Common factors influencing work-life balance and the role of human resource practices: case study of Fingrid

Abstract

Objectives

The main objectives of this study were to explore common factors that are likely to affect the work-life balance of individuals and to investigate the role of human resource practices and policies in enhancing employee wellbeing. An additional objective was to evaluate whether such investments would be financially beneficial.

Summary

Growing prevalence of work-life conflict is affecting the wellbeing of employees and creating challenges for management as high conflict have been noted to diminish productivity and increase health care costs. The literature on previous research presented some commonly noted factors to create work-life conflict, and what might be beneficial actions from human resources to respond to the issue. Based on the literature, a case study was conducted. The findings suggest that number of working hours, flexibility of work, availability through technology, government policies and national culture are interrelated to the experiment of work-life balance. The role of organizational culture and support was found to be more significant than human resource practices in enhancing employee wellbeing, although the importance to offer a range of programs was still recognized. The financial profitability of wellbeing investments received support.

Conclusions

For organizations to enhance the wellbeing of personnel, it seems to be beneficial to first focus on organizational culture and to provide organizational support, and then develop formal wellbeing offerings. These actions are likely to contribute to the productivity of organizations and health care costs, that can, in turn, give competitive advantage and basis for growth.