Abstract:
Although work-life balance programs in the United States have become increasingly
popular through the years, there is still a need to understand the contributions of these
programs on employee performance. The purpose of this case study was to explore the
work-life balance programs that nonprofit school leaders utilize to improve employee
performance at a charter school organization. The job demands-resources model formed
the conceptual framework for this study. Data were collected through semistructured
interviews from a purposeful sample of 10 managers and 10 non-managerial employees
working at a charter school organization in Harlem, New York. Data collection also
included organizational performance track indicator documents on employee
absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived
organizational records on WLB programs, and current WLB programs and policies
guidelines. Through methodological triangulation, a number of themes emerged. These
themes included work-life balance programs’ effectiveness, the importance of a
supportive work environment, employee commitment and motivation, employee well being and productivity, employee job satisfaction and quality work life, organizational
culture change, and low utilization of the job sharing program. According to the study
results, work-life balance programs could help improve organizational culture and
employee overall performance. The results of this study may contribute to social change
by preparing employers for success while simultaneously positioning individuals to attain
optimum balance between work and life responsibilities.
