A Study of Great Resignation on Work-Life Balance: Global Perspective

Segun Kehinde; Chinonye Moses; Taiye Borishade; Oladele Kehinde; Busola Simon-ilogho; Tola kehinde; Kemi Kehinde

doi:10.56225/ijfeb.v2i4.229

Authors

Segun Kehinde Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Chinonye Moses Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Taiye Borishade Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Oladele Kehinde Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Busola Simon-ilogho Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Tola kehinde Department of Business Management, Covenant University, KM 10 Idiroko Rd, Ota 112104, Ogun State, Nigeria
Kemi Kehinde Department of Languages, Anchor University, Ayobo Street, Ayobo Rd, Ipaja, Lagos, Nigeria

DOI:

https://doi.org/10.56225/ijfeb.v2i4.229

Keywords:

Employee retention, Work life balance, Employee turnover, COVID-19 pandemic

Abstract

The great resignation is an unprecedented labour force phenomenon that has garnered significant attention in contemporary employment dynamics. This multifaceted phenomenon, characterised by an exodus of employees from their current positions, has initiated a profound transformation in the work landscape. The paramount concern of this research endeavour is to elucidate the intricate relationship between the Great Resignation and its consequential impact on work-life balance. A compelling exploration of the shifting priorities of the modern workforce is paramount to understanding the underlying dynamics of this phenomenon, especially in light of the profound influence of the COVID-19 pandemic. Central to this examination is an in-depth analysis of the concept of work-life balance itself. By scrutinising the varying definitions and perceptions of work-life balance, we aim to unveil the underpinnings of this critical construct. Also, the study delves into the emergence of hybrid work models as potential solutions to the challenges posed by the Great Resignation. Employers, recognising the significance of work-life balance as a pivotal driver of employee retention, have begun to implement strategies and adaptations to address the evolving needs of their workforce. This study scrutinises the measures taken by organisations to facilitate work-life balance and explores their efficacy. Complementing this, we scrutinise the expectations and demands of employees in the post-Great Resignation landscape, shedding light on the pivotal role of benefits and perks in influencing workplace choices. Lastly, the research offers a forward-looking perspective on the future of work-life balance, envisioning the contours of post-pandemic work culture and predicting long-term implications stemming from this seismic labour market shift.

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