A national study has shown that work-life harmony in Singapore has been stable over the past six years.
The 2012 National Work-Life Harmony Study, conducted by the Social and Family Development Ministry, shows Singapore having an index of 63.
This is a notch lower than the index of 64, achieved in the inaugural study in 2006.
In the study, zero indicates "no harmony", while 100 means "total harmony".
The study found that employees who scored 70 or higher tend to report better work, family and personal outcomes.
Those with children and who spend more time dining with family members also enjoy better work-life harmony.
While the workplace is generally supportive of work-life needs, the study showed more could be done with regard to flexibility at work.
This is especially so for mothers and younger employees.
"I hope that more employers will take the initiative to even just have a chat with these mothers. To understand the needs and requirements, before these women decide to quit, when they face a no-solution situation, because it is very costly for any business to lose a talented employee," said Yeo Mui Ean, president of Women Empowered for Work and Mothering.
"And of course one other group we have in the workforce is really the Generation Y. They have dreams they want to pursue beyond work. And in order to energise and engage them, we need to realise that this group of Generation Y work best in a manner that is different from the baby boomers and Generation X."
The 2012 National Work-Life Harmony Study, conducted by the Social and Family Development Ministry, shows Singapore having an index of 63.
This is a notch lower than the index of 64, achieved in the inaugural study in 2006.
In the study, zero indicates "no harmony", while 100 means "total harmony".
The study found that employees who scored 70 or higher tend to report better work, family and personal outcomes.
Those with children and who spend more time dining with family members also enjoy better work-life harmony.
While the workplace is generally supportive of work-life needs, the study showed more could be done with regard to flexibility at work.
This is especially so for mothers and younger employees.
"I hope that more employers will take the initiative to even just have a chat with these mothers. To understand the needs and requirements, before these women decide to quit, when they face a no-solution situation, because it is very costly for any business to lose a talented employee," said Yeo Mui Ean, president of Women Empowered for Work and Mothering.
"And of course one other group we have in the workforce is really the Generation Y. They have dreams they want to pursue beyond work. And in order to energise and engage them, we need to realise that this group of Generation Y work best in a manner that is different from the baby boomers and Generation X."
