Showing papers on "Work–life balance published in 2013"
TL;DR: This article found that men who request a family leave are viewed as poor organizational citizens and ineligible for rewards, while women suffer from a poor worker stigma and agentic masculine traits (e.g., competitive and ambitious).
Abstract: Men who request a family leave are viewed as poor organizational citizens and ineligible for rewards. In addition to a poor worker stigma, we found that male leave requesters suffer femininity stigma. Compared with control targets, male leave requesters were viewed as higher on weak, feminine traits (e.g., weak and uncertain), and lower on agentic masculine traits (e.g., competitive and ambitious). Perceptions of weakness uniquely predicted greater risk for penalties (e.g., being demoted or downsized) and fully accounted for the effect of poor worker stigma on male leave requesters’ penalties. By contrast, the poor worker stigma and both agency and weakness perceptions contributed to their reward recommendations. Results were comparable regardless of the reason given for requesting a family leave, target race (White or Black), and participant gender. The implications of these findings for work–life balance and gender equality are discussed.
387 citations
TL;DR: In this article, the authors developed a measure of work-life balance and tested whether work-lifetime balance is beneficial beyond conflict and enrichment for all employees, suggesting role balance as a theory for understanding how balance among roles can be beneficial for employees.
Abstract: The present study extends the established theoretical lenses for understanding the work–family interface beyond conflict and enrichment, suggesting role balance as a theory for understanding how balance among roles can be beneficial for employees. The present study develops a measure of work–life balance and tests whether work–life balance is beneficial beyond conflict and enrichment for all employees. Two employee studies were conducted on (1) 609 parents and (2) 708 non-parents, and structural equation modeling confirmed that the balance dimension was distinct from other work–life dimensions and outcomes, and the analysis of multiple models showed that work–life balance plays a significant indirect mediation effect between conflict and enrichment toward outcomes. Overall, work–life balance was important and broadly identical for both samples with consistent effects toward job and life satisfaction, and psychological outcomes, with work–life conflict being detrimental, work–life enrichment beneficial and...
143 citations
TL;DR: In this article, the authors analyzed the response of female labour force participation to the evolution of labour markets and policies supporting the reconciliation of work and family life, using country-level data from the early 1980s for 18 OECD countries, and estimated the influence of labour market and institutional characteristics on female labor force participation, and full-time and part-time employment participation.
Abstract: This paper analyses the response of female labour force participation to the evolution of labour markets and policies supporting the reconciliation of work and family life. Using country-level data from the early 1980s for 18 OECD countries, we estimate the influence of labour market and institutional characteristics on female labour force participation, and full-time and part-time employment participation. The relationship (interactions, complementarity) between different policy measures is also analyzed, as well as potential variations in the influence of policies across different Welfare regimes. The results first highlight how the increase in female educational attainment, the expansion of the service sector the increase in parttime employment opportunities have boosted women’s participation in the labour force. By contrast, there is no such clear relationship between female employment rates and the growing share of public employment. Employment rates react to changes in tax rates, in leave policies, but the rising provision of childcare formal services to working parents with children not yet three years old is a main policy driver of female labour force participation. Different policy instruments interact with each other to improve overall effectiveness. In particular, the coverage of childcare services is found to have a greater effect on women’s participation in the labour market in countries with relatively high degrees of employment protection. The effect of childcare services on female full-time employment is particularly strong in Anglophone and Nordic countries. In all, the findings suggest that the effect of childcare services on female employment is stronger in the presence of other measures supporting working mothers (as, for instance paid parental leave) while the presence of such supports seems to reduce the effectiveness of financial incentives to work for second earners. The effect of cash benefits for families and the duration of paid leave on female labour force participation also vary across welfare regimes.
132 citations
TL;DR: In this article, the authors explore the doctoral student experience in relation to their school-work-lives and explore the following research question: How, and to what extent, do full-time doctoral students strive to obtain schoolwork-life balance? Data were collected through semi-structured interviews and participant observations with five fulltime doctoral education students who held one or more graduate assistantships on campus.
