| Abstract [eng] |
Creating workplaces that support the health and well-being of employees and help them maintain a work-life balance is critical to today's organizations. An employee's work-life balance is important for organizations, because only a healthy and happy employee will demonstrate the best work results, and thanks to such employees, organizations have the opportunity to keep up with the ever-changing market demands and remain competitive. In order to encourage organizations to create favorable conditions for their employees, it is necessary to clarify the assumptions of employees' work-life balance. The purpose of this study is to investigate the relationships between job demands, resources, employee burnout, work engagement, and work-life balance. The study involved 222 employees working in various organizations, whose ages range from 19 to 60 years. Instruments used in the study: scales measuring job demands, resources, burnout (Bakker, 2014), Work Engagement scale (Schaufeli et al., 2009), Work-Life Balance scale (Shukla & Srivastava, 2016). The results showed that burnout is a full mediator for job demands in predicting work-life balance and a partial mediator for job resources in predicting work-life balance. Job demands increase burnout, which negatively affects work-life balance. Job resources, as an important organizational characteristic, predict work-life balance not only directly, but also by reducing burnout, which negatively affects work-life balance. Work engagement does not predict work–life balance either directly or as a mediator. |
