Organizational leisure benefits – a resource to facilitate employees’ work-life balance?

PurposeUsing the job demands-resources (JD-R) model as a theoretical foundation, this study aims to explore the potential of organizational leisure benefit programs in the interplay of job demands and perceived work-life balance.Design/methodology/approachThis article is based on qualitative data collected from semi-structured interviews with 24 hospitality industry employees in Austria.FindingsThematic analysis revealed that organizational leisure benefits can play different roles in the context of job demands depending on the individual’s perceptions of work-life balance. Three major themes were identified, showing that organizational leisure benefits can be a multifaceted organizational resource (1) to facilitate employees’ leisure participation, (2) to boost employees’ recovery or (3) to meet the employees’ need for workplace fun. The results also demonstrated the limitations of organizational leisure benefits, showing that in case employees are constantly experiencing private duties that interfere with recovery during leisure time, leisure benefits do not play any role regarding their perception of work-life balance.Originality/valueThis study contributes to the scare literature on organizational leisure benefits and clarifies their potential, and limitations, as an emerging organizational resource. In particular, findings broaden existing research in the context of the JD-R model by showing that the notion of job resources can stretch beyond workplace resources and can also encompass organizational leisure support.