Yes, how could it not be?

The next questions should revolve around ways, directions and degrees of influence.

Dear colleagues

"Professional growth" in my mind is not an object with character and properties and thus "it" cannot be 'affected'. Rather, the term implies a state of affairs, involving a myriad of skill sets within one's personal capabilities, applied to one or more sectors of industry.

So, "professional growth" is the degree to which someone applies these skills sets, over time.

As for "professional growth ..." being "...effected [sic] because of personal life" - one cannot remove one's self from one's skill sets. Yet you can *affect the state* you find yourself in, by *giving effect* to the way you apply your self.

What about 'aspects' of professional growth, such as choices made about continuing professional education...quantitative choices such as some, much or none, and qualitative ones such as which types to pursue, etc? Further, what is known about interventions such as 'mentoring' and professional growth?

Some American/Western organizations (e.g., some religious institutions, Alcoholics Anonymous, etc) prescribe/expect a universal behavior change on the part of the person going through their personal growth experience. If the behavior change is indeed universal, I would be surprised if it was not apparent in the workplace as well, so some degree or another (which mirrors Steve Foster's comment above).

In both the personal and professional the person remains the same.So the cause and effect relationship is well observed.Its seen employees with a happy life at the home environment are more efficient than the employees having a broken relationship or a unhealthy home environment.Each aspect of personal life affects the work behavior of an employee and hence the professional growth gets affected.

A recent concept of 'Work-Life Imbalance (WLI)' will answer the question partly. Any employed person lives two types of lives, i.e. work life and personal/family life. One theory says that a clear-cut segregation between these two lives helps avoid any kind of conflict between the two; but at the same time there is a likelihood that transition from one to another will be difficult. On the contrary, high integration between the two roles/lives facilitates transition from one to another but also increases the possibility of conflict between the two, as the integration blurs the boudaries between the two lives/roles. This follows that the stress and tenstion in one role will be carried to another.

For the information of all concerned- Right now I am developing a tool for measuring WLI. The WLI Scale will be ready soon. It measures conflict in two directions: work-to-family and family-to-work. Other two tests which are on the verge of completion are Health Index (measures physical and mental health problems, contains 100 items, takes about 20-25 min) and Quality of Work Life Scale (QWLS) (measures two domains of QWL, viz. job satisfactions & career prospects; and stress at work, contains 51 items, takes about 20-25 min). Parallel form reliabiliyt, test-retest reliability, factor validity are established. All these tests will be available very soon. All the best!