Showing papers on "Work–life balance published in 2007"
TL;DR: Work-life balance has been a hot topic in the literature for several decades (see, e.g., Lewis and Cooper, 1999; as mentioned in this paper ). But the focus on this topic has always reflected social, economic and workplace developments and concerns, shifting in response to new trends.
Abstract: Locating work–life balance discourse in time and place
The huge recent growth in attention to ‘work–life balance’(WLB) dilemmas in academic, political, professional and popular literature might give the impression that this is, at best, a new area of concern, or at worst, a passing fad. This would, however, be
misleading. The WLB metaphor is a social construct located within a particular period of time and originating in a Western context, but dilemmas relating to the management of
paid work alongside other parts of life, especially family, have been the focus of research for several decades (see, e.g., Rapoport and Rapoport, 1965). Research on this topic has always reflected social, economic and workplace developments and concerns, shifting in response to new trends. For example, as the numbers of women entering the labour force grew, from the 1960s, research in certain contexts tended to focus on ‘working mothers’
or dual earner families, while concerns about stress and burnout associated with workplace changes in the 1980s and 1990s were reflected in research and debate about work–family conflict (Lewis and Cooper, 1999). The terminology used to refer to these issues continues to evolve in response to current concerns. In particular, a shift from
‘work–family’ and ‘family-friendly policies’ with their implicit focus on women, especially mothers, to ‘work–life’, the precursor of the more recent ‘work–life balance’
(WLB) discourse began in the 1990s. This linguistic shift reflected a broader and more inclusive way of framing the debate to engage men and women with and without children
or other caring commitments and was partly a response to backlash against work–family policies by those without obvious family obligations.
443 citations
TL;DR: This national physician survey suggests that physicians can struggle with work–life balance yet remain highly satisfied with their career, and Burnout is an important predictor of career satisfaction, and control over schedule and work hours are the most important predictors of work– life balance and burnout.
385 citations
TL;DR: Work-life balance has been examined in the context of New Labour's "right to request and the duty to consider flexible working practices" as mentioned in this paper, with the aim of answering the question: "Why now?" The answer is that "flexibility has been discursively "rehabilitated".
Abstract: In the vast literature on work-life balance one question remains seriously under-elaborated: Why now? The paper opens by recognising that flexible working practices can be employee friendly or employer friendly, and that current employer friendly practices tend to constrain, rather than enable, possibilities for work-life balance. Part two introduces neoliberalism, interpreting it as a new class strategy: the iron fist of a renewed ruling class offensive is wrapped in the velvet glove of freedom, individualism, and (re-habilitated) discourses of flexible working practices. Part three introduces socio-linguistics to overcome an elision between work-life balance as a set of practices and as a set of discourses. We then see that discourses of flexibility have been un-coupled from discourses associated with employee unfriendly flexible working practices, and re-coupled with discourses associated with employee friendly working practices and, hence, with work-life balance. Data show that current flexible working practices are characterised as much by employee unfriendly working practices that tend to constrain work-life balance, as they are by employee friendly practices that tend to enable work-life balance. Shorn of its employee unfriendly connotations, the term 'flexibility' has been discursively 'rehabilitated' such that it no longer connotes any negativity. In conclusion one of New Labour's work-life balance policies (the right to request and the duty to consider flexible working practices) is analysed in an attempt to answer the initial question: 'Why work-life balance now?'
288 citations
TL;DR: In this paper, the authors review a range of international literature focused on and related to the work-life balance debate and issues, and suggest that reconceptualisation is required in analyses of both worklife balance and the relationship between work and life.
Abstract: Purpose
– The purpose of this article is to initiate critical reflection on the assumptions and evidence underpinning the work‐life balance debate.
Design/methodology/approach
– The article reviews a range of international literature focused on and related to the work‐life balance debate and issues.
Findings
– In the work‐life balance debate, over‐work is perceived as the problem. Nevertheless, beyond working time and the provision of flexible working practices to enable child care, there is little in the debate abut the need to change work per se. The debate also narrowly perceives “life”, equating it with women's care work, hence the emphasis again of family‐friendly polices.
Research limitations/implications
– The article suggests that reconceptualisation is required in analyses of both work‐life balance and the relationship between work and life.
Practical implications
– The article implies that current work‐life balance policies are myopic in terms of addressing the needs and aspirations of employees.
Originality/value
– The article offers a synthesis of evidence that is wider than that typical in current analyses of work and life.
219 citations
TL;DR: Work-life balance has become a major issue, and the likely outcomes of the widespread dissatisfaction with current work schedules have been discussed in this paper, where international evidence on hours of work and time use is reviewed and the academic literature on employees' attitudes towards their hours of working, and perceptions and complaints about work-life imbalances.