Abstract: The purpose of this study was to explore the doctoral student experience in relation to their school-work-lives. Through a grounded theory research design we sought to explore the following research question: How, and to what extent, do full-time doctoral students strive to obtain school-work-life balance? Data were collected through semi-structured interviews and participant observations with five full-time doctoral education students who held one or more graduate assistantships on campus. From the data, we constructed four themes. Full-time doctoral students strived to achieve a school-work-life balance by (a) purposefully managing their time, priorities, and roles and responsibilities; (b) seeking well-being by managing stress levels, maintaining their mental and physical health, and creating personal time; (c) finding support from various individuals and their institution; and (d) making tradeoffs. Additionally, we found that single students with no children faced more challenges in efforts to obtain a school-work-life balance in comparison to their peers with families. Based on our findings, programs can facilitate degree attainment for students by continuing to provide financial support, flexibility in school and work schedules, and support services tailored to specifically address doctoral student needs. Lastly, our participants’ stories may resonate with other doctoral students, and thus, may help them think about ways to attempt to balance their work and personal lives.
119 citations
TL;DR: In this paper, the authors examined how employee perceptions of supervisory and organizational support for work-life balance, in addition to the number of worklife balance programmes available, predict a number of workplace outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland.
Abstract: This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life balance programmes are also explored. To account for the nested structure of the data, analyses were conducted using hierarchical linear modelling. We found that perceptions of work–life supportiveness as measured at the HR manager and immediate supervisor levels affect employee uptake of work–life programmes, employee work–life balance outcomes and turnover intentions.
94 citations
TL;DR: In this article, the effect of flexible working conditions on work-family conflict in European countries was investigated by using the European Social Survey (ESS) from 2010, featuring a module on family, work and well-being, and binomial logistic regression was used to identify determinants of work-life conflict both on the micro- and macro-level.
Abstract: Purpose – This paper aims to investigate the effect of flexible working conditions on work-family conflict in European countries. Flexible work has increasingly been used by employers to adapt to the demands of economic competition, often at the expense of employee's demands. Yet, at the same time, flexible work can provide a means to better combine work and family obligations. The paper seeks to explore which of these effects dominates for different types of flexible employment, paying specific attention to gender-specific effects. Design/methodology/approach – For the cross-national analysis of work-life-conflict, the authors employ the latest wave of the European Social Survey (ESS) from 2010, featuring a module on “Family, work and well-being”. Binomial logistic regression is used to identify determinants of work-life-conflict both on the micro- and the macro-level. In addition to looking at flexible work forms as a phenomenon per se, specific attention is given to the experience of different types of employment flexibilization throughout the financial crisis. Findings – For both genders, irregularity and unpredictability of working hours negatively impact on work-life conflict beyond the mere amount of working hours. Yet, higher autonomy in choosing one's work time is used very differently: While women tend to use their control over working hours to achieve a better work-life-balance, men tend to use these arrangements to increase their work commitment, thereby enhancing their perceived work-family conflict. The authors argue that this gender-specific use of flexible work arrangements might still reflect the traditional gender roles and gender-segregated labour market structures. Adding to previous literature, the authors furthermore demonstrate that gender-specific differences are also apparent in the effects of the most recent economic crisis.
85 citations
TL;DR: In this article, the authors introduce the work life system as a means to examine the three forces, individuals, organizations, and government, and the three work life dimensions, balance, initiatives, and policy.
Abstract: The ProblemIndividuals, organizations, and government are the primary forces studied in a work–life scenario. Too often these forces are studied independently of one another when they should instead be examined as a system. The most frequently discussed piece of the work–life system is work–life balance. Understanding how concepts of work–life balance are intertwined with meaningful work is important to individual and organizational development in human resource development (HRD).The SolutionThis article introduces the work–life system as a means to examine the three forces, individuals, organizations, and government, and the three work–life dimensions, balance, initiatives, and policy. The first force and the first dimension, individuals and work–life balance, are discussed to demonstrate connections between work–life balance, meaningful work, and organizational culture. Using data from the 2008 National Study of the Changing Workforce, a preliminary ordinary least squares regression analysis illustrates...
