A COMPREHENSIVE REVIEW OF WORK-FAMILY BALANCE THEORIES

This study offers a thorough analysis of work-family balance theories. Secondary data from books and published articles were used in the investigation. There is no widely acknowledged central paradigm for work-family balance, according to the paper's conclusion. The breadth of the study's framework, variables, or perspectives affects the theories utilized by academics in the subject of work-family balance, which can lead to omissions or overlap in frameworks or constructions. The segmentation, resources, spillover, resource drain, integration, border, and enrichment theories, among others with acceptable descriptions, are the key conceptual frameworks relevant to the work and family domains that are included in this research.


Introduction
The importance of work-family balance is rising for both businesses and employees. Employees benefit because it improves their health and wellbeing, and employers who promote and uphold work-family balance will see fewer employee conflicts, less wastage, cost savings, and higher productivity. Work-family is a crucial component of human resources management that is getting more attention from policymakers, employers, workers, and their representatives around the world (McCarthy, Darcy & Grady, 2010). Workfamily balance, according to Osoian, Lazar, and Ratiu (2009), develops in response to socio-cultural, economic, and demographic changes. These adjustments caused organizations to become more involved in issues relating to the workplace, family, and personal life. According to Guest, 2002, referenced in Bello andTanko (2020), theories serve as the foundation for the many disciplinespecific study frameworks. Certain study variables are developed from and supported by theories that have given validity to the results of many investigations. Work-family balance is a component of human resource management that concerns the wellbeing of employees, who are the main assets of any organization. This is because achieving organizational goals and objectives depends greatly on the general quality of an employee's life in connection to their working life.
The understanding of work-family balance has over the years assisted organizations in identifying their needs for human capital and ways to create supportive environments that enhance productivity and work relationships, which in turn leads to the accomplishment of predetermined goals and objectives. As a result, this has inspired researchers to carry out in-depth studies over the years on many facets of work-family balance. Numerous models that seek to explain the dynamics of this component of human resource management have developed as a result of this. According to Kumer and Janakiran (2017), the analysis of work-family balance structures has gone through many stages over time, from the early stage to the transformation stage to the advancement stage. Balance theories have emerged as a result of this. There is no clear, broadly acknowledged fundamental concept or framework for work-family balance, despite the abundance of theories and models for various elements of it. Since there is no single theory that accounts for work-family balance, researchers have turned to a variety of theories and constructs, including those developed by Zedeck and Mosier (1990); Morris and Madsen (2007); Bakker and Demerouti (2009) and (Rincy & Panachanatham, 2014). Therefore, a thorough analysis of work-family balance theories is required, as well as an analysis of how these theories have been applied over time. In light of the foregoing, this paper offers a thorough analysis of the work-family balance theories that have been published in a variety of publications and journals.

Review of Related Literature on Theories of Work-Family Balance
Numerous theories have been put out over the discipline's history to help comprehend the issue of work-life balance. These theories comprise, among others:

Spillover Theory
The spillover hypothesis put forth by Guest (2002) proposed the conditions under which spillover between the home (macro system) and the workplace (micro system) can happen. The spillover theory, according to Akinyele et al. (2016), advanced the most widely accepted viewpoint on relationships in the center of work and life. The feelings, attitude, skills, and behaviors that employees acquire at work are carried over into their personal lives. Similar to this, Crouter (1984), cited in Anyim et al. (2020:91), claimed that employees consistently carried the knowledge, skills, attitudes, behaviors, stress, and emotions they displayed at their various workplaces into their home lives and carried the same attributes from their home to their various workplace. According to Guest (2002), the idea might theoretically have a beneficial or negative impact on an employee's work-life.
This corroborates Abioro et al. (2018) claim that negative spillover in terms of energy, behavior, and time will occur if work-family links are carefully designed in location and time. Additionally, when an employee has the option to participate in family activities while still carrying out their professional obligations; this will have a beneficial knock-on effect that will help them achieve a fit and healthy worklife balance. Therefore, spillover happens when events at work have an impact on events at home and vice versa.

Compensation Theory
According to Piotrkowski's (1979) compensation theory, employees view their homes as both a haven and the source of the enjoyment they feel is absent from Additional classifications of compensation include supplemental and reactive (Zedeck & Mosier, 1990). They contend that supplementall compensationl happensl whenl benefitsl in lone domain arel insufficient andl are soughtl in lanother. While reactivel compensation happensl when positivel experiences inl another domainl balance outl negative lexperiences. However, thel most updatedl compensation theoryl put outl by Lambertl (1990) maintainedl that employeesl will lseek out thel fulfillments thatl are lackingl inl their current jobs and in their personal lives by pursuing alternative employment. His hypothesis includes both the negative and positive impacts of relationships at home and at work.

