Showing papers on "Work–life balance published in 2010"

The role of work-life balance practices in order to improve organizational performance

Abstract: Well known in the literature as work life balance, the quality relationship between paid work and unpaid responsibilities is critical for success in today’s competitive business world. The issue of work-life balance has been developed in response to demographic, economic and cultural changes. The purpose of this paper is to establish whether work-life balance initiatives and practices can be considered as strategic human resource management decisions that can translate into improved individual and organizational performance. The results of a number of studies reviewed in this paper show the outcomes and the benefits of implementing worklife balance practices not only for employees themselves, but also for their families, organizations and society. Despite the fact that work-life conflict has significant business costs associated with lack of engagement, absenteeism, turnover rates, low productivity and creativity or poor retention levels, there are some factors of organizational work-life culture that may compromise availability and use of these practices. What are the challenges for research and practice in the future? In the end of the article we propose several suggestions (guidelines) in order to improve our understanding, choice, implementation and effectiveness of work-life practices.

Organizational interventions for balancing work and home demands: An overview

Abstract: The effective management of work and non-work demands can have a significant effect on workers’ health and performance. The last decade especially has seen an explosion of work-life balance research, resulting in substantial theoretical and practical advances. However, the published literature on organizational interventions to improve work-life balance is extremely sparse. In this paper, we provide some prominent examples of empirical research concerning work-life balance organizational interventions and note that these fall into three main groups: initiatives addressing working time and/or working hours, collaborative action research focused on improving workplace equity and performance levels, and initiatives to embed work-life balance within organizational cultures. We also comment on some common difficulties faced by researchers in evaluating interventions. The specific examples presented here illustrate challenges to research on the effectiveness of work-life balance interventions. We encou...

Rethinking the Work–Life Interface: It's Not about Balance, It's about Resource Allocation

Abstract: This article re-conceptualises the framework surrounding work–life balance. Though previous research has focused primarily on the ways in which work life and non-work life influence each other (mostly negatively), we present an alternative perspective that focuses on personal pursuits and the management of personal resources. We introduce a personal resource allocation (PRA) framework that treats all life demands—whether preferred or required—as forcing individuals to make choices about where, when, and how they expend their personal resources across the life domain. Building on self-regulatory theories, such as control theory, self-determination theory, and conservation of resources theory, we suggest ways in which effective personal resource allocation not only decreases negative outcomes (which has been the emphasis in work–life balance research), but also how effective personal resource allocation can actually contribute to positive outcomes. We conclude by providing some practical implications for individuals and organisations based on the PRA framework and suggest future research opportunities.

Work-Life Balance Perspectives of Marketing Professionals in Generation Y

Abstract: The current generation of workers places greater attention on work-life balance than the prior generation. The employee recruiting process in professional services firms will have to take this into consideration if they are to effectively compete in the marketplace for employees. This study examines research questions regarding work-life balance perspectives of Millennial job candidates. Maslow's hierarchy theory and McClelland's motivational needs theory offer some theoretical support regarding why people strive to achieve a healthy work-life balance. Results of the study indicate that Millennials regard work-life balance as important to a person's quality of work, job performance, ethical decision-making, and long-term job satisfaction.

Effective work-life balance support for various household structures

Abstract: Today's workforce encompasses a wide variety of employees with specific needs and resources when it comes to balancing work and life roles. Our study explores whether various types of work-life balance support measures improve employee helping behavior and performance among single employees, employees with a partner, and employees with a partner and children. Using a sample of 482 employees at 24 organizations, the results showed that the organization's work-family culture improved work performance among parents but reduced performance among singles. Singles' work outcomes improved, however, when they had access to flexible work arrangements, whereas couples benefited from their supervisors' social support. The results stress the importance of the employee's household structure when considering appropriate support for balancing work and life roles. © 2010 Wiley Periodicals, Inc.

