A Study Work Life Balance and Employee Engagement among Female
Medical Professionals in Kingdom of Saudi Arabia
AFROZE NAZNEEN
College of Business,
University of Jeddah, Jeddah,
SAUDI ARABIA
Abstract: - The present research intended to ascertain the effect of work life balance and its facets on employee
engagement after covid-19 among female medical professionals in Kingdom of Saudi Arabia. The study was
conducted on 155 female medical professionals. The results revealed the fact that perceived high flexible working
condition significantly increased affective engagement, social engagement and overall engagement among female
medical professionals. The perceived high work and total life space has significant positive impact on employees’
intellectual and affective engagement. Perceived high family support significantly enhanced affective engagement
and overall engagement. The results suggested that the influence of Work Life Balance on employee engagement
increases commitment, loyalty, and employee productivity which is needed for sustainable development of any
organization. The finding of the result can be used by the organization to plan and make changes in the procedures
and policies so that sustainable work life balance can be developed that will lead to high employee engagement
and hence good performance. This paper helps in identifying ways and means of managing work life balance
among female medical professional and its impact on employee engagement.
Key-Words: - Employee Engagement, Intellectual Engagement, Affective Engagement, Social Engagement, Work
Life Balance
Received: March 16, 2023. Revised: August 21, 2023. Accepted: September 9, 2023. Published: September 15, 2023.
1 Introduction
1.1 Employee Engagement
There are various ideas, definitions and parts related
to employee engagement. [1], characterizes employee
engagement as "how dependent an employee is on
someone or something in their union, how hard they
work, and how loose they are because of that
responsibility". [2], characterize employee
engagement as "a positive attitude placed by the
employee towards the organization and its
characteristics. An engaged employee recognizes
about the business setting and working with
assistants." does so as to develop performance within
the gig. To help the relationship." While, [3],
characterized employee engagement as "preparing
coalition members for their work occupations". Have
done; in engagement, people use and present their
ideas genuinely, mentally and truly during the
position show.
As shown by the hypothesis, the top positions of
a union must ensure that all their employees are fully
engaged, that they are fully operational in their
positions. At the same time that we put a lot of effort
into employee engagement or accountability, we'll
tackle the three parts of engagement; Huge,
educational and social. [4], delineate the different
importance of employee engagement into three
categories which are academic engagement, felt
engagement and social engagement. Rapid
engagement coordinates the person's handicap to
consider the work and make sensible upgrades.
Critical attribution conjures up the notion of feeling
much better when you've accomplished a great job.
Whereas social engagement is certain conduct that
the employee is expected to pursue or have an
opportunity to discuss.
There is no clear or observed definition of
employee engagement. Staffing and Improvement's
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contracted Groundwork takes on a three-tiered
framework for characterizing employee engagement:
• Intellectual Engagement: finding an entry way to
consider work and how to proceed. Smart connection
is an amazing, imaginatively capable focus that
elicits evaluation, assessment, reasoned reasoning,
and above all a tremendous personal commitment to
keep up with the times.
• Affective Engagement: Feeling determined about
working really hard.
• Social Engagement - actually taking action to see
the redesign related to work with others at work
1.2 Work Life Balance
Figuring out work-life balance involves
understanding how people approach work and the
amount of time spent at work in the past. Previous
work affiliations, family obligations, and other
outside interests may involve regulating and
loosening work. Processes for the sole purpose of
meeting the entirety of their work and life demands
encompass their work-life balance. Work-life balance
is the state of congruence where a person revolves
around the business of his business and refers to his
own particular life as well as the division of his time
and determination between work and family or
leisure.
