Aspects of Support and Types of Work–Life Balance Among Employees from Rural Areas in Poland

Abstract

Rural areas offer unique contexts for work–life balance (WLB) development due to distinct working conditions and employment structures. Employees who have access to flexible work arrangements, non-material bonuses, and peaceful workplaces are more productive (lower absenteeism, greater commitment). The aim of the study was to determine the aspects of support and types of WLB among employees from rural areas. Two analyses were conducted: PCA (principal component analysis) for the entire sample, and a fuzzy c-means cluster analysis for wage employees. Based on PCA, three aspects of WLB support were identified: leave, work, and work hygiene (regeneration). The use of emergency and family leave dominated practices supporting WLB among employees in rural areas. The respondents did not attach much importance to social benefits improving work hygiene; moreover, the work hygiene aspect was not applied in parallel with other aspects of WLB support (leave, work). As a result of clustering the respondents’ answers, four employee types were identified based on WLB assessment, demographic characteristics, and work-related factors. Clustering revealed a clear correlation between WLB assessment and employee age and gender. The highest scores in terms of the quality of work–life balance were recorded among middle-aged men (type 4). Younger people, especially women (type 1), rated their WLB as moderately good. Regardless of age and gender, as stress levels increased and personal quality of life declined, thoughts about changing jobs intensified. Employee well-being significantly influences job retention intentions among rural workers. This study uniquely integrates multiple theoretical frameworks and employs principal component analysis and fuzzy c-means clustering to explore work–life balance among rural employees, a group seldom studied. By focusing on rural contexts and offering systemic, multi-domain insights, the findings advance WLB theory and practice and provide recommendations for employers and policymakers.