83 citations
TL;DR: The subjective and variable nature of work-life balance and questions taken-for-granted assumptions, exploring problems of definition and the differential coping strategies which women employ when negotiating the boundaries between work and family are explored in this article.
Abstract: This article presents data from a project exploring women's experiences of work and care. It focuses primarily on work-life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals manage their lives across the two spheres of work and family and achieve a work-life balance. Governments across the European Union have introduced various measures to address how families effectively combine care with paid work. Research within this area has tended to focus on work-life balance as an objective concept, which implies a static and fixed state fulfilled by particular criteria and measured quantitatively. Qualitative research on women's experiences reveals work-life balance as a fluctuating and intangible process. This article highlights the subjective and variable nature of work-life balance and questions taken-for-granted assumptions, exploring problems of definition and the differential coping strategies which women employ when negotiating the boundaries between work and family.
74 citations
TL;DR: In this paper, the authors investigate the problems of definition and inequity with which the literature on parenthood and work-life balance is beset, and propose a three-factor framework through which future studies may address these problems, including a broader definition of worklife balance to include marginalized parents, defining of parenting and employment as potentially life-enriching, and a commendation of the transdisciplinary approach within management studies as poised to move debate forward.
Abstract: This review investigates the problems of definition and inequity with which the literature on parenthood and work–life balance is beset. It analyses research trajectories first within the established disciplines of organizational psychology and the sociologies of work and family practices, and then within the newer field of management studies. Gender, class and difference are singled out as troubling themes, especially in relation to fathers and impoverished parents. A tendency towards mono-disciplinarity is observed within organizational psychology and sociologies of work and family practices. The review offers explanations for the historic but narrow definition within organizational psychology and sociologies of work and family practices of work–life balance as affecting mainly heterosexual dual-career parent couples. The authors show how this narrow definition has led to inequities within research. They further identify as limiting the definition of work–life balance to be always ‘problematic’, rather than enriching, among employed parents. Consequently, a three-factor framework is recommended, through which future studies may address the problems of definition and equity in work–life balance literature, including: a broader definition of work–life balance to include marginalized parents; the defining of parenting and employment as potentially life-enriching; and a commendation of the transdisciplinary approach within management studies as poised to move debate forward.
70 citations
TL;DR: Examination of the nomological network of satisfaction with work-life balance-the overall appraisal or global assessment of how one manages time and energy across work and nonwork domains- indicated that satisfaction with balance mediated the relationship between some conflict/facilitation and life satisfaction outcomes.
Abstract: This study expands on past work–life research by examining the nomological network of satisfaction with work–life balance—the overall appraisal or global assessment of how one manages time and energy across work and nonwork domains. Analyses using 456 employees at a midsized organization indicated expected relationships with bidirectional conflict, bidirectional facilitation, and satisfaction with work and nonwork life. Structural equation modeling supported the utility of satisfaction with balance as a unique component of work–life interface perceptions. Results also indicated that satisfaction with balance mediated the relationship between some conflict/facilitation and life satisfaction outcomes, though conflict and facilitation maintained unique predictive validity on domain specific outcomes (i.e., work-to-life conflict and facilitation with work life satisfaction; life-to-work conflict and facilitation with nonwork life satisfaction).
65 citations
TL;DR: In this paper, the authors report on the implementation of WLB policies in four WA public sector agencies and conclude that managers are "managing" WLB in a limited way, and largely in an individualized manner, at a level that does not disrupt the usual way of organizing work and employment.