[5], characterized WLB as improving the five
pieces of life of any one expressed other, explicitly,
work, family, friends, prosperity and self. [6],
reviewed the work lives of speakers of non-state
funded schools in Bangladesh with the fundamental
goal of researching the factors influencing general
perspective on QWL. The features of QWL taken
under study form fair test, human cutoff point,
progress safety, social curriculum, work and life
framework, social significance. It was observed that
women were basically satisfied with defining QWL
ideas when moving away from individuals. Assets
with experience shy of a year tend to be more certain
of their QWL and associated attitudes when isolates
and trainers have more data. [7], emphasized other
QWL drivers, which have an impact on top affiliation
collusion, job satisfaction in other research. [8], in
their view on open and solicited banks take nine
approaches to examine QWL, namely, social
conformity of work, settlements and union structure.
[9], characterized work-life balance as a form of
control. It would be generally conventional genius
life. He also added that to work on the nature of your
life, add one word 'no' to your language. [10], in their
audit observed the following excerpt from the nature
of work life among women professionals.
Flexible Working Conditions: The work
environment is a social and dynamic environment in
which employees are connected with people through
partnership, and understanding of work needs.
Welfare and Recreational Activities: WLB is
ensured by the doors given by the relationship for the
development of the employees and the sponsorship
given by the relationship to keep the dependable and
healthy outlook of its employee.
Work and Total Life Space: Work and general
presence are generally embraced within the confines
of social engagement and the opportunity for
personal affiliation turns into an incredible piece of
work life balance.
Family Support: An employee is fully supported by
the association, even though in case of support from
the family.
2 Literature Review
[11], found that work-life balance and state of mind
structure intervention and sorting using 372 senior
Chinese employees worked in different places and
observed that at a very basic level associated with
employees are likely to show IWBs and have WLBs.
[12], conducted a study with 100 female employees
revealed that unusual and proven work-life balance
so it can massively affect employee engagement for
women employees and pay can actually affect
employee engagement and moreover employee
engagement work-life among women employees Can
mediate between payment with balance and
employee performance.
[13], analyzed whether life satisfaction
influences work-life balance. Ideas for results from
assessment and practice have been explored to the
extent that their responsibility in the field of
employee advances.
[14], investigated and separated the effect of
work-life balance towards work engagement. The
respondents used in this study were 190 employees
from different verticals. With validation and
dependency testing for data quality testing, data
evaluation of this framework loses the main direct
confidence. Thus, work should be comprehensible on
target without overpowering existing employees.
[15], outlined comparatively attempts to give the
meaning of the function of flourishing and
perspective or outcome from the establishment. It is
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an up close and personal arrangement whose
assessment was conducted using structured
interviews. The event of this study included gathering
of leading students, meeting of meritorious students
in Researcher (taking into account CGPA) and
zapping students in co-educational arrangement.
Survey data were deconstructed using NVivo10
programming. Revelations reveals that there are three
major themes wrapping up the six points which are
general control, caring, motivation driving life, self-
recognition, opportunity, and positive relationships
with others. Robust strategy for the mental
advancement of the student in building an age that
can harness the power to achieve improvement. The
field is there and ready for it. [16], rightly state that
by testing the likelihood of the data through validity
and immutable quality testing, the evaluation of
direct used data loses confidence.
[17], found respondents to the assessment were
285 millennials from Java, Indonesia. Data were
examined using the Hidden Away Condition Model –
Analysis of Second Plans (SEM AMOS). Employee
motivation mediates salary but not work-life balance.
The novelties of this test are respondents to this
framework from the millennium era in Java Island,
Indonesia.
[18], reviewed as performers in various positions
promote work engagement of trainers by employees
and thus acting on teacher productivity and adding
employee methods to managing work, to the district.
[19], highlighted that employees will be the
things that really affect the relationship in the
performance of the HR board. Thus the association
needs more employee commitments to make the
vision and mission of the connection a reality.
Delayed results of the assessment observed that WLB
is one of the factors that affects employee
relationship at age z. In one respect employee
liability may be affected by the WLB. Higher
employee engagement was observed with higher
employee WLB levels. This determination should be
detectable from the test. Motivation for employee
obligation is 0.983 and work-life balance is 0.942,
two characteristics more pronounced than Cronbach's
alpha. Ignoring reality testing, it clearly appears that
the entirety of each of the variables isolated is
verifiable.
