Perceived Organizational Support and Taskload on the Work-Life Balance Among Nurses in Cebu City

Perceived Organizational Support and Taskload on the Work-Life Balance Among Nurses in Cebu City

Lovella S. Granada, RN

Graduate School of Allied Health Sciences, University of the Visayas

DOI: https://dx.doi.org/10.47772/IJRISS.2025.907000491

Received: 20 July 2025; Accepted: 26 July 2025; Published: 25 August 2025

ABSTRACT

This study assessed the relationship between perceived organizational support, task load, and work-life balance among nurses in selected hospitals in Cebu City. Nurses are critical to healthcare delivery but frequently encounter excessive workloads and demanding schedules that may hinder their ability to maintain a healthy work-life balance. Using a descriptive-correlational research design, the study surveyed 150 nurses selected through stratified random sampling from both public and private healthcare institutions. Standardized instruments measured levels of perceived organizational support, task load, and work-life balance. Descriptive statistics and Pearson correlation were employed for data analysis. Results revealed a significant positive correlation between perceived organizational support and work-life balance, suggesting that nurses who feel supported by their institutions are more capable of managing their professional and personal responsibilities effectively. In contrast, task load showed a significant negative correlation with work-life balance, indicating that heavier workloads contribute to decreased work-life integration. These findings highlight the critical role of organizational support in mitigating the adverse effects of workload on nurse well-being. The study recommends that hospital administrators and policy-makers prioritize strategies that enhance institutional support and optimize workload distribution. Such efforts may improve nurse satisfaction, promote healthier work environments, and support long-term workforce retention in the healthcare sector.

Keywords: Perceived organizational support, Task load, Work-life balance, nurses, Workload job satisfaction

INTRODUCTION

Work-life balance is an important concern in today’s workforce, especially in high-demand professions like nursing. It refers to the ability to manage work duties while maintaining a fulfilling personal life. A healthy balance promotes overall well-being, reduces stress, prevents burnout, and enhances both job satisfaction and productivity. When this balance is disrupted, it can lead to physical exhaustion, emotional distress, and poor job performance. According to Bandura (2023), imbalance in work and life affects not only the employee but also the healthcare system. Boamah et al. (2022) emphasized that lack of balance can decrease job efficiency, while Elrayah and Zakariya (2023) noted its role in employee dissatisfaction. Perlines (2020) found that maintaining balance positively affects workplace morale.

In nursing, work-life balance is especially difficult to achieve due to long hours, unpredictable schedules, and the emotional burden of patient care. Nurses often juggle night shifts, emergencies, and family responsibilities, increasing the risk of burnout. Kumar et al. (2024) highlighted that nurses struggle to maintain well-being without sufficient support. Khalfan et al. (2023) found that the emotional toll of caregiving worsens when support is lacking. Weaver et al. (2023) pointed out that achieving balance improves patient care outcomes by keeping nurses mentally and physically healthy.

Perceived organizational support plays a crucial role in helping nurses manage these challenges. When nurses feel supported by their institutions through flexible schedules, wellness resources, and recognition, they are more likely to experience balance. This support also buffers the negative effects of workload and improves job satisfaction. Holland et al. (2019) emphasized that perceived support reduces emotional fatigue. Macphee et al. (2017) stressed the importance of managerial recognition in boosting morale. Okonkwo (2024) concluded that without organizational backing, nurses face greater risks of burnout and turnover.

While support is vital, the actual task load assigned to nurses remains a significant barrier. Excessive workload can lead to stress, poor health, and job dissatisfaction, even when support exists. Duffy (2022) found that heavy workloads lower job performance and care quality. Hagemann et al. (2020) reported that unmanageable duties affect nurses’ personal time and mental health. Jermsittiparsert et al. (2021) emphasized that balanced workload policies are essential for staff retention. This study, guided by Sustainable Development Goal 8, aims to assess the relationship between perceived organizational support, task load, and work-life balance among nurses in selected hospitals in Cebu City, where limited research has addressed these interacting factors in the local healthcare context.

RESEARCH QUESTIONS

This study aimed to assess t the relationship of perceived organizational support and task load to work-life balance among nurses in Cebu City during the first half of 2025.

• Specifically, it sought to answer the following question:
• What was the perceived organizational support of nurses?
• What was the task load of nurses?
• What was the work-life balance of nurses in terms of:
• work interference with personal life;
• personal life interference with work; and
• work personal life enhancement?
• Was there a significant relationship between perceived organization support and work life balance?
• Was there a significant relationship between task load and work life balance?
• Based on the findings, what work life balance enhancement plan can be proposed?

Statement of Null Hypothesis

• H_o1: There was no significant relationship between perceived organization support and work life balance.
• H_o2: There was no significant relationship between task load and work life balance.

