Showing papers on "Work–life balance published in 2006"

Work-Life ‘Balance’ in Europe:

Abstract: Although work-life ‘balance’ is an EU policy priority, within Europe there are considerable variations in the nature and extent of supports that national governments have offered to dual-earner fam...

Action research to develop work‐life balance in a UK university

Abstract: Purpose – This paper aims to show the extent to which an action research approach, which incorporates learning from previous studies and interventions, can be used to progress work‐life balance (WLB) policies and practices in a university context.Design/methodology/approach – The paper builds on the now considerable knowledge relating to the theory and practice of WLB. It adopts an action research/change management approach as part of a project partly funded by the Department for Trade and Industry partnership scheme. Specific methods utilised include a fundamental review of organisational policy using an evaluative matrix and an analysis of the outcomes of four workshops with 51 line managers.Findings – The findings show considerable differences between the experiences of administrative, professional, technical and clerical (APT&C) staff and academics. In particular, APT&C staff seek a greater sense of “entitlement” and more trust and autonomy, whereas academic staff seek a more manageable work load. By ...

Work–life balance in europe: a response to the baby bust or reward for the baby boomers?

Abstract: The academic analysis of work–life balance (WLB) has too often followed the public policy debate without sufficient reflection on its origins, the accuracy of the assumptions it tends to make, or the analytical adequacy of the concepts it uses. This paper suggests that what are usually assumed to be the causes of the debate (longer hours and greater stress at work, along with the collapse of the male breadwinner division of parenting and employment responsibilities within couples) are nothing of the sort. Rather the debate's origins lie in states’ concerns about demographic trends, especially low and falling fertility, which they fear threatens the future of the labour supply and viable dependency ratios between those in work and those dependent upon them. The WLB debate can thus be seen as part of a specifically liberal discourse about ‘population ageing’ that seeks to legitimate the rolling back of a welfare state by arguing that current levels of support cannot be sustained in a globalising wo...

Homeworking and work-life balance: does it add to quality of life?

Abstract: Work–life balance has recently emerged as part of a wider focus on quality of life issues. This paper adopts a personal well-being approach to the quality of life suggesting that a positive relation between self and place is essential to well being. The aim of this paper is to examine the potential contribution of homeworking to the quality of life. This paper draws from a recent study of homeworkers, funded by the ESRC. Interviews and questionnaire data are presented, with 123 homeworkers and 371 women working in the North East. The paper concludes by suggesting the benefits of flexible working are equally experienced and are differentiated by gender and type of work.

Literature review of issues related to work-life balance, workplace culture and maternity/childcare issues

Abstract: This literature review seeks to outline, analyse and synthesise research on the three related topics of work-life balance, workplace culture, and maternity/childcare issues. These topics are important for those facing a crisis pregnancy, and the perspectives of those facing such a pregnancy are considered in all sections of this report. The importance of such a review cannot be underestimated: it is a key resource for policy makers, theorists, employers and employees, as well as working parents and childcare providers.

Work-life balance, management practices and productivity

Abstract: Do “Anglo-Saxon” management practices generate higher productivity only at the expense of lousy work-life balance (WLB) for workers? Many critics of “neo-liberalisme sauvage” have argued that increased competition from globalisation is damaging employees’ quality of life. Others have argued the opposite that improving work-life balance is actually a competitive tool that companies can use to raise productivity. We try to shed some empirical light on these issues using an innovative survey tool to collect new data on management and work-life balance practices from 732 medium sized manufacturing firms in the US, France, Germany and the UK. First, we show that our measure of work-life balance is a useful summary of a range of policies in the firm – family-friendly policies, flexible working, shorter hours, more holidays, subsidised childcare, etc. We show that this worklife balance measure is significantly associated with better management. Firms in environments that are more competitive and/or who are more productive, however, do not have significantly worse work-life balance for their workers. These findings are inconsistent with the view that competition, globalisation and “Anglo-Saxon” management practices are intrinsically bad for the work-life balance of workers. On the other hand, neither are these findings supportive of the optimistic “winwin” view that work-life balance improves productivity in its own right. Rather we find support for a “hybrid” theory that work-life balance is a choice for managers that is compatible with low or high productivity.

