [ane]. However, Stier et al. [ii] fence that the conflict between work and family is not only a reflection of changes in roles according to gender or economical activity of women, just that the relationship is more circuitous and takes place in an institutional context. Work-family unit balance is now nigh no longer just an individual problem, merely is already becoming a social and institutional problem facing all countries. In theory, work-family balance is gaining in importance, but practice shows that there are still difficulties in exercising certain rights related to work-family residue and that organizations still practice not recognize the importance of reconciling work and family unit life [3].

There are two terms in the literature to define a concept that describes the search for a balance between work and other life roles, namely work-life balance and work-family residue [4]. Work-life remainder is a concept that supports the efforts of individuals to divide their time and energy betwixt work and other important roles and responsibilities in their lives, such as family, friends, community, spirituality, personal growth, hobbies, and other personal activities [5]. On the other paw, work-family rest is the fulfillment of role-related expectations negotiated and shared between an individual and his or her part-related partners in work and family [6]. The terms are like, but not identical, as the construct of piece of work-life balance is more comprehensive and broader than the construct of work-family remainder [iv]. In this paper nosotros use the term work-family balance, because we are only interested in the relationship between work and family.

If we summarize the private definitions of work-family balance, the concept can exist described equally satisfactory inclusion or adjustment between two roles in an private'south life, namely work and family [vii]. The concept of piece of work-family balance is mainly used to describe the stability and balance betwixt responsibilities related to piece of work and family. Residual being defined past what the private believes is right. [eight]. Work-family unit residuum is therefore understood as the effort of an individual to have plenty fourth dimension and energy to devote to the family, while performing all the tasks in his or her workplace.

In contempo years, much research has been conducted in the field of work-family rest. It has been shown that the organization which creates favorable family-friendly work conditions plays an important role in the piece of work-family unit balance of employees [9,10]. Individuals want to be valued and respected by the organisation as employees and as individuals with a individual life [11]. Ane written report [12] also confirm the importance of the individual'south perception that the organization helps him or her to residuum piece of work and family unit, no matter how well he or she actually does.

The arrangement can support employees in piece of work-family residue with diverse family unit-friendly policies and practices. The most common ones mentioned in the literature are flexible working hours, part-time work, "compressed" piece of work week, flexible arrival times, working from home, holidays [13–15], co-worker back up, organizational culture in general [16], and leader support [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 individual personally benefits from these measures. The human relationship of employees to the organization is therefore merely meliorate if there is a policy and practice of piece of work-family balance, regardless of whether they themselves benefit from it or not. The perception of organizational back up for employees reduces conflicts between piece of work and family [eleven] and also has an touch on personal, family, and professional outcomes [18].

Research confirms that piece of work-family rest is of import both for the individual and for the organisation, as it affects job satisfaction, organizational delivery, productivity, functioning, efficiency, and retention of existing employees [10]. It likewise serves as a mediator between piece of work-family conflicts and satisfaction [19]. The literature in the field of work-family remainder [20,21] emphasizes the importance of work-family balance and reducing conflicts betwixt the two for health and overall well-being. If perception of an individual is that the organization is family-friendly is also of import to reduce the disharmonize between piece of work and family [eleven].

A written report past Bandekar and Krishna [22] shows that work-family balance practices create a "win-win" situation for both employees and the organization. Organizations that support work-family unit residual policies and practices do good in a number of areas, such equally reduced staff turnover and ill leave, every bit well as increased productivity, motivation, job satisfaction, and commitment [23]. The cardinal question for organizations should therefore be how to prevent conflicts between work and other roles such every bit family [24].

In addition to the trouble of work-family residue, organizations are also confronted with the problem of a lack of engagement in working life. Data from a Gallup survey of 155 countries for the year 2016 evidence that worldwide only 15% of employees were engaged at piece of work, with 67% beingness unengaged, and 18% actively unengaged. In comparison, the best companies in the world have around 70% 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 work-related country characterized by vigor, dedication, and assimilation [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 piece of work and at the same fourth dimension experiences a sense of importance, enthusiasm and challenge. Absorption means that the individual is completely immersed in his or her work with minimal mistakes. [28,30]. Work engagement is therefore a relatively permanent state of mind that refers to the simultaneous investment of personal energy in piece of work experience or success [31].

