Showing papers on "Work–life balance published in 2008"
TL;DR: In this paper, the authors review six conceptualisations of work-life balance found in the literature: (1) multiple roles; (2) equity across multiple tasks; (3) satisfaction between multiple roles, (4) fulfilment of role salience between multiple tasks, (5) a relationship between conflict and facilitation; and (6) perceived control between multiple jobs.
Abstract: Although the term work–family/life balance is widely employed, an agreed definition of this term has proved elusive. Instead, an array of definitions and measures populate the literature. The variety of work–life definitions and measures provide limited value for both the theoretical advancement of the construct and for practical human resource (HR) interventions. In this article, we review six conceptualisations of work–life balance found in the literature: (1) multiple roles; (2) equity across multiple roles; (3) satisfaction between multiple roles; (4) fulfilment of role salience between multiple roles; (5) a relationship between conflict and facilitation; and (6) perceived control between multiple roles. Based on our review of this research we identify the two primary features of the work–life balance definitions and propose a new definition of this construct.
370 citations
TL;DR: In this paper, the authors explored the experience of time flexibility and its relationship to work-life balance among married female teleworkers with school-aged children and found that time flexibility enhanced their sense of balancing work and life and their perceived quality of life.
Abstract: This study explores the experience of time flexibility and its relationship to work–life balance among married female teleworkers with school-aged children. Drawing from a larger study of teleworkers from a Canadian financial corporation, 18 mothers employed in professional positions discussed work, leisure and their perceptions of work–life balance in in-depth interviews. Telework was viewed positively because flexible scheduling facilitated optimal time management. A key factor was the pervasiveness of caregiving, which could result in ongoing tensions and contradictions between the ethic of care and their employment responsibilities. The ideology of ‘intensive mothering’ meant that work schedules were closely tied to the rhythms of children's school and leisure activities. The different temporal demands of motherhood and employment resulted in little opportunity for personal leisure. Time ‘saved’ from not having to commute to an office was reallocated to caregiving, housework or paid employment rather than to time for their self. The women also experienced a traditional gendered division of household labour and viewed telework as a helpful tool for combining their dual roles. Time flexibility enhanced their sense of balancing work and life and their perceived quality of life. At the same time, they did not question whether having the primary responsibility for caregiving while engaged in paid employment at home was fair or whether it was a form of exploitation.
288 citations
Abstract: SUMMARY Research findings from several countries suggest that academic work has become comparatively stressful, with potentially serious consequences for the workforce and the quality of higher education. This article reports the findings of a study that examined work demands, work-life balance and wellbeing in UK academic staff. Job demands and levels of psychological distress were high and working during evenings and weekends was commonplace. Most academics surveyed, however, were at least moderately satisfied with their jobs. Work-life balance was generally poor and most respondents wished for more separation between their work and home lives. Academics who reported more work-life conflict and perceived a greater discrepancy between their present and ideal levels of work-life integration tended to be less healthy, less satisfied with their jobs, and more likely to have seriously considered leaving academia. On the whole, academics that perceived more control over their work, more schedule flexibility a...
214 citations
TL;DR: In this article, a model of lifestyle balance based on a synthesis of related research is presented, which asserts that balance is a perceived congruence between desired and actual patterns of occupation across five need-based occupational dimensions seen as necessary for wellbeing.
Abstract: The concept of lifestyle balance seems to have widespread acceptance in the popular press. The notion that certain lifestyle configurations might lend to better health, higher levels of life satisfaction and general well‐being is readily endorsed. However, the concept has not been given significant attention in the social and behavioral sciences literature and, as a result, lacks empirical support, and an agreed upon definition. This article presents a proposed model of lifestyle balance based on a synthesis of related research, asserting that balance is a perceived congruence between desired and actual patterns of occupation across five proposed need‐based occupational dimensions seen as necessary for wellbeing. It is asserted that the extent to which people find congruence and sustainability in these patterns of occupation that meet biological and psychological needs within their unique environments can lead to reduced stress, improved health, and greater life satisfaction.
208 citations
TL;DR: In an Australian sample of over 16,000 employees, the authors assessed whether employees are satisfied with their ability to balance work and other life commitments and found that work-life balance is important for engaging and retaining employees in the context of other aspects of organisational climate.