REVIEW OF RELATED LITERATURE AND STUDIES

Perceived Organizational Support (POS). Perceived Organizational Support (POS) refers to employees’ belief that their organization values their contributions and cares about their well-being (Eisenberger et al., 2020). Eisenberger’s Organizational Support Theory suggests that when employees perceive high levels of support, they develop a stronger emotional attachment to their organization, leading to increased job satisfaction and commitment. In the healthcare sector, where nurses face demanding workloads and emotional strain, POS plays a crucial role in shaping their work experiences and overall job performance (Sam et al., 2020). Organizations demonstrate support through fair treatment, job security, career development, and a positive work environment. When nurses perceive strong organizational support, they report lower job stress, reduced burnout, and improved morale. Supportive policies such as flexible work arrangements, mental health programs, and professional development opportunities enhance employee well-being and patient care quality (Eisenberger et al., 2020).

Leaders are viewed as agents of the organization who align employees with management goals. They influence organizational decision-making and shape perceptions of support. Studies have shown that strong leader-member relationships foster higher perceptions of organizational support. Both POS and leader-member exchange rely on social exchange, where valuable support from leaders compels employees to reciprocate with increased dedication (Sluss et al., 2022). POS also helps improve nurses’ work-life balance by buffering the effects of job stress and heavy workloads. Institutions that offer mentorship, proper staffing, and recognition programs foster a sustainable work environment. POS enhances nurses’ psychological well-being and supports their ability to balance professional and personal roles effectively (Abdulaziz et al., 2022; Hoichuk et al., 2024).

Task Load in Nursing. In organizational behavior and human resource management, understanding the factors that influence employee performance is critical for enhancing productivity and job satisfaction. Numerous studies have examined how workload, motivation, supervision, and standard operating procedures (SOPs) shape performance outcomes (Sahabuddin et al., 2024). In the nursing profession, workload is a key concern influenced by patient acuity, staffing levels, and institutional policies. Higher patient-to-nurse ratios increase task complexity, contributing to fatigue, medical errors, and reduced care quality. Additional responsibilities, such as documentation and administrative duties, further limit time for patient care, resulting in elevated stress and job dissatisfaction (Porcel‐Gálvez et al., 2021). Mental and emotional demands in nursing are equally taxing, as nurses make high-stakes decisions while managing patients’ emotional needs. Continuous exposure to emergencies and end-of-life situations can lead to compassion fatigue, emotional exhaustion, and decreased cognitive functioning (Broetje et al., 2021; Font‐Jimenez et al., 2020).

Excessive workload also affects nurses’ physical and psychological health, increasing the risk of burnout, sleep disturbances, and chronic illnesses such as hypertension and musculoskeletal problems. These conditions disrupt work-life balance and decrease intrinsic motivation (Flaubert et al., 2021). Effective workload management strategies—such as adjusting nurse-to-patient ratios, using digital health tools, and delegating non-clinical tasks—\can alleviate burden and promote optimal patient care (Mueller, 2021). Factors like patient acuity and staffing levels are significant contributors to workload. Patients with complex needs demand more time and interventions, particularly in high-dependency units. A lack of adequate staffing due to budget constraints or poor scheduling results in greater strain and a higher risk of error, while balanced staffing improves efficiency and reduces burnout (Huber et al., 2021; Van Merode et al., 2024).

Factors influencing nurses’ task load. Beyond workload, job-related stress remains a growing global concern. Nearly 90% of workers in multiple sectors including healthcare reported work-related stress in 2016. Depression and anxiety cause a productivity loss equivalent to US$ 1 trillion annually. Organizational Role Stress (ORS), introduced by Pareek (1983), conceptualizes stress arising from one’s role within the organization. This includes role ambiguity, role overload, and resource inadequacy, among others. These role-based stressors, distinct from general stress, negatively impact job satisfaction, emotional resilience, and organizational commitment, and are linked to higher turnover intentions and long-term health issues (Lal Dewangan et al., 2024). Quality of Work Life (QWL) is another important construct that encompasses job satisfaction, work-life balance, safety, growth opportunities, and workplace culture. It offers a broader perspective than satisfaction alone, aiming to improve employee well-being. Enhancing QWL has been shown to reduce stress, improve productivity, and lower attrition rates, while supporting psychological well-being and long-term performance (Lal Dewangan & Goswami et al., 2024).

Work-Life Balance Among Nurses. Work-life balance is a critical aspect of a nurse’s overall well-being, as it affects both personal and professional satisfaction. The demanding nature of nursing often requires long shifts, irregular schedules, and high levels of emotional and physical exertion. These challenges make it difficult for nurses to allocate time for personal activities, family responsibilities, and self-care. Maintaining a balance between work obligations and personal life is essential to prevent burnout and sustain motivation in the profession (Rashmi & Kataria, 2023).

Stress has centered on so-called positive mental measures, which focus on identifying and further developing the individual workers and workplace groups’ strengths. The psychological concept of work engagement (WE) is at the center of these positive mental measures. WE is defined as “a positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption.” A relatively large number of studies on WE among nurses have focused on the relationship between WE and work environment factors, and have reported that job resources, which refer to supervisor support and rewards, are related to WE. In Japan, many studies of nurses have focused on the association between WE and work environment factors, and the association between WE and subsequent factors such as intention to continue, intention to leave, and sense of well-being have also been examined. Emotional and psychological demands also play a role in nurses’ work-life balance. The profession requires continuous interaction with patients, families, and healthcare teams, often in high-stress or emotionally charged situations. Dealing with critical cases, loss of patients, and ethical dilemmas can take a psychological toll, making it difficult for nurses to disconnect from work even during their time off (Fukuzaki et al., 2021). Emotional exhaustion can lead to difficulties in maintaining personal relationships and engaging in leisure activities, further straining work-life balance (Yayla & Eskici-İlgin, 2021).