The concept of work engagement is the discipline of many studies. In the literature, work engagement is characterized as an important event of a good for you work environment, and so information technology is of import, if non necessary, that organizations work with a sense of what their employees demand in the work surroundings. In this way, they stimulate work appointment and thus higher productivity [32]. Piece of work engagement involves the emotional and psychological human relationship between employees and their organization, which tin can be transformed into negative or positive behavior that employees display in the workplace [33,34]. As Taghipour [35] likewise says, a person is generally engaged when they feel valued and included.

Research shows that work appointment has a number of positive effects that are important both for the piece of work organisation and for the individual. One study [36] summarizes the effects of work engagement that were investigated in 3 groups: performance, professional person results, and personal consequence. Work engagement therefore has a meaning positive relationship with work outcomes [37] and with the outcomes of employees beyond work [38].

A successful work-family balance likewise has an impact on the work date of individuals [vii]. The perception of work-family balance is related to the individual'southward sense that the organization supports him or her and provides some value to the arrangement [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 free energy. In these cases, excessive work engagement can turn into burnout, which in turn means less work engagement in the long term [39]. A stronger link between negative family influences on work appointment was observed among women, as research on engagement in unlike roles [forty] showed that women have more links between work and family than men.

There is a lack of research that would examine the straight effects of piece of work-family residue on piece of work appointment or the effects of the organization's support for work-family unit balance on work engagement, and then we decided to fill up this enquiry gap in this paper. Research that would investigate the directly impact of an private'southward work-family balance on their piece of work engagement was not establish, just in that location are some related previous studies that have significantly influenced the conception of post-obit hypothesis. For case, the results of a study past 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, research [35,42,43] shows that family-friendly measures taken by the arrangement influence the greater engagement of individuals in the workplace.

1.1 Hypotheses

On the basis of the above, nosotros have formulated three hypotheses to determine the relationship between organizational back up for piece of work-family remainder, work-family unit balance, and chore date. We suggest that organizational support for work-family remainder has a positive event on the individual'southward work-family unit remainder, that work-family rest has a positive upshot on the individual's piece of work appointment, and that the perception of organizational back up for work-family balance has a positive effect on the individual's work date.

Numerous studies underline the importance of back up in promoting a working environment that helps employees to balance work and family life [nine,44,45]. Virtually research emphasizes that organizations can support the work-family unit balance of their employees through family-friendly policies and practices that help employees balance work and family responsibilities [46]. In any instance, as Knaflič et al. [23] emphasize, it 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. Information technology tin also be emphasized the important office of work-family balance, and advice technologies and measures that ensure smooth and safety work from dwelling. As enquiry shows [eastward.one thousand. 47,48] the family unit-friendly work surround and safety concerns are an of import factor in piece of work date. Research [2,49,50] has also shown that the length of working fourth dimension also plays an important part in reconciling piece of work and family unit life, as those employees who have a longer working 24-hour interval have greater difficulties in work-life balance. Research [l] has shown that in addition to the length of the working solar day, the complexity of the work too has a negative influence on the work-family balance. In particular, a leader has influence on the creation of a working surround that supports the work-family residual and as one written report has shown [23], leader support is besides the key to the successful implementation of family-friendly measures. Leader back up is important for the work-family unit balance in all career phases, especially at the beginning of the career and before retirement [51]. Study by Griggs et al. [52] has shown that, in addition to the leader, co-worker back up also makes an important contribution to a stimulating work environment and the work-family balance. Based on previous enquiry that emphasizes the importance of elements at the organizational level, such equally the leader support, co-workers back up, family-friendly policies and practices, likewise as the length of the working solar day and the complexity of the work, we propose hypothesis 1.

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

A study examining the direct impact of the piece of work-family balance of an individual on his or her piece of work engagement has non yet been conducted, merely the results of a survey [41] confirmed that those employees who receive employer back up in coordinating work and family are more satisfied at work and more engaged. At the same time, research has besides shown that family-friendly organizational measures influence an individual's greater work engagement [35,42,43]. Based on this previous knowledge nosotros formulated Hypothesis 2.

