The Science Behind Work-Life Balance
Work-life balance sounds like a feeling. Something soft. Hard to pin down. But the science to measure it has existed for decades. It was just locked in academic journals and enterprise software.
We built Korture AI on three proven frameworks. Each one backed by 30+ years of research. Here is what they actually measure and why it matters.
Holland's RIASEC Model: Your Brain's Natural Wiring
In 1959, psychologist John Holland proposed something radical: people have stable patterns in how they approach work. Not personality. Not skills. Work interests. The kinds of tasks that energize them versus drain them.
He identified six types: Realistic (Build), Investigative (Study), Artistic (Craft), Social (Guide), Enterprising (Drive), and Conventional (Track). Everyone has a unique blend of these six.
The insight: when your daily work matches your natural pattern, you stay energized. When there is a mismatch, you drain faster. Even if you are good at the work. Even if you like your team.
This is what we call Work Shape. We use the Interest Profiler (based on O*NET's validated assessment) to measure your RIASEC pattern. Then we track your weekly work against it.
JD-R Theory: The Energy Equation
The Job Demands-Resources model is the gold standard for understanding burnout. Developed by Arnold Bakker and colleagues in the early 2000s, it explains why some people thrive under pressure while others burn out.
The key insight: work has demands (things that require effort) and resources (things that help you cope). When resources exceed demands, you are energized. When demands exceed resources, you are depleted.
Demands include workload, time pressure, emotional labor. Resources include autonomy, social support, feedback, development opportunities. The ratio matters more than the absolute numbers.
This is what we call Energy Reserve. We track both sides of the equation weekly. So you can see your trajectory before you hit a wall.
Psychological Safety: The Team Effect
Google's Project Aristotle studied 180 teams to find what makes teams effective. The answer surprised everyone: it was not about who was on the team. It was about how they worked together.
The number one factor: psychological safety. Can you take risks without feeling insecure? Can you ask questions without looking stupid? Can you make mistakes without being punished?
This is what we call Team Climate. We measure five dimensions: openness, respect, collaboration, recognition, and support. From your perspective. Because that is what actually affects your experience.
Three Signals, One Picture
Work Shape tells you if you are doing the right kind of work. Energy Reserve tells you if you have the resources to sustain it. Team Climate tells you if your environment supports it.
Together, they give you a complete picture. Not a feeling. Not a guess. A measurement. Updated weekly. With an AI coach to help you act on it.
50 years of research. 2 minutes a week. See what science says about your work life.