| Abstract [eng] |
Recent research shows that the work-life balance of employees is increasingly deteriorating. Therefore, researchers are looking into which work-related and individual factors can contribute to a better work-life balance. Thus, the aim of this study is to identify the importance of job resources, psychological capital, work engagement and workplace well-being for work-life balance. 372 currently working participants took part in this study (269 (72.31%) women, 101 (27.15%) men, 2 (0.54%) did not disclose their gender) whose mean age was 42.27 years (SD = 12.88). Participants were recruited by using availability and snowball sampling methods. Method: The study used five resources scales from The Job Demands-Resources Questionnaire (Bakker, 2014), Compound Psychological Capital Scale (Lorenz et al., 2016), Work–Life Balance scale (Brough et al., 2014), Utrecht Work Engagement Scale (Schaufeli et al., 2017) and Workplace Well-Being subscale (Zheng et al., 2015). Results: All constructs, except for work engagement, positively predicted work-life balance. Workplace well-being mediated the relationship between job resources and balance and between psychological capital and balance. Work engagement did not act as a mediator in the prediction of work-life balance. The study showed that job and personal resources (psychological capital) as well as workplace well-being contribute to better maintenance of work-life balance. The relationship between work environment, personal factors, and especially work engagement with work-life balance requires further research. |