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

Research [eighteen] confirmed that chore requirements and family-friendly policies and practices shape individuals' perceptions of organizational support in piece of work-family residuum. This happens through two mechanisms: on the i manus, the organization shows that it cares about the balance or work-life balance of employees and, on the other paw, it helps them to develop and maintain ways to meet the needs and demands of piece of work and daily life. A study past Swanberg et al. [53] institute that some family-friendly measures, such as supporting managers and giving employees control over their schedules, not only help to balance work and family, only also have a meaning affect on increasing employee engagement. Work date is as well influenced by back up of piece of work organization, [42] co-workers, and the social surroundings [43] or, equally defined by Taghipour and Dezfuli [35] the moral climate in the organisation. Based on this previous knowledge we formulated Hypothesis three.

H3: Individuals' perception of the organization'south support for work-family unit residue influences their work appointment.

The proposed hypotheses were tested in the proposed model (Fig ane) as follows.

2 Methods

In the post-obit, measurement instruments and data drove for the purpose of testing hypotheses will be presented, besides as a clarification of the sample.

2.i Instruments

The hypotheses presented were tested with quantitative methods. This ways that primary information were obtained using a survey questionnaire, which were and so candy 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 first part of the questionnaire (general part) consists of basic questions about the respondent, such as gender, age, instruction, size of enterprise, number of working hours per week, legal status, number of children under 18.

The next part of the questionnaire is the questions that relate to the organization's support for the employee's work-family unit residue. The offset two sets of questions relate to the respondent'due south opinion on how the leader'south and the co-workers' support work-family balance. Support from the leader was measured using a 9-item questionnaire developed by Shinn et al. [54]. Respondents were asked to charge per unit on a 5-betoken Likert scale from 1 (never) to 5 (very oftentimes) for how frequent an individual leader uses certain supportive behaviors to balance an employee's work and family life. Questions such equally working overtime, taking leave to adjust family responsibilities, or listening to employee issues were asked. The reliability coefficient (Cronbach's Alpha) was 0.851. This questionnaire was and so adapted accordingly to obtain an opinion on the support provided by colleagues. The reliability coefficient (Cronbach's Alpha) for this questionnaire was 0.909. The last group of questions in this section related to the arrangement's practices for balancing piece of work and family unit life. For this section we used a prepare of the most oftentimes used measures in Slovenian companies within the Family unit-Friendly Company document [55]. This questionnaire contains 25 variables divided into viii sets: working time, work system, workplace (workplace flexibility), information and advice policy, leadership skills (strategy/management philosophy), human resources development, salary structure and reward benefits, and services for families. Respondents rated each statement using the five-point Likert scale, where 1 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 set of questions measured the piece of work-family balance of the respondent. Work-family unit balance was measured by using a four-item scale developed by Brough et al. [56]. The respondents used a five-point Likert scale ranging from 1 (completely disagree) to 5 (completely concord). Respondents rated the statements regarding their work-family residue such equally »The electric current relationship between the time I spend on work and the fourth dimension I have for family activities seems good to me« or »Overall, I think my work and family life is balanced«. The reliability coefficient (Cronbach'due south alpha) was 0.869.

The last set up of questions measures the construct of piece of work engagement. To determine the private's work engagement, nosotros used the Utrecht work engagement scale [xxx]. The shorter version consisting of 9 statements, 3 for each dimension of engagement were used. Co-ordinate to the Utrecht work appointment scale, engagement consists of three parts: vigor, dedication, and absorption. Respondents indicated on a 5-point scale (1—I exercise not agree at all, 5—I completely hold) the extent to which they agree with the statements describing their feeling in the workplace (east. thousand. »I am full of energy at work« or »I am happy when I work intensively«). The coefficient of reliability (Cronbach'southward blastoff) was 0.865.

To obtain information, we designed an online questionnaire which was sent past email in autumn 2019. The survey was conducted in the grade of a cross-exclusive 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 Office of the Republic of Slovenia, in 2017 (the terminal bachelor data 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 pocket-size 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 most 0.v% of Slovenian enterprises, i.e. 2 large enterprises, 10 medium-sized enterprises and 37 pocket-sized enterprises. Inside the sample, we express ourselves to the private sector, and in the instance of big and medium-sized enterprises, we concentrated only on manufacturing enterprises, since in this example we could cover both administrative and product staff. As we are interested in the perception of all employees, the survey covered employees at all levels, from the highest to the lowest, i.due east. leaders and all other employees. In the Republic of Slovenia in that location are current 968,000 persons in employment [58]. A total of iii,200 employees were in the sample. We received 343 fully completed surveys back. Nosotros used IBM SPSS Statistics 24 to process and analyse the data.

