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This study examined work-life integration and female lecturers' tasks performance in government-owned higher educational institutions in Imo state. The correlational research design was adopted for the study. Two research questions were answered while two hypotheses were tested. The population of the study comprised 1292 female lecturers in government-owned higher educational institutions in Imo State. The sample size of the study was determined using Taro Yamane formula. A two-stage sampling of proportionate and stratified random sampling technique was used to draw 406 respondents from the strata. Two sets of instruments titled; Female Lecturers' Work-Life Integration Questionnaire (FLWLIQ) and Female Lecturers' Task Performance Questionnaire (FLTPQ) were used for data collection. Face and content validities were ensured by experts including the researcher's supervisor. The reliability coefficient of the FLWLIQ and FLTPQ was calculated to be 0.97 and 0.95 with the help of Cronbach Alpha. Multiple and simple regressions were used to answer the research questions. ANOVA associated with multiple regression and t-test associated with simple regression were used to test the null hypotheses at 0.05 alpha level. It was found that self-management skills predicts female lecturers' tasks performance by 54% in government-owned higher educational institutions in Imo state. Based on the findings, it was concluded that work-life integration is positively and moderately significant to female lecturers' tasks performance in higher educational institutions in Imo state. It was therefore recommended among others that female lecturers should adopt SMART goal setting so as to manage their energy properly. Article visualizations:

IMPORTANCE: Poor work-life integration (WLI) occurs when career and personal responsibilities come in conflict and may contribute to the ongoing high rates of physician burnout. The characteristics associated with WLI are poorly understood. OBJECTIVE: To identify personal and professional factors associated with WLI in physicians and identify factors that modify the association between gender and WLI. DESIGN, SETTING, AND PARTICIPANTS: This cross-sectional study was based on electronic and paper surveys administered October 2017 to March 2018 at private, academic, military, and veteran's practices across the US. It used a population-based sample of US physicians across all medical specialties. Data analysis was performed from November 2019 to July 2020. MAIN OUTCOMES AND MEASURES: WLI was assessed using an 8-item scale (0-100 point scale, with higher scores indicating favorable WLI), alongside personal and professional factors. Multivariable linear regressions evaluated independent associations with WLI as well as factors that modify the association between gender and WLI. RESULTS: Of 5197 physicians completing surveys, 4370 provided complete responses. Of the physicians who provided complete responses, 2719 were men, 3491 were White/Caucasian (80.8%), 3560 were married (82.4%), and the mean (SD) age was 52.3 (12.0) years. The mean (SD) WLI score was 55 (23). Women reported lower (worse) mean (SD) WLI scores than men overall (52 [22] vs 57 [23]; mean difference, −5 [−0.2 SDs]; P < .001). In multivariable regression, lower WLI was independently associated with being a woman (linear regression coefficient, −6; SE, 0.7; P < .001) as well as being aged 35 years or older (eg, aged 35 to 44 years: linear regression coefficient, −7; SE, 1.4; P < .001), single (linear regression coefficient, −3 vs married; SE, 1.1; P = .003), working more hours (eg, 50 to 59 hours per week vs less than 40 hours per week: linear regression coefficient, −9; SE, 1.0; P < .001) and call nights (linear regression coefficient, −1 ...

Applying conservation of resources theory, we examined employment engagement (i.e., months of employment, hours worked per week, days of work missed due to the child's challenges) among caregivers of children and youth entering community-based mental health service systems. The sample included 3,569 caregivers who were employed at some point in the previous 6 months. Variables associated with employment included family interactions, number of children in the household, caregiver age and gender, and caregiver race and ethnicity. The findings suggest that caregivers' appraisals of their caregiving experiences were stronger predictors of work engagement than was child symptom severity. We concluded that supporting families as they care for children with emotional and behavioral disorders could reduce caregiver strain, thereby improving employment outcomes.

