Showing papers on "Work–life balance published in 2009"

‘Live to work’ or ‘work to live’? A qualitative study of gender and work–life balance among men and women in mid-life

Abstract: Many contemporary studies of ‘work–life balance’ either ignore gender or take it for granted We conducted semi-structured interviews with men and women in mid-life (aged 50 to 52 years) in order to compare their experiences of work–life balance Our data suggest that gender remains embedded in the ways that respondents negotiate home and work life The women discussed their current problems juggling a variety of roles (despite having no young children at home), while men confined their discussion of such conflicts to the past, when their children were young However, diversity among men (some of whom ‘worked to live’ while others ‘lived to work’) and women (some of whom constructed themselves in relation to their families, while others positioned themselves as ‘independent women’) was apparent, as were some commonalities between men and women (both men and women constructed themselves as ‘pragmatic workers’) We suggest ways in which gender-neutral theories of work–life balance may be extended

Editorial: work-life balance: a matter of choice?

Abstract: Work–life balance has come to the forefront of policy discourse in developed countries in recent years, against a backdrop of globalization and rapid technological change, an ageing population and concerns over labour market participation rates, particularly those of mothers at a time when fertility rates are falling (Organization for Economic Co-operation and Development [OECD], 2004). Within the European Union the reconciliation of work and family has become a core concern for policy and encouraged debate and policy intervention at national levels.

'Allowed into a Man's World' Meanings of Work–Life Balance: Perspectives of Women Civil Engineers as ‘Minority’ Workers in Construction

Abstract: This article discusses how women working as civil engineers within the UK construction industry perceive work–life balance and considers strategies they use to achieve this. The findings are presented of a qualitative research project that explored the experiences of women in this role, focusing on the subcultural context of a profession that is dominated by the values of presenteeism and infinite availability. A feminist post-structuralist framework is used to analyse how women negotiate their personal and professional time and the extent to which their other roles as carers and nurturers unsettle male work practices in this highly gendered profession. There are gradually increasing numbers of women in professional construction roles and their success appears to depend on being able to fit in to the dominant masculine culture of long working hours and the male pub gathering. Despite an increased presence, women's minority status in construction continues to challenge their professional identity and this is central to the conflict many face between the dual roles of corporate worker and private non-work person.

What Would You Sacrifice? Access to Top Management and the Work–life Balance

Abstract: This article is based on a current research, combining quantitative (human resources figures and statistics) and qualitative data (60 interviews with career managers, top managers and high potential talents, both men and women), conducted in a major French utility company on the subject of diversity and more specifically on the issue of women’s access to top management positions. The main purpose of this research is to understand the difficulties women may encounter in the course of their occupational career linked to organizational aspects, including the ‘glass ceiling’ processes, informal norms related to management positions (such as time and mobility constraints) and social and cultural representations attached to leadership. The other perspective of this research focuses on the different strategies women and men build either to conform to the organizational norms or bypass them. The issue of work‐life balance are therefore addressed both from a corporate/organizational standpoint and an individual and family perspective.

The effects of time-spatial flexibility and new working conditions on employees’ work-life balance: the Dutch case

Abstract: Part-time work, flexible working hours, and home-based teleworking are HR instruments which are used to facilitate reconciliation of work and family life. It can be questioned, however, whether these arrangements really enhance work–life balance. This paper examines whether time-spatial flexibility reduces negative work–home interference, and if so, whether this also holds true for the category of ‘New Employees’ working under so-called ‘New Working Conditions’ which are characterised by professional job autonomy, team working by project, management by objectives, and strict deadlines. Employing survey data collected in 2003 among 807 Dutch employees, it is concluded that time-spatial flexibility does affect the work–life balance of workers positively, also under New Working Conditions. Generally, employees holding a smaller part-time job (12–24 contractual working hours per week) experienced a better work–life balance. In particular, female workers gained from more control over the temporal location of t...

