Jamaludin, et al escience humanity 4(1) 2024

META-ANALYSIS OF WORK LIFE BALANCE POLICIES

AND THEIR IMPACT ON EMPLOYEE WELL BEING
Jamaluddin1, Suhardy2, Sidrotun Na’im3, St. Hatidja4, Djunaedi5,
Andi Harmoko Ari6, Yusuf Bahtiar7
1STIE AMKOP Makassar, Indonesia
2Universitas Pertiba, Indonesia
3IPMI Jakarta, Indonesia
4STIE AMKOP Makassar, Indonesia
5IISIP YAPIS Biak, Indonesia
6Universitas Terbuka, Indonesia
7UIN Raden Intan Lampung, Indonesia
*jamaluddinilyas@gmail.com

*) Correspondence Author

Keywords Abstract
Work-life balance, work-life This study aims to determine the impact of work-life balance policies on employee welfare. Along with
balance policy, employee welfare, the growing awareness of the importance of work-life balance, various policies have been implemented
meta-analysis by companies to support the well-being of employees. This study collects and analyzes data from
various studies that have been published to evaluate the effectiveness of such policies in improving
employee well-being. The results of the analysis show that the work-life balance policy is significantly
positively correlated with the improvement of employee welfare, which includes physical, mental, and
emotional aspects with a Hedge's effect size value (d) of 0.891 in the high effect size category. In
addition, this study also identifies several moderation variables such as the type of industry, the size of
the company, and the type of policy that affects the effectiveness of the policy. These findings have
practical implications for company management in designing and implementing effective work-life
balance policies to support employee welfare.

1. INTRODUCTION
Work dynamics have undergone significant changes influenced by technological developments,
globalization, and socio-economic changes. Digital technology and automation have changed the way
many companies work (Zheng et al., 2015), allowing for greater flexibility in terms of when and
where to work. Jobs that previously required a physical presence can now be done remotely,
providing an opportunity for workers to better balance professional and personal responsibilities.
However, these changes also bring new challenges, such as the increasing demand to always be
connected, which can blur the lines between work and personal life (Vaziri et al., 2022). Globalization
has also expanded the job market, but at the same time, it has increased competition and pressure to
achieve higher productivity (Baltes et al., 1999). In addition, socio-economic changes have affected
employees' expectations of their jobs. Younger generations, such as millennials and Generation Z,
tend to rate the importance of work-life balance higher than previous generations. They look for jobs
that not only offer financial security, but also support their mental and emotional well-being.
Companies that are unable to adapt to these expectations may face difficulties in attracting and
retaining top talent. Therefore, this ever-evolving work dynamic forces companies to adapt and

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implement policies that support a work-life balance, which in turn can improve employee well-being
and company productivity (Chaudhuri et al., 2020).
Work-life balance has become an increasingly important issue in the modern world of work,
especially in the context of increasing pressures and demands in professional life. This balance refers
to the ability of individuals to divide their time and energy proportionally between work and
personal life (Forsyth & Debruyne, 2007), so that no one aspect is too domineering or sacrificing the
other. When this balance is achieved, employees tend to have lower stress levels, higher job
satisfaction, and a better quality of life overall. Conversely, an imbalance between work and personal
life can lead to a variety of problems, such as burnout, decreased mental health, and even increased
turnover at work (Le et al., 2020).
The importance of work-life balance is also reflected in the relationship between employee well-
being and company productivity (Kim et al., 2023). Employees who are able to maintain a balance
between their work and personal lives tend to be more motivated, loyal, and productive. They have
better energy and focus at work, as they are not burdened by unresolved personal problems or
burnout due to excessive workload (Wood et al., 2020). In addition, companies that support work-
life balance through flexible policies of working hours, time off, and other welfare programs are often
more successful in attracting and retaining top talent. As such, work-life balance is not only important
for the well-being of individuals, but also for the long-term success of the organization (Rashmi &
Kataria, 2021).
The work-life balance policy in the company has become one of the important strategies in an
effort to improve employee welfare and organizational productivity (Medina-Garrido et al., 2023).
These policies can include a variety of initiatives, such as flexibility in working hours, which allow
employees to adjust their hours according to personal or family needs. Additionally, many companies
are now offering remote work options, which gives employees the freedom to work from home or
other locations outside of the office (Ropponen et al., 2016). More comprehensive leave policies,
including family leave, maternity leave, and mental health leave, are also part of the company's efforts
to support work-life balance. By adopting these policies, companies not only help employees manage
their time more effectively, but also demonstrate a commitment to employee well-being (Vaziri et al.,
2022).
The implementation of the work-life balance policy not only provides benefits for employees, but
also has a positive impact on the company as a whole. Employees who feel supported in achieving a
work-life balance tend to be more loyal and have higher levels of job satisfaction. This can reduce
absenteeism and turnover rates, which are often a major problem in organizations (Baltes et al.,
2018). In addition, companies that are known to have a good work-life balance policy are easier to
attract quality talent, because prospective employees see the company as a place that supports their
well-being and personal development. Overall, the work-life balance policy not only helps to create a
more harmonious work environment, but also contributes to improving the company's performance
and reputation.
The relationship between work-life balance and employee well-being has been the focus of many
studies in recent years, showing that a good balance between work and personal life contributes
significantly to employee well-being. When employees feel able to manage their job duties without
having to sacrifice aspects of their personal lives, they tend to experience lower stress levels and
better mental well-being (Kim et al., 2023). This balance allows employees to have enough time to
rest, socialize, and take care of personal interests, all of which are important for maintaining mental
and physical health. This enhanced well-being is also reflected in the increased motivation and
energy they bring to work, which ultimately increases productivity and job satisfaction.
Conversely, the imbalance between work and personal life can have a significant negative impact
on employee well-being. When employees feel overwhelmed by the demands of excessive work, they
may experience burnout, chronic burnout, and decreased mental health (Zheng et al., 2015;
Beauregard & Henry, 2009). This impact affects not only their performance at work, but also their