Relationship Between Perceived Organizational Support, Task Load, and Work-Life Balance. Perceived Organizational Support (POS) influences how nurses manage task load and achieve work-life balance. Feeling supported through fair policies, adequate resources, and recognition helps nurses handle demanding workloads, reduce stress, and increase job satisfaction (Özgül, 2023; Shah, 2023). Task load, including patient care, administrative duties, and long shifts, affects nurses’ ability to balance work and personal life. Excessive workloads cause exhaustion and limit time for rest, while manageable workloads support well-being (Babamohamadi et al., 2023). Limited studies have examined how technological knowledge risks digitalization, outdated technology, and cybercrime moderate the relationship between work-life balance and job performance, prompting Borgia et al. (2022) to explore this during the pandemic in cooperative credit banks. Overall, nurses’ perception of support and task load management directly influence their work-life balance, highlighting the need for supportive policies and realistic workload expectations (Flaubert et al., 2021; Rashmi & Kataria, 2023).s.

RESEARCH METHODOLOGY

• Design. The study utilized a quantitative, descriptive correlational design The descriptive-correlational design was utilized to examines the relationships between perceived organizational support, task load, and work-life balance among nurses in Cebu City.
• Environment. This study was conducted in Cebu City.
• Respondents. The respondents of this study were the 325 registered full time Filipino nurses employed in Cebu City.
• Sampling Design. This study used a quota sampling design.

Inclusion Criteria and Exclusion Criteria. The study included nurses who are currently employed in either private or public hospitals in Cebu City, regardless of whether they are casual or full-time employees, and have been working for at least six months. Nurses who are 60 years old and above, those who are resigning or awaiting the effective date of their retirement, those who are in job orders or relievers, and those who are unwilling to provide voluntary consent were excluded from the study.

Instrument. T=This study used a three-part questionnaire. Part One was an adopted version of the Perceived Organizational Support Scale, originally developed by Eisenberger et al. (1986) and later revised by Zuo and Yang (2019) with a Coefficient alpha value ranged from .74 to .95. This instrument consists of nine items. The scale employs a five-point Likert scale, where 1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree. The parametric scores were interpreted using the following scale: a mean score of 1.00 to 1.80 was classified as Not Supportive, 1.81 to 2.60 as Slightly Supportive, 2.61 to 3.40 as Moderately Supportive, 3.41 to 4.20 as Supportive, and 4.21 to 5.00 as Very Supportive.

Part Two of the questionnaire is an adopted version of the NASA Task Load Index (NASA-TLX), a widely used tool for assessing subjective workload across six dimensions: Mental Demand, Physical Demand, Temporal Demand, Performance, Effort, and Frustration. The response scale consists of 21 evenly spaced marks, with scores determined by counting the selected mark, subtracting one, and multiplying by five. The final workload score ranges from 0 to 100, with higher scores indicating greater perceived workload. Scores are categorized as follows: 0–9 (low), 10–29 (medium), 30–49 (somewhat high), 50–79 (high), and 80–100 (very high) (Hoonakker et al., 2011).

Part Three of the study utilizes an adopted work-life balance questionnaire from Agha et al. (2017), consisting of 15 items. The questionnaire uses a frequency scale where responses range from 1 – Strongly Disagree, 2 – Disagree, 3 – Neutral, 4 – Agree, and 5 – Strongly Agree. Based on the respondents’ scores, work-life balance can be interpreted into five categories: a score of 1.00-1.80 indicates severe work-life imbalance. Parametric scores and interpretation were as follows. A score of 1.81-2.60 reflects some work-life imbalance, a score of 2.61-3.40 suggests moderate work-life balance, a score of 3.41-4.20 represents positive work-life balance, and a score of 4.21-5.00 indicates an excellent work- life balance. These categories help to assess the level of balance between work and personal life among the respondents.

Data Gathering Procedures. Before data collection began, the researcher submitted the study title for approval and was assigned a research adviser. Approval letters were secured and addressed from the Dean of Allied Health Sciences, Chief Academic Officer, A design hearing was conducted to assess the technical and ethical soundness of the study. Approval from the Ethics Committee or Institutional Review Board (IRB) was obtained prior to data collection. After obtaining all necessary permissions, the researcher distributed the survey questionnaires to the respondents. The objectives of the study were explained, and respondents were assured of voluntary participation and confidentiality. Respondents self-evaluated to complete the questionnaire, and all questionnaires were checked for completeness; incomplete forms were returned for completion. After data collection, data were collated and analyzed using appropriate statistical methods. Data analysis addressed the research questions and objectives. Results were interpreted and presented in tables with corresponding implications and supporting literature. Finally, all answered questionnaires and identifying data were shredded to ensure confidentiality.