Work-Family Conflict and Working Conditions in Western Europe

Abstract: This article explores the influence of working conditions on work-family conflict (WFC) among married/cohabiting employees across seven European countries. Using data from the European Social Survey, the paper first investigates the role of working conditions relative to household level characteristics in mediating work-family conflict at the individual level. It then considers whether perceived conflict is lower in countries with coordinated production regimes and where social policy is more supportive of combining paid work and care demands. For men the lowest rates of WFC occurred in Denmark, Sweden and Norway, so for men there was a distinct ‘Nordic’ effect consistent with the welfare and production regime expectations. For women, we find paradoxically that ‘raw’ levels of work-family conflict are particularly high in France, Denmark and Sweden where supports for reconciling work and family life are high. Our models show that the high conflict among French women can be explained by household composition factors and so is due to higher levels of family pressures. Higher levels of conflict among Danish and Swedish women appear to be associated with their longer hours of work. Work conditions are found to play a larger role than family characteristics in accounting for work-family conflict, both in the country level models and in the pooled models. While this partly reflects our focus on the spillover of work into family life, it is notable that family characteristics have little effect in mediating work pressures. The results suggest that a policy emphasis on improving work conditions is likely to have major leverage in reducing work-family conflict.

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.

Flexible work arrangements: exploring the linkages between perceived usability of flexible work schedules and work/life balance

Abstract: The relationship between the perceived usability of flexible work schedules and work/life balance was explored with 710 office-based employees. Direct linkages were found between perceived usability of flexible work schedules and the three dimensions of work/life balance (work interference with personal life, personal life interference with work, and work/personal life enhancement). In addition, employees operating under flexitime work schedules displayed significantly higher levels of work/life balance than their counterparts utilising traditional fixed-hour schedules. However, non-significant differences in the levels of work/life balance were found between two other flexible work schedules (flexiplace and job share) and fixed-hour work schedules. Consequently, while individual flexible work schedules may have a marginal overall positive impact on employee work/life balance, the perceived usability and availability of these work schedules appears to be a key element in achieving work/life balance for ma...

Work–Life Balance for Fathers in Globalized Knowledge Work. Some Insights from the Norwegian Context

Abstract: This article takes as its point of departure the introduction of a new flexible time regime in parts of working life. There has been increased focus on how knowledge work in particular is developing into total commitment organizations where employees put in more and more time at work. Using two case studies from law and computing companies the article focuses on the organization of work and the organization of time in globalized knowledge organizations, and what effect this has on the time practices of male employees who are fathers. In the same period the Nordic countries have introduced state incentives and regulations that aim to help fathers achieve work–life balance. The article also discusses whether this is a fruitful policy, or whether fathers working in flexible time cultures need more deregulation, individual choice and flexible policy measures.

Expert commentary on work–life balance and crossover of emotions and experiences: Theoretical and practice advancements†

Abstract: Professor Mina Westman, the head of Organisational Behaviour Program at the Tel Aviv is a leading international expert on the crossover of emotions and experiences in the family and the workplace. In this interview with Paula Brough and Thomas Kalliath (guest editors), Professor Westman clarifies the nature of two related constructs: Work–life balance and crossover. Work–life balance is the perception that work and non-work activities are compatible and promote growth in accordance with an individual's current life priorities. Crossover focuses on how stress experienced by the individual influences strain experienced by the individual's spouse or team member. In this expert commentary, Professor Westman discusses the philosophical underpinnings of work–life balance, the significance of crossover of emotions and experiences for organizations and individuals, current advances in the field and sets out the new directions for this research. Copyright © 2009 John Wiley & Sons, Ltd.

Trade unions and work-life balance: changing times in France and the UK?

Abstract: The mixed empirical findings to date have indicated that some, but not all, unions in industrialized countries are actively involved in campaigning and bargaining around work–life balance (WLB) issues, as part of a modernization agenda linked to feminization and to ‘positive flexibility’. This article seeks to identify factors that might encourage or inhibit trade unions from involvement in WLB issues, within a cross-national comparative perspective focusing on two countries (France and the UK) that have contrasting working time regimes and approaches to WLB. It draws on original research carried out in two sectors — insurance and social work — in these two countries. The article links the emergence of union WLB programmes and bargaining agendas to genderequality concerns within the union and to the gender composition of the sector, as well as to the working time regime, including the mode of action, partnership being a significant corollary of WLB campaigning in the UK. We find support for the modernization thesis in the UK, particularly in the public sector, but within severe constraints defined by employer initiative.