[20], examined the effect of work-family balance
on work-engagement through the personal effects of
both explicit and implicit support for work-family
balance. The results showed that the Association's
Work-Family Balance Framework and Practices,
similar to the help of trailblazers, partners, and
family-committed ways of thinking and practices,
unquestionably affect the work-family balance of
singles, who are more likely to work-family Indicates
an improvement in balance. Special perspectives on
work-family balance support of work participation,
and affiliations indicate an expansion in work
participation.
[21], note that the majority of employees in the
alliance are millennials. For some, the millennial age
has given up on them when they have not yet
experienced being in a coalition. Employee
engagement is one of those relationships in which the
employee may be forced to stay on the connection.
Employee engagement which includes strength,
commitment and ingrained attitudes is known to
strongly influence employee productivity. It was
decided to explore the data to lose a sensible short
faith. Affiliations that are thought to support the
public power of employees' own personal lives and
work lives are shown as a way of influencing the
level of employee engagement in the alliance.
[22], revealed that work-life balance practices
can reduce authentic work-life conflicts and
positively evaluate employee extensions within the
association. Creating and maintaining a culture that
interferes with and maintains an opportunity for an
ideal work life balance, as well as inspires the
expected growth of the employee and the alliance.
Putting an end to the fundamental work-life balance
approach should be linked to thoroughly examined
plans of the relationship as it helps the relationship to
reap benefits through the option of attracting and
retaining individuals with remarkable cutoff marks
and experience. The continuous paper is an
undertaking to review various examinations that have
been done by experts related to different parts of
work-life balance and to consider these assessments
to record the frameworks that may work on the actual
performance. Furthermore, it contended that building
a sustainably developing society that supports work-
life balance is a long cycle for animal affiliation. It
affects how people think and examine their ongoing
work-life balance to see how multifaceted working
decisions and other work-life drives are used and are
unique to everyone, which differ- Pay less attention
to their position, position within the different level or
individual responsibilities.
[23], found that problems that are significant
sources of work life conflict , impurity, minor
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foundations that fall short of the ability to screen and
stay aware of business regulations, high
unemployment degree, pain, development and much
more. The audit recommended that affiliations give
hope to implement customizable work expectations
by emergent guidelines that will attract employees to
truly wonderful work plans, that consideration of
affiliations protect workers' opportunities for various
holiday drives Develop staffing and managerial
strategies to ensure official support for these
technology deals that are scaled up for potential
growth and increase engagement among employees.
[24], expressed that the commitment of lecturers to
the organization is needed for the development and
sustainability of universities in the global era. The
purpose of this study is to determine the effect of
work life balance, job satisfaction and work
engagement to the commitment organizatation of
lecturers. Data were collected using questionnaires
developed based on the dimensions or indicators of
each variable. The research method used a
quantitative descriptive approach and path analysis.
The results showed that there is a positive and
significant influence between work life balance, job
satisfaction and work engagement on organizational
commitment. Increased commitment organization of
lecturers with the policy of work life balance between
family, social and to fulfill the desire and
requirement of lecturer in working to increase
lecturer's engagement.
[25], examined the effect of work-life balance
and individuals' ability to make sense of information
at an extra-critical level on medium through work
engagement. This is what the results showed; (1)
work-life balance affects work engagement, (2) the
ability to exert a great degree of control over
individuals affects work engagement, (3) moderate
responsibility decisively affects work-life balance,
(4) the ability to see the value of any in their center
actually affects the actual gambling, (5) work
engagement affects fundamentally different levels of
liability, (6) work engagement acts on legitimate
responsibility -Expects a class in mediating the effect
of life balance.