Welfare States and Work-Life Balance. Can Good Practices Be Transferred from the Nordic Countries to Conservative Welfare States?

Abstract: Within the European Employment Strategy benchmarking and learning from good practices are main mechanisms to improve national performance. This is also the case for WLB strategies which are reinforced because of economic reasons to increase employment and population growth. The paper asks for the main criteria for public policies to promote WLB and whether or under which conditions such policies are transferable between the successful Nordic countries and the less successful conservative countries like Austria and Germany. Denmark and Finland are used as ‘good practice’ examples. The analysis shows that childcare leave regulations are an important instrument to encourage mothers for continuous working careers. But the consequences of these regulations concerning employment turn out to be quite different, even in measures with similar orientation. What we can learn from the Nordic countries is that the consistency of welfare state regulations and institutions are an important precondition for a su...

Men and Women’s Agency and Capabilities to Create a Work Life Balance in Diverse and Changing Institutional Contexts

Abstract: Men and women’s agency and capabilities to create a worklife balance in diverse and changing institutional contexts

Work–life balance and industrial relations in italy

Abstract: This article examines the work–life balance system in Italy, with particular regard to the role played by extra-statutory arrangements and provision – extra leave, benefits and allowances for parents provided by employers, in-company creches, family-friendly working hours, etc. – originated from collective bargaining and industrial relations at company-level. The Italian pattern of welfare state and women's employment is characterised by weak state support, a relevant role of intergenerational solidarity, one of the lowest fertility rates and still low women's activity rates. As for human resource management and industrial relations’ contribution to work–life balance, empirical evidence shows that a certain number of extra-statutory arrangements and provision has been implemented at company level. Though, they are not enough to fill the gap with countries where state social protection is higher. The articles argue that industrial relations may play an important role in fostering a better work–lif...

Juggling work and elder caregiving: work-life balance for aging American workers.

Abstract: As the American work force ages, the demands of caring for aging relatives increase. Family caregiving often interferes with workplace responsibilities, creating physical, emotional, and financial stress for caregivers. Employers must address the productivity losses created by absenteeism of workers who struggle with work-life issues created by caregiving roles. Occupational health nurses must understand the factors that affect workers in their caregiving roles and make appropriate nursing interventions. They are in key positions to help aging employees and their employers face the increased demands on work-life balance created by elder caregiving.

The Work/life Balance Sheet So Far: Bottom Line: Create a Good Program and Communicate Its Importance to Your Managers