The Relationships of Flexible Work Schedules, Workplace Support, Supervisory Support, Work-Life Balance, and the Well-Being of Working Parents

Abstract: This study, using a secondary dataset from the 2002 National Study of the Changing Workforce, examines how working parents cope with work demands and family responsibilities. The design is a study on the relationships of flexible work schedule, workplace support, supervisory support, and work-life balance on the well-being of working parents employing the Structural Equation Model (SEM). In this study, employee well-being is an endogenous latent construct. Work-schedule flexibility, workplace support, supervisory support, and work-life balance are latent exogenous constructs. This information will assist social workers in developing more effective intervention efforts in the workplace, with the ultimate goal of increasing the quality of life.

The job satisfaction of UK architects and relationships with work‐life balance and turnover intentions

Abstract: Purpose – There is evidence that those working within the construction industry are exposed to a number of stressors which potentially negatively impact well‐being, namely; long working hours, high workload, poor work‐life balance, low sense of professional worth and lack of job security. Additionally there is some evidence architects may also be vulnerable to an erosion of professional status, low pay and limited scope to use their creative skills. This paper aims to explore the job satisfaction of architects who are currently employed within the UK.Design/methodology/approach – A questionnaire is used to elicit data from 110 practising architects on their occupational well‐being and work‐life balance.Findings – The results reveal that between 20 and 40 percent of respondents are dissatisfied with their rate of pay, practice management, promotion prospects, working hours and opportunity to use their abilities. Additionally the majority of respondents report some work‐life balance difficulties and approxi...

Men's Work–life Conflict: Career, Care and Self‐realization: Patterns of Privileges and Dilemmas

Abstract: This article aims at contributing to a better understanding of men's work–life reconciliation by developing a typology of work and care adaptations drawing on a sample of 102 European men, aged 21–64, working in different work organizations. The article combines qualitative and quantitative data. Multiple correspondence analysis is used to investigate the men's actual adaptations to work, care and self-realization. ‘Volume of work’ and ‘volume of care’ constitutes separate dimensions that render visible the traditional gendered opposition between a high amount of care combined with low amount of work and vice versa. However, two more untraditional adaptations (low–low and high–high) are identified. Additional analyses show that, even within this all male sample, the distribution of working life privileges corresponds with a high amount of paid work and a low amount of care responsibilities. The structure of the gendered division of labour, status and material privileges is correspondingly rediscovered. A typology of four different positions is derived: the ‘career' position', the care’ position the ‘care and career’ position and the ‘patchwork career’ position. These positions are further investigated utilizing in-depth interviews, discussing dilemmas and advantages of dilemmas and the advantages of each position. The article concludes that even if the number of available work–life adaptations open to men rise, this change will not necessarily contribute to alter the hierarchical distribution of career and care, privileges and costs in society.

Innovative Social Policies: Implications for Work–life Balance among Low‐waged Women in England

Abstract: We investigated innovative social policies drawn from the European arena — universal systems of childcare, a shorter working week and shared parental leave — asking about their relevance to the work–life balance of low-waged coupled mothers in England. While in principle the policy environment has shifted from assumptions of a male breadwinner to dual earners, in practice severe constraints on mothers' labour market attachment bring women half the lifetime earnings of men. British Household Panel Survey data for coupled low-waged women in England show them as likely to work short part-time hours, have low-waged partners and low household wages while belonging to male breadwinner partnerships in terms of their contribution to household wages and unpaid work; but that few women support this model. Interviews with low-waged mothers show evidence of limited choices, constrained by social policies which offer limited and piecemeal support for working parenthood. Given the choice, low-waged mothers and their partners would find policies available elsewhere in Europe attractive. They see a more universal comprehensive system of childcare as enabling women's employment and improving children's quality of life; a shorter working week as enabling mothers and fathers to lead more balanced lives and a father's quota of parental leave fitting with their assumptions about sharing care.

