Building a framework for an effective work life balance environment for hospital staff: Evidence from Lebanese healthcare facilities

Effective work life balance environment for hospital staff

Abstract

Background: Quality of work life is one of the main factors that influence healthcare workers' performance, satisfaction, and retention. Lebanon is experiencing a shortage of the healthcare workforce, and the increasing competition for qualified professionals makes it very important to have supportive work environments.

Objective: To build a framework for an effective work-life balance environment for hospital staff.

Methodology: To carry out this quantitative research, cross-sectional surveys were conducted between May and June 2021 and 2022 consecutively. A bilingual structured questionnaire was used to collect data from 300 healthcare staff members of Lebanese healthcare facilities using convenience sampling. The questionnaire items were derived from well-known work-life balance models. Descriptive statistics were used to analyse the data. Also, standard ethical procedures related to voluntary participation and anonymity were ensured.

Results: Data from the survey of 300 healthcare professionals in Lebanon showed that the work-life balance environment is quite inadequate. The mean overall work-life balance score was 19.06 ± 7.48 out of 39, representing approximately 49% of the optimal score, indicating substantial work-life imbalance. Organizational benefits and work-life balance dimensions received low mean scores, whereas managerial support was comparatively higher. Significant associations were observed between work-life balance dimensions and age (p < 0.022), educational level (p < 0.007), and years of professional experience (p < 0.005). Approximately 66% of participants reported sacrificing personal activities because of work, and more than 60% indicated an intention to change employment if the opportunity arose. Apart from only limited organizational support measures, there were also weak flexibility policies and high levels of stress and personal-life conflict. Although management support was somewhat positive, the overall work-life balance score was just about half of the optimal level, with numerous staff members feeling tired and having turnover intention. The study points out that there is a need for stronger work-life balance policies at the institutional level as well as practical implementation frameworks that will result in better staff welfare and higher retention rates.

Conclusion: Medical organizations should consider it as a top priority for the provision of high-quality care and the work-life balance of their employees. Several studies have shown that the conditions of the workplace have a substantial impact on the health of the employees, care quality, and thus the ability of staff to have an effective work-life balance.