Work–lifebalance is a concept including proper prioritizing between “work”(career and ambition) and “lifestyle” (health, pleasure, leisure, family &spiritual development/meditation). This is related to the idea of lifestylechoice.
Work-lifebalance (WLB) means effectively combining working life with private obligationsor aspirations (Littig, 2008). According to Taylor (2003), there are manydifferent definitions of the term work-life balance. He argues that ‘balance’is presumed to exist between the paid work we perform and the lives we leadoutside our job. But in reality, life and work overlap and interact. Accordingto Lockwood (2003) and McMillan, Morris & Atchley (2012) WLB has differentmeanings depending on the context in which it is used.Work-LifeBalance does not mean an equal balance. Trying to schedule an equal number ofhours for each of your various work and personal activities is usuallyunrewarding and unrealistic.
Life is and should be more fluid than that. Yourbest individual work-life balance will vary over time, often on a daily basis.The right balance for you today will probably be different for you tomorrow.The right balances for you when you are single will be different when youmarry, or if you have children; when you start a new career versus when you arenearing retirement. However, at the core of an effective work-life balancedefinition are two key everyday concepts that are relevant to each of us.
Theyare daily Achievement and Enjoyment, ideas almost deceptive in theirsimplicity.Sinceit is a very wide domain of study, therefore, researchers have triedinvestigating it under different scopes, including information systems (Frolicket al., 1993), gender-based study paradigms (Nelson et al., 1990; Wayne &Cordeiro, 2003), business management (Konrad & Mangel, 2000), psychology(Hegtvadt, et al. 2002), sociology (Glass & Estes, 1997) and most notablyin human resource management area (Hill et al., 1989; De Cieri et al.
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, 2005). Moreimportantly, since technology has paved ways for telecommuting and freelancingmodes of employment, which literally has proven many earlier assumptions asinvalid related to this area of human sciences (Rapoport et al., 2002).