Statistical Treatment of Data. The statistical data were analyzed. The Mean and Standard Deviation were used to summarize and interpret the results for perceived organization support, task load, and work-life balance among nurses. And the Pearson’s r-Correlation were used to examine the relationships among perceived organization support, task load, and work-life balance among nurses.

Ethical Considerations. Ethical considerations are an essential component of any research study. The study was submitted for ethical approval prior to data gathering.

Presentation, Analysis, and Interpretation of Data

Table 1 Summary of the Perceived Organizational Support of Nurses

Note. n=325.

Legend: 1.00-1.80=Not supportive;1.81-2.60=Slightly supportive;2.61-3.40=Moderately supportive ;3.41-4.20= Supportive ;4.21-5.00=Very supportive

As shown in Table 1, nurses in Cebu City generally perceived their organizations as supportive (grand mean = 3.48). The highest-rated item was “The organization strongly considers my goals and values” (M = 3.86), suggesting alignment with personal and professional aspirations. High scores for items like “Help is available when I have a problem” (M = 3.74) and “The organization takes pride in my accomplishments” (M = 3.64) indicate that many health institutions offer both practical and emotional support.

However, neutral ratings for statements like “Even if I did the best job possible, the organization would fail to notice” (M = 2.89) and “The organization shows very little concern for me” (M = 2.77) highlight weak areas in recognition and emotional support, pointing to gaps in acknowledging the efforts of frontline nurses. Interestingly, “I put personal life on hold for work” (M = 3.57) suggests that despite receiving support, nurses still face high work demands that strain work-life balance. These findings underscore the need for hospital administrators in the local context to improve recognition efforts, emotional validation, and wellness programs to sustain job satisfaction, retention, and patient care quality in the Philippine healthcare system.

Table 2 Summary of the Task Load of Nurses

Note. n=325.

Legend: 0.00-9.99=Low; 10.00-29.99=Medium; 30.00-49.99=Somewhat high; 50.00-79.99=High; 80.00-=Very High

Nurses in Cebu City reported a high level of task demand (M = 71.53), with the highest scores reflecting strong effort (M = 80.55) and perceived success in accomplishing tasks (M = 80.20), indicating high personal efficacy and job commitment despite intense workloads. High scores for physical (M = 74.45), hurried pace (M = 73.30), and mental demands (M = 69.18) highlight the fast-paced, cognitively intense nature of nursing roles. Although emotional strain (M = 51.48) was the lowest-ranked, it remained high, suggesting manageable emotional distress possibly due to coping strategies or workplace support.

These findings imply that while nurses perform under significant physical and mental pressure, intrinsic motivation, cultural values, and institutional support help sustain their resilience and task performance. However, the sustained burden poses risks of burnout, emphasizing the need for balanced workloads, recognition, and emotional support systems to protect nurse well-being and ensure quality care delivery in the local healthcare setting.

Table 3 Summary of the Work-Life Balance of Nurses

Note. n=325.

Legend: 1.00-1.80=Severe ;1.81-2.60=Poor ;2.61-3.40=Fair ;3.41-4.20=Good ;4.21-5.00=Excellent

The findings in Table 3 reveal a generally fair work-life balance among nurses in Cebu City (grand mean = 2.88), with many managing but still facing moderate challenges in harmonizing work and personal life. Nurses acknowledged that personal life positively influences work—boosting energy (M = 3.69) and mood (M = 3.48)—supporting the concept of work-life enrichment. However, neutral responses on putting personal life on hold (M = 3.03) and neglecting personal needs (M = 2.79) indicate unresolved tensions. While personal life rarely disrupts work, work frequently intrudes on personal time. These results imply that nurses draw emotional strength from family and community ties but remain vulnerable to role conflict due to the demanding nature of healthcare work. In the Philippine setting, cultural expectations of self-sacrifice and compassion often exacerbate stress, especially when institutional support is limited. The study highlights the need for hospital administrators to treat work-life balance as an organizational priority through flexible schedules, psychosocial support, and culturally sensitive policies. Doing so not only improves nurse well-being but also promotes retention and patient care quality.

Table 4 Relationship between perceived organization support and work-life balance

Legend: Correlation is significant at ≤ .05. Pearson r: A value of .90 – 1.00 (-.90 to -1.00) is very high positive (negative) correlation; .70 – .90 (-.70 to -.90) is high positive (negative) correlation; .50 – .70 (-.50 to -.70) is moderate positive (negative) correlation; .30 – .50 (- .30 to -.50) is low positive (negative) correlation; and .00 – .30 (.00 to -.30) is negligible correlation.

Table 4 shows a moderately positive and statistically significant correlation (r = 0.302, p < 0.001) between perceived organizational support and work-life balance among nurses in Cebu City. This means that nurses who feel valued, supported, and recognized by their organizations are more likely to manage both personal and professional responsibilities effectively. Key implications highlight that organizational support through flexible scheduling, empathetic leadership, and recognition directly contributes to improved well-being and job satisfaction. Conversely, the absence of such support increases the risk of stress and burnout, making work-life balance harder to achieve in high-pressure hospital settings.

