Effect of Work-Life Balance on Employee Retention: UNB Analysis

This report presents a study on the effect of work-life balance on employee retention at Union National Bank (UNB) in the United Arab Emirates. The research investigates the relationship between work-life balance and organizational productivity, the impact of work-life balance practices on employee retention, and the effect of work-life imbalances on job satisfaction. The methodology includes a literature review, research plan, and a survey method using questionnaires distributed to UNB employees. Data analysis is performed using SPSS software. The report includes a time schedule for the research and discusses research ethics. The conclusion suggests recommendations for improving work-life balance, such as hiring interim professionals and consultants and not overburdening full-time staff with additional tasks. The study highlights the importance of maintaining a proper balance between work and personal life to improve employee attitudes, job satisfaction, productivity, and reduce absenteeism.

Running head: EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Effect of Work life Balance on Employee Retention
(Union National Bank, United Arab Emirates)
Name of the student:
Name of the university:
Author Note

1EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Abstract
Current day companies have determined the issues from their employees regarding work-life
imbalance issues. For analyzing the situation, Union National Bank at Arab Emirates is considered.
In this study, different impacts of work-life balances are examined. Here, various research objectives
and various methods are identified. Various ethics and researches of this research is also
demonstrated here. Lastly, a time schedule is illustrated in this study.

2EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Table of Contents
Introduction:..........................................................................................................................................3
Objectives of the research:.....................................................................................................................4
Methodology of the project:..................................................................................................................4
Research Plan:...................................................................................................................................4
Review of Literature:.........................................................................................................................4
Methodology:.....................................................................................................................................5
Data Analysis and Interpretation:......................................................................................................7
Conclusion- Suggestion and Recommendations:..............................................................................7
Research ethics:.....................................................................................................................................7
References:............................................................................................................................................9

3EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Title of the Project: “Effect of Work life balance on employee retention at Union
National Bank”
Introduction:
Present-day organisations have been recognizing the significance of attending to employees
regarding work-life concerns. This helps in developing the well-being of employees. Further, it links
the bottom line of the companies as per attracting and retaining top talents. Various empirical pieces
of evidence has supported different theoretical associations taking place between withdrawal-related
attitudes and work-life conflicts (Deery & Jago, 2015). Particularly, meta-analytics estimations have
suggested a small positive relationship taking place between life-to-work and work-to-life conflicts
and many turnover intentions. A different negative relationship between directions of conflicts and
organizational commitments are found to be originating due to work-life conflicts.
To understand the situation better, Union National Bank, at the United Arab Emirates is
taken as the case study. They have been offering corporate, individual and SME customer banking
with financial services. This is done through a massive amount of SME, corporate and retail
branches and offices. Their employee, shareholders, societies, business partners, environments and
employees are affected by their activities. Thus they have been profoundly influencing the ways they
have been running the business. Moreover, their growth and success have relied on the methods they
have created actual values for those stakeholders. This is done through services and products,
contribution to economies, social developments and respect for environments. Hence, there is a rise
in need to understand how work-life balance has been turning to be the critical tool for retention.

4EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Here, the effects of work-life balances on employee retentions at Union National Bank is
narrated. The study demonstrates different research objectives and methods. Besides, different
research ethics and resources and time periods are analyzed in this research.
Objectives of the research:
Various objectives of the current study are demonstrated below:
 Investigating the relationship between different work-life balances over organizational
productivities.
 Understanding the effects of various work-life balance practices on employee retention at
Union National Banks.
 Studying the effect of imbalances of work-life of job satisfaction of employees.
Methodology of the project:
Research Plan:
The present study is done through retrieving data on Work-Life Balance Practices and effects
on employee retentions and organizational performances. This study is conducted over the Union
National Bank, United Arab Emirates.
Review of Literature:
Gilley et al. (2015) highlights that existing organizations have realized that the employees
have well-balanced lives and works are vital for them. The personal life of employees has been
affecting the quality of work. Various policies have assuaged the burden of balance between their
work and life. There are scopes of delivering leave with pay or different options for those reduced
hours. Stavrou and Ierodiakonou (2016) shows that there are various supports of the workplace like

5EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
paid leave, personal time off, financial assistance for childcare and different family-friendly policies.
To facilitate the work-life balance of employees, the companies can opt for a broad array of scopes.
Firstly, Zheng et al. (2016) identifies that there can be job sharing where two people can
share their job. Their activities can be split into hours, benefits, holidays and payments. Then there
can be self-rostering. Here, the staffs can roster their time in the way they need. Self-rostering.
Besides, there can be Tele-working and options of flexible schedules as per Parakandi and Behery
(2016). Here the employees can value highly and their popularity can be rising. Then there is flexi-
time permitting, as discussed by Boamah & Laschinger (2016) an employee to find out the
beginning and end times of their working time.
Methodology:
Here, the survey method is utilized for gathering information from their employees through a
questionnaire. Every respondent of the bank is to be asked to fill that document. Here, the data
collected from the survey should be examined through SPSS software. Further, there should be no
bias to use that convenience sampling as the respondents mutually participate in the survey. Besides,
the research should use this convenience samples for obtaining a vast number of questionnaires very
fast. Moreover, the sampling technique to be done must be both from secondary and primary
sources. The former one must be done through filling questionnaires and interviews. The secondary
sources comprise online resources, newspapers and periodicals.

6EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Illustrating the time period of current research:
Task Name Duration Start Finish Predecessors
Collecting data from employees of
Union National Bank with the help of
questionnaire
14 days Wed
10/24/18
Mon
11/12/18
Studying the relationship between work
–Life balance on Union National Bank's
productivity
10 days Tue
11/13/18
Mon
11/26/18
1
Assessing impact of Work -Life Balance
Practices on Union National Bank's
employee retention
12 days Tue
11/27/18
Wed
12/12/18
2
Analyze the impact of Work –Life
Imbalance on job satisfaction.
8 days Thu
12/13/18
Mon
12/24/18
3
Figure 1: “Estimated time schedule for the current project on Union National Bank”
(Source: Created by Author)
For the current study, a social study is a vital resource. This is helpful for people to cope up
in unfavorable cases. As this resource is unavailable, there can be reduced in jobs and challenges

7EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
(Mazerolle, Goodman & Pitney, 2015). Moreover, teleworking arrangements, provisions of
resources are needed for assuring regular inspections and maintaining facilities to confirm secured
working scenario.
Data Analysis and Interpretation:
The above methodology would prove how work-life balance has been gaining double-edges.
Here the proper balance is vital to be maintained. Use and availability of practices of work-life
balances, as provided under the context of employer’s support and employees can decrease the
conflicts of work life. Next, there can be a rise in positive appraisals for Union National Bank. These
effects can be related to various types of employee attitudes. They are a rise in job satisfaction,
developed employee attitudes, a decrease in absenteeism, a rise in productivity, lowering recruitment
and many more.
Conclusion- Suggestion and Recommendations:
Thus a better alternative for working with functional staffing organization to bring interim
professionals and consultants are needed. As the work-life imbalances originate from a sustained
rise in business, other full-time staffs can be hired. Here, the vital step is to not put taxes over them
with additional tasks that they can handle reasonably.
Research ethics:
In this research, various ethical norms are to be followed. First of all, there should be
guidelines of authorship, patenting and copyright policies. There should also be some data sharing
policies present and rules of confidentiality. These ate designed for protecting the interests of
intellectual properties encouraging collaborations (Lu et al., 2016). Next, there must be ethical
norms helping to assure that the research is accountable for the public. Here, for the case of Union

8EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
National bank, federal policies over conflicts of interest and misconducts can be taken into
considerations.

9EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
References:
Boamah, S. A., & Laschinger, H. (2016). The influence of areas of worklife fit and work‐life
interference on burnout and turnover intentions among new graduate nurses. Journal of
Nursing Management, 24(2), E164-E174.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.
Gilley, A., Waddell, K., Hall, A., Jackson, S. A., & Gilley, J. W. (2015). Manager behavior,
generation, and influence on work-life balance: An empirical investigation. Journal of
Applied Management and Entrepreneurship, 20(1), 3.
Lu, L., Lu, A. C. C., Gursoy, D., & Neale, N. R. (2016). Work engagement, job satisfaction, and
turnover intentions: A comparison between supervisors and line-level employees.
International Journal of Contemporary Hospitality Management, 28(4), 737-761.
Mazerolle, S. M., Goodman, A., & Pitney, W. A. (2015). Achieving work-life balance in the
National Collegiate Athletic Association Division I setting, part I: the role of the head
athletic trainer. Journal of athletic training, 50(1), 82-88.
Parakandi, M., & Behery, M. (2016). Sustainable human resources: Examining the status of
organizational work–life balance practices in the United Arab Emirates. Renewable and
Sustainable Energy Reviews, 55, 1370-1379.
Stavrou, E., & Ierodiakonou, C. (2016). Entitlement to Work‐Life Balance Support:
Employee/Manager Perceptual Discrepancies and Their Effect on Outcomes. Human
Resource Management, 55(5), 845-869.

10EFFECT OF WORK LIFE BALANCE ON EMPLOYEE RETENTION
Zheng, C., Kashi, K., Fan, D., Molineux, J., & Ee, M. S. (2016). Impact of individual coping
strategies and organisational work–life balance programmes on Australian employee well-
being. The International Journal of Human Resource Management, 27(5), 501-526.