Abstract: In an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.
179 citations
TL;DR: The present study was the first cross-national examination of whether managers who were perceived to be high in work-life balance were expected to be more or less likely to advance in their careers than were less balanced, more work-focused managers, and 3-way interactions of work- life balance ratings, ratee gender, and gender egalitarianism in multisource analyses.
Abstract: The present study was the first cross-national examination of whether managers who were perceived to be high in work–life balance were expected to be more or less likely to advance in their careers than were less balanced, more work-focused managers. Using self ratings, peer ratings, and supervisor ratings of 9,627 managers in 33 countries, the authors examined within-source and multisource relationships with multilevel analyses. The authors generally found that managers who were rated higher in work–life balance were rated higher in career advancement potential than were managers who were rated lower in work–life balance. However, national gender egalitarianism, measured with Project GLOBE scores, moderated relationships based on supervisor and self ratings, with stronger positive relationships in low egalitarian cultures. The authors also found 3-way interactions of work–life balance ratings, ratee gender, and gender egalitarianism in multisource analyses in which self balance ratings predicted supervisor and peer ratings of advancement potential. Work–life balance ratings were positively related to advancement potential ratings for women in high egalitarian cultures and men in low gender egalitarian cultures, but relationships were nonsignificant for men in high egalitarian cultures and women in low egalitarian cultures.
167 citations
TL;DR: In this article, the authors explore self-employment through home-based business ownership as a potential solution to the interrole conflict experienced by women attempting to balance dual work and family roles.
Abstract: Purpose – This paper seeks to explore self‐employment through home‐based business ownership as a potential solution to the inter‐role conflict experienced by women attempting to balance dual work and family roles.Design/methodology/approach – Home‐based businesses (n = 626) were surveyed in Western Australia as part of a larger national study. Data were collected on operator and business characteristics, and specific home‐based business issues (e.g. reasons for preferring a home‐base, management and planning, growth facilitators and barriers). Four‐way comparisons investigating the dynamics of home‐based business ownership between male and female operators and operators with and without dependants were made.Findings – The attraction of home‐based business ownership is driven predominantly by the flexibility afforded to lifestyle and the ability to balance work and family. While these advantages were more salient for women than for men, gender per se was not a determining factor in why operators started a ...
101 citations
TL;DR: The authors argued that there are restrictions in our understanding of lives that may fall outside the standard white western model and argued that a deeper understanding of the diversity within groups is necessary to avoid essentializing experiences and needs.
Abstract: This article argues for a broader, more diverse approach to the ‘life’ component of the work–life balance equation. This is discussed within the context of ethnic minority women's experiences of balancing their work and personal life, contending that there are restrictions in our understanding of lives that may fall outside the standard white western model. A key aim of this work is to question existing understandings of work–life balance debates that focus almost exclusively on gender and childcare, ignoring issues around ethnicity, culture and religion. A social constructionist framework was adopted for this study, which acknowledges an interaction between structure, culture and agency. Primary data were collected in the form of semi-structured, in-depth interviews with 26 minority female participants, 15 ethnic minority men, eight white women and six white men, all employed across a range of industries and occupations. Although the focus of this paper primarily lies with ethnic minority women's experiences, data from ethnic minority men, white women and men are incorporated in the analysis where appropriate or useful. The empirical data have indicated that both white and ethnic minority women struggle with balancing work and personal life demands to a greater extent than their male counterparts. However, an ethnicity or cultural dimension was apparent, as ethnic minority women often had to deal with additional cultural, community or religious demands. It is argued, nevertheless, that a deeper understanding of the diversity within groups is necessary to avoid essentializing experiences and needs. By acknowledging different forms of life, a more realistic analysis can take place which can inform organizational policy and practice.
101 citations
TL;DR: In this paper, the influence of disruptiveness and dependency arguments on managerial attitudes is examined using a vignette design, and it is found that dependency arguments also play an important role and managers are more likely to respond to their employees' personal and family needs.
Abstract: What factors shape managerial attitudes towards the utilization of work-life policies? The influence of disruptiveness (Powell and Mainiero 1999) and dependency (Klein, Berman and Dickson 2000) arguments on managerial attitudes is examined using a vignette design. In this study, managers in four financial firms in the UK and the Netherlands were asked to judge hypothetical requests from employees to utilize work-life policies. Findings indicate that managers are mainly interested in the performance of their department or work unit, and work-life policies are often seen as disruptive. However, when the least disruptive request is considered (short-term leave), we find that dependency arguments also play an important role and managers are more likely to respond to their employees' personal and family needs.
