Paegle Diāna Inga, Lakiša Svetlana, Matisāne Linda, Matisāne Monta, Paegle Linda, Mārtinsone Kristīne, Kamerāde Daiga, Krūmiņa Valentīna, Akmane Elīna, Ķule Amanda, Vanadziņš Ivars
Institute of Occupational Safety and Environmental Health, Rīga Stradiņš University, Riga, Latvia.
Department of Health Psychology and Pedagogy, Rīga Stradiņš University, Riga, Latvia.
Front Psychol. 2025 Feb 20;16:1494288. doi: 10.3389/fpsyg.2025.1494288. eCollection 2025.
Even though the link between the psychosocial work environment and work-life balance (WLB) has been thoroughly researched, there is limited evidence evaluating the impact of workplace violence, sexual harassment, conflicts, and rivalry on WLB.
A cross-sectional study was conducted among 2,471 respondents in Latvia from December 20, 2021, to July 14, 2022. WLB was measured through a survey question assessing the frequency of work-life imbalance, with responses categorized into dichotomous variables. The study evaluated the association between the selected workplace psychosocial hazards (conflicts, rivalry, psychological abuse, physical abuse, and sexual harassment), work characteristics, socio-demographic factors, and WLB by using binomial logistic regression.
Our study reveals a significant lack of WLB among Latvian employees. A striking one-third of the respondents (30.9%, = 762) reported experiencing this imbalance. The odds of WLB decrease with age, with the youngest age group having twice the odds compared to the oldest age group. Lower education levels and lower income groups also show significantly lower odds of WLB. Notably, those who have experienced selected workplace psychosocial hazards, such as sexual harassment or psychological abuse, have five- and three-times higher odds of work-life imbalance (aOR = 4.90 with 95% CI 2.06-11.67 and aOR = 3.47 with 95% CI 2.75-4.35, respectively). All types of conflicts at work significantly increase the odds of a lack of WLB. Our findings also indicate that WLB varies depending on various work characteristics, such as job position, work sector, company size, length of service, and remote or on-site work.
Our study highlights the importance of addressing WLB in the context of workplace conflicts, rivalry, violence, and harassment. It provides indirect evidence favoring leadership quality and manager training instead of employee training in diminishing psychosocial hazards. Practical implications include prioritizing leadership development programs focusing on conflict resolution and fostering a supportive organizational culture to improve employee WLB.
尽管心理社会工作环境与工作生活平衡（WLB）之间的联系已得到充分研究，但评估工作场所暴力、性骚扰、冲突和竞争对工作生活平衡影响的证据有限。
2021年12月20日至2022年7月14日，在拉脱维亚对2471名受访者进行了一项横断面研究。通过一个调查问题来衡量工作生活平衡，该问题评估工作生活失衡的频率，回答被分类为二分变量。该研究使用二项逻辑回归评估所选工作场所心理社会危害（冲突、竞争、心理虐待、身体虐待和性骚扰）、工作特征、社会人口因素与工作生活平衡之间的关联。
我们的研究表明拉脱维亚员工中工作生活平衡严重不足。惊人的三分之一受访者（30.9%，n = 762）报告经历了这种失衡。工作生活平衡的几率随年龄下降，最年轻年龄组的几率是最年长年龄组的两倍。较低的教育水平和较低的收入群体工作生活平衡的几率也显著较低。值得注意的是，那些经历过所选工作场所心理社会危害，如性骚扰或心理虐待的人，工作生活失衡的几率分别高出五倍和三倍（调整后比值比分别为4.90，95%置信区间2.06 - 11.67和3.47，95%置信区间2.75 - 4.35）。工作中的所有类型冲突都会显著增加工作生活平衡不足的几率。我们的研究结果还表明，工作生活平衡因各种工作特征而异，如工作职位、工作部门、公司规模、服务年限以及远程或现场工作。
我们的研究强调了在工作场所冲突、竞争、暴力和骚扰背景下解决工作生活平衡问题的重要性。它提供了间接证据，支持通过领导素质和经理培训而非员工培训来减少心理社会危害。实际意义包括优先开展注重解决冲突的领导力发展项目，并营造支持性的组织文化以改善员工的工作生活平衡。
