The Mediating Role of Job Satisfaction Between Work-Life Balance and Employee Retention

1. Introduction

Work-life balance is an exclusive and comprehensive concept with various connotations and distinct phenomena. The harmony between professional and nonprofessional domains has been the subject of much attention in public discourse. Despite its simplicity of understanding, this concept is a term that is still difficult to conceptualize and measure. There are two crucial domains of people's lives: personal and work. Many researchers are heeding the boundary between the personal and professional lives of employees at the workplace on account of workplace modifications and the demographic background of employees (Saeed & Farooqi, 2014). Work-life balance has recently become notable for balancing professional time and spare or leisure time. This is because there has been great importance on work-life balance worldwide. Furthermore, people seeking jobs decide to maintain an equilibrium between work life and private life at the workplace (Newaz & Zaman, 2012).

The first concern of the management is work-life balance, which means aiding workers in accomplishing their household lives and fulfilling professional life commitments. As a result, it reforms employees' personal life and work-life satisfaction. Moreover, employees stay loyal to the organization if they are content. The employees' performance is connected with the success of the organization. The association between both domains represents the main point, which is workplace contentment. Therefore, work-life balance is considered a basis of job satisfaction and a need for reconciliation among both domains (Hafeez & Akbar, 2015). Job satisfaction is the primary source of efficiency and effectiveness of an organization. Apart from the salary, productive activity is aimed at the rewards or results of an employee. Thus, to keep the best employees at the workplace, an organization must consider this factor to satisfy employees (Mustapha & Zakaria, 2013). An organization's competitive advantage is determined by employee retention, as it is crucial and associated with the organization's efficiency, productivity, and sustainability. Human resources are the assets of any organization. Therefore, retaining the workforce is achieved by encouraging them to stay loyal to the company for as long as possible or until the project is finished. It is beneficial for both the organization and the employee to retain employees despite it now has been a critical job (Biason, 2020). Considering the above facts, this analysis aims to probe the effect of WLB on JS and employee retention in organizations.