Policies, Technology and Leadership Support on Work-Life Balance among Employees of Selected Private Hospital in Klang Valley

Work-life balance experience has significant consequences on employees' engagement with the organization. Hence, the objective of this research was to investigate the relationship between organizational support namely policy support, technology support and leadership support on work-life balance. The researcher conducted quantitative research and used structured survey by distributing electronic questionnaires to a sample size of 225 employees of in private hospital. To assess and measure the level of the relationship under investigation, descriptive analysis, normality analysis, reliability analysis, Pearson’s correlation analysis and linear regression were used to assess the significance of the relationship between the independent variables and dependent variable of this study. The result of the finding concluded that the most influential independent variable to the work-life balance was the leadership support, followed by the technology support. This result suggested that the better the leadership and technology support on the employees the better the work-life balance can be. The leadership passion for providing tangible and non-tangible support and making available relevant technology infrastructure, and the leader’s ability to drive effective work-life balance policies for the employees to enable them to effectively perform their jobs are essential for an engaged employees and productive organization. As the outcome of this research, it is hoped that the organization will be able to make a decisive decision in helping its employees improves their work-life balance by providing clear guideline in term of written policy, appropriate leadership supports and the right technology tool which in turn will enhances the employee's engagement and organizational efficiency

Influence Of Levels Of Leadership On Job Satisfaction, Work-Life Balance And Empowerment

Leadership is considered to be a dynamic process that occurs at multiple levels and is influenced by a number of mediating and moderating concepts. The present research evaluated well-established links between immediate supervisor job satisfaction, work-life balance and empowerment together with senior leadership support, and the way it influences work outcomes above and beyond immediate supervisors. It was also hypothesized that senior leadership support moderates the relationship between immediate supervisor support and work outcomes. Results were evaluated for employees at different levels, namely, individual contributors, managers, and upper management. Findings suggest that although important, immediate supervisors are not the most influential contributors to employee’s work outcomes, and that the executive leadership team has a greater impact on employees’ feelings of job satisfaction, work-life balance and empowerment. The moderation hypothesis was not supported suggesting that presence of both leadership levels are important and influence work outcomes positively. No results were found to support that there is a difference in the way both leadership levels affect employees at different levels. The results of this research are beneficial for both applied and research audiences as it emphasizes the importance of leadership behaviors at all levels on employee work attitudes

Reluctant leaders : an analysis of middle managers' perceptions of leadership in further education in England

The research that forms the basis for this article draws attention to a group of middle managers who are reluctant to become leaders because they seek more space and autonomy to stay in touch with their subject, their students, and their own pedagogic values and identities, family commitments and the balance between work and life. This reluctance is reinforced by their scepticism that leadership in Further Education (FE) is becoming less hierarchical and more participative. In a sector that has had more than its fair share of reformist intervention, there is some scepticism of the latest fad of distributed and transformative leadership as a new panacea to cure all the accumulated 'ills' of Further Education in England. Although focused primarily on this one sector in an English context, the article draws some inferences where there are parallels with wider sectors of public sector reform and where the uneasy (and incomplete) transitions from 'old' to 'new' public management have been underpinned by invasive audit, inspection and performance cultures

WORK-LIFE BALANCE IN THE MADRASA EDUCATIONAL STAFF: A PRELIMINARY STUDY

The purpose research examine the work-life balance (WLB) of educational staff in madrasas. This study use a quantitative survey method with correlational design. Subject was conducted on 120 teaching and educational staff using purposive sampling, which are 20 subjects for surveys with open-ended questions and 100 subjects were used to see correlations between variables. The results showed that the estimated variables related to WLB of teaching staff and education in madrasas were intrinsic motivation and servant leadership. Correlation test results between variables indicate that the three variables have a significant influence on each other, with the strongest relationship being the work-life balance variable with intrinsic motivation.Keyword: Madrasa Educational Staff, Work-Life Balance, Intrinsic Motivation, Servant Leadership

Menjembatani Eksplorasi dan Eksploitasi: Ambidextrous Leadership dalam Transformasi Pelayanan Publik Indonesia

This research focuses on the concept of ambidextrous leadership in the context of public service transformation in Indonesia. The background lies in the complexity of challenges faced by the government in enhancing efficiency and innovation in public services. The objective of this study is to investigate the role of ambidextrous leadership in achieving a balance between resource exploration and exploitation efforts to enhance the quality of public services. The research methodology employs a qualitative approach with case study analysis and interviews. The findings indicate that leaders implementing ambidextrous leadership can generate significant innovations in public services while maintaining high efficiency levels, with important implications for the improvement of public services in Indonesia

Mobilizing European law

The literature on European legal mobilization asks why individuals, groups and companies go to court and explores the impact of litigation on policy, institutions and the balance of power among actors. Surveying the literature we find that legal mobilization efforts vary across policy areas and jurisdictions. This article introduces a three-level theoretical framework that organizes research on the causes of these variations: macro-level systemic factors that originate in Europe; meso-level factors that vary nationally; and micro-level factors that characterize the actors engaged in (or disengaged from) litigation. We argue that until we understand more about how and why different parties mobilize law, it is difficult to respond to normative questions about whether European legal mobilization is a positive or negative development for democracy and rights.This work was supported by the University College London Global Engagement Strategy Leadership Fund; the UK Economic and Social Research Council [grant number ES/K008153/1]