Work-life balance influences employee’s performance : an empirical investigation in Bangladesh

![CDATA[In the past 15 years, there has been increasing interest in work–family balance in the popular press and in scholarly journals. This increase in interest is in part driven by concerns that unbalanced work–family relationships can result in reduced health and performance outcomes for individuals, families and organizations. When employees cannot find balance for their work and non-working life, they experience an inter-role conflict. This conflict is defined in the Work-Life Balance (WLB) literature as an interference of work and family/personal roles that create tension or problems to the individuals or as the direct result of incompatible pressures from the individual’s work and family/personal roles. Due to its positive effect on employees, the implementation of WLB practices can be expected to increase organizational performance. The present study examined the effect of few determinants of WLB such as work environment, work pressure, discrimination, leave options, flexible work hours and employee benefits on individual performance. Data were obtained from white-collar employees based on self-administered structured questionnaire. The research harnessed reliability test, regression analyses and Pearson’s correlations for data analysis. Results indicate that discrimination and work pressure are negatively related to employee performance and other variables have positive relationship with it. It also shows that excessive work load can lead to a variety of stress-related illnesses that sap employee’s vitality, making them vulnerable to commit mistakes, and absenteeism, burnout and turnover are likely to soar. Findings suggest that a pragmatic work-life balance is required to have increased level of performance from employees. Theoretical and practical implications are discussed.]]