79 citations
TL;DR: The authors compare the institutional framework for fatherhood and father involvement and the survey evidence relating to fathers contribution to childcare and domestic work in the two countries and conclude that while change in father involvement is slow, the introduction of statutory and organizational work-life balance measures which alter the gender order open up opportunities for negotiated change in the division of the labour in the home.
Abstract: This paper contrasts and compares the institutional framework for fatherhood and father involvement and the survey evidence relating to fathers’ contribution to childcare and domestic work in the two countries. It shows that while men's contribution to such activities appears to be increasing in both France and the UK, change is slow and father involvement does not necessarily seem to correlate directly either with patterns of female labour force participation or with the support offered by the institutional framework. The authors explore the theoretical frameworks most appropriate for explaining their findings and situate them primarily in terms of Pfau-Effinger's theorization of the gender arrangement (1998, 2002, 2004). The authors conclude that while change in father involvement is slow, the introduction of statutory and organizational work–life balance measures which alter the gender order open up opportunities for negotiated change in the division of the labour in the home.
72 citations
TL;DR: Work-life balance policies are important in relation to employee stress levels as mentioned in this paper, and the pressure to organise work-life balancing according to embodied and gendered social norms is a cause of stress to both fathers and mothers who are employed at a managerial level.
Abstract: Work-life balance policies are important in relation to employee stress levels. This paper examines work-life balance and flexibility through the dual lens of gender and the body. The paper observes how notions of 'flexibility' are applied differently to mothers and fathers. We observe how social expectations about professionally employed mothers and fathers, and work-life balance, are gendered. Men may thus be discouraged from working flexibly, while mothers who work long hours may be criticised. We argue that the pressure to organise work-life balance, according to embodied and gendered social norms, is a cause of stress to both fathers and mothers who are employed at a managerial level.
TL;DR: In this article, the authors explore the introduction of the term work-life balance, the reasons for it, and its significance at the policy level, especially in terms of its implications for the pursuit of gender equality.
Abstract: Since 1997, Labour has developed a wide range of policies on childcare services, care leaves and flexible working hours. In 2000, the term ‘work-life balance’ was introduced and has been used by Government Departments and by the academic community with very little discussion of its meaning vis a vis the use of ‘family-friendly’ policies, or the promotion of ‘work and family balance’. We explore the introduction of the term work-life balance, the reasons for it, and its significance at the policy level, especially in terms of its implications for the pursuit of gender equality. We find that at the policy level, its use was more a matter of strategic framing than substantive change. Nevertheless, because of the UK Government's largely gender-neutral approach to the whole policy field, it is important to make explicit the tensions in the continuing use of the term work-life balance, particularly in relation to the achievement of gender equality.
TL;DR: The authors investigated the construction of work/life issues on Web sites of companies on the 2004 list of “100 Best Companies to Work for.” By identifying key terms and the terms that clustered around them, they uncovered a corporate ideology of work and life: 1) work is the most important element of life; 2) life means family; 3) individuals are responsible for balance; and 4) organizations control work or life programs.
Abstract: Organizations wield great power over the structure of contemporary life. Using the rhetorical method of cluster analysis, we investigated the construction of work/life issues on Web sites of companies on Fortune's 2004 list of “100 Best Companies to Work for.” By identifying key terms and the terms that clustered around them, we uncovered a corporate ideology of work/life: 1) work is the most important element of life; 2) life means family; 3) individuals are responsible for balance; and 4) organizations control work/life programs. We conclude that organizational work/life programs may increase, rather than decrease, the amount of control organizations exercise over personal life. We explore the implications of this finding as well as directions for future research.
TL;DR: The International Centre of Work and Family (ICWF) at IESE Business School in Barcelona, Spain is a leading international expert on the frontiers of work-family research contributing to theoretical and practice advancements as discussed by the authors.