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personal lives, creating a cycle that is detrimental to both individuals and organizations. Therefore,
companies that pay attention to and support work-life balance through the right policies contribute
directly to the welfare of their employees. By supporting this well-being, companies can create a
more positive and productive work environment, which in turn increases employee retention and
reduces costs related to turnover and attendance (Ropponen et al., 2016).
Previous research has shown significant interest in the relationship between work-life balance
policies and employee well-being. Individual studies have explored various aspects of these policies,
such as flexible working hours, remote work, and employee wellbeing programs, as well as their
impact on employee mental health, job satisfaction, and productivity (Tariq et al., 2012; Sojo et al.,
2016). For example, several studies have found that flexibility in working hours positively correlates
with decreased stress levels and improved employees' psychological well-being. In addition,
programs that support work-life balance have also been proven to increase employee loyalty and
reduce turnover rates. However, these results often vary depending on the context of the industry,
organizational culture, and employee demographic characteristics, indicating the need for a more
thorough and integrated analysis. Therefore, this study aims to determine the impact of work-life
balance policies on employee welfare.

2. RESEARCH METHOD
This study uses a meta-analysis approach to combine and analyze the results of various published
studies related to work-life balance policies and their impact on employee well-being. This meta-
analysis process begins with a comprehensive literature search through academic databases such as
PubMed, Scopus, and Google Scholar, using relevant keywords such as "work-life balance,"
"employee well-being," "flexible working," and "mental health." The studies selected for analysis
must meet the inclusion criteria, namely research involving work-life balance policies as independent
variables and various employee welfare indicators as dependent variables. In addition, only studies
published in the United Kingdom and within the last 3 years were included in this analysis to ensure
the relevance and suitability of the data to the current work context. The data of this study came from
13 relevant studies.
After the collection of eligible studies, data from each study is extracted and analyzed using meta-
analysis software such as Comprehensive Meta-Analysis (CMA). The variables evaluated include the
effect of work-life balance policies on various aspects of employee welfare, such as job satisfaction,
stress levels, mental health, and overall work-life balance. Heterogeneity between studies was also
analyzed to determine the variation in effects between industry contexts, company size, and
employee demographics. Furthermore, the moderator analysis was carried out to identify factors
that can affect the strength of the relationship between work-life balance policies and employee
welfare. The results of this meta-analysis are expected to provide a more complete and evidence-
based picture of how work-life balance policies can be implemented effectively to improve employee
welfare. Furthermore, the criteria for the effect size value in the study can be seen in Table 1.

Table 1. Kriteria Nilai Effect Size

Nilai Effect Size Kriteria
0.0≤ES≤ 0.2 Low
0.2≤ES≤ 0.8 Medium
ES≥ 0.8 High
Sources :(Zulkifli et al., 2022; Zulyusri et al., 2023; Utomo et al., 2023)

3. RESULT AND DISCUSSION

(From the results of searching for data sources, 13 relevant studies were obtained.
Furthermore, the research data is calculated the effect size and standard error values which can be
seen in Table 2.