In the local context, where Filipino nurses often juggle work and strong familial obligations, supportive workplaces act as psychological buffers, reducing role conflict and emotional fatigue. Supervisory support, culturally sensitive policies, and wellness initiatives enable nurses to maintain emotional boundaries between work and home. This dynamic reflects the social exchange theory, where nurses reciprocate organizational support with higher morale and performance. Ultimately, the study emphasizes that fostering a supportive environment is not optional but essential in sustaining nurse retention, performance, and patient care quality especially in the demanding healthcare landscape of Cebu City.

Table 5 Relationship between task-load and work-life balance

Legend: Correlation is significant at ≤ .05. Pearson r: A value of .90 – 1.00 (-.90 to -1.00) is very high positive (negative) correlation; .70 – .90 (-.70 to -.90) is high positive (negative) correlation; .50 – .70 (-.50 to -.70) is moderate positive (negative) correlation; .30 – .50 (-.30 to -.50) is low positive (negative) correlation; and .00 – .30 (.00 to -.30) is negligible correlation.

Table 5 presents a statistically significant but negligible positive correlation (r = 0.256, p = .001) between task-load and work-life balance among nurses in Cebu City. While the strength of the relationship is weak, the statistical significance indicates that even slight increases in workload are associated with changes in how nurses manage their personal and professional responsibilities. This suggests that although task-load does influence work-life balance, other factors may have a stronger impact.

The negligible correlation may be explained by the cumulative effect of daily stressors and the intense nature of nursing work. Long shifts, multitasking, and constant emotional labor drain nurses’ energy, often leading to fatigue and reduced time for personal recovery. Studies have shown that consistent overwork, even in small amounts, can contribute to poor work-life balance and increased dissatisfaction. According to boundary theory, when work demands regularly intrude into personal time through overtime, staff shortages, or on-call duties nurses struggle to maintain clear boundaries, which affects their ability to rest and recharge.

In the context of Cebu City’s urban hospitals, this finding points to systemic issues such as understaffing and high patient-nurse ratios. These chronic conditions force nurses to operate under continuous pressure, making even manageable workloads feel overwhelming over time. The results underscore the need for healthcare administrators to implement policies that reduce workload burden, ensure adequate staffing, and support nurses’ recovery time. Addressing these factors is vital not just for maintaining work-life balance, but also for promoting nurse well-being and sustaining quality patient care.

CONCLUSION AND RECOMMENDATIONS

Conclusion. The findings reveal that nurses in Cebu City experience fair levels of work-life balance, moderate task-load, and generally supportive organizational environments. However, areas of concern remain, particularly emotional strain and blurred work-life boundaries. Results also show that both perceived organizational support and task-load are meaningfully associated with work-life balance, highlighting the need for targeted strategies to improve workplace support and manage workload demands.

Recommendations. The study highlights that nurses face high task-load and only fair work-life balance.  To address this, nursing practice should promote peer support, open communication, and recognition of efforts. Incorporating flexible shifts, self-care routines, and mental health awareness into daily practice can help nurses manage stress and maintain well-being, leading to better job satisfaction and patient care. The significant link between organizational support and work-life balance calls for nursing-led policies that ensure fair workload distribution, adequate rest, and access to emotional support. Clear guidelines on overtime, stress management, and staff recovery time can reduce burnout and support a healthier, more sustainable nursing workforce.

Nurses are encouraged to set personal boundaries between work and home life, engage in stress-reducing activities, and seek support when needed. Participation in self-care training, peer support groups, and time management workshops can help nurses better cope with work demands and maintain a healthy balance.

Further studies should consider exploring longitudinal effects of organizational support and task-load on work-life balance, as well as examining other variables such as shift patterns, family responsibilities, or coping strategies. The following research titles are recommended:

• The Lived Experiences of Nurses Navigating Organizational Support and Work- Life Balance in High-Demand Clinical Settings.
• The Mediating Role of Job Stress Between Task-Load and Work-Life Balance Among Shift-Working Nurses

Work-Life Balance Enhancement Plan

Rationale

Nurses are the backbone of the healthcare system, but their role often subjects them to high task demands, emotional strain, and irregular working hours, which can significantly impair their work-life balance. The findings from the study revealed areas of concern, including moderate to low perceived organizational support, demanding task loads, and only a fair level of work-life balance among nurses. These conditions can lead to fatigue, burnout, decreased job satisfaction, and compromised patient care. To ensure nurses remain engaged, productive, and personally well, it is imperative for institutions to implement structured interventions aimed at enhancing their work-life balance, increasing organizational support, and managing workload effectively.

General Objectives

To enhance the work-life balance of nurses in Cebu City by improving organizational support mechanisms and mitigating the impact of task load through comprehensive and targeted interventions.

Specific Objectives

• To increase the perceived organizational support among nurses by recognizing their contributions, encouraging open communication, and promoting employee well-being.
• To reduce the emotional and physical burden caused by high task load through wellness initiatives and time management support.
• To improve nurses’ ability to manage work and personal life responsibilities by implementing flexible scheduling and providing support systems.
• To foster a supportive and inclusive work environment that encourages peer interaction, mental health awareness, and recognition of personal and professional balance.
• To evaluate the effectiveness of the enhancement program through measurable improvements in job satisfaction, perceived support, and overall work-life balance.