Increased Women's Labour Force Participation in Europe: Progress in the Work-Life Balance or Polarization of Behaviours?

Abstract: Although the increase in female labour force participation is a fairly widespread trend, there is still a considerable diversity of situations across Europe from north to south. To identify the factors that may explain these differences, Olivier Thevenon uses data from the European Labour Force Surveys (EU-LFS) carried out in 14 countries between 1992 and 2005. For comparable educational levels and family situations (e.g. number of children, age of youngest child, single-parent status), the labour market behaviours of European women (inactive, short or long part-time work, full-time work) are very diverse. This diversity reflects differences in government policies targeting working mothers (help with reconciling work and childcare, encouragement to leave the labour market or to work part-time, etc.). In some contexts, women choose to postpone childbirth or to remain childless in order to pursue a working career. The increase in women's labour force participation may thus entail a certain polarization of behaviours.

Work-Life Balance: The Experience of Australian Working Mothers'

Abstract: Research on working mothers to date has largely focused on particular aspects of the work-life balance, such as investigating family and work roles or the interaction between work and family life. This paper explores the use of cluster analysis to simultaneously consider the different aspects of the work-life nexus. Utilising Household, Income and Labour Dynamics in Australia (HILDA) survey data, six major homogenous groups of working mothers were identified, each with a distinctive profile in terms of their work-family experience. Subsequent descriptive analysis of the six groups found systematic differences between the groups in terms of their characteristics and circumstances. The research found that the majority of working mothers managed their work-life balance successfully. Furthermore, women's aspirations for being a working mother were not consistently associated with how well they coped. Instead, work-life conflict was associated with long working hours, work overload and lack of support from others. Just under 30% of mothers experienced a high level of work-life conflict, and the strong association of work-life balance strain with poor physical and mental health and low satisfaction with work and family life was evident. The paper also explores future use of these clusters in forthcoming longitudinal analysis of the work-life nexus.

Increased Women's Labour Force Participation in Europe: Progress in the Work-Life Balance or Polarization of Behaviours?

Abstract: Although the increase in female labour force participation is a fairly widespread trend, there is still a considerable diversity of situations across Europe from north to south. To identify the factors that may explain these differences, Olivier Thevenon uses data from the European Labour Force Surveys (EU-LFS) carried out in 14 countries between 1992 and 2005. For comparable educational levels and family situations (e.g. number of children, age of youngest child, single-parent status), the labour market behaviours of European women (inactive, short or long part-time work, full-time work) are very diverse. This diversity reflects differences in government policies targeting working mothers (help with reconciling work and childcare, encouragement to leave the labour market or to work part-time, etc.). In some contexts, women choose to postpone childbirth or to remain childless in order to pursue a working career. The increase in women's labour force participation may thus entail a certain polarization of behaviours.

Conceptualising School-to-Work Transitions in Context

Abstract: Introduction The transition from school to work is one of the most crucial periods in the life of a young person. It generally spans the phase between completion of full-time education or training and entry into continuous full-time employment. It can be a very turbulent phase, involving various attempts and different routes trying to establish oneself in the labour market, or it can be a rather smooth transition. It involves a number of important decisions, such as whether to continue with further education or to leave school directly after completion of compulsory education; what type of job or career to choose; and how best to respond to opportunities and constraints in the labour market. Which path a young person takes during this transition period can have long-term consequences regarding his or her future career and subsequent working life but can also impact other interlinked transitions, such as leaving the parental home and taking the step into partnership and family formation. Transition experiences are dependent on individual decision making but are also largely shaped by opportunities and constraints presented by the sociohistorical context and economic conditions. In the past four decades, employment opportunities in most Western countries have changed dramatically following the introduction of new technologies, the disappearance of manual jobs, and the increasing participation of women in the labour market. Compared to the early 1970s, unemployment rates in almost all developed countries have risen, especially in Europe (International Labour Organization, 2008; Muller & Gangl, 2003).

