Showing papers on "Work–life balance published in 2005"
TL;DR: In this article, the authors examine current debates about gender equality, work-life balance and flexible working, and show that despite the increasingly gender-neutral language of official discourses, participants consistently reformulate the debates around gendered explanations and assumptions.
Abstract: This article examines current debates about gender equality, work-life balance and flexible working. We contrast policymakers’ and organizational discourses of flexible working and work‐life balance with managers’ and employees’ talk about these issues within their organizations. We show how, despite the increasingly gender-neutral language of the official discourses, in the data studied participants consistently reformulate the debates around gendered explanations and assumptions. For example, a ‘generic female parent’ is constructed in relation to work‐life balance and flexible working yet participants routinely maintain that gender makes no difference within their organization. We consider the effects of these accounts; specifically the effect on those who take up flexible working, and the perceived backlash against policies viewed as favouring women or parents. We argue that the location of work‐life balance and flexibility debates within a gender-neutral context can in practice result in maintaining or encouraging gendered practices within organizations. Implications of this for organizations, for policymakers and for feminist researchers are discussed.
345 citations
TL;DR: The authors developed a model suggesting that the degree of national gender equality is an important contextual variable that is positively related to organizational work-family supports, which are in turn related to individual managers' balance of their work and family responsibilities.
Abstract: Most prior research about employees’ work-family balance has examined relationships to organizational characteristics or individual characteristics, but ignored the larger national context in which these relationships occur. We developed a model suggesting that the degree of national gender equality is an important contextual variable that is positively related to organizational work-family supports (i.e. supportive work-family culture and flexible work arrangements), which are in turn related to individual managers’ balance of their work and family responsibilities. We tested the model using survey responses from 505 managers and professionals from 20 European countries and United Nations’ Gender Development Index scores of national gender equality for their countries, and found some support for the predicted relationships. These results highlight the importance of considering the larger context, and especially a nation’s standing in terms of its gender equality, for understanding work-family balance.
167 citations
TL;DR: In this article, the authors examine the experience of, and attitudes towards, work/life balance (WLB) by female and male senior managers in a major Irish organisation for which WLB is now a strategic corporate objective.
Abstract: Purpose – This paper seeks to examine the experience of, and attitudes towards, work/life balance (WLB) by female and male senior managers in a major Irish organisation for which WLB is now a strategic corporate objective.Design/methodology/approach – Both quantitative and qualitative data were collected using an electronic questionnaire survey designed to obtain the views of female and male managers on strategies that would contribute to a better gender balance, promote diversity and raise leadership capacity in the organisation. Work/life balance emerged as a major issue in impeding the career progression of female managers. All female managers and a sample of male managers were surveyed. This paper concentrates on the responses of the two senior management grades below Executive Director on the issue and strategies to promote work/life balance. Additional qualitative data were drawn from interviews (with eight women and five men) and three focus group sessions with all male, all female and mixed gender...
134 citations
TL;DR: In this article, a field study of gender equity issues in ten public sector worksites was conducted, showing that women are held accountable for managing the balance, though this has now also become part of the work of managers, and that some aspects of public sector restructuring work against men's commitment to domestic equality.
Abstract: 'Work/life balance' as a contemporary issue is fundamentally linked with gender justice. The issue emerged from historical transformations of the gender order, in which masculinities and femininities were attached to distinct spheres of home and workplace; but this institutional division has been weakening. Current dilemmas are documented in a field study of gender equity issues in ten public sector worksites. Because domestic labour is still predominantly women's work, 'family friendly' workplace policies mainly serve to support women's domestic commitments. Women are held accountable for managing the balance, though this has now also become part of the work of managers. Other aspects of public sector restructuring work against men's commitment to domestic equality. In these circumstances the ideal of 'balance' is itself open to debate. The ideological consequences of the re-inscription of maternity and contemporary anxieties about masculinity require a renewal of the concept of the common good as a basis of policy.
121 citations
Posted Content•
TL;DR: Work-life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children as discussed by the authors, but there is little relationship between workers' family situation and preferences for working fewer hours.
Abstract: Work-life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children. Although workers in Britain report the kind of time-stress envisaged by the debate over a 'long-hours culture', there is little relationship between workers' family situation and preferences for working fewer hours. Women workers' hours already reflect family commitments to some extent, while families with young children may need the income levels that only substantial working hours bring. Conversely workers without family commitments may have more capacity to swap income or career progression for increased leisure time.
90 citations
TL;DR: Work-life balance is a process in which people seek to change things in accordance with changes in their own priorities, physical, psychological or both, and these can be triggered in their turn by factors such as: age; changes in working conditions; the de... as mentioned in this paper.