REFERENCES

1. Abdulaziz, A., Bashir, M., & Alfalih, A. A. (2022). The impact of work-life balance and work overload on teacher’s organizational commitment: do Job Engagement and Perceived Organizational support matter. Education and Information Technologies, 27(7), 9641-9663.
2. Abou Hashish, E. A. (2017). Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent. Nursing ethics, 24(2), 151-166.
3. Agarwal, B., Brooks, S. K., & Greenberg, N. (2020). The role of peer support in managing occupational stress: a qualitative study of the sustaining resilience at work intervention. Workplace health & safety, 68(2), 57-64.
4. Arya, B. S. (2024). Impact of organizational support on resilience and work burnout on kerala police personnel.
5. Babamohamadi, H., Davari, H., Safari, A. A., Alaei, S., & Pordanjani, S. R. (2023). The association between workload and quality of work life of nurses taking care of patients with COVID-19. BMC nursing, 22(1), 234.
6. Bandura, A. (2023). Cultivate self‐efficacy for personal and organizational effectiveness. Principles of Organizational Behavior: The Handbook of Evidence‐Based Management 3rd Edition, 113-135
7. Boamah, S. A., Hamadi, H. Y., Havaei, F., Smith, H., & Webb, F. (2022). Striking a balance between work and play: The effects of work–life interference and burnout on faculty turnover intentions and career satisfaction. International journal of environmental research and public health, 19(2), 809.
8. Broetje, S., Jenny, G. J., & Bauer, G. F. (2020). The key job demands and resources of nursing staff: An integrative review of reviews. Frontiers in Psychology, 11, 84.
9. Caesens, G., Stinglhamber, F., & Ohana, M. (2016). Perceived organizational support and well-being: A weekly study. Journal of Managerial Psychology, 31(7), 1214-1230. Carino, S., Collins, J., Malekpour, S., & Porter, J. (2022). Harnessing the pillars of institutions to drive environmentally sustainable hospital foodservices. Frontiers in Nutrition, 9, 905932.
10. Cho, H., Sagherian, K., Scott, L. D., & Steege, L. M. (2022). Occupational fatigue, workload and nursing teamwork in hospital nurses. Journal of Advanced Nursing, 78(8), 2313-2326.
11. Demerouti, E., & Bakker, A. B. (2023). Job demand-resources theory in times of crises: New propositions. Organizational Psychology Review, 13(3), 209-236.
12. Dhaini, S. R., Denhaerynck, K., Bachnick, S., Schwendimann, R., Schubert, M., De Geest, S., & Match RN study group. (2018). Work schedule flexibility is associated with emotional exhaustion among registered nurses in Swiss hospitals: A cross-sectional study. International journal of nursing studies, 82, 99-105.
13. Dizaho, E. K., Salleh, R., & Abdullah, A. (2017). Achieveing Work Life Balance Through Flexible Work Schedules and Arrangements. Global Business & Management Research, 9.
14. Doyle, L., McCabe, C., Keogh, B., Brady, A., & McCann, M. (2020). An overview of the qualitative descriptive design within nursing research. Journal of research in nursing, 25(5), 443-455.
15. Duffy, J. R. (2022). Quality caring in nursing and health systems: Implications for clinicians, educators, and leaders. Springer Publishing Company.
16. Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived organizational support: Why caring about employees counts. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 101-124.
17. Elrayah, M., & Zakariya, A. (2023). Effects of employees mental health, physical health and work life-balance on employees performance and turnover intention. Archives of Clinical Psychiatry, 50(6).
18. Flaubert, J. L., Le Menestrel, S., Williams, D. R., Wakefield, M. K., & National Academies of Sciences, Engineering, and Medicine. (2021). Supporting the health and professional well-being of nurses. In The Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity. National Academies Press (US).
19. Font‐Jimenez, I., Ortega‐Sanz, L., Acebedo‐Uridales, M. S., Aguaron‐Garcia, M. J., deMolina‐Fernández, I., & Jiménez‐Herrera, M. F. (2020). Nurses’ emotions on care relationship: A qualitative study. Journal of nursing management, 28(8), 2247- 2256.
20. Garces-Cabanas, C. T., & Dano, J. C. (2022). The experiences of nurse’s frustrations in clinical settings. The Malaysian Journal of Nursing (MJN), 13(3), 77-84.
21. Giao, H. N. K., Vuong, B. N., Huan, D. D., Tushar, H., & Quan, T. N. (2020). The effect of emotional intelligence on turnover intention and the moderating role of perceived organizational support: Evidence from the banking industry of Vietnam. Sustainability, 12(5), 1857.
22. Giauque, D., Anderfuhren-Biget, S., & Varone, F. (2019). Stress and turnover intents in international organizations: social support and work–life balance as resources. The International Journal of Human Resource Management, 30(5), 879-901.
23. Gribben, L., & Semple, C. J. (2021). Factors contributing to burnout and work-life balance in adult oncology nursing: an integrative review. European Journal of Oncology Nursing, 50, 101887.
