WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

Presented to the Faculty of the

Department of Management

Sciences KASBIT University

SMCHS Campus

In the fulfillment of the course

“Philosophy of Research”

Assignment # 2

Masters in Business Administration

Submitted to:

Sir Masood Mir

By

Hira Raza-18530
 WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

Table of Content

S. No. Particulars Page

ACKNOWLEDGEMENT…........................................................................................3
1.0 Literature Review
“Work Life balance and talent attraction and retention”
 WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

ACKNOWLEDGEMENT

There are people that I owe thanks and acknowledgement who contributed in some way or the
other in the completion of this part of my research report. First and foremost I would like to
thank Allah the Almighty for giving me such strength to continue my studies even in such
challenging circumstances, my better half Syed Ali Raza Jafri, for him being always there by
my side and bearing my temperaments patiently, accept my hearties thanks for you being
always my biggest support in whatever I do, my three sons one of whom is just a month and a
half and has given me enough time to complete my report.
I would also like to extend my great regards to my line manager and office colleagues who also
at time had to bear my mood swings, complaints and gush about this research. I could never
have competed my assignment without their unconditional support and understanding.
Above all thanks to Sir Masood Mir, Sir Shariq Ahmed and Sir Hafiz Sharif without whom I
may not be able to understand the concept behind research report. As facilitators you all
believed in me when even I never surely believed in myself and for that confidence and
motivation, I will always be grateful.
 WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

Over a decade, there has been a vast collection of literature indicating quite a strong link between
work life balance policies and its impact on variables like employee attraction and retention (Glass
and Estes, 1997; Perry-Smith and Blum, 2000; Oludayo et al., 2018; Melo et al., 2018; Asawo, 2018).
I today’s era employees are keen to have work life balance besides their career development making
it quite challenging for the for the organizations to retain, attract, train and develop its human
resource with proper strategies being implemented at work place (Sirgy and Lee, 2018; Musura et al.,
2013)
Too and Kwasira (2017) have argued in their study that work life balance has a positive relationship
with employee retention. Grag (2016) also explained the significant relation between work life
balance with employee retention. Grag’s (2006) research argued that the companies are to work on
the enhancement and improvisation on the usage of work life balance like breaks between work, work
from home or flexible working hours so that the employees can have a sense of facilitation and
belonging from their organization in balancing their family and professional life for better outcome.
Richman, Civian, Shannon, Hill and Brennan (2008) has also studied the bond between flexible
timings and work place policies that leads to increase work life balance along with employee
retention. Employees find work life balance policies as a significant feature to practice a great work
life balance. There exists a direct relation between work life balance, talent engagement and
retentions. In another study Kramar and Syed (2012) argued that employees are motivated and their
job satisfaction level is increased as a result of which employees remain intact with the organization
for long time. Company leaders have now been able to gauge the importance of work life balance
policies, flexible environment for work in order to increase employee retention rate of the
organization (Hayman, 2009).
Cegarra-Leiva et al. (2012) said that in Large, medium and Small medium enterprises work life
balance influences employee retention irrespective of gender and ages. Work life balance empowers
employees to keep a balance in responsibilities, activities and aspirations and pursue all for a
balanced life.
Hayman (2009) investigated the direct relationship of flexible working hours with work life balance
and employee attraction. The results of the study reveals that allowing flexible working hours to the
employees plays and integral role in managing an individual’s life with family and work life.
In another study (Roehling et al. 2001) suggested that there is significant relationship of work life
balance with talent attraction and retention. In addition (Burke & Collinson, 2004) also recommend
that work life balance plays a key role to employee retention and has placed work life balance way
along with flexible hours in the top three ways for achieving employee retention. The exploratory
research by Wong and Ko (2009) focuses on the key factors for work life balance like providing
ample time off to the employees, flexibility of working hours and workplace resulting in positive
employee perception, attraction and retention. These identified factors further provides strategies for
employee retention. In another study (Karatepe , 2012) quantify the variables on employee
performance and retention and found that the employees with extra work load and less work life
balance exhibits poor job performance.
A study of employee retention problems in Pakistai business environment by (Ahsan Lubna, Burhan
Qazi, Shahabuddin Syed and Javaid Faisal, 2014) with special reference to the construction field
 WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

found a weakly positive relation of work life balance with employee retention. Muhammad Umer,
Muhammad Akram Naseem (2011) a study on employees of BPO (Business Process Outsourcing)
industry in Pakistan states that there is a significant impact of independent variables (Supervisor
Support, work environment, work life balance on employee retention.
Luk and Shaffer (2005) has highlighted the area in Indian context where not much work is done and
job stress because of imbalanced work life has become a critical concern in the productive attitude of
the employees. They believed that this issue needs to addressed soon or the organizations may start
losing their competent and capable employees. In addition to the above findings Chang (2004) also
states that 46% of sales staff leave their jobs because of the imbalance work life and stressed
schedules and highlighted the importance of this factor to be worked upon.
Grover and Crooker, 1995; Bloom et al., 2009; Bakker and Demerouti (2007) reported that work life
balance policies with supportive resources ensures organizational development and helps in acquiring
best talent management in the form of talent attraction and retention. Organizations have
implemented work life balance policies to reduce absenteeism impacting employee retention and job
satisfaction (Hill, 2005; Allen, 2001). Another study of (Grady et al., 2008) explained and identified
the beneficial factors that an organization can implement to manage work life balance for its
employees like flexibility, day care facility, counseling sessions etc. Work life balance and retention
of employees has a strong relationship which impacts the productivity and adherence of the
employees (Ryan & Kossek, 2008; Hill, 2005).
Grady et al,. (2008) states that companies which ensures work life balance are more likely to retain
and attract talent/ employees otherwise the employees may leave the organization where work life
balance is compromised. Further many studies revealed the positive impact of work life balance on
talent attraction and retention. Deery (2008) has found that work life balance of employees impacts
employee retention it is merely employee’s decision to stay or leave the organization if work life is
not balance with family life. It is work life balance that motivates, satisfies and retains a talented
employee (Pocock, 2005)
Researches have investigated the work life balance in the context of managerial support at work place
and revealed that the employee may stay or leave the organization due to the lack of line manager’s
support as a result of which his work life balance is effected negatively and thus the employee
decides to leave the organization. Work life balance ensures increased attraction and retention of
employees, and reduced absenteeism (Kanwar et al,. 2009). In another study Osman (2013) found
that if the employees are offered facilitation and support while balancing their work life it decreases
the chances of them to leave their jobs. Flexible working hours have now become an important yet
necessary part of workplace to balance employee work life (Wei & Yazdanifard, 2014).
George (2015) identified factors for employee retention and work life balance including rewards,
work load, autonomy, work environment, employee retention and opportunities for professional
development and thus employee demonstrated higher productivity and higher commitment to the
organization, increased motivation and work life balance.
 WORK LIFE BALANCE AND TALENT ATTRACTION AND RETENTION

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