Abstract: EXECUTIVE SUMMARY * Studies show work/life balance programs go a long way to help CPA firms of all sizes attract and retain high-quality professionals and are a key factor in employee satisfaction. * Successful programs address elder-care as well as child-care needs. The growing demand for attending to parents is one of today's most significant trends. * More than a decade has passed since businesses started to implement work/life-balance-friendly policies, but only a few firms are claiming success. If top managers of an organization don't support work/life programs, they are likely to fail. * Ernst & Young rates its managers on how available they make work/life options and factors those ratings into reviews and bonuses. * Deloitte & Touche's program helps employees tailor a partnership path through different phases of their lives. * The business case for work/life balance programs grows stronger every day. Research shows that employers that don't consider how family and work responsibilities affect their employees are hindering their ability to operate more efficiently. ********** Balancing work and family has overtaken benefits and compensation as a key factor in employee satisfaction--and a key concern for CPA firms and companies trying to attract and retain high-quality professional staff. That s the conclusion of a major study conducted by the AICPA's Work/Life and Women's Initiatives Executive Committee in 2004. In a follow-up last year, Linda Bergen, CPA, a Citigroup corporate accounting vice-president in New York, reported time spent on the job and work/life balance issues are the top two reasons CPAs change jobs. In fact, dual-wage-earning families in general are working longer hours. Catalyst, a nonprofit research and advisory organization in New York, found the combined weekly work hours of wage-earning couples rose to 91 hours in 2002--up more than 8% in just 10 years Writing for the New York Times, Judith Shulevitz cited a Families and Work Institute study (www.familiesandwork. org) that found younger college-educated workers were less willing "to sacrifice everything to advance their careers" than baby boomers were. People entering the workforce today are more likely to turn down promotions if the new job means longer days and having to bring more work home. CHANGING NEEDS Adapting to contemporary needs calls for more than a one-size-fits-all approach to work/life benefits programs, however. Witness the growing demand for time to attend to one's parents, which is one of the most significant trends in the area of work/life balance. Smart firms and corn panics are implementing programs that address employees' elder-care demands as well as single-parent staff members' emergency-day-care needs. The challenge of effectively meeting workplace and personal needs continues to fall more heavily on women than men. More than 65% of families with preschool children had mothers working outside the home, according to HR Review, and if a child is sick, most often it's the mother who's called. Roles are starting to change, though, when it comes to taking time off to deal with elder-care issues. Here responsibility is often parent-specific: The man cares for his aging parents and the woman does the same for hers. Employees who face the demands of both parenting and elder care are sometimes called the "sandwich generation." A survey conducted by the Labor Project for Working Families in 2002 (www.laborproject.org) found that 40% of those caring for parents and grandparents had child-care responsibilities, too. This demographic sector is likely to increase with the aging population. CULTURAL STIGMA? CPA firms have been among the most responsive work environments in establishing comprehensive family-friendly policies and programs, yet resounding successes are few. …

Wearing Out the Work Ethic: Population Ageing, Fertility and Work–Life Balance

Abstract: In response to population ageing, the UK intends to increase female labour supply. To this end, the Chancellor has announced a ten-year strategy designed to allow parents to combine work with family responsibilities more easily. The policies proposed centre on extending parental leave and childcare provision, while promoting greater flexibility in employment. While these policies may improve labour supply in the short term, this article looks at their implications for fertility, which if negative may reduce the labour supply in the longer term. Recent demographic studies suggest that measures which allow women more readily to combine childbearing with paid employment may also stabilise or improve fertility rates, so mitigating the trend to population ageing. However, the evidence is not conclusive, for relationships between female employment and fertility are complex and context dependent. The article suggests several factors that might therefore merit further consideration. These include gender inequities in the domestic division of labour, long working hours and a re-evaluation of unpaid work in the home. Enthusiasm for the work ethic may have to be balanced by a more explicit acknowledgement of a care ethic.

The relationship between work-life conflict/work-life balance and operational effectiveness in the Canadian Forces

Abstract: : This report reviews studies that have been conducted on work-life conflict/work-life balance and its relationship to operational effectiveness. The majority of studies that are reviewed in this report focus on this issue within the Canadian Forces (CF). Where insufficient information exists within the context of the CF, information from other militaries is discussed. Most of the research that has been conducted focuses on work-to-life interference, where work has a negative impact on an individual s personal life, in particular on the CF member s family. For the purpose of this report operational effectiveness refers to turnover intentions, degree of work commitment, physical and psychological health and well being, unit attributes such as morale, readiness, cohesion, and performance. Findings from the studies reviewed suggest that work-life conflict/work-life balance is related to CF members decisions to leave or remain in the CF, to a variety of physical and psychological health outcomes, and to certain unit attributes. However, little research has been conducted on the relationship between work-life conflict/work-life balance and performance. The research that has been done has obtained inconsistent findings, making it difficult to determine whether these constructs are interrelated as theorized. Some initial research is presented suggesting that work-life conflict may mediate the PERSTEMPO-operational effectiveness relationship. Finally, future research directions are presented.