Abstract: Purpose – The purpose of this article is to consider why work‐life balance has become a major issue, and the likely outcomes of the widespread dissatisfaction with current work schedulesDesign/methodology/approach – The article reviews international evidence on hours of work and time use, and the academic literature on employees’ attitudes towards their hours of work, and perceptions and complaints about work‐life imbalancesFindings – Working time has not lengthened and complaints about time pressure are unrelated to hours actually worked The sources of the widespread dissatisfaction with current work schedules will lie in a combination of other trends – increased labour market participation by women, work intensification, the spread of feelings of job insecurity, more work being done at odd hours, the spread of new information and communication technologies, free time increasing more slowly than spending power and aspirations, and relatively long hours becoming most common among employees (and the sel
155 citations
TL;DR: Work-life conflict has a damaging effect on job satisfaction, organizational commitment, productivity turnover, and absenteeism as mentioned in this paper, and work-life conflicts are associated with employee burnout, mental health issues, substance abuse, and diminished family functioning.
Abstract: Work-life conflict has a damaging effect on job satisfaction, organizational commitment, productivity turnover, and absenteeism. On an individual level, work-life conflict is associated with employee burnout, mental health issues, substance abuse, and diminished family functioning. Thus, work-life balance is an important issue to the construction industry, in terms of both organizational effectiveness and occupational health. Long and inflexible work hours are the most consistent predictor of work-life conflict among construction employees, particularly those working on-site or in a project office. There is considerable resistance to the adoption of new ways of scheduling work within the industry. This paper describes the post hoc evaluation of a compressed work week (reducing the length of the working week, but increasing the length of the working day) in a case study project alliance in Queensland, Australia. Quantitative and qualitative data are presented to demonstrate the beneficial impact of the initiative on employees' work-life balance. The evaluation provides prima facie evidence that alternative work schedules can improve construction employees' work-life balance, creating benefits for construction employees and organizations. The paper concludes that project alliances provide an ideal environment in which work-life balance initiatives can help to create high-performance work systems in the construction sector.
145 citations
TL;DR: Many Human Resource professionals, employers associations, government departments, trade unions, academics, voluntary organizations and think-tanks around the world are currently debating, and ofte... as discussed by the authors.
Abstract: Many Human Resource professionals, employers associations, government departments, trade unions, academics, voluntary organizations and think-tanks around the world are currently debating, and ofte...
88 citations
TL;DR: In this article, the authors found that the perception that employers were providing help to assist work-life balance improved job satisfaction and reduced work pressure, and a consequent net reduction in leaving intention.
Abstract: Organisational pay-offs for visible work–life balance support of employees include reduced leaving intentions through increased job satisfaction and reduction of work pressures. The perceptions of the extent of work–life balance support provided by their employer were obtained for 1187 New Zealand employees in 25 different organisational units. Causal statistical analysis indicated the impact of these perceptions on employees' reported leaving intention and job performance. Employees' perception that employers were providing help to assist work–life balance improved job satisfaction and reduced work pressure. There was a consequent net reduction in leaving intention. Financial implications for organisations are discussed. Mixed results, however, were obtained in terms of impact on a measure of job performance. It is suggested that the possibility of work–life balance being linked to self-perceived reduction in work quantity needs further investigation.
82 citations
TL;DR: In this paper, a comparative descriptive analysis shows differences in work-life balance practices and policies and women's participation in the workforce between countries, and test whether these practices actually enhance the career advancement of women to senior management positions.
Abstract: Purpose – The objectives of this study are: to identify and compare companies' involvement with work‐life balance practices and policies in 14 European countries, and to test whether these practices actually enhance the career advancement of women to senior management positions.Design/methodology/approach – A comparative descriptive analysis shows differences in work‐life balance practices and policies and women's participation in the workforce between countries. In order to test whether work‐life balance practices and policies enhance the career advancement of women to senior management positions a multiple regression analysis is performed.Findings – There are certain differences in the provision of work‐life balance practices and women's participation in the labour force among European companies. A positive influence of work‐life balance policies and practices on women's career advancement into senior management positions was confirmed in only one case – the payment of an additional amount for maternity...
77 citations
02 Oct 2007
TL;DR: This paper conducted a five-year study of 8343 participants in the Australian labour market, assessing the impacts of changes and perceptions of working life and provided an overview of results from the first survey, which gathered data on working conditions.
