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Study of the Role of Organizational Culture in Promoting Work-Life Balance

Authors:

Kunal Bhargava, Dr. Shilpa Pandey

INTRODUCTION:

The contemporary professional landscape is characterized by constant evolution, driven by technological advancements, globalization, and shifting societal expectations. In this dynamic environment, work-life balance (WLB) has become a significant concern for both employees and organizations. It is no longer merely a buzzword but a critical indicator of employee well-being, productivity, and organizational sustainability. This dissertation aims to explore the deep relationship between work-life balance and organizational culture, specifically recognizing that the very fabric of an organization's values, norms, and practices significantly shapes an individual's capability to integrate their professional and personal lives effectively, thereby actively promoting work-life balance.

The boundaries between work and personal life have become increasingly blurred, a phenomenon exacerbated by the pervasive influence of digital technology (Patel, 2019). Employees are often expected to be "always on," responding to emails late at night or taking calls during family time. This constant connectivity, while offering flexibility, can inadvertently lead to an erosion of personal time and increased stress levels. The pursuit of WLB, therefore, is not about creating a strict separation between work and life, but rather about achieving a harmonious integration where an individual feels a sense of control and satisfaction across all domains of their existence. This introduction will lay the groundwork for understanding this complex relationship, highlighting its significance in today's competitive talent market and its implications for human resource strategies. The increasing demand for flexibility and autonomy from the workforce, particularly from younger generations, further emphasizes the urgency for organizations to address WLB not just as a perk, but as a fundamental aspect of their operational strategy and employee value proposition (Miller, 2016). This study posits that a proactive and supportive organizational culture is the most potent force in genuinely promoting and sustaining WLB for its workforce.