1.0 Journal: Factors affecting employee use of Work-Life Balance initiatives.

By Jennifer Smith and Dianne Gardner

Question 1: What are the aims of the study? What hypothesis did the researchers test? The study examines work-life balance (WLB) using a sample of 153 employees in a large New Zealand organization. Analysis of company policies identified sixteen WLB initiatives currently being offered. Employees were surveyed to determine the extent of their awareness and use of currently offered initiatives. The hypothesis that had been outlined to be tested by the researcher is as follows: H1: Older employees will use more WLB initiatives relating to dependent care than younger employees. H2: Female employees will use more WLB initiatives than male employees. H3: Employee with more dependents will use more WLB initiatives than employees with no or fewer dependents. H4: Employees with partners will use more WLB initiatives than employees without partners.

Question 2: Were enough data obtained to reach valid conclusion? The data that had collect are enough. The researcher sent out 307 questionnaires, 153 (50%) were returned. Initially the first author approached the organization to conduct the research had been obtained; organizational policies relating to WLB are related initiatives were examined. A total of sixteen initiatives relating to WLB offered by the organization were identified.

Question 3: Were the outcomes measures (end points) appropriate? The outcomes measures for this study are appropriate. This is because the researcher using a cross-sectional survey designs. All data was collected from staff of one business division of a Government department. This organization was selected to allow the study to cover a wide range of occupations and geographical locations. This also regarded appropriate because by using questionnaire it will be easier for researcher to measure the correlation between the hypothesis and the result.

Question 4: Was the statistical (if used) appropriated for the study? Yes, the statistical analysis for this study is appropriate because the researcher is using descriptive statistic and correlation for all variables. This is appropriate because the descriptive statistic is aim to summarize the sample on which it will be easier for the researcher to conclude the sample.

Question5: Are the results consistent with those other study? Yes, the result from this journal is consistent with other studies because Allen, T. (2001) in the journal (Family supportive work environments: the role of organizational perceptions) found that conflict between work and home life has been linked to job dissatisfaction and turnover and increasingly organization are using work-life balance (WLB) initiatives to recruit and retain key personnel. Employees may view WLB initiatives as enabling them to balance their work

commitments with their non-work commitments, while employers are likely to view these initiatives as key strategies that enable organizations to recruit and retain employees.

Question 6: Have the authors discussed possible limitations of the study? Yes. The researchers did discuss the limitations of the study. The study was to investigate the use of WLB initiatives in a large New Zealand organization. Much research to date has been conducted overseas, or has used hypothetical scenarios, or has sourced participants from University alumni or membership lists from various professions and so research participants are unlikely to be representative of the general population and findings may not generalized to New Zealand.

Question 7: Do the studys findings have practical importance, regardless of whether they have statistical analysis? Yes. The relationship between WLB and organizational outcomes is a complex one and future research needs to examine this further but this study has demonstrated that an organizational culture that is supportive of WLB will influence whether initiatives are used, reduce conflict between the work domain and the home domain, and result in employees who are committed and less likely to leave of other jobs.