https://gprjournals.org/journals/index.php/jhrs/issue/feed 2025-08-19T09:26:17+00:00 Chief editor journals@gprjournals.org Open Journal Systems <p><strong>Journal of Human Resource Studies</strong> (JHRS) is an international, affordable, and a peer reviewed journal published by GPR Journals to advance understanding of emergent HR dynamics. The scope of JHRS include, but not limited to Employee Diversity, Employee Relations, Employment Law, Fairness &amp; Discrimination, HR Analytics, HRM &amp; Technology, Human Resource Functions, International HR Management, Job Analysis, Job Design, Labor Relations, Performance &amp; Talent Management, Recruitment &amp; Careers, Retirement, Reward Systems, Safety &amp; Health, Selection &amp; Placement, Employee Separation &amp; Retention, Strategic HR Management, Training &amp; Development, Leadership development, Workforce Planning, etc. The main agenda of this journal is to advance multi-disciplinary understanding of emergent HR issues among readers, researchers and professionals. Manuscripts submitted to this journal are published online and can be printed as hard copies upon author’s request. Papers can be submitted via email to <a href="mailto:journals@gprjournals.org" target="_blank" rel="noopener">journals@gprjournals.org</a> or <a href="https://gprjournals.org/online-submission/">online submission.</a></p> https://gprjournals.org/journals/index.php/jhrs/article/view/397 2025-08-19T09:26:17+00:00 Arinaitwe Enid journals@gprjournals.org Samson Ntongai journals@gprjournals.org Frankline Odayo journals@gprjournals.org

<p><strong>Aim: </strong>This study aimed to investigate the impact of boundary management practices on the work-life balance of employees in national referral hospitals in Kampala. Specifically, it aimed to determine the effect of work-life integration, work-life segmentation, and boundary control on the work-life balance of employees in national referral hospitals in Kampala.</p> <p><strong>Methods: </strong>Using a correlational research design, 352 respondents were randomly selected from a target population of 2,914. Adopting a quantitative approach. The data analysis revealed compelling insights through multiple regression. The R Square value of 0.617 revealed that approximately 61.7% of the variance in EWLB can be explained by these three workplace factors.</p> <p><strong>Results: </strong>The results indicated that work-life segmentation (WLS) was the strongest predictor of improved work-life balance, with a highly significant positive effect. Boundary control also had a substantial and statistically significant positive impact, though slightly weaker than WLS. Both factors were strongly associated with better outcomes. Work-life integration had no significant effect on the work-life balance of employees in national referral hospitals in Kampala.</p> <p><strong>Conclusion: </strong>The findings highlight the importance of healthcare institutions prioritizing boundary management strategies as part of their employee wellness and retention initiatives.</p> <p><strong>Recommendation:</strong> This study recommends hospitals to implement policies that promote clear work-life segmentation and enhance employees’ boundary control to improve work-life balance.</p>

2025-08-19T00:00:00+00:00 Copyright (c) 2025 Arinaitwe Enid, Samson Ntongai, Frankline Odayo