[26], analyzed that a sustainable work-life as
seen by the employees is fulfilling, this will lead to
increased job satisfaction. (b) Work-life variables
impact employee engagement. It shows that job
satisfaction is built up, thereby increasing employee
engagement. Accordingly, standing position
satisfaction increases, thus increasing employee
engagement.
[27], revealed that the widespread imbalance
between work and customary everyday attendance of
teachers is a troubling issue nowadays. The Pearson
Connection and Break Confidence model is designed
considering this dataset to prevent results. The results
showed that a large number of trainers saw that
speaking of responsibility to their union was a useful
outcome of exceptionally work-life balance. In
addition, further evaluation is encouraged to examine
the impact of work-life balance by organizing each
participant of an alliance that may help summarize
the risks of this audit.
[28], recognized that some establishments,
especially in the training sector, have adopted a
monetary incentive framework to cover work-life
imbalances for employees. Anyway, the challenges
lie ahead and require consideration. This study found
that with advances in adaptive work style, employees
respond in a positive way to non-interfering personal
life and what's more, when the environment becomes
concrete, employees for the most part continue with
their work. culture as a result of which their shows
will be affected. This utilitarian information is also
combined with the location of flood speculation that
best applies to specific parts between home and
work. As a result, the results of the new assessment
suggest planning what many consider to be feasible
between work and describe the space to achieve solid
performance.
2.1 Objective
The present research aimed to determine the impact
of work life balance and its aspects on employee
engagement and its components following Covid-19
among medical professionals in the Kingdom of
Saudi Arabia.
2.2 Hypothesis
H01: There will be no significant effect of flexible
working conditions on employee engagement and its
dimensions.
H02: Welfare and recreational activities will not have
a significant effect on employee engagement and its
dimensions.
H03: Work and total living space will not have a
significant effect on employee engagement and its
components.
H04: There will be no significant effect of family
support on employee engagement and its dimensions.
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Life balance will not have a significant effect On
employee engagement and dimensions.
3 Research Methodology
3.1 Sample
The sample consisted of female professionals
working in various government and private
organizations in the medical fields of the Kingdom of
Saudi Arabia, who had more than two years of
experience, were used as subjects. The questionnaire
was distributed using Google Surveys among medical
professionals using purposive random sampling
technique. The sample consisted of 155 filled-in
responses which were found complete in all respects
and were used for the proposed study. The age range
is 26–55 years with a median of 37 years and work
experience is 3–26 years with a median of 13 years.
3.2 Process
Women professionals working in various government
and private hospitals in KSA were selected as a
sample for data collection keeping in view the
availability of data, cost and distance. Only medical
professionals were taken into account. Data was
collected using survey method and Google survey
forms were used for the purpose. Each respondent
was contacted online by the researcher and data was
collected through a questionnaire. They were asked
to fill the questionnaire after carefully reading the
instructions given separately for each scale. They
were also assured of confidentiality of their answers.
3.3 Tools Used
The Work Life Balance of Working
Women Professionals developed by, [10]
was used to collect the data. This scale is a 5
rating scale measuring different dimensions
of work life balance among women.
Employee Engagement Scale, [29], ISA
Engagement Scale was used. The scale has
nine items and three types of employee
engagement have been identified.
3.4 Data Analysis
The collected data were tabulated according to the
research design to meet the objectives of the study
and appropriate statistical tools such as Mean,
Median, SD and T-test were applied using SPSS
software. It was found more appropriate to compare
the groups formed on the basis of median.
4 Results and Discussion
Results shown in the corresponding table after
interpretation with hypothesis:
Table 1. Showing the effect of flexible working conditions on dimensions of employee engagement.
Dimensions of Employee
Engagement
High Flexible Working
Condition (N=76)
Low Flexible Working
Condition (N= 79)
t- value
Mean
Sd.
Mean
Sd.