2.two Participants

The sample size was 343 respondents from unlike enterprises in Slovenia, of which 48.one% were women and 51.nine% men. The historic period of the respondents ranged from 19 to 62 years with an boilerplate historic period of 39.7 years. By marital status, the structure of the sample was every bit follows 17.5% were unmarried, 75.5% were married, 4.four% were divorced, and 2.6% were widowed. By educational level, 9.3% of the respondents had completed principal school, 47.viii% had completed secondary schoolhouse, 34.seven% had completed college or university teaching, 7.half-dozen% had a master's caste, and 0.6% had a doctorate. From the information we can see that nigh of the respondents (82.5%) had completed secondary schoolhouse or higher education. Of the 343 respondents, 72.3% said they had children, 27.iv% said they had no children, and i answer was not valid. On average, respondents worked twoscore.82 hours per calendar week (standard divergence 5.088), and near (80%) forty hours per week. The minimum was 8 hours per calendar week and the maximum 80 hours per calendar week. 53.four% of the respondents are employed in a small-scale organisation, 23% in a medium-sized organization, and 23.6% in a large organization. None of the respondents consider their piece of work very uncomplex, a very pocket-size percent of respondents (2.9%) considered their work uncomplex and 27.1% moderately complex. 49% of respondents, or almost half of them, considered their piece of work complex, and 21% considered it very complex.

In the enquiry, positions or jobs were divided into iii groups, i.e. management, assistants, and production. Each of the 3 groups has its own specifics important for the work-family residue (eg responsibleness, the possibility of flexible place and time of work, the complexity of piece of work, etc). In our case, management ways lower, heart, and top management or leaders whose task is management and leadership; administration means all support and operational services that are of import to the functioning of the organization and are not management or production (for example, finance, marketing, human resources and others). 47.5% of the respondents were employed in production 32.4% in administration and 20.i% in management positions.

In the post-obit we combined the results of the previous enquiry, compared them with the results of our ain research, and built upwards new knowledge about the difference. Based on a thorough analysis of the obtained results, nosotros first tested the hypotheses put frontwards using various statistical methods, which are presented below.

2.iii Basic analises for variables

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

Respondents rated the complication of their work on a 5-point scale from i (not circuitous at all) to v (very complex). As can be seen from Table i, on average, respondents more often than not rated their work as complex. The average number of working hours is forty hours per calendar week as virtually 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 certain supportive behaviors to rest an employee's piece of work and family life (1 meant never and 5 meant always). In general, respondents rated both leader and co-workers' support equally relatively high. The average co-worker support overall was rated slightly higher than leader back up and the standard deviation was higher.

In connectedness with the arrangement's family-friendly policies and practices, nosotros asked the respondents what measures their organization implements. Most prevelant are measures in the area of work flexibility (e.1000. flexible piece of work breaks, flexible working hours, flexible arrival and departure times for piece of work) and measures for self-control or independence (e.g. independence in planning annual leave, organizing substitutions, and on-call times). Least prevelant are measures related to the protection of workers' children (due east.yard. various forms of day care for workers, organized holiday intendance for workers, and the possibility of bringing their children to work office-time). Overall, respondents rated the representation of measures in their organization every bit relatively poor, averaging two.74 (i means "strongly disagree", five "very agree").

Averages and standard deviations for the dependent variables were also calculated. The values for work-family balance are slightly above average, which ways that the respondents are more satisfied than dissatisfied with work-family residue, merely the the standard deviation is quite loftier (SD = 1.1). The respondents also rated their piece of work engagement relatively loftier, with the dimension of vigor being highest, and that of assimilation lowest.