Work-life balance – a neglected issue among Austrian female expatriates

Abstract: Previous research has highlighted the importance of subjective well-being and the expatriate's supportive personal environment for the success of an international assignment As studies focusing on work-life balance of expatriates are still very rare, and research dealing with this topic from a gender perspective seems to be almost non-existent, this study emphasizes the work-life balance situation of female expatriates on foreign assignments After having interviewed 10 female expatriates, results clearly support the existing state of the art in this field Thereby work intrusion into family life, for example, has proven to have stronger impact on an expatriate's life than vice versa Furthermore, several issues so far neglected in the literature have been revealed that influence women's work-life balance abroad The importance of leisure time, social networks, sports and personal confidence can be determined Additionally, as work-life balance has an individual meaning, support measures offered by compa

Gender Differences in the Perception of Work-Life Balance

Abstract: This paper addresses work-life balance across genders. Both men and women reported experiencing work life imbalance. Organisational efforts at providing a supportive work environment are appreciated as they goes a long way towards enhancing worklife balance. In the post liberalisation context, Indian organisations are trying to enable work life balance through initiatives including flex times, part time work, provision of child care facilities. These initiatives are quite similar to those that are provided in other countries. No doubt, this is a promising trend. Yet, the respondents in this sample have reported their inability to balance work and home. In the light of this observation, the paper suggests the need to improve work life balance practices to enable employees to balance their lives. This will ensure a congenial work place for employees and make work more meaningful to them.

Overview of work-life balance discourse and its relevance in current economic scenario

Abstract: During the second half of the 20th century, with work demands increasingly encroaching on family and personal time at a faster pace, employers acknowledged the need of work-life balance programmes to facilitate employees maintain a healthy balance between the conflicting demands of their work and personal life. Availability of work-life balance facilities to employees witnessed a phenomenal growth between the late eighties of the 20th century and early years of the 21st century. This growth has been abruptly interrupted by the current economic downturn. Increasing numbers of organisations, in the name of cost cutting, have either curtailed work-life balance facilities or are contemplating to do the same. This paper analyses the emergence of work-life balance discourse, from the days of early communal living till the present day theories, and presents a macro level model of work-life balance. Further, a detailed analysis of proven and anticipated benefits of work-life balance is presented to justify the need of work-life balance initiatives at organisational level during the present economic downturn.

Work Life Balance, Employee Engagement, Emotional Consonance/Dissonance & Turnover Intention

Abstract: This paper reviews the literature in the domain of Work-Life Balance. It accentuates the importance of broadening the current narrow focus which looks at balance, primarily between "work" and "family". The paper proposes a conceptual model to be tested empirically. The construction of a robust scale for measurement of Work-Life Balance is emphasized. The proposed model focuses on the correlates of Work- Life Balance construct and its relationship with other variables such as employee engagement, emotional conson-ance/dissonance and turnover intention. Theoretical and practical implications of research in this domain are discussed with a focus on areas for future research.

Work-Life Balance and Job Satisfaction among Doctors in Pakistan

Abstract: This paper examines the relationship of job satisfaction with the upcoming concept of Work-Life Balance (WLB), turnover intentions and burnout level of doctors. A sample of 175 MBBS qualified doctors across Pakistan, was considered for the study. A questionnaire was used to collect the data from the doctors working in different departments of the hospitals in major cities of Pakistan including Peshawar, Rawalpindi and Islamabad. The response rate was satisfactory resulting in 70% response rate. Cronbach's alpha scores were calculated for each variable to confirm the reliability. The study depicts the picture of how job satisfaction is affected by WLB practices in the developing country like Pakistan, and how it affects the burnout level of doctors, however, very little research has been done in this relationship across the globe while in Pakistan no research found in this regard, we are aware of, to examine the said relationship. The aim of this paper is to provide an empirical evidence to prove the relationship. The research provides an evidence that the doctors who are better able to manage their work and life responsibilities have low burnout level and experience more job satisfaction and ultimately result in less turnover. Data has been processed by using Statistical Package for Social Sciences (SPSS). To analyze the data t-test and regression were used. Results are compaired to previous researches. INTRODUCTION The debate on the issues ot job satisfaction has been in discussion for a long time but its relationship with Work- Lite Balance (WLB) gained importance in the recent past, especially in the developing countries. The issue of WLB was earlier raised by the working mothers during the 1960s and 1970s in the UK. The working mothers were confronted with the issue of handling their work at their work places and raising their children at home. During the mid 1980s, the issue was also taken into consideration by the US government, lhe 199Us confirmed the recognition of WLB as a mam human resource management issue (Bird, 2006) in other parts or the world as well, This concept has emerged as a result of the performance culture that expects more and more from the employees. In the book Willing Slaves: How the. Over Work Culture is Ruling Our Lives by Bunting (2004), it has been stated that average working hours per week in America has been increased from 43.6 h to 47.1 h from 1977 to 1997. Lack of WLB practices in organizations may be a reason for overwork and increased stress. This lacking may affect all occupations from blue collar workers to upper management. Good WLB is the need of the current era (Eikhof et ai, 2007) as WLB looks into the employee attitude to work and life. The variables that influence a manager's work motivation are public service motivation, advancement opportunities, role clarity and group culture that leads to manager's job satisfaction (Moynihan and Pandey, 2007). Job security, one of the factors of job satisfaction, was ranked highest among restaurant employees working in nonsupervisory positions. There are different aspects/facets of job satisfaction. Conpensation is relevant to both job satisfaction as well as work life balance. Compensation was found to be the least predictor of job satisfaction in a study carried out by Hancer and George (2003) . Providing WLB facility creates a cooperative atmosphere between the employer and the employee. Nowadays, the studies of job satisfaction and WLB go hand in hand. An Australian study reveals that the thing that affect life more than the working hours is job satisfaction and age (Eikhof et a?., 2007). Work might be a source of satisfaction for some workers or atleast a positive gain. WLB means that the employee feels that he/she can freely use flexible working hours to balance his/her work and other commitments like, family, hobbies, art, travelling, studies etc., instead of only focusing on work (Frame and Hartog, 2003). …