Intellectual Engagement
10.9737
3.22479
10.6709
3.26882
0.580
Affective Engagement
12.6316
1.82824
11.3608
2.12877
3.991**
Social Engagement
11.4342
2.60428
9.2911
2.67540
5.053**
Overall Employee Engagement
33.5395
5.00251
32.6456
6.03842
3.254**
**df-153, significant at .01 levels
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Table 1 is showing the perceived intellectual,
affective, social and overall employee engagement of
female medical professionals working in various
government and private organizations as the effect of
flexible working condition. The results obtained from
highly versatile and less adaptable working
conditions were observed on all aspects of employee
engagement. The mean values of high and low
versatility employees working on Talent Engagement
were observed uncorrected as 10.97 and 10.67
standard deviations 3.22 and 3.26. The two parties of
female employees did not significantly differentiate (t
= .58). The results translated that the degree of
multifaceted working environment did not affect the
behavioral engagement of employees. Undoubtedly,
academic engagement adds to the individual's
enthusiasm for considering work and making sensible
updates, [4]. High and low adaptive working
conditions have influenced the rapid engagement of
women employees. The results remain consistent
with past findings that work-life balance and its
perspective did not affect employee engagement,
[14], [21], [30]. High and low adaptive working
conditions fundamentally affect employee
engagement. A clear effect of adaptive working
conditions has been observed on the employee stack
with feeling connected. Independently spilling over
with emotion attachment observed mean scores were
12.63 and 11.36 for high and low adaptive working
conditions with standard deviations 1.82 and 2.12.
The two associations of female employees basically
dominated at the .01 level of significance (t= 3.991,
P<.01). In any case, employees are directly affected
by diverse working conditions. The party of
employees with highly adaptable working conditions
frees up more space and the approach to work
actually leads to employees gambling, [2], and, [1],
represents Social engagement is a part of employee
engagement that gives employees a gateway to
participate in and evaluate work-related
advancements with employees at the workplace.
Employees who perceived highly adaptable working
conditions generally favored organized engagement
compared to employees in less adaptable work
environments. The sensible high and low degree of
multifaceted working conditions showed mean scores
around unreserved organized engagement 11.43 and
9.29 with standard deviations 2.60 and 2.67. Two
meetings of female employees reviewed on
conscientiousness engagement, what effect (t = 5.05)
was found to be significant at .01 levels of
significance. The critical degree of adaptive work
environment deals with social cohesion as well as
information changes within congregations. The mean
score on employee engagement for the high-versatile
party was observed to be 33.53 with standard
deviation 5.00 while the mean score for the less
adaptable party of employees was observed to be
32.64 with standard deviation 6.06. Employees' two
social case breakdown as a rule, competence (t =
3.25) was observed to be significant at .01 levels of
significance. What is happening post COVID-19 is
that customizable work environments have affected
the general employee engagement at a very basic
level. The proposed null hypothesis H01 was
rejected. Some evaluations found an effect of work
life balance on employee engagement, [24], [25],
and, [26]. It affects how people think and assess their
endless work life balance by accepting the use of
versatile working conditions and other work-life
drives, [22].
Table 2. Showing the effect of welfare and recreational activities on employee engagement among female medical
professionals (H02)
Dimensions of Employee
Engagement
High Welfare and
Recreational Activities
(N=68)
Low Welfare and
Recreational
Activities (N= 87)
t- value
Mean
Sd.
Mean
Sd.