24. Gribben, L., & Semple, C. J. (2021). Factors contributing to burnout and work-life balance in adult oncology nursing: an integrative review. European Journal of Oncology Nursing, 50, 101887.
25. Hoichuk, V., & Lyubomudrova, N. (2024). The impact of strategic human capital management on the competitiveness of an enterprise. Three Seas Economic Journal, 5(2), 1-6.
26. Huber, E., Kleinknecht‐Dolf, M., Kugler, C., & Spirig, R. (2021). Patient‐related complexity of nursing care in acute care hospitals–an updated concept. Scandinavian Journal of Caring Sciences, 35(1), 178-195.
27. Jermsittiparsert, K., Petchchedchoo, P., Kumsuprom, S., & Panmanee, P. (2021). The impact of the workload on the job satisfaction: Does the job stress matter?. Academy of Strategic Management Journal, 20, 1-13.
28. Kandiah, V. (2019). The Impact of Work-Life Balance on Organizational Commitment of Nurses in Hospitals in Dublin, Ireland (Doctoral dissertation, Dublin, National College of Ireland).
29. Kao, K. Y., Hsu, H. H., Lee, H. T., Cheng, Y. C., Dax, I., & Hsieh, M. W. (2022). Career mentoring and job content plateaus: The roles of perceived organizational support and emotional exhaustion. Journal of Career Development, 49(2), 457-470.
30. Karatepe, O. M. (2015). Do personal resources mediate the effect of perceived organizational support on emotional exhaustion and job outcomes?. International Journal of Contemporary Hospitality Management, 27(1), 4-26.
31. Kelly, L. (2020). Burnout, compassion fatigue, and secondary trauma in nurses: Recognizing the occupational phenomenon and personal consequences of caregiving. Critical Care Nursing Quarterly, 43(1), 73-80.
32. K. (2023). Review of Work-Related Stress and the Incidence of Hypertension among Nurses. Asian J. Res. Nur. Health, 6(1), 343-351.
33. Kılınç, T., & Sis Çelik, A. (2021). Relationship between the social support and psychological resilience levels perceived by nurses during the COVID‐19 pandemic: A study from Turkey. Perspectives in Psychiatric Care, 57(3), 1000- 1008.
34. Kumar, M., Jauhari, H., Rastogi, A., & Sivakumar, S. (2018). Managerial support for development and turnover intention: Roles of organizational support, work engagement and job satisfaction. Journal of organizational change management, 31(1), 135-153.
35. Kumar, M., Saini, A., & Jeet, K. (2024). Sustaining mental health amidst high-pressure job scenarios: a narrative review. International Journal of Community Medicine and Public Health, 11(8), 3319.
36. Kurniawati, F., Fikaris, M. F., Eryani, I. S., Rohendi, A., & Wahyudi, B. (2023). The effect of workload, burnout, and work motivation on nurse performance. Jurnal Aplikasi Manajemen, 21(4), 915-927.
37. Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.
38. Le, H., Gopalan, N., Lee, J., Kirige, I., Haque, A., Yadav, V., & Lambropoulos, V. (2023). Impact of Work and Non-Work Support on Employee Well-Being: The Moderating Role of Perceived Organizational Support. Sustainability, 15(22), 15808.
39. Lee, S. E., Seo, J. K., & Squires, A. (2024). Voice, silence, perceived impact, psychological safety, and burnout among nurses: a structural equation modeling analysis. International Journal of Nursing Studies, 151, 104669.
40. Malik, E., & Shankar, S. (2023). Empowering nurses: exploring self-managed organizations in Indian healthcare. BMC nursing, 22(1), 477.
41. Meyers, M. C., Adams, B. G., Sekaja, L., Buzea, C., Cazan, A. M., Gotea, M., & van Woerkom,
42. Moloney, W., Fieldes, J., & Jacobs, S. (2020). An integrative review of how healthcare organizations can support hospital nurses to thrive at work. International journal of environmental research and public health, 17(23), 8757.
43. Mueller, A. (2021). Nurse-staffing model for outpatient infusion services. Saint Francis Medical Center College of Nursing.
44. Navajas-Romero, V., Ariza-Montes, A., & Hernández-Perlines, F. (2020). Analyzing the job demands-control-support model in work-life balance: A study among nurses in the European context. International journal of environmental research and public health, 17(8), 2847.
45. Norful, A., Martsolf, G., de Jacq, K., & Poghosyan, L. (2017). Utilization of registered nurses in primary care teams: a systematic review. International journal of nursing studies, 74, 15-23.
46. O’Dell, C. L. (2024). Examining Employees’ Job Satisfaction in Socially Responsible Organizations: Prosocial Behavior and Perceived Organizational Support (Doctoral dissertation, Touro University Worldwide).
47. Okonkwo, E., (2024). The Relationship Between Nurse Staffing Ratio of Hospitals and Patient Satisfaction in Emergency Units.
48. Özgül, B. (2023). A Study on the Moderating Role of Self-Efficacy in the Relationship between Perceived Organizational Support and Work-Life Balance. OPUS Journal of Society Research, 20(54), 504-517.