The sample consisted of 178 men and 165 women. Gender plays an important part in work-family residual. Data shows that the sample was balanced by gender. This is important and then that we could expect at how both groups saw individual contained and dependent variables, or whether at that place are meaning gender differences in the valuation of individual variables. To examine whether in that location are statistically significant differences between the gender in the perception of elements of organization, work-family balance, and work engagement, a T-test was used. The results of the T-test showed statistically pregnant differences between the gender only for the variables of work complexity and work-date (p <0.v). Men rated their work every bit more than complex than women, every bit the average number of responses on the complexity of their work was iv.01 (men) and for women three.65 (1 = very uncomplex, 5 = very complex). In terms of work appointment, the answers showed that women are statistically significantly more 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 not statistically significant, but the values still differed slightly between them. Men worked an boilerplate of 40.9 hours per week and women 40.8 hours. Leaders' support was rated nigh equally by both sexes, with an boilerplate of 3.51 for men and iii.50 for women. There was a slightly larger difference in the support of co-workers, where the boilerplate for men was 3.61 and for women 3.74, which means that women rated their co-workers' support in piece of work-family balance slightly amend. Women as well rated the presence of family-friendly policies and practices in their organization amend, as the average for women was 3.03 and the average for men was 2.92. There were as well minor gender differences in the assessment of work-family residuum functioning. Men rated work-family residuum somewhat surprisingly worse than women, with the average existence 3.14 for men and 3.23 for women.

3 Results

This section will discuss the results of analyses for the set up hypotheses to determine the relationship betwixt organizational support for work-family balance, work-family unit residue, and job appointment.

three.one Hypothesis 1—Elements at the organizational level influence the piece of work-family balance of the individual

In the starting time hypothesis (H1) we determined whether factors at the organizational level influence the work-family balance. The elements within the organization whose effects we examined were working hours, the complexity of the piece of work, the leader support, the back up of co-workers, and family-friendly policies and practices. The impact of the elements at the level of the organisation on the piece of work-family unit balance was calculated by a regression analysis (Table 1).

The complexity of the work was rated from 1 to 5, where 1 means that the work is very uncomplex and 5 ways that the piece of work is very complex. The complication of the work was an contained variable and the work-family balance depended on it. The results of the regression analysis showed that the complexity of work had a statistically pregnant negative impact on the work-family balance of the private (p <0.05). The less complex the individual'due south work is, the easier information technology is to residuum work and family, or vice versa, the more circuitous the work, the more hard information technology is to balance work and family. It can be confirmed that the factor "complexity of work" inside the factors at the level of the arrangement influences the work-family unit remainder. The regression assay also showed a significant influence of family unit-friendly policies and practices on work-family balance (p <0.05). This means that the more family-friendly policies and practices are available to employees, the easier it volition be to remainder piece of work and family life. In contrast to the two previous variables, the results of the analysis showed that the number of hours worked per calendar week did non have a statistically significant impact on the work-family unit balance of a person (p >0.05). We conclude that the results are such, since in virtually cases (up to 81%), respondents answered that they worked a normal 40-hour week and the ability to balance piece of work and family differed between them (Table 2).

The post-obit 2 elements, namely the impact of leader back up and the affect of co-workers back up on work-family unit residual, were as well examined by means of a regression assay. The results of the assay (Tabular array 3) showed that both factors within the organization examined have a statistically meaning influence on the individual'southward work-family remainder (p <0.05). We tin conclude from the results that those individuals who receive more support from their leader and co-workers in work-family balance will discover it easier to balance work and family life.

Every bit the results of the analyzes testify, all the factors examined have a statistically significant influence on the balance of work and family unit life at organizational level (complexity of work, leader support, co-workers support, and family-friendly policies and practices), with the exception of working hours. Hypothesis H1 tin be confirmed and we can say that factors at the level of the organisation have a statistically significant influence on the work-family residue of an individual.

iii.two Hypothesis 2—Work-family unit balance influence the piece of work date

In the second hypothesis (H2), we determined whether the work-family balance has an impact on work date. The influence of work-family unit residuum on the work engagement of employees was verified by a regression analysis. The results of the assay (Table 4) showed that the work-family balance had a statistically significant influence on the piece of work engagement of individuals (p <0.05). The influence is stiff and the explanation for the variable work engagement through piece of work-family balance is also significant. Thus, those individuals who are better able to balance work and family unit life are more engaged at work.

3.3 Hypothesis 3—Individuals' perception of the organization's support for work-family rest influences their work appointment

In order to confirm the concluding hypothesis (H3), which emphasizes whether the employee'south perception of the organization'south support for balancing work and family life influences his or her piece of work engagement, nosotros have calculated regression analyzes. We examined the effects of three elements of the organization, namely leader support, co-worker support, and family-friendly policies and practices, which were independent variables, while work-family remainder was a dependent variable.