Abstract: Professor Steven Poelmans is a leading international expert on the frontiers of work–family research contributing to theoretical and practice advancements. He is the Academic Director of the International Centre of Work and Family (ICWF) at IESE Business School in Barcelona, Spain, which has worked for more than a decade with numerous organisations in Spain, Latin-America, and various countries around the globe to create a family-responsible environment. In this conversation, Steven Poelmans responds to questions from Thomas Kalliath and Paula Brough (Guest Editors) on a range of theoretical and practice issues currently facing the field including measurement of work–life balance, work–life balance theory, engagement with industry, the role of organisational culture and strategic management in influencing work–life balance.
Book•
01 Jan 2008
TL;DR: Work Less, Live More? as mentioned in this paper refocuses the debate from how we balance life and work to the increasingly ambiguous point where they meet, where the boundary between work and life is today seen as a major point of tension.
Abstract: The boundary between work and life is today seen as a major point of tension. New forms of employment and changing locations of work have blurred the distinction between paid labour and private life. Work Less, Live More? refocuses the debate from how we balance life and work to the increasingly ambiguous point where they meet. Leading scholars present international research to demonstrate the effects of this shift. Case studies include, amongst others, call centre workers, hairstylists and even professional athletes. Key Features: • Offers a critical understanding of new modes of work and how workers experience and manage the resulting tensions between work and life • Rethinks work-life balance and the boundary between work and life internationally and across a range of occupations • The only textbook to focus on changing patterns and definitions of the relationship between work and life.
TL;DR: Work-life balance is more about a mind-set that refuses to be dominated by a work temporality and is determined to create "me time" rather than e.g. simply choosing a four day week or a part-time job as mentioned in this paper.
Abstract: This article poses a challenge to the orthodox binary, conceptualization of work–life balance only made possible by relying on the widespread ‘clock time’ worldview, which understands employment practices in terms of the basic time = money equation. In particular, it is the balance metaphor which relies on a quantification of both work and life in order to make sense and can therefore be seen to be based on an understanding of time as a measurable and value-able unit. This article seeks to begin the exercise of examining the concept of work–life balance through a broader concept of the temporal dimension than simply limited quantitative notions. Two temporal themes are reported from a study which identified employees who had customized their working pattern to suit the various and multi-dimensional facets of their lifestyles and thereby successfully improved their work–life balance. Participants in this study demonstrated that an improved work–life balance is more about a mind-set that refuses to be dominated by a work temporality and is determined to create ‘me time’ rather than e.g. simply choosing a four day week or a part-time job. It is argued that the notion of work–life balance is more usefully conceptualized within a broader notion of ‘livingscapes’ which contain both elements of work and life and that as researchers, our challenge must be to reflect the complexity of this weave within our analyses of individuals’ work–life balance.
TL;DR: This paper conducted an exploratory study of Australian middle managers, which investigated the impact of middle managers' daily organizational experiences on their lives both in and beyond the workplace, focusing on respondents' reports of the difficulty in achieving work-life balance, specifically the organizational impediments to creating balance.
Abstract: As increased work demands and longer working hours become the reality for many employees, the concept of work-life balance has received increasing attention. This paper presents findings from an exploratory study of Australian middle managers, which investigated the impact of middle managers’ daily organizational experiences on their lives both in and beyond the workplace. We focus on respondents’ reports of the difficulty in achieving work-life balance, specifically, the organizational impediments to creating balance. Three particular areas where these impediments were apparent are: the impact of new technologies; limits to autonomy and control in the middle management role; and difficulties in taking advantage of flexibility initiatives in the workplace. As middle managers are caught in the middle between work and personal life, there is a need for organizations to support middle managers’ efforts to achieve work-life balance if the organization’s long-term goals are to be achieved.
Journal Article•
TL;DR: This article examined how work-life balance is perceived by male and female public relations professionals and revealed a fluid and complex work-personal continuum affected by such factors as societal norms; organizational contradictions; new technology; professional identity; and parenthood.
Abstract: This study examined how work-life balance is perceived by male and female public relations professionals. Eight focus groups were conducted. Findings revealed a fluid and complex work-personal continuum affected by such factors as societal norms; organizational contradictions; new technology; professional identity; and parenthood. Practitioners expressed blame and guilt narratives. Several challenges to work-life balance were discussed, and various strategies for attaining balance were detailed.