The unprecedented nature and scale of the COVID-19 pandemic resulted in mass lockdowns around the world, and millions of people were forced to work remotely for months, confined in their homes. Our study was aimed at understanding how pandemic-imposed remote work arrangements affected millennial workers in India. With signs of the pandemic slowing down, but with the likelihood of organizations retaining some of these work arrangements, the paper also explores how these are likely to affect the future of work, and the role that organizations and leaders have in managing the workforce in the 'new normal'. The study follows an interpretivist paradigm and qualitative research approach using the narrative method as a key research strategy. The data was collected using in-depth interviews from Indian millennial respondents employed in both private and government sectors. The findings show a kind of work-life integration for the workers as a result of the pandemic-imposed remote work arrangements. This integration has been caused by four different types of issues that have also emerged as four major themes which have resulted in a further 10 sub-themes. The four major themes identified in this research are Managerial Issues, Work Issues, Logistical Issues, and Psychological Issues.

Our article shows that there is a real challenge in balancing work and family for employees working in support services in domestic work for elderly persons; their workplace rights on this issue are quite limited, and they depend largely on managers' understanding and support. Given their difficult working conditions, these workers actually find quite a challenge in trying to reconcile work and family. Our article is based on a qualitative research mobilizing 33 semi-structured interviews with employees of the home care sector in the field of the social economy mainly but also in the private sector. We first present the concept of work–family and personal life, then the area of home care and domestic work for the elderly. Then, we present the particular challenges observed in reconciling work and family life, where possible by comparing men and women. The results highlight two major sources of differentiation: age and single parenthood. Those who are older highlight the fact that children have grown up, and they have (finally) some time for themselves, even if their working conditions are difficult (broken schedules, etc.). In contrast, single women live a much more difficult situation concerning work–family, partly because of the lack of workplace rights on this issue and because of the poor working conditions for many (broken hours of work, low wages, difficult working conditions). We conclude with some recommendations, including the Right to request, which appears to be the best option, although it would need some further analysis.

ABSTRAK Integrasi kerja-kehidupan merupakan elemen penting dalam kerjaya seseorang pekerja tanpa mengira jantina. Pada era globalisasi hari ini, bukan wanita yang mempunyai dwi-kerjaya sahaja mementingkan integrasi antara kerjaya dan kehidupan, malah pekerja lelaki turut mengambil berat akan hal ini. Kajian ke atas tenaga akademik di dua buah universiti awam di Sabah yang bertujuan untuk meneroka sejauhmana pekerja lelaki dan wanita melihat kepentingan pengurusan integrasi kerja-kehidupan dalam mengendalikan tanggungjawab kerja dan tanggungjawab keluarga, mendapati bahawa jantina lelaki dan wanita mempunyai persepsi yang sama terhadap kepentingan pengurusan integrasi kerja-kehidupan. Oleh itu, peranan organisasi dalam menganjurkan program-program berkaitan pengurusan integrasi kerja-kehidupan amat diperlukan agar dapat membantu pekerja menguruskan pekerjaan seharian dan tanggungjawab terhadap keluarga serta menguruskan hal berkaitan kehidupan dengan lebih efektif. Sebagai aset dalam organisasi pekerja memerlukan dorongan dan motivasi dari masa ke semasa agar mereka sentiasa memberi komitmen terhadap tugas harian dan pada masa yang sama tidak mengabaikan tanggungjawab kepada agama, keluarga dan masyarakat.

ABSTRACT Work-life integration is an important element of an employee's career regardless of gender. In today's era of globalization, not only female with dual-career interests are concerned with the integration of career and life, but male workers are also concerned about this issue. A study of academic staff at two public universities in Sabah aimed at exploring how male and female workers view the importance of work-life integration management in managing work and family responsibilities, found that both male and female workers have similar perceptions of the importance of work- life. Therefore, the role of organizations in organizing programmes related to managing work-life integration is essential to help employees manage daily work and family responsibilities and to manage life-related matters more effectively. Employees as assets in an organization need encouragement and motivation from time to time so that they remain committed to their daily tasks and at the same time neglect their responsibilities to the religion, family and society.