Final answer:
Work-life balance does not directly apply to company profits and growth, focusing instead on employee well-being and productivity. Employee job satisfaction is linked with work content and autonomy, and retaining millennials and Generation X workers involves creating meaningful work and frequent rewards. A human factors psychologist focuses on areas like office ergonomics to enhance well-being and productivity.
Step-by-step explanation:
When considering the issue of work-life balance, the point that does not apply is c) Company profits and growth. This is because work-life balance primarily focuses on the well-being of employees, their productivity, job satisfaction, and long-term engagement and retention. The most relevant factors of job satisfaction include work content and autonomy, as indicated in a research finding where these are strongly predictive of overall job satisfaction. Also, retention strategies for generations like millennials and Generation X emphasize meaningful work, feedback, and rewards over company loyalty.
In organizational psychology, job satisfaction is measured to understand how satisfied employees are with their jobs and to improve the workplace environment. Issues like time pressure and tedium, which can negatively impact work-life balance, are also assessed in this area. On the other hand, increased productivity is generally associated with increased wages, but there are situations such as economic downturns or business models that do not recognize individual contributions where this may not be the case.
A human factors psychologist would be interested in aspects like the height of the chair and workplace ergonomics, to ensure the physical well-being of employees which indirectly impacts their job satisfaction and productivity. This falls under an effort to reduce workplace stress and promote a better balance between work and life outside of it.