Abstract: This report provides an overview of results from the first survey, which gathered data on working conditions in March 2006 (before the implementation of the WorkChoices legislation) and 2007. Australia@Work is a five year study of 8343 participants in the Australian labour market, assessing the impacts of changes and perceptions of working life. This report provides an overview of results from the first survey, which gathered data on working conditions in March 2006 (before the implementation of the WorkChoices legislation) and 2007.
TL;DR: This article found that while HR professionals believe work-life balance policies have benefited their organization and themselves, expatriates believe quite the opposite, given the cost of expatriate assignments and the potential for work life imbalance to erode employee commitment.
Abstract: Studies by ORC Worldwide have found that long hours, travel, and other work-related factors intrude into personal lives and create stress for a significant portion of HR professionals and expatriates around the world. But while HR professionals believe work-life balance policies have benefited their organization and themselves, expatriates believe quite the opposite. Given the cost of expatriate assignments and the potential for work-life imbalance to erode employee commitment, organizations can do more to communicate and support work-life practices outside their home country, and to better prepare the expatriate and family for life in their new location.
TL;DR: Personal life coaching is one approach to reducing work-related stress, which is well established amongst business and management executives as well as some public sector organizations.
Abstract: Work-related stress adversely affects personal performance, organizational efficiency and patient care as well as costing the NHS millions of pounds each year. Reducing the effects of work-related stress is a legal duty for all employers. There are a number of resources available to help both employees and employers, such as the Health and Safety Executive stress management standards. Personal life coaching is one approach to reducing work-related stress, which is well established amongst business and management executives as well as some public sector organizations.
TL;DR: Work-life balance and older workers as mentioned in this paper : Employees' perspectives on retirement transitions following redundancy following redundancy, and their perspectives on the transition from redundancy to full-time employment after redundancy.
Abstract: Work-life balance and older workers : Employees’ perspectives on retirement transitions following redundancy
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TL;DR: In this paper, the authors examined the effects of this working time arrangement on overall work-life balance and found that part-time employment has become a working arrangement in many parts of Europe.
Abstract: This report reveals how widespread part-time employment has become as a working arrangement in many parts of Europe. It looks at the national policies influencing part-time employment and the possible impact of this type of work organisation on labour market flexibility. It also examines the variations in the take-up of part-time work between men and women, as well as profiling part-time workers in terms of pay, career prospects and sectoral distribution. In doing so, the report analyses the effects of this working time arrangement on overall work–life balance.
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TL;DR: A comparative review of the different national parental leave systems in operation, the differential use of parental leave by women and men across the 21 European countries and a discussion of the factors which influence take-up of parentalLeave by employees are offered.
Abstract: The Foundation's Establishment Survey on Working Time and Work–Life Balance 2004–2005 set out to map the use of a variety of working time arrangements in companies, to assess the reasons for their introduction and their impact. This analytical report addresses the issue of parental leave as well as other forms of extended leave, such as leave to care for sick children or other adult family members. It offers a comparative review of the different national parental leave systems in operation, the differential use of parental leave by women and men across the 21 European countries and a discussion of the factors which influence take-up of parental leave by employees.
TL;DR: In this paper, the authors describe a small-scale qualitative study of work-life balance as it is experienced within a low-income neighbourhood in the UK, and argue that policy makers should tip the balance of the worklife equation from the current preoccupation with business interests in favour of wider social responsibility concerns.
Abstract: The article attempts to locate the contested notion of work–life balance within the context of global trends and recent policy developments. It describes a small-scale qualitative study of work–life balance as it is experienced within a low-income neighbourhood in the UK. The study findings are used to inform reflections on the powerlessness experienced by many working parents seeking to accommodate family life with paid employment; and on the nature of the calculative responsibilities that are imposed upon working parents by recent shifts in social and labour market policy. It is contended that policy makers should tip the balance of the work–life equation from the current preoccupation with business interests in favour of wider social responsibility concerns.
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TL;DR: In this paper, the authors evaluate three areas of Commonwealth budget expenditure on work and family policy: the Family Tax Benefit, the Maternity Payment, and the Child Care Benefit and Tax Rebate, and highlight how a traditional ideology of gender and gender relations is embedded within the policy framework and delivers greater financial support to households in which women prioritise staying at home to care over paid employment.
Abstract: Since its election in 1996 the Howard Government has invested billions of dollars in Australian families with children. Much of this money has been delivered through policies the Government claims will 'support families in the choices they wish to make' about how they combine paid work and family life (Howard 2005). This paper evaluates three areas of Commonwealth budget expenditure on work and family policy: the Family Tax Benefit; the Maternity Payment; and the Child Care Benefit and Tax Rebate. Analysis of the structure of these benefits highlights how a traditional ideology of gender and gender relations is embedded within the policy framework and delivers greater financial support to households in which women prioritise staying at home to care over paid employment. The policy bias toward traditional gender relations makes government rhetoric about choice problematic and shows that the work and family tensions that exist at the level of the household also exist at the policy level, with negative implications for women's labour market participation.