Abstract: This article discusses the development of the concept of the ‘work-life balance’ as a means of tackling the problem of increasing amounts of stress in the work-place as people try to juggle a wide range of factors in their life/work environment, including: work; family; friends; health; and spirit/self. It is argued that, of the factors involved, work is the one which is most elastic and can be managed in such a way as to avoiding jeopardizing the other factors. A major driver of the trend towards achieving work-life balance is the fact that younger people are not prepared to work in the same way as their parents, wanting greater control, and a bigger say in the structure of their jobs and what they could potentially offer in the future. The search for work-life balance is a process in which people seek to change things in accordance with changes in their own priorities, physical, psychological or both, and these can be triggered in their turn by factors such as: age; changes in working conditions; the de...
85 citations
TL;DR: Work-life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children, but there is little relationship between workers' family situation and preferences for working fewer hours as discussed by the authors.
Abstract: Work‐life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children. Although workers in Britain report the kind of time-stress envisaged by the debate over a ‘long-hours culture’, there is little relationship between workers’ family situation and preferences for working fewer hours. Women workers’ hours already reflect family commitments to some extent, while families with young children may need the income levels that only substantial working hours bring. Conversely workers without family commitments may have more capacity to swap income or career progression for increased leisure time.
77 citations
05 Apr 2005
TL;DR: Work longer and longer hours is not good for business -or for you as mentioned in this paper.Worrying about childcare or eldercare will only add to your stress levels, and returning to work too soon after a major life event such as birth, death or illness is likely to take its toll in the end.
Abstract: Working longer and longer hours is not good for business - or for you. Worrying about childcare or eldercare will only add to your stress levels. Returning to work too soon after a major life event such as birth, death or illness is likely to take its toll in the end.
68 citations
TL;DR: In this article, the authors present evidence from interviews in France, Spain and Poland to explore how individual actors make choices about their work-life balance, and they show that choice is a complex, contingent, and relative concept, which is both facilitated and obstructed by public policies and working regulations.
Abstract: The article presents evidence from interviews in France, Spain and Poland to explore how individual actors make choices about their work-life balance. It shows that choice is a complex, contingent, and relative concept, which is both facilitated and obstructed by public policies and working regulations. Despite differences in national and sub-national policy contexts, institutional and cultural norms and expectations, the article draws the conclusion that family-friendly issues need to be mainstreamed and that the concerns of families should be added to those of the state, trade unions and employers on the agenda for negotiating work-life balance. It is also argued that the focus and scope of industrial relations need to be rethought to take account of the gendered nature of employment relationships.
46 citations
TL;DR: This article explored the forms of temporary employment in nursing, the reasons nurses give for taking temporary or agency work, as a main job or a second job, and their experiences in such employment.
Abstract: The article draws on published research, mainly survey-based, and original case study interview data to explore the forms of temporary employment in nursing, the reasons nurses give for taking temporary or agency work, as a main job or a second job, and their experiences in such employment.
43 citations
01 Jan 2005
TL;DR: The authors argue that differences between men and women in work orientations will persist to some extent in the 21st century, in their attitudes, values, life goals and behaviour, and that policy-makers should recognise and accept this fact, and devise realistic, evidence-based policies, rather than relying on wishful thinking to develop utopian unisex policies that will necessarily fail.
Abstract: Are we heading for a unisex workplace in the future? Or will differences between men and women continue to shape their lifestyle choices and work histories? Answers to these questions matter, because they inform, explicitly or implicitly, perspectives on work—life balance, the employment policies of central governments, and the personnel policies of employers. This chapter argues that differences between men and women in work orientations will persist to some extent in the 21st century — in their attitudes, values, life goals and behaviour. Policy-makers should recognise and accept this fact, and devise realistic, evidence-based policies, rather than relying on wishful thinking to develop utopian unisex policies that will necessarily fail.
TL;DR: In this paper, the authors examined the gendered nature of work-life policies in and the worklife conflicts of managers in a multinational corporation in Hungary, based on 30 qualitative interviews with male and female managers at junior, middle and senior management levels located in Unilevers Eastern European headquarters in Budapest.
Abstract: Purpose – The aim of this paper is to examine the gendered nature of work‐life policies in and the work‐life conflicts of managers in a multinational corporation in Hungary.Design/methodology/approach – The research is based on 30 qualitative interviews with male and female managers at junior, middle and senior management levels located in Unilevers Eastern European headquarters in Budapest.Findings – The results show that while legislative measures for family‐leave related policies are being encouraged in the EU, this is not the case with employer organizations in transition states, yet this is an important aspect of gender and employment policy as accession states begin to redesign their programmes to fall in line with EU guidelines. The research reveals that attempts to introduce family‐friendly policies still create gendered effects and gendered dilemmas for individual managers. The results reveal that men and women have different perceptions of work‐life balance and adopt different coping strategies ...