The impact of shift patterns on junior doctors' perceptions of fatigue, training, work/life balance and the role of social support

Abstract: Background The organisation of junior doctors' work hours has been radically altered following the partial implementation of the European Working Time Directive. Poorly designed shift schedules cause excessive disruption to shift workers' circadian rhythms. Method Interviews and focus groups were used to explore perceptions among junior doctors and hospital managers regarding the impact of the European Working Time Directive on patient care and doctors' well-being. Results Four main themes were identified. Under "Doctors shift rotas", doctors deliberated the merits and demerits of working seven nights in row. They also discussed the impact on fatigue of long sequences of day shifts. "Education and training" focused on concerns about reduced on-the-job learning opportunities under the new working time arrangements and also about the difficulties of finding time and energy to study. "Work/life balance" reflected the conflict between the positive aspects of working on-call or at night and the impact on life outside work. "Social support structures" focused on the role of morale and team spirit. Good support structures in the work place counteracted and compensated for the effects of negative role stressors, and arduous and unsocial work schedules. Conclusions The impact of junior doctors' work schedules is influenced by the nature of specific shift sequences, educational considerations, issues of work/life balance and by social support systems. Poorly designed shift rotas can have negative impacts on junior doctors' professional performance and educational training, with implications for clinical practice, patient care and the welfare of junior doctors.

Work/Life Balance Reflections on Employee Satisfaction

Abstract: The aim of this research is to analyze the relationship between employee satisfaction and work/life balance. The construct used for this research consists of career opportunity, recognition, work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, and work/life balance. The study was conducted on a total of 210 respondents working in IT organization. This study makes a contribution to join two distinct research streams, namely employee satisfaction, and work/life balance. Findings suggest that high correlation exists between work task and employee satisfaction with a mediator variable namely work-life balance.

Well-balanced families?: a gendered analysis of work-life balance policies and work family practices

Abstract: Purpose – The paper considers the impact of work‐life balance policies on the work and family practices of professional, dual‐earner parents with dependent children, by assessing the extent to which “well‐balanced families” have been resultantly facilitated It poses two research questions: the first centres on how far work‐life balance policies have better enabled working parents to manage their commitments to employers and children, whilst the second focuses on how far parental and employer responses to work‐life balance policies may be gendered The ultimate aim is to (re)‐articulate the importance of gender in the work‐life balance agendaDesign/methodology/approach – The paper draws upon historical and conceptual research on work and family practices It invokes gender as a lens through which notions of the “well‐balanced family” are consideredFindings – It is argued that work‐life balance policies have not led to well‐balanced, or “gender‐neutral”, work and family practices This is for two reasons

Trade union interventions in work-life balance:

Abstract: Work-life balance has received increasing attention during the last decade but successful action to help employees to manage their work and non-work lives has been slow to develop and there has bee...

