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    My research is on work life balance for united nations employees.

    My research gap identified and approved by professor is:
    investigate whether and how national-context does, and does not, shape how individuals experience their work and non-work lives.

    Come up with a theory tied to my phenomenon
    look at theory what is important for literacy. Theory has to do with my phenomenon. Find the theory because it finds your bias

    Theories for qualitative study have to address the research questions

    i have attached the document where i identified the gap from

    I have identified two questions you can add more

    Questions to Ask

    1. How does the national contests shape their work and non work life

    2. How does culture influence your work life


Subject Employment Pages 4 Style APA


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.


                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).


                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. 


                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?


                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.




Caesar, L. D., & Fei, J. (2018). Work–life balance. In Managing Human Resources in the Shipping Industry (pp. 107-128). Routledge.

Davis, S. N., & Tuttle, J. D. (2017). Context, Opportunity, and Demands: Satisfaction with Work-Life Balance in 26 Countries. Journal of Comparative Family Studies48(4).

Haar, J. M., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2014). Outcomes of work-life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures. Journal of Vocational Behavior85(3), 361-373.

Kirby, E. L. (2017). Work-Life Balance. The International Encyclopedia of Organizational Communication, 1-21.

Lee, J. S., Back, K. J., & Chan, E. S. (2015). Quality of work life and job satisfaction among frontline hotel employees: A self-determination and need satisfaction theory approach. International Journal of Contemporary Hospitality Management27(5), 768-789.

Lewis, S. (2015). Qualitative inquiry and research design: Choosing among five approaches. Health promotion practice16(4), 473-475.

Michel, A., Bosch, C., & Rexroth, M. (2014). Mindfulness as a cognitive-emotional segmentation strategy: An intervention promoting work-life balance. Journal of occupational and organizational psychology87(4), 733-754.

Neuman, W. L. (2016). Understanding research. Pearson.

Perrons, D. (2016). Work-Life Balance. International Encyclopedia of Geography: People, the Earth, Environment and Technology: People, the Earth, Environment and Technology, 1-2.

Phipps, S. T., & Prieto, L. C. (2016). A discovery of early labour organizations and the women who advocated work-life balance: An ethical perspective. Journal of business ethics134(2), 249-261.

Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., & West, C. P. (2015, December). Changes in burnout and satisfaction with work-life balance in physicians and the general US working population between 2011 and 2014. In Mayo Clinic Proceedings (Vol. 90, No. 12, pp. 1600-1613). Elsevier.




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