The results of the regression analysis showed that the employee'southward perception of the leader and co-workers in balancing work and family life had a statistically pregnant influence on the individual's work-family residuum (p <0.05). The more than the private feels that the leader and co-workers support him or her in balancing piece of work and family unit life, the more engaged he or she is to the work. Similarly, the results of the regression analysis also confirmed the positive furnishings of family-friendly policies and practices on work date (p <0.05). The influence of the elements studied on work engagement is strong, with the support of leader, co-worker, and family-friendly policies and practices we tin can explain 20% of the variance in work appointment (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 work and family life and of family-friendly policies and practices on individual piece of work engagement, we can say that the perception of organizational support by individuals in balancing piece of work and family life has a positive influence on work appointment. This confirms hypothesis iii.

On the basis of the confirmed hypotheses, we tin can set up a model (Fig 1). The model shows that the elements at the organizational level for balancing piece of work and family unit, in terms of support of leader and co-workers, family unit-friendly policies and practices, and the complexity of piece of work, have a significant bear upon on the piece of work-family remainder of an individual. A work-family balance makes an important contribution to piece of work appointment, every bit this inquiry showed that those who had a more than counterbalanced work and family life were more engaged in the workplace. In improver, piece of work engagement is enhanced by the perception of the private that the organization helps him or her to balance piece of work and family life, regardless of how balanced his or her role in work and family life is.

4 Discussion

Data for Slovenia prove that workers have difficulties in balancing piece of work and family 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 xxx% men, have difficulties in work-family balance. An earlier study by Robnik [61] showed that issues in balancing piece of work and family life mainly affect managers, employees with children, and employees with college education, every bit well every bit employees who work direct with customers. According to the research data, they miss family activities or come home from piece of work so emotionally exhausted that they cannot contribute to family life considering of the fourth dimension they spend with work commitments. 32.v% of respondents also felt that they do non spend enough time bringing up children, and just over one-half of employees do not spend plenty time on leisure activities, according to their ain estimates. In addition, survey data shows that workers too take difficulties in taking parental leave and other parental rights such every bit paternity leave, part-time leave, and childcare leave. The survey data also underlines the importance of work-family unit balance for workers, with 88% of respondents highlighting work-family balance as a very of import or important aspect of work.

Practice in Slovenia thus shows that, despite relatively proficient legislation, organizations still do not sufficiently respect employees' needs for work-family balance and at that place are still violations of labor rights related to parenthood. This is partly due to the fact that employment-related legislation does not regulate the possibility of piece of work-family unit balance, merely treats obligations arising from family life as a private thing for each individual. In fact, it is a matter of constantly adapting family life to the needs of the labor market, while there is not much dialog in the opposite direction [62].

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

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

The first hypothesis was to decide whether factors at the level of the arrangement (and which ones) influence the residuum betwixt work and family. Numerous factors are highlighted in the literature. For the purposes of the written report, nosotros selected the almost typical factors and those almost frequently exposed in the literature to date [9,24,41,64] e.yard. working hours, complexity of work, support from the leader, back up from the co-workers, and assistance from the organization in the form of family-friendly policies and practices.

The results of the study showed a meaning influence of all factors examined with the exception of working time, and thus we confirmed the kickoff hypothesis that factors for piece of work-family unit rest at the organizational level significantly influence the work-family unit residual of an individual. Every bit in previous studies [11], our research confirmed that it is important for the private to perceive the organization as family-friendly, as this has a significant bear on on reducing piece of work-family conflict and facilitating work-family balance.

The organisation can have a significant touch on on the work-family balance of employees through various factors, then the key question for organizations should be how to promote the improvement of the functioning of employees in their individual roles and how to prevent conflicts betwixt piece of work and other life roles. Employers who back up the piece of work-family residue of employees benefit in several areas, such equally reduced fluctuation and sick exit, equally well every bit increased productivity, motivation, job satisfaction, and work commitment.

In the 2d hypothesis, we determined whether the piece of work-family balance influences work engagement. The results of the study confirmed that the work-family unit residual has a positive upshot on the work engagement of the individual. A higher level of piece of work-family unit remainder was associated with a college level of work engagement. This can be explained past the fact that the perception of work-family balance is related to the individual's sense of support and value to the organization [32].