A Study on the Perception of Work-Life Balance Policies among Software Professionals

Abstract: Information Technology (IT) is the fastest growing business sector contributing to an unprecedented economic growth in India since the 1990s. With recruitment becoming a cause of concern, attrition within the sector is giving rise to problems of employee engagement within this sector. Hence, the present study focuses on them - software professionals - for whom the boundary between work and life is generally thought to be distorted and tries to find out their perceptions regarding Work-Life Balance (WLB) policies. A total of 133 respondents (72 from organization 1 and 61 from organization 2) are covered in this study. A major contribution of this study is the provision of an approach for the management of these organizations to assess the awareness of WLB policies and to measure their perceived importance.

The construction of work-life balance : the experience of black employees in a call-centre environment : original research

Abstract: Orientation : Work-life balance, as a crucial aspect of employee and organisational wellness, remains an interesting field of research, especially due to the changing demographic employee profile. Research purpose : The objective of the study was to explore Black employees' construction of work-life balance in a customer care environment. Motivation for the study : The conceptual debate regarding the construct of work-life balance in general as well as limited qualitative research with regard to Black employees' experience of work-life balance in a South African context motivated the study. Research design, approach and method : This qualitative study was designed from an interpretivist perspective. Ten employees, selected through purposeful sampling, participated in the study. Data was gathered through in-depth interviews and grounded theory was applied during data analysis. Main findings : The grounded theory analysis of the data yielded six themes central to participants' construction of work-life balance. The findings suggest that work-life balance is conceptualised as a continuous, subjective and holistic valuation of satisfaction derived from multiple roles in relation to the importance to the individual at a given point in time. Practical/managerial implications : Findings provide valuable managerial information to guide suitable strategies enhancing the work-life balance experience and by implication employees' general wellbeing, job satisfaction and commitment. Contributions/value-add : This study contributes to the evolving body of knowledge with regard to work-life balance and provides a unique context-specific perspective to the conceptual understanding of the construct.

Maternity at Work: A review of national legislation

Abstract: This report reviews national legislative provisions for maternity protection in 167 member States with a particular focus on how well countries’ provisions conform to the ILO Maternity Protection Convention, 2000 (No. 183), and its accompanying Recommendation (No. 191). The study found legislation on maternity protection in all of the 167 member States studied, and no member State has yet been identified without any legislation.

The construction of work–life balance: The experience of Black employees in a call-centre environment

Abstract: Orientation: Work–life balance, as a crucial aspect of employee and organisational wellness, remains an interesting field of research, especially due to the changing demographic employee profile. Research purpose: The objective of the study was to explore Black employees’ construction of work–life balance in a customer care environment. Motivation for the study: The conceptual debate regarding the construct of work–life balance in general as well as limited qualitative research with regard to Black employees’ experience of work–life balance in a South African context motivated the study. Research design, approach and method: This qualitative study was designed from an interpretivist perspective. Ten employees, selected through purposeful sampling, participated in the study. Data was gathered through in-depth interviews and grounded theory was applied during data analysis. Main findings: The grounded theory analysis of the data yielded six themes central to participants’ construction of work–life balance. The findings suggest that work–life balance is conceptualised as a continuous, subjective and holistic valuation of satisfaction derived from multiple roles in relation to the importance to the individual at a given point in time. Practical/managerial implications: Findings provide valuable managerial information to guide suitable strategies enhancing the work–life balance experience and by implication employees’ general wellbeing, job satisfaction and commitment. Contributions/value-add: This study contributes to the evolving body of knowledge with regard to work–life balance and provides a unique context-specific perspective to the conceptual understanding of the construct.

Work-life balance : promises made and promises kept

Abstract: We present evidence on the association between the management practices conventionally identified with high performance workplaces (HPWs) and measures of work–life balance. Our framework identifies those practices associated with workers reporting that their employer makes work–life balance commitments, and separately identifies those practices associated with workers reporting that their employer keeps the commitments they make. Our results do not support a role for HPWs in either the making or the keeping of work–life balance commitments. Rather, they suggest that where workers are interdependent – as in team production – the resulting inflexibility of time scheduling drives down work–life balance commitments.

Organisational Culture and the Use of Work–Life Balance Initiatives: Influence on Work Attitudes and Work–Life Conflict

Abstract: The study examined attitudes toward work-life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with nonwork activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work-life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work-life conflict) than the number of WLB initiatives used by employees.