Border Theory
The Border Theory, proposed by Clark (2000), takes a fresh look at how employees balance their professional and personal lives. Thel underlyingl premisel ofl thel theory isl that lhumans only playl a partl inside thel boundaries ofl specific lifel domains thatl are dividedl by lboundaries, also knownl as lborders, which canl be lphysical, emotional, orl temporal. Shel further lasserted that thel degree ofl synthesis andl ease ofl conversion betweenl the twol domains canl be influencedl by thel ease andl limit atl which peoplel switch betweenl their personall and lprofessional llives. This is because it can improve performance and functioning both at work and at home with the least amount of role conflict (Clark, 2000). Bellavia and Frone (2005), who asserted that common conversion becomes easier when domains are sufficiently integrated, but that workfamily conflict may develop, supported her claim. Thel extentl lof influencel peoplel havel over mattersl pertaining tol work-lifel balance canl be determinedl by doingl an analysisl of lwork-life balancel borders. Thel theory specificallyl addresses thel problem ofl bridging boundariesl between thel worlds ofl work andl home. Thel degree ofl integration, lthe simplicity ofl transitions, andl the levell of frictionl across differentl domains willl depend onl how fluidl and permeablel the linesl are betweenl people'sl personal andl professional llife. Clark (2000) asserts that boundaries can be either physical (such as walls, which specify the areas where domain-related activity is appropriate), temporall (suchl asl workl lhours, which specifyl when workl is finishedl and whenl family dutiesl can bel pursued), orl psychological (rulesl created byl individuals thatl dictate whenl thinking lpatterns, behaviour patternsl and emotionsl are appropriatel for onel domain butl not thel other). Permeabilityl (the extentl to lwhich elements froml other domainsl can enterl a ldomain), flexibility (thel extent tol which al border lcan shrink orl expand dependingl on thel needs ofl one domainl or lanother), and blendingl (the extentl to whichl a borderl can blendl into itsl surroundings) arel three borderl theory offers a framework for achieving equilibrium and aids employees in anticipating when conflict will arise. This is due to the fact that balance is generally associated with worklife parity (Bellow & Tanko, 2020).

Integration Theory
According to Googins (1991) integration theory, solutions developed in isolation will deliver less in both domains than anl approachl tol workl andl family thatl incorporates alll partners land shared lresponsibility. According tol Clarkl (2000), al healthy systeml of permeablel boundaries thatl are flexiblel andl open to change can better support and promote the spheres of family, work, and community life. This supports Morris and Madsen's (2007) assertion lthat lthe ltheory aimsl forl al contemporary understandingl that reshapesl conventional lwork-life normsl and transformsl all interestedl parties intol dynamic collaboratorsl with thel same voicel in thel creation ofl an allencompassing work-life balance model. However, Rincy and Panchanatham (2014) countered that the integrative theory asserts that work and non-work are inextricably linked and that doing so would be impossible.

Structural Functionalism Theory
Bello and Tanko (2020) assert that the early separation of family and work was a result of lthe 19thl lcentury'sl technologicall advancements. Thisl hypothesis wasl developed duringl the Industriall Revolution, al time whenl work andl personal lifel were increasinglyl lseparated. It implies that a person's existence has two distinct parts that are of concern.
Emotional life and productive life are these. While the productive life isl concernedl withl thel timel spent lwith family andl oneself, thel emotional lifel refers tol the portionl of thel work lifel that helpsl one lto produce servicesl orl things. As a result, this approach recognizes the genuine significance of the separation between job and family.

Boundary Theory
The boundary theory, which can be credited to Nippert-Eng (1996), describes how employees try to give their professional and personal lives value and make the transition easier. Boundary theory is a common cognitive theory of social grouping, according to Zerubavel (1996), and it focusesl onl outcomesl likel thel meanings employeesl assign tol work andl family asl well asl the easel and ratel of conversionl between thel two ldomains. According tol Allen, lCho, and lMeier (2014), therel are boundariesl that delineatel the differencesl and distinctionsl between thel work andl non-workl components ofl an lindividual's lifel on thel psychological, bodily, and behavioral levels. To the contrary, work and non-work are symbiotic spheres or parts with permeable boundaries (Saltzstein, Ting & Saltzstein, 2001).