One of the possible reasons for the affect of work-family unit residual on work appointment is also the link between the two concepts. Research on the human 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 touch on task and life satisfaction, and work and family involvement depends on this relationship. Similarly, some other study [40] has shown that engagement in work and date in the family unit are positively related and benign to both. Thus, the positive emotional response that results from appointment in 1 function is intended to reinforce the individual'south appointment in some other role.

In the last hypothesis, we examined the impact of an individual's perception of an organization's support in work-family residual on piece of work appointment. Although research investigating the impact of work-family residuum on work engagement is rare, at that place are few studies that accept examined the bear on of an organization'south back up for work-family balance on work appointment [41–43,53]. The results of previous studies confirmed similar to the findings of our research. That in that location is a connectedness betwixt individual perceptions of organizational back up for work-family unit balance and work engagement. The perception of work-family remainder is related to the private'southward feeling of being supported by the organization, so that he or she is more committed and engaged with the arrangement.

The results of the study confirm an important link between the organization'due south support for work-family balance, the individual'southward work-family balance, and work engagement. There is no doubt that the organization plays an important role in work-family rest, which was also confirmed by the results of the study. Work-family balance is important non only for the individual simply also for the organisation, as employees with a adept work-family unit balance also prove more date at work.

5 Decision

Theoretically, the piece of work-family balance is becoming increasingly important, merely practice shows that organizations take not succeeded in putting theory into practise because employees however have difficulties in balancing piece of work and family unit life. The aim of organizations is to increment profits, oft by overworking their employees. Equally a result, they have difficulty in balancing work and family life, and the tendency towards exhaustion is also on the ascension. Employers often don't notice that the time an employee has for oneself or one'due south family is extremely of import not only for the private, simply in the long term also for the organiazation. The compatibility of piece of work and family unit life has a considerable influence on the work engagement of employees.

This research provided several of import findings that contribute to the electric current land of knowledge in the field of work-family residue and work engagement. The outset is that organizational elements such as support of leader and co-workers, family-friendly policies and practices, and the complexity of work have a pregnant touch on on the piece of work-family unit balance of individuals. Second, piece of work-family balance has a meaning touch on the work date of employees. And the third finding is that an individual'southward perception of an organisation's support for work-family unit remainder has a significant impact on piece of work appointment, regardless of the actual success of piece of work-family balance.

We take just included some elements within the system in this study, just take not considered some others that can as well have a significant bear upon on the work-family residuum, such as production processes or the working atmosphere. In future research it would likewise be useful to examine elements at the individual level, such as personality and demographic characteristics, every bit well as elements at the state level. Other aspects of private life, such as hobbies, culture, and leisure time, too as the private's ability to remainder these with work, should too exist investigated. The opportunities for futurity research are many and varied, since both work-family remainder and work date are broad concepts that are influenced by many factors.

The practical results of this enquiry implies that organizations should focus on piece of work-family unit rest equally an important aspect of work, better and adapt work-family balance policies and practices to suit employees, and create a family-friendly climate in the system—this would assist to increase employee date and thus productivity. Many of the higher up elements can exist systematically regulated past the state through legislation and the promotion of family-friendly entrepreneurship; not only declaratively, but too through legislation and facilitation for companies that ensure the successful residual of work and family life. At the aforementioned time, there is a demand for effective and quality-oriented state control, which in do leads to the implementation of family-friendly measures and the observance of standards in companies, and thus actually enables employees to successfully remainder work and family life.

The profits of companies with excessive workloads are growing, but this process can only take identify in the brusque term, so there is an urgent need to redefine the demands on workers and working conditions. This is important for the workers, the organization, and for the state. The health care system cannot cope with the growing moving ridge of diseases of people due to stress and exhaustion, there is also no officially prescribed treatment protocol, so that handling is left most entirely to the cocky-payment and initiative of the individual, which tin can push him or her to the social margins. First and foremost, however, anybody should be aware of the importance of piece of work-family residuum. The cardinal question for organizations and the state should therefore exist how to promote the comeback of the performance of employees in their individual roles and forestall conflicts betwixt piece of work and other life roles. Practices to balance work and family unit life create a "win-win situation" for both employees and the organization.

Supporting information

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