01 Jan 2007
TL;DR: The lack of any real change in the gender distribution of domestic work to match women's increased paid employment has led to debates about how to reconcile paid work and family life, now more usually expressed as work-life balance as mentioned in this paper.
Abstract: Women in the European Union are increasingly expected to be in paid employment to meet the Lisbon Strategy targets for growth and competitiveness and to offset the rising costs of welfare, given increased ageing and declining fertility. Yet despite the passing of equalities legislation over 30 years ago, gender inequalities remain in the scale and character of paid employment and in the division of domestic labour.1 The lack of any real change in the gender distribution of domestic work to match women’s increased paid employment has led to debates about how to reconcile paid work and family life, now more usually expressed as work-life balance. Policy discussions revolve around the relative roles of the state and market in meeting the care deficit and how employment practices can be modified to enable both women and men to meet their caring obligations. In addition to these pragmatic issues, in some states, notably the UK, moral questions have also been raised about the desirability of mothers of young children undertaking paid work, especially on a full-time basis.
TL;DR: In this article, the transposition of EU Directives and the implications of the European Employment Strategy for leave arrangements across the UK, Denmark, France and Spain as exemplars of four welfare regimes are examined.
Abstract: Work–life balance has been a central theme of the EU gender equality framework and has been promoted through both ‘hard’ and ‘soft’ components. Although the EU concern in promoting work–life balance has been more to increase employment and economic productivity than to promote gender equality, all Member States have now established standards in accordance with the EU regulations. Statutory leave arrangements are a key component of work–life balance policies and they vary significantly across Member States with different welfare regime traditions. This study examines the transposition of EU Directives and the implications of the European Employment Strategy for leave arrangements across the UK, Denmark, France and Spain as exemplars of four welfare regimes.
TL;DR: In Sweden, the approach taken politically and legally in Sweden is to encourage a greater economic independence of women from men from the perspective of economic equality between men and women is a challenge to every country.
Abstract: Achieving economic equality between men and women is a challenge to every country. The approach taken politically and legally in Sweden is to encourage a greater economic independence of women from ...
TL;DR: Work/life balance consultant Hayley Dunne explains how introducing work and life balance initiatives can help organizations to achieve recruitment and retaining highly skilled staff in the 21st century.
Abstract: Recruiting and retaining highly skilled staff is a challenge facing all types and sizes of organizations in the 21st century. It requires taking a strategic approach to the attraction, selection, development and retention of employees, in order to meet staff, business and societal needs. Work/life balance consultant Hayley Dunne explains how introducing work/life balance initiatives can help organizations to achieve this.
Journal Article•
TL;DR: In this paper, the authors point out some work-life balance strategies for overcoming the problem of fewer children, based on research conducted both in Japan and abroad, and explain the situation of worklife balance in companies overseas.
Abstract: One of the major issues related to countermeasures for low fertility, is reevaluating the way of working. However, the number of companies who are actually promoting work-life balance by encouraging fathers to participate in raising children or by cutting overtime is still rather small. The attitude that supporting childrearing yields little return is still prevalent in the business world, meaning that any ideas about changing the way people work have been put on the back burner. I conducted interviews at 300 companies in Japan and 70 western companies who are known as supporting work-life balance. I also did a survey of 3,000 companies in Japan and 500 companies overseas. I identified the top 120 Japanese companies in terms of work-life balance, based on their financial status and did an analysis of this. In this paper I will point out some work-life balance strategies for overcoming the problem of fewer children, based on research conducted both in Japan and abroad. Firstly, I will comment on the current situation of companies supporting work-life balance in Japan. Secondly, I will explain the situation of work-life balance in companies overseas. Thirdly, I will mention things we can learn about work-life balance in the workplace from small and mid-sized companies.
TL;DR: The authors examined the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organisations surveyed in 2002 and found that the majority of fathers rely upon the provision of care by the mother in their own home (an option that was available to only a small proportion of mothers).
Abstract: Working arrangements are still not sufficiently flexible to enable parents to manage their roles as workers and as carers and there remains a dearth of flexible working arrangements and work-life balance policies especially for fathers. This paper examines the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organisations surveyed in 2002. It concentrates on the access to, and takes up of, flexible working time and leave arrangements by fathers and mothers and explores the impact of such arrangements on their careers and their attitudes towards work/life balance. Parents were asked about their actual and preferred childcare arrangements. The majority of fathers were able to rely upon the provision of care by the mother in their own home (an option that was available to only a small proportion of mothers). The paper concludes by discussing the kinds of work/life balance interventions/measures sought by fathers and mothers.