Work stress and health behaviours: a work life balance issue

Abstract: [Summary of the book containing this chapter:] What are the effects of conflict between home and work? Does work stress affect those who live with you? In the rapidly changing modern work environment, time pressures seem ever increasing and new technology allows work to be conducted any time and anywhere. These are just two of the factors that make it more and more difficult for working men and women to integrate work and home life. Consequently, there is a need for flexible and innovative solutions to manage the work-home interface. Work-Life Balance: A Psychological Perspective presents up-to-date information on work-home issues, including the latest research findings. The book’s emphasis is strongly psychological, with a focus on practical solutions, and includes chapters which deal with psychological issues such as the conflict between work and family, how work stresses may affect partners, and recovery from work. It also includes sections on legal issues, as well as examples of initiatives being implemented by leading employers. Contributors are drawn from the leading researchers in their fields and reflect the international character of the current challenges facing employers and employees. Its practical focus and innovative approach make this an essential book for managers, HR professionals and organizational psychologists, as well as students in these disciplines. The theoretical basis and research focus mean the book will also be invaluable for researchers investigating workplace issues.

Work-Life Balance in a Low-Income Neighbourhood

Abstract: ‘Work-life balance’ generally refers to how people may combine paid employment with family responsibilities. The UK government’s attempts to promote work-life balance are connected to wider concerns to maximise labour-force participation and include policies on tax credits, child care and employment rights. Employers favour work-life balance if it promotes the flexibility of labour supply and enables them to retain valued staff. There are concerns about the extent to which work-life balance policies benefit lower-income groups. This paper reports findings from a study, based on in-depth interviews with 42 economically active parents from a low-income neighbourhood. Participants supported the idea of work-life balance, but many found it difficult to achieve. Stress and long hours are unavoidable in some jobs, or else income and prospects must be forgone in order to obtain ‘family-friendly’ working conditions. Employment rights are poorly understood. Standards of management at work are inconsistent. Pay levels are insufficient and, though benefits/tax credits help, they are complex and badly administered. Childcare provision is available, but quality and access is uneven. Participants had mixed views as to the efficacy of support and services available in the neighbourhood. Participants offered different accounts of their experiences depending upon whether they were having to put their work first or family life first, and whether they felt ambivalent or content about this. The clearest finding was that participants tended to be fundamentally disempowered - by the unpredictability of the labour market, the dominance of a ‘business case’ rationale, their lack of confidence in childcare provision and a lack of belief in their employment and benefit rights

Volunteering and Work/life Balance

Abstract: How Australians combine and balance their working lives, family, caring commitments and recreation is a strongly debated issue in the media and academia. Volunteering Australia conducted survey consulting volunteers and not profit organisations involved in volunteering organisations, which showed that the volunteering is vulnerable to pressure form the demands of paid work and caring that many prospective and current volunteers experience.

Work-Life Balance: A Practical Guide for Teachers

Abstract: Work-life balance picks up where conventional time management stops. After you have prioritised ruthlessly, learned how to delegate, dealt with interruptions, managed your managers, planned and reviewed and still find you are overworked then it is time to try something else. Use this book to re-establish control over your life and to understand the impact of work pressures and issues in your personal life, it will show you how to: audit your work-life balance to find out which areas are really causing you the most tension establish what you want out of your work and your life outside work, this is important because your aspirations change allocate time and other resources to ensure that work and life outside work are given the right priorities with reference to your emotional commitment deal with the expectations of others cope with specific issues such as: the long-hours culture, dealing with excessive workloads, working in a caring profession as well as being a teacher. The book outlines a range of strategies to help teachers to achieve the right work-life balance for them. It can also be used for whole school staff development programmes – after all work-life balance is the responsibility of head-teachers and governors too.

Work-life Balance: 'Good Weather' Policies or Agenda for Social Change?: A Cross-country Comparison of Parental Leave Provisions in Australia and Sweden

Abstract: It has been suggested that work-life balance policies are 'good weather' policies, which have been implemented in times of a favourable economic environment and/or high demand for labour but may be withdrawn once those conditions deteriorate. This paper outlines three critical limitations of the management-oriented work-life balance literature. I argue that organisational approaches alone cannot bring about more balanced work-life conditions and that the scope of the current discussion needs to be systematically broadened to incorporate insights provided by research in other disciplines. To achieve a broader outlook on work-life balance issues, this paper offers a comparison of the parental leave provisions in Australia and Sweden. The two countries serve as representatives of a liberal and a social-democratic welfare state approach to dealing with work-life conflicts. The comparison aims to demonstrate how differences in legislative frameworks create different contexts and options for individuals who are trying to reconcile the conflicting spheres of paid work and private life. It is shown that work-life arrangements are not only subject to an organisational context but are clearly influenced by government policy frameworks which differ significantly across developed countries.