Intellectual Engagement
11.6041
3.15960
10.0132
3.30952
3.046**
Affective Engagement
12.7847
1.85776
11.2671
2.06536
4.804**
Social Engagement
10.4265
2.51156
10.3103
2.73781
1.647
Overall Employee Engagement
33.9753
4.94633
32.3347
5.96625
1.870*
* significant at .05 levels
** significant at .01 levels
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Table 2 represents the effect of welfare and
recreational activities on employee engagement
among female medical professionals. Women
professionals perceived higher government help and
employment practices revealed an average score of
11.60 on canny engagement, while other get-
togethers of women professionals perceived less
government help and redirection practices given by
the association revealed practical engagement with a
standard deviation of 3.15. But showed an average
score of 10.01. and 3.30 independently. Competence
was observed between the two groups of employees
(t= 3.04, P<.01). The results revealed that more
fundamental degrees of government support and wear
practices absolutely affect the intelligent engagement
of employees. Longer smart engagement is the result
of government help and moving practices that help
employees maintain an anticipated stronger state of
mind, [10]. Although, [14], found that work-life
balance had no effect on work engagement.
Government support and clothing improvements
have a clear effect on the employee's own special
engagement. The mean score on spillover to feeling
connected was found to be 12.78 and 11.26 as an
effect of high and low government support and
employment activity with standard deviations 1.85
and 2.06 independently. The two cohorts of female
employees did not significantly change at the
baseline level (t = 4.80, p < .01). Results show that
improvements in work-life balance significantly
correlate with life and work satisfaction, indicating
an improvement in employee sense of engagement,
[13] which can improve employee rationality,
responsibility and Enables continuous quality more.
This was an attempt to see the apparent impact of
high and low levels of government support and ripple
activity on organized engagement especially of
women professionals. The mean and standard
deviation of the staff, observed high government help
and development was found to be 10.42 and 2.51 on
the mean and standard deviation of the staff,
observed low government help and wear activity had
all reserves of 10.31 and 2.73. The two groups of
female medical workers observed a particularly
organized association, the split (t = 1.64) did not
appear huge. Considering all the things, the effect of
government help and wearing activity has not been
seen all of a sudden. Employees share everything that
really matters, the exchange of information inside
gatherings along with obscure speculation and
advance social cohesion.
This assessment attempts to look at the impact of
government support and access practices on overall
employee engagement among female medical
professionals. The employee get-together saw higher
government help and activities given by the
association showed an average score of 33.97 on the
larger employee engagement scale, while the other
party of employees saw less government help and
redirecting practices given by the coalition showed
an average score of 32.33 shown independently on
the overall employee engagement scale with a
standard deviation of 4.94 and 5.96. Competence was
found to be significant between the two groups of
employees (t= 1.87, P<.05). The results translated to
a more fundamental degree of government help and
customary practices having a marked effect on
customary employee engagement. The effect of work
life balance has been seen on the engagement of most
of the employees. Work-life variables impact
employee engagement. Work-life balance
surprisingly affects employee engagement, according
to government help-and-wear practices, strongly and
as a general view. The proposed null hypothesis H0 2
was rejected.
Table 3. Showing the Effect of Work and Total Life Space on of Employee Engagement among female medical
professionals (H03)
Dimensions of Employee
Engagement
High Work and Total
Life Space (N=68)
Low Work and Total
Life Space (N= 87)
t- value
Mean
Sd.
Mean
Sd.
Intellectual Engagement
11.6780
3.07129
10.0002
3.37740
3.229**
Affective Engagement
11.2088
1.91816
12.7379
2.03557
4.794**
Social Engagement
10.6176
2.58023
10.1609
2.67144
1.077
Overall Employee Engagement
33.8265
5.14946
32.4161
5.86779
1.591
**df-153, significant at .01 levels
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Results are showing in Table 3 revealed the
effect of perceived high and low work and total life
space on intellectual engagement of employees. The
mean on intellectual engagement are found 11.67 and
10.00 with standard deviation 3.07 and 3.37 for
perceived high and low total life space. The
difference between the two groups of employees
observed (t=3.229) significant at .01 levels of
significance. Higher levels of employee’s work life
balance increased the intellectual engagement that
lead to more innovation and organization try to
maintain a balance between employees work and
personal life. The employees perceive high on work
and total life space significantly more engaged in
intellectual activities as compared to their
counterparts. As far as effect of Work and Total Life
Space is concern the mean score of perceived high
work and total life space group on affective
engagement found 11.20 with standard deviation 1.91
and mean score of perceived low work and total life
space observed 12.73 with standard deviation 2.03.