Recession and work-life balance initiatives

Abstract: Work-life balance has emerged as an important human resource management aspect for employers. Globally, a wide gamut of work-life balance facilities is being provided by a large number of organisations. Recent economic downturn has witnessed a sudden interruption in the spread and growth of work-life balance facilities. This paper presents the key recessionary reasons which have negatively influenced employee work-life balance. Further, important recession specific benefits which organisations can avail due to enhanced employee work-life balance have been presented followed by suggestions for adapting work-life balance facilities under current economic downturn as well as in any such situation in the future.

Discourse or reality: “work-life balance” flexibility and gendered organisations.

Abstract: Purpose – The purpose of this paper is to examine the impact of flexible working arrangements (FWAs) and particularly reduced hours working arrangements on a Dual Agenda of gender equity and workplace effectiveness, in a case study organization employing a relatively high proportion of women scientists. Design/methodology/approach – In-depth interviews based on the initial stages of collaborative interactive action research (CIAR) are used within a case-study approach. The interviews explored working practices, the assumptions underpinning them and their un/intended consequences. Findings – The main form of FWA used in the organization, four days a week, is double edged and complex in its effects. It supports mothers, but at a cost because of gendered assumptions. Despite a commitment to flexibility and “work-life balance”, the gendered construction of the ideal worker and ideas of competence conflated with hegemonic masculinity, remain powerful. This, together with a prevalent “good mother” ideology, undermines both gender equity and workplace effectiveness. Practical implications – This paper is of value to both researchers and policy makers. It shows that highly developed work-life balance or flexible working polices are not sufficient to enhance gender equity and points to the importance of surfacing and challenging gender assumptions in science, engineering and technology. It emphasizes the need to move forward from policy to practice. Originality/value – This paper contributes to a growing body of work using initial stages of the CIAR methodology and showcases the theoretical insights gained by such an approach.

Work-Life Balance In Hospitality: Experiences From A Geneva-Based Hotel

Abstract: This study, carried out on 30 employees in a Geneva-based hotel, argues that employee work-life balance issues are affected by human resource policy. Questionnaires, containing attitude scales and open-ended questions, revealed that employees remained in their jobs because of work-life programmes. Variables identified in this study which positively affected employee well-being included increased schedule flexibility and mutually beneficial relationships with line managers. Negative ones included long working hours, the sacrifice of private life, invasive working hours, decreased social and family life in addition to increased fatigue and stress. Study results also revealed that work-life balance issues perceived by employees can be mitigated through organisational support and the recognition of informal feedback.

Gender, work-life balance and health amongst women and men in administrative, manual and technical jobs in a single organisation: a qualitative study

Abstract: There is increasing interest in how people manage the multiple demands of paid work, home and personal life, and the consequences that failure to achieve ‘balance' between these domains may have on health. There has been limited qualitative research exploring the meanings and connections people attach to gender, ‘work-life balance’ and health; this is particularly so for workers who do not occupy managerial or professional jobs. To fill this gap in the literature this qualitative study examined narratives about ‘work-life balance’ amongst women and men working in ‘non-professional’ jobs in a single organisation. Forty semi-structured interviews were carried out with women and men working in administrative, technical and manual jobs within a single organisation based in various cities across the UK. As with the wider labour market, jobs were largely segregated by sex; all the administrative workers were women, whilst all but one of the manual employees were men. The sample included people who worked full-time and part-time, along with participants who also had other employment or were in further education. The sample was diverse in relation to age and family situation. The study was framed within the context of Clark’s (2000) work/family border theory, which aims to explain how individuals balance paid work and family, and construct the borders between these domains. The thesis focused on paid employment, family, leisure, and reported experiences of work-life balance amongst the sample. It concludes by revisiting Clark’s work/family border theory, considering the importance of different domains and borders for this sample, and the role of gender within the theory. The accounts of work-life balance given by these participants differed from those reported in studies of professional employees. Whilst much of the literature problematises paid work as being the main source of conflict, within this sample experiences varied. Due to the relatively low-paid nature of the work carried out amongst the sample, in many instances the necessity of work in providing for self and family predominated over considerations of work-life balance. Borders surrounding the leisure domain were highly permeable, meaning this domain was often compromised by work and family demands. Participants generally held traditional attitudes to gender roles, particularly in relation to the domestic sphere. This influenced choices constructed around paid work, and experiences of work-life balance. Health was not a key concern, although high levels of strain in different spheres, particularly in relation to the home and family sphere, led to stress for some participants.