Work-Life Balance in a Low-Income Neighbourhood

Abstract: 'Work-life balance' generally refers to how people may combine paid employment with family responsibilities. The UK government's attempts to promote work-life balance are connected to wider concerns to maximise labour-force participation and include policies on tax credits, child care and employment rights. Employers favour work-life balance if it promotes the flexibility of labour supply and enables them to retain valued staff. There are concerns about the extent to which work-life balance policies benefit lower-income groups. This paper reports findings from a study, based on in-depth interviews with 42 economically active parents from a low-income neighbourhood. Participants supported the idea of work-life balance, but many found it difficult to achieve. Stress and long hours are unavoidable in some jobs, or else income and prospects must be forgone in order to obtain 'family-friendly' working conditions. Employment rights are poorly understood. Standards of management at work are inconsistent. Pay levels are insufficient and, though benefits/tax credits help, they are complex and badly administered. Childcare provision is available, but quality and access is uneven. Participants had mixed views as to the efficacy of support and services available in the neighbourhood. Participants offered different accounts of their experiences depending upon whether they were having to put their work first or family life first, and whether they felt ambivalent or content about this. The clearest finding was that participants tended to be fundamentally disempowered - by the unpredictability of the labour market, the dominance of a 'business case' rationale, their lack of confidence in childcare provision and a lack of belief in their employment and benefit rights.

Exploring a work-life balance impact audit:an aid to informed consensus?

Abstract: The effective management of employees’ work-life balance requires organisations to recognise and account for the array of non-work roles that impact their working-lives. Despite the literary attention given to the ‘work-life balance’ in recent years, however, contemporary authors still note the concept’s inadequacy both in terms of its definition and administration. In order to explore the boundaries of contemporary ‘work-life balance’, this paper adopts an Organisational Role Theory (ORT) perspective. The paper suggests that in order to manage these discrete impacts effectively, human resource managers should consider employing a Work-Life Balance Impact Audit as part of their job evaluation and performance management processes.

How would employees 'construct' a balance between work and non-work life? Work-life Balance in the Construction Industry

Abstract: In recent years there has been a groundswell of research that overwhelmingly suggests extended working hours and the difficulty of balancing home and work are highly problematic for many employees. The paper adds to this literature by investigating work-life balance (WLB) issues and takes as its primary focus the time-based demands of jobs in the construction industry in Australia. This paper draws from two construction industry case studies that have experimented with restructuring working time arrangements.

Work-life balance, management practices and productivity

Abstract: Do “Anglo-Saxon” management practices generate higher productivity only at the expense of lousy work-life balance (WLB) for workers? Many critics of “neo-liberalisme sauvage” have argued that increased competition from globalisation is damaging employees’ quality of life. Others have argued the opposite that improving work-life balance is actually a competitive tool that companies can use to raise productivity. We try to shed some empirical light on these issues using an innovative survey tool to collect new data on management and work-life balance practices from 732 medium sized manufacturing firms in the US, France, Germany and the UK. First, we show that our measure of work-life balance is a useful summary of a range of policies in the firm – family-friendly policies, flexible working, shorter hours, more holidays, subsidised childcare, etc. We show that this worklife balance measure is significantly associated with better management. Firms in environments that are more competitive and/or who are more productive, however, do not have significantly worse work-life balance for their workers. These findings are inconsistent with the view that competition, globalisation and “Anglo-Saxon” management practices are intrinsically bad for the work-life balance of workers. On the other hand, neither are these findings supportive of the optimistic “winwin” view that work-life balance improves productivity in its own right. Rather we find support for a “hybrid” theory that work-life balance is a choice for managers that is compatible with low or high productivity.