The difference between two groups of female
employees on affective engagement found (t=4.794)
significant at .01 levels of significance. The
employees perceive high on work and total life space
showed less affective engagement as compared to
their counterpart who perceived low work and total
life space. It is observed that when individuals have
positive work and total life space, it increases
affective engagement, [31]. The present study
established a relation between affective engagement
and work and total life space construct, [32], [33].
Several employee engagement studies have found
evidence to support the idea that factors in the
employee's personal life have a significant impact on
their engagement, [34] , [35]. There is no significant
difference observed between the two groups on social
engagement and overall engagement of employees.
Though individuals have positive feelings about their
work role at work, they are more likely to perceive
work life balance aspects positively. The proposed
null hypothesis H03was partially rejected. It is
evident from the results shown in Table 4 that family
support as one of the dimensions of work life balance
does not influence intellectual engagement and social
engagement. Increases Both cohorts of employees
with high family sponsorship and low family support
tended to work hard and do their best to get the job
done well, and their academic views and movements
would hold additional engagement, [36]. The present
assessment highlighted the ways that unquestionably
high and low family support affects an individual's
work–family balance, with work–family balance
indicating expansion in work engagement, and
association with work–family balance. Solitary
outlook on support indicates improvement in work
engagement, [14]. This assessment explored the
impact of family support on multiple organizational
engagements that helps foster employee good energy
in a workplace where employees are encouraged to
share their understanding and ideas. Family support
strongly influenced the female medical master's
engagement, spilling over with feeling. The mean
and standard deviation of low family support on high
family sponsorship and very close affiliation are seen
as 12.53 and 11.73 with SD. 1.96 and 1.97
autonomously. The two get-togethers turn into a
whole (t = 1.94, p < .05) on this count of employee
engagement. However, higher family support clearly
affected overall employee engagement. A large
separation (t = 1.76, p < .05) was observed between
high family sponsorship and low family support in
daily employee engagement. Family support helps
the employee to develop positive energy. The
proposed null hypothesis H0 4 was partially rejected.
Table 4. Showing the Effect of Family Support on the Dimensions of Employee Engagement among female
medical professionals (H04)
Dimensions of Employee
Engagement
High Family Support
(N=64)
Low Family Support
(N= 91)
t- value
Mean
Sd.
Mean
Sd.
Intellectual Engagement
10.9375
3.35647
10.7363
3.17222
0.376
Affective Engagement
12.3594
1.96289
11.7363
1.97110
1.943*
Social Engagement
10.5156
2.73131
10.2527
2.57161
0.604
Overall Employee Engagement
33.9725
5.11417
32.4114
5.81787
1.766*
*df -153, significant at .05 levels
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Table 5. Showing the Effect of Work Life Balance on the Dimensions of Employee Engagement among female
medical professionals (H05)
Dimensions of Employee
Engagement
High Work Life
Balance (N=52)
Low Work Life
Balance (N= 103)
t- value
Mean
Sd.
Mean
Sd.
Intellectual Engagement
11.8423
3.06411
10.1049
3.29549
3.248**
Affective Engagement
12.7308
1.86417
11.3738
2.04210
4.142**
Social Engagement
10.4808
2.39681
10.3010
2.75409
0.419
Overall Employee Engagement
34.5538
4.65426
32.1437
5.90576
2.566**
**df-153, significant at .01 levels
Table 5 is representing the effect work life
balance on various dimensions of employee
engagement such as intellectual, affective, social and
overall employee engagement of female medical
professionals. The work-life balance stuck in highs
and lows; this study attempted to assess the effect of
observed high and low work life balance on
engagement. The party of employees had a high work
life balance, showing a mean score of 11.84 with SD.
showed a mean score 10.10 with a low work-life
balance s.d. of 3.06 on rapid engagement during
teamwork. 3.29 on academic engagement.