Abstract: In Western Australia (WA) there is substantial interest by public sector management in work–life balance (WLB) as a strategy to address labour supply problems. This article considers whether the positioning of WLB as a problem for management provides the opportunity for change resulting in an improved quality of working life in the public sector. We report on the implementation of WLB policies in four WA public sector agencies and conclude that managers are ‘managing’ WLB in a limited way, and largely in an individualized manner, at a level that does not disrupt the usual way of organizing work and employment. For many managers, employees' requests to access WLB policies are perceived as being in conflict with operational goals. The findings highlight the inadequacy of much of the WLB discourse that obscures the tension between, on the one hand, the imperative for managers to implement WLB more effectively and, on the other, organizational practices and the broader social, political and economic context in which management and the organization are located.
TL;DR: In this paper, the authors propose some strategies to improve quality of work life in organizations that focus on different areas of organizational functions: employee participation, job design and work organization, workforce awareness and caree...
Abstract: Quality of work life (QWL) is generally associated with a series of objective organizational conditions and practices that enables employees of an organization to perceive that they are virtually safe, satisfied and have better chances of growth and development as individual human beings. QWL is nowadays drawing more attention globally as in modern society people spend about more than one-third of their lives at their workplace. Hence, the eminence and importance of QWL is unparalleled and unquestionable. This article first focuses on the definitions of QWL, followed by various paradigms of QWL, which form the basic element of QWL in any organization: health and safety, employment security, job satisfaction, occupational stress, work environment, work–life balance and human relations. Finally, the article proposes some strategies to improve QWL in organizations that focus on different areas of organizational functions: employee participation, job design and work organization, workforce awareness and caree...
TL;DR: Work-life policies and practices that are likely to have the greatest impact on work-life outcomes, specifically reducing the negative impact of work on other life domains (work-life interference), and enhancing the positive effect (worklife facilitation) are reviewed in this article.
Abstract: This paper presents Australian and international research on work-life interaction. We review the work-life policies and practices that are likely to have the greatest impact on work-life outcomes, specifically reducing the negative impact of work on other life domains (work-life interference), and enhancing the positive effect (worklife facilitation). The review addresses four policy areas common in work-life studies of the general workforce: employee-centered flexible work practices; working hours (e.g. access to part-time work); paid and unpaid leave (e.g. parental leave); and access to childcare. It then considers the work-life literature related to two specific industries – the Australian public sector, and health and social services – to identify work-life issues and practices specific to each industry. We then conclude with a general discussion of challenges associated with the policy-practice gap, focusing particularly on work intensification and the role of organisational culture as the catalyst for policy uptake and effectiveness.
TL;DR: The authors describe the application of effective counseling interventions in the context of providing counseling to men who experience work–life balance issues and specific types of treatment interventions and strategies are presented.
Abstract: The authors describe the application of effective counseling interventions in the context of providing counseling to men who experience work–life balance issues. A theoretical framework for understanding work–life balance among men is considered. Treating work–life balance difficulties in session with male clients is presented. Specific types of treatment interventions and strategies are presented.
TL;DR: In this paper, a survey of over 1000 employees in Hong Kong showed that certain groups of workers are particularly vulnerable to work-life conflicts, and target interventions must be devised to address their needs.
Abstract: As in many other big cities, employees in Hong Kong face competing demands from their work and family and are under a tremendous conflict between work and life. Recently, the Hong Kong Special Administrative Region Government has put a lot of effort into promoting family-friendly policies, but the availability and effectiveness of these policies are largely unknown. The social distribution of work–life conflicts across social status and the dimensions of stratification in Hong Kong have already been documented. This paper examines these issues by way of a telephone survey of over 1000 employees in Hong Kong. We argue that certain groups of workers are particularly vulnerable to work–life conflicts, and target interventions must be devised to address their needs. Moreover, we also suggest that a regulatory approach to implementing family-friendly policies must be undertaken once implementation on a voluntary basis has failed, owing to the low availability of family-friendly policies in the Hong Kong workpl...
TL;DR: The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members.
Abstract: Context: Researchers studying work–life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from...
