Varia Ranah - Sorotan Ilmiah Perkhidmatan Awam

86 Varia Ranah: Sorotan Ilmiah Perkhidmatan Awam hand, scholars argued that the deprivation of work-life balance will result in a lack of productivity (Perlow and Porter, 2009). Teasley & Buchanan (2016) argued that work dissatisfaction, poor health, anger and stress due to lack of work-life balance as well as burnout the physical and psychological. In short, the implementation of FWH or FWA is to promote better work-life balance and hence promote effective management of responsibilities at work, at home and in other aspects of life. The focus given to work-life balance by scholars as an important variable in the area of human resources management is due to the importance of the former in ensuring a conducive and productive working environment. AlHazemi & Ali (2016) highlighted that work-life balance emerged as a major theme during the last two decades which witnessed a significant increase of work caused by economic uncertainty, organizational restructuring and increase in business competition. Besides, Kohll (2018) stated that work-life balance is also a crucial aspect of a healthy work environment in which by focusing on work-life balance it helps reduces stress and helps prevent burnout at the workplace. The Implementation of FWA Based on the literature reviews above, ultimately FWH or FWA is being introduced to allow for a work-life balance approach to provide a win-win solution for employers and employees. The concept of work-life balance forces the issue that as human beings we are equitably committed with our employment and our private life with equal importance at both ends (Rehman and Siddiqui, 2020). This is further supported by AlHazemi & Ali (2016) which stated that the lack of work-life balance influences working individual’s performance at the workplace as well as in personal life and those with better work-life balance can contribute more significantly towards the organisational growth and success.