Ladder Theory
According to this view put forth by Bird (2006:23), lthe lwork-lifel balancel hasl two lcomponents: first, thel individual, andl second, thel organization. Theirl positions canl be comparedl to twol ladder llegs, with thel left legl (for lexample) representing thel organization'sl obligations tol the employeel and thel right leg (for example) representing the employee's obligations to the organization. The steps namely, profit, revenue, commitment, retention, and recruitment join the two legs. Both legs Indonesian Journal of Strategic Management p-ISSN 2614-5391, e-ISSN 2614-2406 Vol 5, Issue 2, September 2022 https://journal.uniku.ac.id/index.php/ijsm must be working well to maintain a balance between work and non-work or living. Ladder theory is the most operationally focused approach to worklife balance.

Resources Conservation theory
The theory of resource conservation, which can be credited to Grandey and Cropanzano (1999), serves as a framework for fusing inter-role conflict and spillover theories. According to Gragnano, Simbula, and Miglioritti (2020), when applied to the work-life context, engaging in both workl andl lnon-workl activitiesl requires timel and leffort.

Resource Drain Theory
Congruence theory which could be attributed to Zedeck (1992) suggests how additional variables (personality traits, genetic forces, socio-cultural forces and behavioural styles) that are not directly related to work or family influence the balance of multiple roles. For example, based on congruence theory, a third variable such intelligence or level of education could positively influence both work and family domain.

Congruence Theory
According to the congruence theory, which can be traced back to Zedeck (1992), other factors (personality traits, genetic forces, socio-cultural forces, and behavioral styles) that are not directly related to work or family can affect how various responsibilities are balanced. According to congruence theory, a third component like IQ or education level, for instance, could have a favorable impact on both the job and family domains.

Instrumental theory
According to the instrumental theory put forth by Evans and Bartolome in 1984, job and career are basically two ways to acquire the resources to create and sustain a successful and fulfilling family and social life (Evans & Bartolome, 1984). Here, the fundamental premise is that actions taken in one realm or sphere enable actions taken in another. For instance, a person who tries to maximize income even at the expense of time or puts in long hours will have resources available for personal usage (Bello & Tanko, 2020).

Facilitation Theory
Marks created this notion (1977). The thesis clarifies the amount to which Indonesian Journal of Strategic Management p-ISSN 2614-5391, e-ISSN 2614-2406Vol 5, Issue 2, September 2022 people's involvement in one area of life (like job) can contribute resources, enjoyable experiences, and enriching experiences to another function (Marks, 1977). Becausel itl incorporatesl lthe facilitationl of workl to familyl and vicel versa, thisl theory isl bidirectional inl character. lFamily provides emotionall supports thatl reduce ljob-related lstress, while workl provides lfinancial and otherl resources thatl enable peoplel to assistl and bel more effectivel in dealingl with lfamily concerns. According to Gryzwacz, 2002, cited in Rincy andPanchanatham (2014), facilitation happens because social systems naturally make use of existing resources to better circumstances without taking into account domain limitations. According to this view, facilitation happens when involvement in one domain strengthens and encourages involvement in another.

Enrichment Theory
According to Seiber'sl (1974) rolel accumulationl ltheory, havingl manyl lifel roles canl be psychologicallyl fulfilling ifl they arel ones thatl the personl has al strong sensel of identity with, perceives as being of high quality, and in which they can receive benefits and advantages in everyday life. The amount to which experiences from talents, skills, values (instrumental), or satisfaction and mood (affective sources) improve the quality of the other domain, such as performance, commitment, and effectiveness, is described by Morris and Madson (2007). As a result, the enrichment theory contends that there is a beneficial relationship between employees' commitment and work-life balance.

Segmentation Theory
Detachment from home and work is a natural process for those who work in unfulfilling or uninteresting employment, according to segmentation pioneers Blood andWolfe, 1960 Akinyele et al. (2016). According to the ltheory, workl andl lnonworkl operate asl distinct lentities; there isl no interactionl between thel work-lifel and thel family-l life. According to Gragnano et al. (2020), life and work have been inherently separated by space, function, and time since the industrial revolution. This segmentation forces employees tol restrainl ltheir lthoughts, ldeeds, andl emotions inl relation tol work whenl they arel at homel and atl work, allowingl them tol maintain ltime-lines inl relation tol work land lfamily.

Conclusion
In order to comprehend the significance of implementing work-family balance rules in the workplace and their beneficial effects on organizations, many scholars have focused on the societal issue of workfamily balance and conflict and have proposed some theories in this regard. It should be emphasized that lengthy working hours, rigid schedules, and a lack of free time to take care of personal and family demands cause employees' stress levels to rise, lowering their temperament, impairing their creativity at work, and making it difficult for them to focus. Policies promoting work-family balance are consequently effective in reducing employee stress, absenteeism, raising performance, and increasing productivity. Researchers in the field of work-family balance rely on and employ a variety of theoretical frameworks to explore work and family issues in the workplace in the current work environment, which presents a fundamental challenge to the relationship between work and family inquiries.