TL;DR: In this paper, the impact of work life balance practices on employee retention and mediating effect of a supporting culture based on empirical evidence drawn from Indian IT sector is analyzed and the findings show that a work-life balance supportive culture mediates the effect of the availability of worklife balance practice on organizational performance.
Abstract: Today’s competitive global environment and demanding workplace brings work life challenges for everyone all most in all sectors. The Indian IT industry characterized by long working hours, rigorous works, heavy work pressures and pressing deadlines always brings challenges for its employees. The employees are not willing to work in such organization where the prevailing culture is not supportive and many even quit the job; retention happens to be critical then. Off late it is the realization of most of the companies that if the work life conflicts of employees can be taken care of in an appropriate way then it can help in the retention of the talent. Companies interested in increasing organizational outcomes should enhance an organizational culture positive towards employees' balance, communicating their support towards work life balance initiatives. The present study analyses the impact of work life balance practices on employee retention and the mediating effect of a supporting culture based on empirical evidence drawn from Indian IT sector. The findings show that a work life balance supportive culture mediates the effect of the availability of work life balance practices on organizational performance.
TL;DR: In this paper, the authors examined the level of support for the integration of paid work and personal life (work-life balance [WLB] support) in public sector organizations in Europe.
Abstract: This article examines the level of support for the integration of paid work and personal life (work–life balance [WLB] support) in public sector organizations in Europe. Data of the Establishment S...
01 Jan 2013
TL;DR: In this paper, the authors discuss the notion of a sustainable workforce and examine how it relates to work-life balance and wellbeing, and identify three organizational strategies that can be employed by researchers and practitioners to improve these linkages: promoting sustainable careers, increasing workplace social support, and safeguarding against work intensification.
Abstract: Employment practices that support work–life balance and well- being in workplace experiences are critical pathways to long-term workforce effectiveness, or cultivating a “sustainable workforce.” In this chapter, we discuss the notion of a sustainable workforce and examine how it relates to work–life balance, and wellbeing. We then identify three organizational strategies that can be employed by researchers and practitioners to improve these linkages: promoting sustainable careers, increasing workplace social support, and safeguarding against work intensification. Finally, we present a research agenda which centers on developing sustainable workforces in organizations and fostering long-term social benefits.
TL;DR: In this article, the authors report on gender perceptions of work-life balance based upon a qualitative study carried out among 437 full-time working men and women in the Australian workforce in 2008.
Abstract: This study reports on gender perceptions of work–life balance based upon a qualitative study carried out among 437 full-time working men (N=245) and women (N=192) in the Australian workforce in 2008. The participants were randomly selected from a wide range of occupations, and their perceptions of: (a) nonwork issues; (b) work–life conflicts; (c) organisational support for WLB; (d) desired WLB options; and (e) management treatment were investigated. Findings indicate significant gender differences in all areas studied. As this research provides a holistic view of the different gender perceptions of WLB, the findings have important implications for mobilising workplace support for men and women.
TL;DR: While perceived occupational stress had an apparent impact on WAI, and WAI has been demonstrated to be predictive of early retirement, more intensive and employee group-specific stress management interventions are being implemented beyond traditional strategies of routine occupational medical surveillance.
Abstract: OBJECTIVE: To examine perceived stress across employees with different occupational status, to investigate the impact of stress on work ability and to derive conclusions regarding health promotion activities. PARTICIPANTS AND METHODS: A comprehensive survey combining questionnaire and medical examination was offered in one division in BASF Ludwigshafen. Among 867 voluntary participants, 653 returned complete questionnaires. The questions were directed at perception of safety at the workplace, self-rated health status, frequency of stress symptoms, unrealistic job demands, time pressure and maladjustment of work life balance. The outcome of interest was self-estimated health measured by the Work Ability Index (WAI). RESULTS: Occupational stressors were perceived differently across occupational status groups. Frontline operators had more health concerns due to workplace conditions, while professional and managerial staff reported higher frequencies of perceived tension, time pressure, and maladjustment of work life balance. After adjustment for occupational status, demographic and lifestyle factors, perceived stress was associated with a modest to strong decline in WAI scores. CONCLUSION: While perceived occupational stress had an apparent impact on WAI, and WAI has been demonstrated to be predictiveofearlyretirement,moreintensiveandemployeegroup-specificstressmanagementinterventionsarebeingimplemented beyond traditional strategies of routine occupational medical surveillance.