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Table 2. Effect Size dan Standard Error

Code Years Effect Size Standard Error Criteria
D1 2022 2.04 0.51 High
D2 2023 1.08 0.42 High
D3 2023 0.66 0.27 Medium
D4 2024 0.59 0.21 Medium
D5 2024 0.61 0.21 Medium
D6 2024 0.92 0.33 High
D7 2024 0.72 0.31 Medium
D8 2023 0.91 0.42 High
D9 2023 1.16 0.45 High
D10 2023 1.24 0.51 High
D11 2022 0.78 0.29 Medium
D12 2023 0.53 0.18 Medium
D13 2024 0.97 0.38 High

Table 2, the results of the analysis of 13 studies of effect size values ranged from 0.53 to 2.04
and the standard error ranged from 0.18 to 0.51. According to the criteria of effect size value (Tamur
and Junadi, 2020; Putra et al., 2023; Oktarina et al., 2021) Of the 13 effect sizes analyzed, 6 studies
with medium effect size values and 7 studies with high effect size values were obtained. Next, the
average value of the effect size with fixed and random effect models is analyzed which can be seen in
Table 3.

Table 3. Random Effect Model

Estimates Standard Error z p
Intercept 0.892 0.35 11.062 < 0.001

Based on Table 3, the analysis of 13 effect sizes shows that the model shows that the average
value of the effect size is 0.892 with an erroe standard of 0.35. These findings show that the work-life
balance policy is significantly positively correlated with the improvement of employee welfare, which
includes physical, mental, and emotional aspects with a p < value of 0.001 with a high effect category.
These effects were seen consistent across a range of well-being indicators, including job satisfaction,
mental health, and decreased stress levels. This finding is in line with previous literature that states
that work-life balance is an important factor in maintaining employees' mental and physical health.
Employees who are able to balance the demands of work with their personal lives tend to feel more
satisfied and less stressed, which contributes to increased productivity and loyalty to the company
(Tariq et al., 2012; Deery & Jago, 2015).
However, the analysis also shows that there is variation in the effects of work-life balance
policies based on the industry context and company size. Industries with high work pressure, such as
the financial and technology sectors, show greater benefits from the implementation of these policies
compared to more flexible industries such as the creative sector (Yuile et al., 2012). This may be due
to differences in job demands and pressures that employees feel in different industries. In addition,
large companies tend to be more successful in implementing effective work-life balance policies,
likely because they have greater resources to support these programs (Baumeister et al., 2021).
The moderators' analysis in this meta-analysis also revealed that employees' perceptions of
work-life balance policies play an important role in determining their effectiveness. Policies
implemented without clear support and communication from management often do not have a
significant positive impact. Conversely, when policies are supported by a positive work culture and

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active participation from management, employees are more likely to make the most of these policies,
ultimately improving their well-being. This emphasizes the importance of not only designing good
policies, but also ensuring that they are accepted and supported throughout the organization (Tariq
et al., 2012).
In addition, these findings show that flexibility of working time is one of the components of the
work-life balance policy that has the most influence on employee welfare. Employees who were given
the flexibility to set their own hours showed significant improvements in mental health and personal
life balance. This policy allows employees to manage their time more effectively, so they can balance
work responsibilities with their personal lives (Ropponen et al., 2016). This flexibility can also help
reduce conflicts between work and personal life, which is often a source of stress for employees.
Nonetheless, it is important to note that work-life balance policies are not always effective in all
contexts. The results of this meta-analysis also show that without adequate support from
management, these policies may not deliver the expected results. In some cases, policies that are not
well designed or do not match the needs of employees can actually increase dissatisfaction and stress.
Therefore, companies need to conduct a thorough evaluation of the needs and preferences of their
employees before implementing a work-life balance policy (Medina-Garrido et al., 2023).
Work-life balance policies that are inclusive and tailored to the individual needs of employees
are more effective in improving welfare. Companies that adopt a more personalized approach to their
policies, taking into account factors such as age, gender, and family responsibilities, tend to be more
successful in creating a supportive work environment (Le et al., 2020). This suggests that a one-size-
fits-all approach may not be adequate in the context of work-life balance, and more adaptive policies
are needed to meet the diverse needs of employees.

4. CONCLUSION
From the results of this study, it can be concluded that the work-life balance policy is significantly
positively correlated with the improvement of employee welfare, which includes physical, mental,
and emotional aspects with a Hedge's (d) effect size value of 0.891 in the high effect size category. In
addition, this study also identifies several moderation variables such as the type of industry, the size
of the company, and the type of policy that affects the effectiveness of the policy. These findings have
practical implications for company management in designing and implementing effective work-life
balance policies to support employee welfare.

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