Innovative work-life balance after COVID-19

Abstract

Abstract Purpose The aim of this article is to analyze the idea of work-life balance (WLB) for the new times after the COVID-19 pandemic from the perspective of organizations, and to indicate an innovative approach to the implementation of WLB tools. The main scientific problem is: What innovations in the field of work-life balance do parents expect from contemporary organizations as a result of experiences related to the COVID-19 pandemic? Design/methodology/approach The conclusions will be based on the results of a nationwide questionnaire survey conducted on a sample of over 10,000 working parents. Findings The article presents an innovative process of implementing the WLB concept in organizations in the post-pandemic era. The analysis of employees’ expectations through the assessment of satisfaction and commitment to work resulting from the use of WLB tools plays a special role. Implications for theory and practice By analyzing post-pandemic conditions and employee expectations, the improved WLB concept will be presented as an innovative element of human resource management. Originality and value The meaning and practical application of WLB in human resource management has been in development for a long time. Various tools used to accomplish work-life balance show the increasing importance of non-wage factors in employee-employment systems. It seems necessary to constantly monitor and analyze how conditions and changes influence the maintenance of homeostasis (equilibrium) in employees’ lives. A special group of interest should be working parents who, during the pandemic, found themselves in a difficult, new situation and were forced to very quickly adapt their professional work to accommodate taking care of children. The WLB concept is constantly evolving, on the one hand following changes in organizations, and on the other hand following changes in the organization’s environment, including in the socio-economic, cultural, political, and security spheres. In introducing WLB, it is possible to notice a transition from the phase of delineating the boundary between different parts of an employee’s life to creating harmony in connecting the professional and family spheres of employees. Currently, a new trend can be observed in WLB: counteracting the negative effects of work on private life. Emerging challenges require an innovative approach and innovative tools in the field of human resource management. It is necessary to analyze the innovations that can be introduced in this area, with an emphasis on co-creating WLB solutions together with employees.