TL;DR: In this article, the authors developed a conceptual framework to understand the impact of work-life border characteristics and entrepreneurial motivation on the worklife balance of bed-and-breakfast (B&B) innkeepers.
TL;DR: In this paper, the authors provide an overview of wider debates concerning the evolution of work-life balance practice and policy since the onset of the “Great Recession” of 2008 and draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK.
Abstract: Purpose – The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work‐life balance practice and policy since the onset of the “Great Recession” of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK.Design/methodology/approach – The editorial analyses how the direction and pace of changes in work‐life balance practice and policy varies between different national contexts and welfare regimes and also asks whether, within the same national context, the changes taking place are always consistent.Findings – The special issue draws together an international overview of work‐life balance measures which focuses particularly on measures for fathers, an EU‐wide analysis of the use of flexible employment and its relationship with work‐family conflict and a number of specific country case studies from Southern Europe where recession has been particularly severe (Spain and Ital...
TL;DR: In this paper, an exploratory study of contract workers was conducted to evaluate the consequences of contract working for work-life balance, in which the specifics of the sector, demographic characteristics and working conditions (e.g., flexibility requirements) were considered.
TL;DR: In an increasingly busy and hectic society downsizing can either lead to more time and effort dedicated to profession in order to keep the current position or less involvement in work in favour of personal life, thus leaving the possibility to have a job to chance as discussed by the authors.
Posted Content•
TL;DR: In this paper, the authors show that employee-friendly work environments and particularly work-life balance contribute to employee satisfaction, and that such efforts pay off, not only with worker satisfaction, but also with improved company financial performance and risk level.
Abstract: Companies and individuals are increasingly concerned about employee-friendly work environments and work-life balance. Past research shows that employee-friendly work environments and particularly work-life balance contribute to employee satisfaction. The present study addresses two important related research questions. First, while employee-friendly companies may have greater worker satisfaction, do employee-friendly companies have superior financial performance? Second, do employee-friendly companies have lower levels of risk? Results of our analysis indicate that employee-friendly companies, compared to other companies, do indeed have better financial performance and lower risk levels. This is an important finding, as it affirms corporate efforts to offer employee-friendly work environments, including facilitating work-life balance for employees. Such efforts pay off, not only with worker satisfaction, as demonstrated in prior studies, but also as shown in this study, with improved company financial performance and risk level.
TL;DR: A company culture perceived by employees as supportive of their work–life balance was found to have both a direct negative effect on emotional exhaustion and an indirect negative effect meditated by negative work–home interaction.
Abstract: Objective:To examine the relationships among employees' emotional exhaustion, positive and negative work–home interaction, and perceived work–life balance culture in companies.Methods:Data for this study were collected through online surveys of employees from companies in the micro- and nanotechnolo
Journal Article•
TL;DR: In this paper, a survey was conducted on 100 call center employees in Gurgaon to find out the benefits of work-life balance from the perspective of organizations and employees, and the authors found that the organizational perspective revealed that reducing absenteeism and turnover, improving productivity and image, and ensuring loyalty and retention, whereas the employees' perspective highlighted that job satisfaction, job security, autonomy, stress reduction and improving health.