TL;DR: In this paper, the authors adopt a capabilities theory perspective to analyse 40 in-depth interviews (20 women, 20 men) exploring the careers of senior women and men in human resource management.
Abstract: In this article we adopt a capabilities theory perspective to analyse 40 in-depth interviews (20 women, 20 men) exploring the careers of senior women and men in human resource management. Both groups felt driven by increasingly unconstrained demands of work, in the case of women paid and non-paid domestic work and for men primarily paid work, and perceptions of time autonomy (being able to exercise autonomy in allocating one's time) for both differed markedly. However, these senior women appeared to have negotiated a path which fitted with their realized functioning and quality of life goals and they measured success in their own terms. Senior men's working patterns and definitions of success remained largely traditional and for most the demands of work were dominant. However, there was evidence that male views were changing with some expressing a desire for a better balance with less time involved with work. Our findings highlight the importance of the family and we suggest that there is a need for the obligations of organizations in terms of their impact on the family unit to be stated and acted upon with the role of fathers as carers equally and explicitly expounded with that of mothers.
TL;DR: In this article, the state's involvement in parental leave schemes may also be related to the way a country conceives children's early socialisation: through private external care, through public facilities or through parental care.
Abstract: Introduction The presence of young children in the household makes it necessary for working parents to find ways in which to combine professional responsibilities and care tasks. The externalisation of household chores to the market frees time for parents to spend on their caring duties. Furthermore, public childcare allows for a further externalisation of care tasks and as such is supportive of working parents, because it also secures time for both parents. As stated in chapter 2, a childcare system that meets several conditions (universal access, all-day coverage, high quality and affordability) facilitates an adequate division by parents of their time between childcare and work. However, given the high public cost of an affordable and universally accessible childcare system for children under 6 years of age, some countries have found an alternative in a parental leave system. The state's involvement in parental leave schemes may also be related to the way a country conceives children's early socialisation: through private external care, through public facilities or through parental care (Martin 2003). In many countries, parents are expected to be the primary caregivers when the child is very young (Math and Meilland 2004). Be that as it may, if home parental care is privileged in a given country, it does not necessarily mean that the state intervenes in the family sphere to secure parents' work resumption or substantial replacement of income.
TL;DR: In this article, the authors provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation to work life balance, family friendly work arrangements, leave entitlements and diverse modes of flexible work in Ireland.
Abstract: Purpose – The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation to work life balance, family friendly work arrangements, leave entitlements and diverse modes of flexible work in Ireland. Focuses in particular on the Library and Information sector.Design/methodology/approach – Introduces the concept of flexible working, followed by a review of relevant literature. Outlines what flexible work practices are, giving details of various types of flexible working, both statutory and non‐statutory (in Ireland). Then, discusses why flexible work practices have emerged and details background legislation and the issues that the introduction of flexible working raises. Draws conclusions about best practice in relation to the management of flexible work practices.Findings – It is argued that commitment to work life balance is now firmly in the mainstream and is part of the political agenda in I...
Journal Article•
TL;DR: Findings support calls for counsellor education programmes to offer structured opportunities for trainees to reflect upon the task of discursively constructing professional roles.
Abstract: In many Western societies there is increasing demand for counselling; in turn, heightened levels of support needs have been identified for counsellors themselves. Despite calls for practitioners to adopt a more proactive approach to self-care, research suggests many still pay insufficient attention to alleviating on-the-job stress or achieving ‘work–life balance’. These issues were examined within the context of inviting six high school counsellors in New Zealand to talk generally about their professional lives. The authors suggest findings support calls for counsellor education programmes to offer structured opportunities for trainees to reflect upon the task of discursively constructing professional roles.
Book•
01 Jan 2008
TL;DR: A thorough and accessible review of key research on work-life balance in Irish organisations is presented in this paper, which provides a practical hands-on, step-by-step guide to enable organisations to adopt and implement appropriate WLB strategies to match the culture and business needs of their organisation.
Abstract: This text provides a thorough and accessible review of key research on work-life balance (WLB) in Irish organisations, and by presenting examples of work-life balance policies and practices in Irish private and public sector organisations, it aims to: establish the business case for work-life balance; provide a practical hands-on, step-by-step guide to enable organisations to adopt and implement appropriate WLB strategies to match the culture and business needs of their organisation; and, provide a comprehensive approach to managing and implementing work-life balance initiatives, drawing on the perspectives, views and issues relevant at multiple levels within the organisation - for example, senior management, middle management, and employees.Given the increasing debate on work-life balance, both nationally and internationally, together with the realisation the employees are a real source of competitive advantage for organisations, this guide is both timely and opportune.
includes bibliography and index.