01 Jan 2007
TL;DR: Starr as discussed by the authors describes the impact of women entering the workforce after 1970 on work/life balance issues, and argues that women entered the workforce with a different perspective from their predecessors: they believed they could develop a career as robust as their male counterparts while sustaining active engagement in personal life.
Abstract: This thesis describes the impact of women entering the workforce after 1970 on work/life balance issues. I have argued that women entering the workforce after 1970 held a different perspective from their predecessors: they believed they could develop a career as robust as their male counterparts while sustaining active engagement in personal life. This perspective created a paradigm shift in organizations, which had previously precluded the family as a stakeholder. I have discussed the business environment from the 1960’s to 2006 by reviewing several well established business theories. Empirical data has been presented supporting my thesis, interspersed with collateral material in the form of anecdotes, which demonstrate the efforts of this new generation of working women to build a successful work/life balance model. Often, these women were motivated solely by their anger at a dysfunctional system and resistant stakeholders, which compromised their success by seeing the world through a linear lens rather than as a dynamic reality. This thesis was written for women who participated in an experiment in change and, hopefully offers a cathartic evaluation of the inextricable link of work and family. Disciplines Organizational Behavior and Theory Comments Submitted to the Program of Organizational Dynamics in the Graduate Division of the School of Arts and Sciences in Partial Fulfillment of the Requirements for the Degree of Master of Science in Organizational Dynamics at the University of Pennsylvania. Advisor: Dr. Larry Starr This thesis or dissertation is available at ScholarlyCommons: http://repository.upenn.edu/od_theses_msod/4 THE IMPACT OF WORKING WOMEN ON WORK/LIFE BALANCE PERSPECTIVES
01 Jan 2007
TL;DR: This article reviewed sampling choices in 245 empirical work-life balance papers published in a range of discipline-based peer-reviewed journals between 1987 and 2006 and found that sampling choice in much previous literature is somewhat constrained, with a disproportionate emphasis on married, co-habiting and heterosexual parents, professional / managerial and higher skilled workers and derived from educational institutions and the public sector.
Abstract: This study reviewed sampling choices in 245 empirical work-life balance papers published in a range of discipline-based peer-reviewed journals between 1987 and 2006. Results showed that sampling choice in much previous literature is somewhat constrained, with a disproportionate emphasis on married, co-habiting and heterosexual parents, professional / managerial and higher skilled workers and derived from educational institutions and the public sector. Researchers should also be more transparent in providing rationales for their choices of organizations or group lists used to target respondents. Work-life balance research could also be expanded in non-industrialized countries with a greater emphasis on cross-cultural comparisons of phenomena.
Journal Article•
TL;DR: In this article, a conceptual model that takes into account levels of reciprocal flexibility between host organisations and their volunteers, against the backdrop of volunteer supply, is proposed to determine whether all types of tourism organizations, offering a range of volunteering opportunities, need to be flexible in order to recruit and retain volunteers.
Abstract: The concept of flexibility has received widespread attention beyond its theoretical roots in manufacturing. It has been applied to the services sector, including tourism and hospitality; however, little work has investigated the transference of its basic tenets to volunteering. Research is lagging behind practice in contemporary volunteering as the value of flexible attitudes and flexible work options in terms of recruitment and retention outcomes is increasingly recognised. To address this gap, the current paper proposes a conceptual model that takes into account levels of reciprocal flexibility between host organisations and their volunteers, against the backdrop of volunteer supply. A comprehensive explanation of the literature supporting this model and its accompanying research questions serve as a way forward to determine whether all types of tourism organisations, offering a range of volunteering opportunities, need to be flexible in order to recruit and retain volunteers.
01 Jan 2007
TL;DR: The paper discusses the concept of Work-Life Balance, why it is receiving more attention at work and in the society, the benefits it brings to organisations and employees as well as issues surrounding WLB.
Abstract: The paper discusses the concept of Work-Life Balance (WLB), why it is receiving more attention at work and in the society, the benefits it brings to organisations and employees as well as issues surrounding WLB. To illustrate an example, WLB policies in Malaysia, namely maternity leave and on-site child care centre in comparison with other countries are highlighted. Although WLB policies are implemented in Malaysia, they are inconsistent and not supportive of one another. For instance, generosity in maternity leave is not supported with on-site child care facilities in the workplaces.