Abstract: The purpose of this study is to find out the benefits of Work-Life Balance (WLB) from the perspective of organizations and employees. A survey was conducted on 100 call center employees in Gurgaon. A multiple regression analysis was conducted. While the organization perceives that effective WLB policies reduce absenteeism, the employees perceive that effective WLB policies result in job satisfaction and autonomy. The one sample t-test was conducted to find the significance of the benefit variables. The organizational perspective revealed that reducing absenteeism and turnover, improving productivity and image, and ensuring loyalty and retention are the benefits of WLB, whereas the employees' perspective highlighted that job satisfaction, job security, autonomy, stress reduction and improving health are the benefits of WLB. However, correlation analysis indicated that both the perspectives are poorly correlated.IntroductionWork-Life Balance (WLB) is defined as "the extent to which an individual is engaged in and equally satisfied with his or her work role and family role consisting three components of work-family balance: time balance (equal time devoted to work and family), involvement balance (equal involvement in work and family) and satisfaction balance (equal satisfaction with work and family)" (Greenhaus et al., 2003). WLB is the individual perception that work and non-work activities are compatible and promote growth in accordance with an individual's current life priorities (Kalliath and Brough, 2008).According to Armstrong (2006), "WLB employment practices are concerned with providing scope for employees to balance what they do at work with the responsibilities and interests they have outside work and so reconcile the competing claims of work and home by meeting their own needs as well as those of their employers".Kodz et al. (2002) suggest that there should be a balance between an individual's work and life outside work and this balance should be healthy.Work Foundation (2003) states that WLB is about employees achieving a satisfactory equilibrium between work and non-work activities (i.e., parental responsibilities and wider caring duties, as well as other activities and interests).Literature ReviewWork-family conflict is defined as a type of inter-role conflict in which participation in one role (e.g., work) makes it difficult to participate in another role (e.g., family) (Greenhaus and Beutell, 1985). Work-family synergy refers specifically to positive energy and mood states that emerge from participating in work and family roles (Frone, 2003). Synergy, like conflict, is believed to be bidirectional (Greenhaus and Powell, 2006).Warner and Hausdorf (2009) attempt to find a solution for resolving the issues of work-life conflict by exploring resource persons who support work-life issues like supervisors. These supports may act as facilitators in resolving WLB conflicts. Carlson and Perrewe's (1999) approach was used to develop models for testing the relationship between the role of organization and supervisor support and worklife issues along with work overload, job satisfaction and life satisfaction.Burke (1991 and 2010) examined the relationship between the perception of men regarding their understanding of organizational values which favor WLB in their workplace and their work experiences. Unlike other studies which focus more on the opinion of women, it is a study based on the perceptions of men. The organizational values of managerial men were supportive of work-personal life and report working fewer hours and extra hours, less job stress, greater joy in work, lower intentions to quit, greater job career and life satisfaction, fewer psychosomatic symptoms and more positive emotional and physical wellbeing.Lazar et al. (2010) highlight the quality relationship between paid work responsibilities and unpaid responsibilities and show how WLB initiatives and practices affect the performance of the employees of an organization by extending these policies not only to the employees but also to their families. …
TL;DR: In this paper, the authors examined the relationship between work-life balance and several job-related factors among 573 public child welfare workers in a northeastern state in the United States of America.
Journal Article•
TL;DR: In this paper, an exploratory study conducted on 286 teachers in the province of Vicenza (Italy) aimed to investigate several theoretical constructs associated with work-life balance, and to analyze their relationship with job satisfaction.
Abstract: . With the increase in female employment rates and the consequent weakening of the traditional model of family roles division (man seen as breadwinner, responsible to provide economic resources to care for the family, and woman devoted to children and house care), attention to problems associated with the need to reconcile different roles has grown considerably. As a matter of fact, work-life balance has eventually become an essential necessity for almost all categories of workers, including those employed in teaching positions, in which the female gender is presently fairly dominant. This article presents the results of an exploratory study conducted on 286 teachers in the province of Vicenza (Italy). It aims to investigate several theoretical constructs associated with work-life balance, and to analyze their relationship with job satisfaction. The research was performed using a questionnaire, which consisted of different scales in taken and adapted from the relevant literature. Particular attention was paid to socio-demographic variables, in order to see whether the perception of work-life balance varies according to them.