Answer

Work-Life Balance for United Nations Employees

Work-life balance among employees remains a critical aspect in promoting their welfare. According to Perrons (2016), work-life balance has a significant relationship with the psychological welfare of the worker. As espoused by Shanafelt et al. (2015), the phenomenon is described by the ability of the individual to suffice the demands of both life and work. It is therefore critical to conduct a research regarding this aspect as well as the related factors such as culture and national contexts.

Literature Review

                The definition of work-life balance is wide. However, key elements include one’s engagement with social roles in both work and non-work contexts (Caesar & Fer, 2018; Kirby, 2017). According to Phipps and Prieto (2016), women are mostly affected by this issue. This is informed by their high degree of engagement in family affairs such as children as compared to men. As suggested by Haar, Russo, Sune, and Ollier-Malaterre (2014), the gender and cultural elements present as fundamental elements in work-life balance. Considering the national context aspect, Davis and Tuttle (2017) argue that workplace resources including authority and autonomy external to the household are primary to employees as they enable work-life balance. Essentially, Davis and Tuttle (2017) confirm Haar et al. (2014) assertions in the role of development, inequality, and cultural beliefs in work-life balance.

Problem Statement

                Davis and Turtle (2017) compare work-life balance in both developed and developing nations and note that cultural beliefs, inequality, and development are central to experiences in both work and non-work contexts. It is therefore imperative to comprehensively explore whether and how the national-context does and does not shape the manner individuals experience their work and non-work lives. 

Purpose Statement

                To investigate whether and how national-context does and does not shape how individuals experience their work and non-work lives.

Theory

                This study will be centred on two theories including spillover and segmentation. While segmentation theory is based on employees in un-involving and unsatisfying job demonstrating segmentation as a natural process in home and work, spillover model is centered on an individual carrying their skills, behavior, attitude, and emotions obtained from work or home (Lee, Back, & Chan, 2015; Michel, Bosch, & Rexroth, 2014).

Phenomena

                This study is based on the occurrence that the work and non-work lives’ experiences are influenced by the national-context (Davis & Tuttle, 2017. Notably, it is centered on UN workers globally. 

Method

                This research adopts the qualitative approach, design case study. The qualitative method is selected based on its main merit of obtaining more information besides that directed by the study questions (Lewis, 2015).

Research Questions

1. How does the national context shape the employees’ work and non-work life?
2. How does culture influence the workers’ work-life balance?
3. What is the relationship between the nature and location of job and work-life balance?

Sample/Target/Location

                The study is centred among people working in the United Nations globally. The sample will be 50 respondents including 25 males and 25 males. Notably, this population will be randomly selected although an inclusive and criteria approach will be applied in obtaining the final sample (Neuman, 2016).

Data Sources

                Data will be obtained online through sending questionnaires to the selected population. Analysis of literature will, on the other hand, be performed based on quality sources from the internet.