Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia. Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM). Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement. Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity.

This paper addresses the first financial initiative of the Slovenian government for the professionalisation and development of non-governmental organisations (NGOs) to promote sustainability in the third sector. The measure was the result of the Non-Governmental Organisations Act, adopted in 2018, and was followed by the Development strategy of non-governmental organisations and volunteering until 2023 (DSNGOV). The state’s contribution to an increased level of professionalisation was welcomed by NGOs because, compared to other EU28 states, which have an average employment rate of 4.18%, Slovenia is far behind, with only 0.82% of its active working population being employed in the NGO sector. In May 2018, the Ministry of Public Administration released invitations to fund projects for the development and professionalisation of NGOs and voluntary service, providing grants for 100 NGO jobs. The final project results were compiled in March 2020, and the findings were evaluated in 29 survey reports in April 2020. The research focused on the occupations for which employees were sought, legal forms of the applicant NGOs and recruitment methods. The results demonstrate that the state measure was successful, as 69% of the funded jobs were sustained. However, most of the retained jobs were filled by those who were previously employed in the NGO sector (84.6%), so the employment rate has barely risen.

When practicing high-quality leader–member exchange (LMX) theory, the leader’s ability to communicate, build and maintain relationships is a vital part. Because leader–member exchange theory is a relationship-based approach to leadership that primarily includes social exchange and communication on a daily basis, we can highlight linguistic intelligence as a key leadership skill that is part of the multiple intelligences defined by Howard Gardner. The goal of this article was to conduct research into organizations where the leader applies LMX theory and examine whether the leader’s linguistic intelligence is positively related to the quality of the leader–member exchange. The dependent variable was the quality of the LMX. We were able to recruit 39 employees and 13 leaders. Correlations and multiple regressions were used to analyze our statement. The overall results are statistically significant and we conclude that there is a high positive correlation between LMX and linguistic intelligence in the organizations that were part of this study. A limitation of this study is the use of purposive sampling, which resulted in a relatively small sample size and may limit the generalization of the results to other populations.

Work-life balance has been a topic of various researches where researches have been mostly concerned with the influence of organizational practices and policies on work-family balance. On the other side the relation between demographics and work-life balance, particularly in academics sphere, has not been well investigated. Therefore we test in our research how gender, age and the academic rank affect work-life balance among higher education lecturers. Participants in this study were higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia and Slovenia. The results of our research show that with a higher academic rank the work-life balance among higher education lecturers' increases. Results show no difference in work-life balance among higher education lecturers based on gender. Potential curvilinearity between age and work-life balance among higher education lecturers was not confirmed due to the lack of statistical significance. The results of this study give better insights into the basic demographics' effect on work-life balance, particularly among higher education lecturers. Results of this study can be used both for further research and in practice.

The present time is characterized by high level of competitiveness on the market, the rise of modern information technology, the demands for constant readiness of employees, and long working hours. One of the substantial demographic transformations involves the aging of the workforce. Numerous authors have demonstrated the link between gender and work-life conflict, but only a few researchers have examined how workers experience and manage conflict between their work and home lives across the lifespan. The current study aimed to bridge this gap and examined work-life conflict for individuals aged 30 to 72, focusing on how work-life conflict changes with age. The results show curvilinearity between age in years and work-life conflict. The negative value of the quadratic value coefficient shows a downward concave curve, which confirms curvilinearity and can be interpreted as: the older one is, the less work-life conflict is present - the drop begins after 51 years of age. The results of this study give better insights into the age effect on work-life conflict among higher education lecturers. The implications are foremost for the policymakers, higher education lecturers themselves, and work-life conflict researchers. Results of this study can be used both for further research and in practice. The broad scientific and professional interest in the constructs relating to work-life conflict is growing as global competition increases rapidly, and management expresses the need for such research; work-life conflict plays a remarkable role in the sustainability of organizations through their employees.