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Investigating the Effects of Employee Burnout and Strategies for Promoting Work-Life Balance and Preventing Burnout in Commercial Banks of Larkana

Introduction

Investigating the effects of employee burnout and strategies for promoting work-life balance and preventing burnout in commercial banks of larkana. Investigate employee burnout and work-life balance strategies in Larkana commercial banks. Findings show promoting work-life balance and prevention significantly reduces burnout, improving productivity.

Abstract

This study investigates at how employee burnout and work-life balance strategies relate to each other in commercial banks of Larkana Pakistan. The banking industry is becoming increasingly concerned about employee burnout, because the employee burnout results in reduced productivity and wellbeing. This study aims to examine the impacts of employee burnout and explore solutions for fostering work-life balance and preventing burnout in Larkana's commercial banks. All employees of Pakistan's commercial banks in Larkana City (N = 170). Using stratified random selection, 118 employees of microfinance banks in Larkana, Pakistan, were selected to measure employee burnout, work-life balance strategies, and burnout prevention. The online survey forms were given to the employees via email and WhatsApp, and Google Forms were utilized to gather their responses. Regression analysis is used with SPSS software to look at the relationships between the independent components and employee burnout. Cronbach's alpha reliability coefficients of 0.886 show that each scale had good internal consistency. The study discovered that bank workers had significant rates of burnout. Employee burnout, however, was adversely linked with strategies for promoting work-life balance (SFPEWLB) and preventing burnout (SFPEB). Employee burnout was significantly predicted by SFPEB and SFPEWLB, according to regression analysis. The study emphasizes how crucial it is for Larkana's commercial banks to have work-life balance and burnout prevention measures in place. By giving priority to work-life balance policies, flexible work schedules, employee support, stress management tools, mental health assistance, and frequent employee recognition, organizations can lower employee burnout. Banks can improve worker well-being and productivity by encouraging work-life balance and reducing burnout.

Review

This study offers a timely and relevant investigation into the critical issues of employee burnout and the efficacy of work-life balance (WLB) and burnout prevention strategies within the commercial banking sector of Larkana, Pakistan. Given the increasing global concern for employee well-being and productivity in high-stress industries, the research addresses a pertinent gap by focusing on a specific regional context. The methodology, employing an online survey with a stratified random sample of 118 bank employees and utilizing regression analysis, appears sound for exploring the stated relationships. The strong internal consistency of the scales, indicated by a Cronbach's alpha of 0.886, lends credibility to the measurement instruments used. However, a minor point for clarification would be the abstract's initial mention of "commercial banks" as the population (N=170) followed by the specific sampling of "microfinance banks." The findings of the study are compelling and offer clear insights. It identifies significant rates of burnout among bank workers in Larkana, underscoring the urgency of the problem. Crucially, the research demonstrates a significant negative link between employee burnout and the implemented strategies for promoting work-life balance and preventing burnout. This inverse relationship, where effective strategies correlate with lower burnout, is a pivotal finding, further supported by the regression analysis confirming these strategies as significant predictors of employee burnout. These results provide empirical evidence that proactive organizational measures can indeed mitigate the adverse effects of burnout, reinforcing the importance of such interventions in the banking industry. In conclusion, this study contributes valuable empirical data from a specific regional context, highlighting the imperative for commercial banks in Larkana to prioritize and implement robust work-life balance and burnout prevention measures. The recommendations, including flexible work schedules, employee support systems, stress management tools, mental health assistance, and frequent recognition, are practical and directly actionable. By underscoring how these strategies can improve worker well-being and productivity, the research offers a strong call to action for organizations to invest in their human capital. The study thus provides a solid foundation for guiding policy and practice, not only within Larkana's banking sector but potentially informing similar efforts in comparable settings.

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