49. Patrician, P. A., Bakerjian, D., Billings, R., Chenot, T., Hooper, V., Johnson, C. S., & Sables-Baus, S. (2022). Nurse well-being: A concept analysis. Nursing Outlook, 70(4), 639-650.
50. Pawlak, J. (2025). Harmony at Work: Work—Life Balance as a Component of Psychosocial Support in Organizations. In Work Engagement and Employee Well- being (pp. 88-103). Routledge.
51. Perkins, D. T. (2021). Development and evaluation of a demands-resources model for working mothers (Doctoral dissertation, Stellenbosch: Stellenbosch University).
52. Porcel‐Gálvez, A. M., Fernández‐García, E., Rafferty, A. M., Gil‐García, E., Romero‐ Sánchez, J. M., & Barrientos‐Trigo, S. (2021). Factors that influence nurse staffing levels in acute care hospital settings. Journal of Nursing Scholarship, 53(4), 468- 478.
53. Rashmi, K., & Kataria, A. (2023). The mediating role of work-life balance on the relationship between job resources and job satisfaction: perspectives from Indian nursing professionals. International Journal of Organizational Analysis, 31(5), 1316-1342.
54. Rashmi, K., & Kataria, A. (2023). The mediating role of work-life balance on the relationship between job resources and job satisfaction: perspectives from Indian nursing professionals. International Journal of Organizational Analysis, 31(5), 1316-1342.
55. Roemer, A., & Harris, C. (2018). Perceived organisational support and well-being: The role of psychological capital as a mediator. SA Journal of Industrial Psychology, 44(1), 1-11.
56. Sam, T. H., Isa, K., & Palpanadan, Š. T. (2024). Perspectives of Perceived Organizational Support (POS) Theory Towards Individual Happiness. Revista de Gestão Social e Ambiental, 18(9), 1-16.
57. Shah, S. (2023). Moderating Effect of Coping on Perceived Organizational Support and Burnout among Nursing Professionals (Doctoral dissertation, School of Social Sciences and Humanities (S3H), NUST).
58. Shi, Y., Wang, L., Zhang, J., Zhao, J., Peng, J., Cui, X., & Li, W. (2024). The influence of effort-reward imbalance and perceived organizational support on perceived stress in Chinese nurses: a cross-sectional study. BMC nursing, 23(1), 701.
59. Shingari, V. (2015). Introduction of novel interactive technologies into demanding healthcare contexts (Doctoral dissertation, University of Birmingham).
60. Smith, C. J., Han, Y., Dupré, K. E., & Sears, G. J. (2022). Perceived organizational support and its interaction with voice on police officers’ organizational cynicism, stress and emotional exhaustion. Policing: An International Journal, 45(2), 200-217.
61. Thapa, D. R., Subedi, M., Ekström-Bergström, A., Areskoug Josefsson, K., & Krettek, A. (2022). Facilitators for and barriers to nurses’ work-related health-a qualitative study. BMC nursing, 21(1), 218.
62. Topcic, M., Baum, M., & Kabst, R. (2016). Are high-performance work practices related to individually perceived stress? A job demands-resources perspective. The International Journal of Human Resource Management, 27(1), 45-66.
63. Van Merode, F., Groot, W., & Somers, M. (2024). Slack is needed to solve the shortage of nurses. In Healthcare (Vol. 12, No. 2, p. 220). MDPI.
64. Velana, M., & Rinke Auer, G. (2021). Individual-level interventions for decreasing job- related stress and enhancing coping strategies among nurses: a systematic review. Frontiers in psychology, 12, 708696.
65. Waters-Tozier, S. A. (2022). Spiritual Coping Methods of Philippine Mental Health Workers: A Qualitative Study (Doctoral dissertation, Azusa Pacific University).
66. Weaver, S. H., De Cordova, P. B., Vitale, T. R., Hargwood, P., & Salmond, S. (2023). Experiences and perceptions of nurses working night shift: a qualitative systematic review. JBI evidence synthesis, 21(1), 33-97.
67. Wolf, L. A., Delao, A. M., Perhats, C., Clark, P. R., Moon, M. D., Baker, K. M., … & Lenehan, G. (2015). Exploring the management of death: Emergency nurses’ perceptions of challenges and facilitators in the provision of end-of-life care in the emergency department. Journal of Emergency Nursing, 41(5), e23-e33.
68. Wong, R. (2018). Perception Organization Support and Perception Supervisor Support: Impact on Employees’ Job Satisfaction and Work Engagement (Master’s thesis, Adler University).
69. Wood, J., Oh, J., Park, J., & Kim, W. (2020). The relationship between work engagement and work–life balance in organizations: A review of the empirical research. Human Resource Development Review, 19(3), 240-262.
70. Yayla, A., & Eskici-İlgin, V. (2021). The relationship of nurses’ psychological well‐being with their coronaphobia and work–life balance during the COVID‐19 pandemic: A cross‐sectional study. Journal of clinical nursing, 30(21-22), 3153-3162.
71. Zheng, C., Kashi, K., Fan, D., Molineux, J., & Ee, M. S. (2016). Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being. The International Journal of Human Resource Management, 27(5), 501-526.