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I just need a small review for these two articles. One page per each article. Two pages in total. No title page.

1st page resume of Article “Work-Life Balance: an Integrative Review”
2nd page a resume of article “Outcomes of work–life balance on job satisfaction, life satisfaction and mental health: A study across seven cultures”

– Simple, not too formal
– There is no need to use reference page
– IF POSSIBLE, include real life examples related to the articleWork-Life Balance: an Integrative Review

M. Joseph Sirgy1 & Dong-Jin Lee2

Received: 4 July 2016 /Accepted: 25 January 2017
# Springer Science+Business Media Dordrecht and The International Society for Quality-of-Life Studies
(ISQOLS) 2017

Abstract Based on a thorough review of the literature we introduce an integrated
conceptualization of work-life balance involving two key dimensions: engagement in
work life and nonwork life and minimal conflict between social roles in work and
nonwork life. Based on this conceptualization we review much of the evidence
concerning the consequences of work-life balance in terms work-related, nonwork-
related, and stress-related outcomes. We then identify a set of personal and organiza-
tional antecedents to work-life balance and explain their effects on work-life balance.
Then we describe a set of theoretical mechanisms linking work-life balance and overall
life satisfaction. Finally, we discuss future research directions and policy implications.

Keywords Work-life balance .Work-family conflict .Work-life integration .Work-
family interface .Work-life interface . Life satisfaction .Work-related consequences of
work-life balance . Nonwork-related consequences of work-life balance . Stress-related
consequences of work-life balance . Personal predictors of work-life balance .

Organizational predictors of work-life balance

Much research has demonstrated that work-life balance leads to high organizational
performance, increased job satisfaction, and stronger organizational commitment (e.g.,
Allen et al. 2000). Research has also demonstrated that work-life balance plays an
important role in individual well-being such as health satisfaction, family satisfaction,
and overall life satisfaction (e.g., Keyes 2002; Marks and MacDermid 1996). Hence,

Applied Research Quality Life
DOI 10.1007/s11482-017-9509-8

* Dong-Jin Lee
djlee81@yonsei.ac.kr

M. Joseph Sirgy
sirgy@vt.edu

1 Pamplin College of Business, Virginia Polytechnic Institute & State University, Blacksburg,
Virginia, USA

2 School of Business, Yonsei University, Seoul, South Korea

http://crossmark.crossref.org/dialog/?doi=10.1007/s11482-017-9509-8&domain=pdf

this is an important area of research in organizational behavior, human resource
management, and quality-of-life studies.

What is work-life balance? There seems to be many definitions of work-life balance.
These definitions (and conceptualizations) can be categorized in terms of two key
dimensions, namely (1) role engagement in multiple roles in work and nonwork life
and (2) minimal conflict between work and nonwork roles (see Table 1). Within the
overall dimension of engagement in multiple roles in work and nonwork life, we
identified at least four different definitions (conceptualizations) of work-life balance.
The first definition involves attentive engagement in multiple roles (e.g., Marks 1977;
Marks and MacDermid 1996; Sieber 1974). A formal statement of this definition is:
Work-life balance Journal of Vocational Behavior 85 (2014) 361–373

Contents lists available at ScienceDirect

Journal of Vocational Behavior

j ourna l homepage: www.e lsev ie r .com/ locate / jvb
Outcomes of work–life balance on job satisfaction, life
satisfaction and mental health: A study across seven cultures
Jarrod M. Haar a,1, Marcello Russo b,⁎,1, Albert Suñe c, Ariane Ollier-Malaterre d

a School of Management, Massey University, Private Bag 102904, North Shore City, New Zealand
b Department of Management, KEDGE Business School, 680 Cours de la Liberation, 33405 Talence cedex, Bordeaux, France
c Department of Management, Universitat Politècnica de Catalunya, Etseiat, C. Colom 11, 08222 Terrassa, Barcelona, Spain
d Organisation and Human Resources Department, École des Sciences de la Gestion, Université du Québec A Montréal, 315, rue Sainte-Catherine Est, local R-3490, Montréal,
Québec H2X 3X2, Canada
a r t i c l e i n f o
⁎ Corresponding author.
E-mail addresses: j.haar@massey.ac.nz (J.M. Haar), m

(A. Ollier-Malaterre).
1 Denotes shared first authorship.

http://dx.doi.org/10.1016/j.jvb.2014.08.010
0001-8791/© 2014 Elsevier Inc. All rights reserved.
a b s t r a c t
Article history:
Received 22 May 2014
Available online 7 September 2014
This study investigates the effects of work–life balance (WLB) on several individual outcomes
across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian,
Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis
showed that WLB was positively related to job and life satisfaction and negatively related to anx-
iety and depression across the seven cultures. Individualism/collectivism and gender egalitarian-
ism moderated these relationships. High levels of WLB were more positively associated with job
and life satisfaction for individuals in individualistic cultures, comparedwith individuals in collec-
tivistic cultures. High levels of WLB were more positively associated with job and life satisfaction
andmore negatively associatedwith anxiety for individuals in gender egalitarian cultures. Overall,
we find strong support for WLB being beneficial for employees from various cultures and for cul-
ture as a moderator of these relationships.

© 2014 Elsevier Inc. All rights reserved.
Keywords:
Work–life balance
Collectivism
Gender egalitarianism
Cross-cultural
Job satisfaction
Well-being
1. Introduction

Work–life balance (WLB) is a central concern in everyday discourses (Greenhaus & Allen, 2011; Greenhaus, Collins, & Shaw, 2003;
Guest, 2002; Kossek, Valcour, & Lirio, 2014;Maertz& Boyar, 2011). However, despite its popularity,WLB remains oneof the least stud-
ied concepts in work–life research (Greenhaus & Allen, 2011). Valcour (2007) noted that it is “a concept whose popular usage has
outplaced its theoretical development” (p. 1513). A reason for this is the field’s struggle to agree on a common definition of WLB
(Greenhaus & Allen, 2011). Another reason is th

  
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