Discrimination between parties of employees was
observed epicateurically (t = 3.24, p < .01). The
result was that employees with high work-life
balance are more aware of the state of congruence
between their work assignments and their own
significant life pursuits and are reviewed for greater
academic engagement and creative thinking,
improving with work orientation and Inspire the
content observed high work-life balance and low
work-life balance observed effects of 12.73 and
11.37; and standard deviation 1.86 and 2.04 on the
large join. The closed division between the two
parties was observed as significant (t=4.14, P<.01).
The result recommends that the apparent increased
level of work life balance is fundamentally more
basic than the very close engagement in their right
hand side. This reflects the impact of WLB on the
critical engagement that builds commitment,
commitment, and employee competence, [37].
Improvements in work-life balance have been
credited with a marked impact on employee life and
work satisfaction, and life satisfaction drives growth
in valuable engagement, [14]. The effect of work life
balance on warm engagement has not been observed.
The framework examines overall employee
engagement as a consequence of high and low work
life balance and found a stark dichotomy on the
overall engagement of female medical professionals.
The overall employee engagement mean scores for
the high and low work balance groups of employees
were observed as 33.55 and 32.14 with standard
deviations of 4.65 and 5.90. Clearly the difference
between the two get-togethers appeared to be
significant (t = 2.56, p < .01). [25], and, [30], found
that work-life balance strongly influenced work
engagement and moderate responsibility in the union.
Accordingly, it is important for bosses to constantly
step up the game in ways that further encourage
employees' work life balance, [23], in order to
increase employee engagement. The proposed null
hypothesis H05 was rejected. It is critically
concluded that a work-life balance course should be
included, [22], in relationship wellness plans as it is a
Helps in attaining significant status and familial and
social mention of the individual to attract and retain
individuals with exceptional cutoff marks and
experience.
5 Conclusion and Suggestions
The survey highlighted the incredible impact of
adaptable working conditions on bits of employee
engagement such as social interaction and, for the
most part, interaction among female medical
professionals. Highly customizable working
conditions revive employee engagement at an
amazingly prime level. In the light of literature
reviewed certain null hypotheses formulated and
verified by obtained results. Data were analyzed by
mean, median, Sd. and t-ratio with the help of SPSS
package. Comparisons groups formed based on
median. The effect of work life balance seen on
employee engagement and its components.
The results revealed significant effect of flexible
working condition on the dimensions of employee
engagement such as affective engagement, social
engagement and overall engagement among female
medical professionals. High flexible working
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condition significantly enhanced employee
engagement. Welfare and recreational activities
appeared important factor that showed significant
impact on Intellectual engagement, affective
engagement and overall engagement. The perceived
high work and total life space has significant positive
impact on employees’ intellectual and affective
engagement among female medical professional after
covid-19. Perceived high family support significantly
enhanced affective engagement and overall employee
engagement of female medical professionals. It was
observed that perceived high work life balance has
significant effect on intellectual, affective and overall
employee engagement among female medical
professionals in Saudi Arabia after covid-19. The
results suggested that the influence of WLB on
affective engagement increases commitment, loyalty,
and employee productivity. The effect of work life
balance has not been observed on social engagement.
The results suggested that the impact of WLB on
Stacked with a sense of engagement enhances
accountability, dependability and employee
competence which is regular for viable development.
In the light of obtained results it is suggested that to
increase the employee engagement among female
medical professionals organization provide flexible
working conditions in which employees interact
freely with each other and also provide freedom to
choose their work timings according to their
feasibility, definitely increase employee engagement
and make full effort to achieve the target.
Organization should provide adequate welfare and
recreational activities to ensure work life balance for
the progress of the employees to maintain a stable
and sound state of mind of its employee.
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