As in today’s workplace, firms are thriving to achieve their stability and cope up with the performance to remain competitive as for that appropriate talent is required to meet up the needs and fulfill the challenges, concerning certain factors: work environment and other compensation factors show positive association attract talent and maintain their organizational performance. This research tends to find out the mediation effect of talent attraction while gaining organizational performance with the help of compensation and work environment factors among pharmaceutical of Karachi Pakistan with the sample of 220 extracted of the HR professionals, survey method with likerd questionnaire approach is used to find the consistency and accuracy of the data related to the respondents with the help of Smart pls and SEM technique relationship among various variables are find out. Although findings reveal that work environment certain factors such supervisor support, work-life balance, the physical working condition shows a positive association with the attraction of the talent and maintain organizational performance similar goes with direct and indirect compensation as they found relatable well secured and comforted environment talent is attracted apart from that they also looked to gain certain skills, development opportunities, and professional growth. This research is limited to the pharmaceutical sector of Karachi Pakistan and the results are also restricted to the boundaries, moreover, generalizability is low as we cannot implement the results overall.

The purpose of this research was to identify the role of high performance work practices of banks, work-family conflict, job stress, and personality of bank employees in affecting their work-life balance. To accomplish this goal, self-administered structured questionnaires were distributed to those bank employees who were either married, divorced, or separated, had children, and at least one year working experience in that bank. Final sample was comprised of 726 employees from 277 banks of South Punjab. The results revealed that high performance work practices of banks, family to work conflict, and personality type B behavioral patterns of bank employees increase their work-life balance, and work to family conflict of bank employees decreased their work-life balance. However, job stress and personality type A behavioral patterns of bank employees did not affect their work-life balance. Contrary to previous studies, these results suggest that moderate family to work conflict is actually good for work-life balance, and job stress and personality type A behavioral patterns are inherently not bad for work-life balance. Hence, State Bank of Pakistan should consider developing policies to enhance employee friendly high performance work practices in banks. Banks should also consider taking personality tests prior to recruiting and selecting employees for hectic posts.

This study aims to examine and analyze the influence of work-life balance and emotional intelligence on turnover intention with organizational commitment as an intervening variable. The research method used in this research is descriptive method. The population of this study is employees in a computer spare parts distribution company with a sample of 60 respondents. The approach used in this research is Structural Equation Model (SEM) with Smart-PLS analysis tool 3.2.8. The results show that work-life balance had a positive and significant effect on organizational commitment. Emotional intelligence had a positive and significant effect on organizational commitment. Work-life balance had a negative and significant effect on turnover intention. Emotional intelligence had a positive and significant effect on turnover intention and finally, organizational commitment has a negative and significant effect on turnover intention.

This study aimed to find out the impact of work-life balance on employee satisfaction in five-star hotels in Amman, Jordan based on a descriptive analytical approach. The questionnaire of the survey was designed and distributed to a sample of participants in order to collect the necessary data for this study and they were analyzed later through the SPSS V22 program. The study population was the hotel sector in Jordan, while the study sample included the five-star hotels in the capital, Amman, and the sampling unit included the employees of the middle and lower levels of management in the five-star hotels in Amman. The study showed a number of results, including the existence of a good level of work-life balance by employees in top manage-ment in the five-star hotels in Amman, as well as the high level of employee satisfaction within the sector. The study recommended the importance of the need to identify the concept of work-life balance and understand the relationship to achieve better satisfaction for the employees. The study also recommended future studies to determine the effect of work-life balance on the employee satisfaction in different sectors in Jordan.

Employee engagement is one of the most important issues in human resource management in order to ameliorate the turnover intention in organizations. Employers often face different challenges of finding ways to increase the interaction with their employees in order to have good labor force. This paper investigates the effects of different factors on employment engagement in Vietnam industries. The results indicate that work-life balance and work stress positively impact on employee engagement. However, our results do not confirm that working condition could positively impact on employee engagement nor did we find any evidence to believe that relationship with supervisor could positively impact on employee engagement. In terms of mediation effect, work-life balance, in this survey, mediates the relationship between working condition and employee engagement. Also, work-life balance mediates the relationship between the relationship with supervisor and employee engagement. Moreover, work stress mediates the relationship between working condition and employee engagement. Finally, work stress mediates the relationship between relationship with supervisor and employee engagement.

This research aims to determine the effect of the adoption of teleworking on the development of job exhaustion of the higher education administrative staff in Junín during the crisis of COVID-19. The applied and correlational research was carried out with the participation of 300 administrative workers of higher education by applying a questionnaire of 40 questions. The results obtained show that having teleworking skills reduces emotional fatigue and depersonalization since the collaborator can self-regulate his behavior when faced with stressors. Likewise, these skills generate a positive effect on personal fulfillment, allowing the teleworker to achieve a satisfactory personal fulfillment of having said skills. On the other hand, telework conditions generate a hidden effect on emotional exhaustion, depersonalization and personal fulfillment; therefore, this dimension does not contribute to the reduction or increase of the mentioned dimensions. The work-life balance dimension does not generate any effect on any of the factors. It is concluded that the development of skills for teleworking is a relevant factor to achieve personal fulfillment in teleworkers, while teleworking conditions do not reduce job burnout.

Work-life balance (WLB) plays an essential role on having peaceful life. There has been a substantial growth of families where both husband and wife work. Despite enjoying advantages of role mixture, life style in family has been faced by tremendous pressures due to ignoring conventional division of work in family as well as making new and more commitments. One of these pressures is the conflict between work and life, which could lead to unfavorable impacts on social integrity of family functions, mental and social health. This paper investigates WLB in terms of accountants’ perspective. The proposed study designs a questionnaire, which contains 12 questions where 6 questions are associated with the importance of WLB and the other 6 questions are associated with effective variables in creating WLB. The method of the research is descriptive-survey and the study uses ANOVA test to analyze the results. The researcher has employed Friedman test to score research variables. The results of the research indicate that WLB components had different rates of importance among accountants with various genders.