An Empirical Study of Work and Family Life Spheres and Emergence of Work-Life Balance Initiatives Under Uncertain Economic Scenario

Abstract: In the last six decades, work life and family life spheres of employees have undergone various changes. This paper presents an empirical study of major factors which have influenced employee work-life balance and popular work-life balance tools initiated at organisational level to help an employee balance different life segments such as work, family, personal finances, career and health. Current work-life balance approach, tools and programmes at organisational level primarily address those issues of work and personal life which got highlighted between the 1950’s and later years of the 20th century. Current global recession in the 21st century has created an uncertain economic scenario in which employers and employees are facing new challenges and earlier work-life balance research might not be sufficient enough address the new issues. This calls for further research on work-life balance, for a wider applicability of work-life balance programmes at organisational level.

The representations of work-life balance in Canadian newspapers

Abstract: Work-life balance has become a topic of increasing interest in the media as well as a concern among working Canadians. Since print media discourse can both reflect and shape societal values, cultural norms and ideals of workers in this country, it is important to understand this representation and its potential influence on the occupational engagement and life transitions of Canadian workers. Articles from four major Canadian newspapers published between 2003 and 2005 were used as data sources to examine the media construction of "work-life balance". Thematic analysis of 100 articles was performed using a modified affinity diagramming process. Representations within the Canadian print media conveyed both themes pertaining to the perceived experiences of imbalance and balance, as well as, a process of life balance. Obtaining balance was portrayed as an ongoing process during which an individual negotiates and sacrifices in an attempt to achieve his or her ideal level of balance. Environmental expectations and individual practices and perceptions were conveyed as reasons for the success or derailment of balance. The representations of work-life balance found in the Canadian print media were predominantly of professionals, focused on the demands of work and family, and did not appear to be a broad representation of the multiple realities that all Canadians face.

Work-Life Balance in China: Sources of Conflicts and Coping Strategies:

Abstract: This paper outlines major sources of work-life conflicts encountered by workers in China against a context of marketisation of the economy, the rapid growth of the private sector and a trend of work intensification across occupational groups. The study shows that Chinese organisational leaders and workers tend to accept work-life conflict as a fact of life. Individuals adopt various coping strategies on their own. Whilst organisations are more likely to introduce HR initiatives to cushion the negative effect of long working hours on their key employees and their family, managers are far less sympathetic towards employees’ childcare needs and are unwilling to introduce policy to accommodate family commitments. Many of the HR initiatives adopted by organisations to help employees enhance their work-life balance are of collective nature. The attitude of Chinese managers and employees towards work-life balance reflects the Chinese traditional value as well as its current stage of economic development.

Does the Life Course Savings Scheme Have the Potential to Improve Work-Life Balance?

Abstract: To improve individuals' work–life balance, trade unions, employers' organizations, governments and the European Commission currently promote a life course perspective in activating labour market policies. In 2006, the Life Course Savings Scheme (Levensloopregeling) was introduced in the Netherlands, which aims to increase labour participation and to improve the work–life balance over the life course. What can we learn from the Dutch case? In 2006, actual participation in the scheme was with 6% much lower than expected. Participation rates were higher among males, full timers, older employees, the higher‐income groups and persons with a partner. However, our multivariate analyses of data for over 500,000 civil servants show that the higher participation rates of males, full timers and older employees are related to the higher earnings of these groups, and that after control for earnings, participation is higher among females, part timers and the young. This indicates that the scheme has a potential to contribute to the work–life balance over the life‐cycle.

Does work/life balance depend on where and how you work?

Abstract: This article reports on a symposium presented in EAWOP, 2009 that examined work-life balance issues in different occupational contexts. During a global recession where developing work-life balance policies may not be considered organizational priorities; we argue that the need for systematic research into work-life balance has never been greater. The findings of the four papers included in the symposium suggest that work-life balance initiatives that are firmly grounded in workplace context and that acknowledge diverse approaches to conceptualising and managing the work-home interface will be more successful than those that assume “one size fits all”.