Based on Casper et al.'s (2018) definitions of global balance and involvement, affective, and effectiveness dimensions of work-nonwork balance, we developed and validated a measure, with a total of 20 items – 5 items for global balance and 5 items for each dimension. Using 3 studies, we established the content adequacy, factor structure, reliability, and gender and parental status invariance of the measure. Moreover, we show that our measure converges with prior measures of balance (Carlson et al., 2009; Valcour, 2007) and is distinct from role-specific measures of involvement, satisfaction, and performance, as well as life satisfaction. Finally, we demonstrate that global balance and its dimensions uniquely predict employee engagement, citizenship behaviors, organizational commitment, turnover intentions, emotional exhaustion, and/or health, above and beyond existing measures of balance. Thus, our research provides a comprehensive, validated, multidimensional measure of work-nonwork balance and offers unique explanation of valued attitudes and behaviors. Future theoretical, research and practical implications are discussed.

基于Casper等人（2018）的全球平衡和参与度，非工作平衡的情感和有效性维度的定义，我们制定并验证了一项措施，该措施共计20项，其中5项用于全球平衡，五项在全球范围内。每个维度的项目。通过3项研究，我们确定了该措施的内容充分性，因素结构，可靠性以及性别和父母身份不变。此外，我们表明，我们的测度与先前的平衡测度吻合（Carlson等，2009； Valcour，2007），并且与特定于角色的参与度，满意度和绩效以及生活满意度的测度不同。最后，我们证明了全球平衡及其维度可以唯一地预测员工敬业度，公民行为，组织承诺，离职意图，情绪疲惫和/或健康状况，超越现有的平衡措施。因此，我们的研究提供了全面的，经过验证的，多维的工作-非工作平衡度量，并提供了对珍贵的态度和行为的独特解释。讨论了未来的理论，研究和实践意义。