01 Jan 2005
TL;DR: The purpose of this paper is to explore a particular instance of how ubiquitous computing is utilized to maintain work-life balance from the perspectives of women in the Information technology workforce.
Abstract: Transformations in ubiquitous Computing and shifts in the domestic nature of home life are placing greater demands on men and women to balance work and life. Although work-life balance has been heavily investigated for many years, the majority of this research gives very little discussion to the role of technology. Thus, the question remains: Can ubiquitous computing address the issues raised by work-life balance? The purpose of this paper is to explore a particular instance of how ubiquitous computing is utilized to maintain work-life balance from the perspectives of women in the Information technology workforce.
01 Jan 2005
TL;DR: In this article, the ESRC Future of Work case study explores the links between work-life balance and workplace partnership through a local authority case study, focusing on the benefits that employees stood to gain.
Abstract: This chapter explores the links between work-life balance and workplace partnership, principally through a local authority case study. This was one of six organisations studied in our research on ‘patterns and prospects for partnership at work in the UK’, part of the ESRC Future of Work programme.1 The local authority case study is of particular interest to the concerns of this book. In 2001, the Council introduced a work-life balance policy that was the product of a trade union — management partnership. It was among the ‘exemplars’ in the local government sector where the employers and trade unions identified workplace partnership as the means of extending flexible working practices to the benefit of employees, local authorities and users of council services. Our interest was in the benefits that employees stood to gain. This section sets the scene by introducing briefly the concept of partnership at work, sketching the public policy context of local government ‘modernisation’, and identifying the issues that guided our case study investigation.
01 Jan 2005
TL;DR: The work-life balance is often seen as a women's issue which can be resolved by providing women with flexible hours of work as mentioned in this paper, however, it is increasingly evident that the work life balance is something that concerns men as well as women and that there are men who value flexibility in paid work and want to spend more time with their children.
Abstract: Policy discussions of the work-life balance normally focus on the need to reconcile the demands of paid employment with family life and, particularly, childcare. The work-life balance so defined is often seen as a women’s issue which can be resolved by providing women with flexible hours of work. It is increasingly evident, however, that the work-life balance is something that concerns men as well as women and that there are men who value flexibility in paid work and want to spend more time with their children (Hatten et al., 2002; EOC, 2003; Guardian, 2/1/03). Indeed this is recognised in the legislation introduced in Britain in April 2003 which improves fathers’ as well as mothers’ rights to request flexibility at work. What the legislation does not do, however, is move away from the assumption that the work-life balance is about balancing paid work and unpaid care work.
01 Dec 2005
TL;DR: The results of the survey on work-life balance and mental health are presented.
Abstract: Study done through the National Flexi-Work Partnership. The primary purpose of the
study was to examine the attitudes of people with mental health problems towards the workplace. This reports present the results of the survey on work-life balance and mental health.
25 Apr 2005
TL;DR: In this article, the authors look at the effects of these reforms and at the proposals of the parties in this area and compare them with the proposals made by the UK Independence Party (UKIP).
Abstract: Since Labour came to power in May 1997, there have been substantial increases in spending aimed at helping families with formal childcare, early education and the work-life balance. We look at the effects of these reforms and at the proposals of the parties in this area.
01 Dec 2005
TL;DR: Work-life balance has emerged as a major concern for researchers trying to map the dimensions and causes of the issue, for policy makers searching for uncontroversial solutions to the problem and for individuals trying to construct satisfying and productive lives as mentioned in this paper.