TL;DR: In this article, the authors examined the reasons why IT professionals chose self-employment, as well as advantages and drawbacks of this form of employment, and found that self-employed professionals have high levels of job satisfaction, but the effects on work-life balance remain indirect.
Abstract: This article deals with the reasons why IT professionals chose self-employment, as well as advantages and drawbacks of this form of employment. A growing number of workers in industrialized countries are now self-employed, most notably in the IT sector. In order to understand this trend better, we carried out a quantitative survey in collaboration with a professional association of independent IT workers in Quebec (Canada). We examined the different reasons why self-employment is attractive for IT professionals, the advantages they experience and the disadvantages they point out. While some authors postulate that self-employment is attractive because it facilitates work–life balance, our results show a strong predominance of the financial advantages and a weak impact of factors related to work–life balance. We also find high levels of job satisfaction, but the effects on work–life balance remain indirect.
TL;DR: In this paper, the authors present an introduction and definition of concepts related to job security and economic insecurity, and a view on the main labour market transformations, their causes and impacts, with more accent on self-employment.
Abstract: The term “casual work” is not well defined in the literature and can include a diversity of types of employment. In this paper, we first present an introduction and definition of concepts related to job security and economic insecurity. Second, a view on the main labour market transformations, their causes and impacts, with more accent on self-employment. We will then reflect on policy issues and on how social policies can impact on job security, and this is where we will introduce the new Quebec parental leave regime, which is a welcome effort to alleviate insecurity and economic difficulty for self-employed parents, taking gender into account. We will conclude by considerations on the importance of economic security and the policies which could support this, in a context where many stress the fact that “boundaryless” or “nomadic” careers are the way of the future and that workers should simply adapt to this new context.
01 Jan 2008
TL;DR: In this article, a qualitative analysis of work-life and life-to-work conflicts and work hour adjustments was conducted in 17 banks of twin cities of Islamabad and Rawalpindi and the results reported significant increases in work life imbalance and lack of social support.
Abstract: This study reframes the traditional view of male breadwinner-female homemaker model in Pakistan and further explores the desired and preferred work hour choices by bankers. It further assesses the impact of Work Life Balance and Desired Work Hour Adjustments on employees well being. Employees may be willing to achieve a more integrated balance between paid work and leisure/family/community interests to lead a balanced healthier life. This paper presents a qualitative analysis of work-to-life and life-to-work conflicts and work hour adjustments. Interview method was used as a prime research instrument. Non-probability convenience sampling technique was employed. A total of 80 interviews were administered in 17 different banks of twin cities of Islamabad and Rawalpindi and the results reported significant increases in work–life imbalance and lack of social support. Long working hours has also become a usual norm in banking industry. In order to be accomplished, employees continuously strive for excellence and skills second to none. The implication of the present study is to enable the organizations, to recognize the heterogeneity and multiple obligations of the contemporary and diversified future workforce.
01 Jan 2008
TL;DR: In this paper, the authors used data from the European Community Household Panel Survey (ECHPS) to consider the economic consequences of working short hours for women in Europe, finding that part-time low-level workers had the lowest monthly wages relative to their compatriots in each country examined, though the intensity of wage disadvantage varied substantially across the sample.
Abstract: Working fewer than full-time hours has been seen as a crucial way in which women workers can balance demands from home and paid work. But working part-time holds a range of negative repercussions for other aspects of worker's lives, in particular their economic well-being. Examining objective and subjective indicators of economic well-being, the paper uses data from the European Community Household Panel Survey to consider the ramifications of working short hours for women in Europe. The paper is concerned with the generalisability of the very weak situation of part-timers in Britain. It asks whether and how the economic problems faced by women at the bottom of the occupational hierarchy differ according to societal context. The papers shows that part-time low level workers had the lowest monthly wages relative to their compatriots in each country examined, though the intensity of wage disadvantage varied substantially across the sample. The research did not uncover a universal positive correlati...