Abstract: Work-life balance has emerged as a major concern for researchers trying to map the dimensions and causes of the issue, for policy makers searching for uncontroversial solutions to the problem and for individuals trying to construct satisfying and productive lives There is some agreement over the main contributors to the work-life balance 'problem': the increase in female participation in the workforce since the 1960s; changes to work from the mid-1970s, in particular greater work intensification, an increase in alternative work schedules away from the standard working week and the growth of casual jobs (particularly in Australia); and a de-differentiation of roles, which has contributed to greater spill-over between work and other roles These factors are embedded in economic, social and cultural changes that characterise the post-World War II development of late capitalism in the more developed economies Each is itself the result of a set of complex processes of change We do not attempt here to detail these changes in all their complexity but draw out those elements that are most important in attempting to understand the work-life issue in terms of causal forces, mediating support systems and the effects of work-life balance or 'imbalance' on individuals, households, communities and societies This issue of Labour and Industry brings together three papers that focus on different work-life balance issues as a result of differing causal forces, different configurations of work/life activities, varying outcomes and variations in terms of support available In particular, the problem of work-life balance is examined through an analysis of change in attitudes to mothers working in Australia, a study of agency or labour hire, and a study of young professionals These papers were first presented at the WorkTimes/LifeTimes Colloquium held in Geelong, Victoria in December 2004 The aim of this colloquium was to explore issues around working time and the impact that this has on other aspects of people's lives Specialists in the area of working time, time use, employee relations, and work-family came together to share the results of their respective research areas and to debate the theoretical and policy implications of their findings
Journal Article•
TL;DR: In this article, the authors explored the relationship of employee satisfaction with work-life balance programs on perceived job stress level, organizational commitment, and turnover intent and found that satisfaction with such programs correlated negatively with job stress levels and positively with organizational commitment.
Abstract: As a response to the rapid changes in the work environment, organizations continue to create programs that help employees attain work life balance. This study on call center employees explored the relationship of employee satisfaction with work-life balance programs on perceived job stress level, organizational commitment, and turnover intent. Results show that satisfaction with work life balance programs correlated negatively with perceived job stress level and positively with organizational commitment. However, it failed to show a relationship between satisfaction with work life balance programs and turnover intent. Implications of the study were discussed.
TL;DR: In this paper, the authors discuss work-life balance from the perspectives of: what is an ideal worker, public and private sector aspects, the value of having policies in place, and social structures.
Abstract: The author discusses work-life balance from the perspectives of: what is an ideal worker, public and private sector aspects, the value of having policies in place, and social structures.
TL;DR: In this article, a qualitative study of the experiences of microbusiness accommodation operators was conducted to investigate the nature of leisure, lifestyle and work-life balance in the context of involvement, commercial success and sustainability.
Abstract: This paper explores leisure, lifestyle and work-life balance for a group of business people working in the tourism industry through a qualitative study of the experiences of microbusiness accommodation operators. Thematic analysis was used to investigate the nature of leisure, lifestyle and work-life balance in the context of involvement, commercial success and sustainability. Results indicate that lifestyle is a key factor in decisionmaking,being constructed around the four themes of: people; way of life; work-life; and control. In the construction of lifestyle, leisure plays a role, but this is never defined and is interwoven throughout the everyday. This study suggests that combining work and leisure can be a dangerous activity, and that leisure needs to be nurtured if burnout is to be avoided. The study also suggests that leisure and work cannot truly be separated in such workplaces, and have a highly complex and interconnected relationship that deserves further study.
01 Jan 2005
TL;DR: In this article, a relation-relationship between work-life balance balance balance factors and experienced employees' job performance is discussed. But, the relationship is not discussed in detail.
Abstract: RELATIONSHIPS BETWEEN WORK-LIFE BALANCE FACTORS AND PERCEIVED EMPLOYEES' JOB PERFORMANCE
01 Jan 2005
TL;DR: In this article, the home/work interface is identified as a critical area for success in today's modern business world and a balance has to be struck between hard business objectives and the softer human concerns.
Abstract: As organizations increasingly become subjected to the forces of globalization, pressure to increase competitiveness and with it the demands on people to serve their businesses with drive and commitment become even stronger. At the forefront of strategic initiatives to improve organizational performance through people is the Human Resource Management (HRM) function. HRM professionals have responsibility for the development and implementation of strategic policy initiatives that promote business growth, while at the same time, they have the knowledge and understanding of the need to treat people as human beings rather than as human capital alone. A balance has to be struck between hard business objectives and the softer human concerns. The home/work interface emerges as a key area. Dedication of people’s lives to their working environment brings pressures to bear on employees and their families. Well known in the literature as work-life balance, the management of this home/work interface is critical for success in today’s modern business world. The balance has to be right—getting it wrong costs business its competitive edge and/or human beings their health.
01 Jan 2005
TL;DR: Work-life balance (WLB) is a big issue. Woe (and that may mean litigation) betide the senior manager who does not pay at least lip service to this idea.
Abstract: Work-life balance (WLB) is a big issue. Woe (and that may mean litigation) betide the senior manager who does not pay at least lip service to this idea.
TL;DR: A national survey conducted by EAPA as mentioned in this paper found that there has been considerable focus on the integration of employee assistance and work-life programs in the United States, and that there is a need for more research on this issue.
Abstract: Over the past number of years there has been considerable focus on the integration of employee assistance and work-life programmes in the United States. A national survey conducted by EAPA...