Showing papers on "Work–life balance published in 2014"

Work–life balance: a longitudinal evaluation of a new measure across Australia and New Zealand workers

Abstract: The work–life balance literature has recently identified the need for construct refinement. In response to these discussions, this research describes the development and validation of a concise measure of work–life balance, based on individuals' subjective perceptions of balance between their work and other aspects of their lives. The structure, reliability and validity of this unidimensional, four-item measure was confirmed in four independent heterogeneous samples of workers employed in Australia and New Zealand (N = 6983). Work–life balance was negatively associated with work demands, turnover intentions and psychological strain, and positively associated with both family and job satisfaction, confirming the research hypotheses. Evidence of these relationships over time was also demonstrated. This research confirms that this new measure of work–life balance demonstrates robust psychometric properties and predicts relevant criterion variables.

Gender Egalitarianism and Work–Life Balance for Managers: Multisource Perspectives in 36 Countries

Abstract: Work–life balance has important implications for both personal well-being and work-related outcomes. This study investigated gender differences in multisource ratings of work–life balance, based on self-reports and supervisors' appraisals of 40,921 managers in 36 countries. Based on a combination of theoretical ideas from social role theory (Eagly & Wood, 2012), prior work–life literature, and gender egalitarianism as a cultural dimension related to societal gender roles, the study tested gender egalitarianism as a moderator of cross-national variations in these gender differences. Based on multilevel (HLM) analyses, results showed more cross-national variation by ratee gender in supervisors' appraisals than self-reports, suggesting that supervisors' perceptions reflected greater influence of societal gender stereotypes. Supervisors rated women lower in work–life balance than men in low egalitarian countries, but similar to men in high egalitarian countries, and only appraisals of women varied depending on egalitarian context. Country gender egalitarian values explained the majority of variation in supervisors' appraisals of women's work–life balance, whereas women's self-reported balance was linked to objective gender inequalities. Taken together, the findings show that supervisors' perceptions of employees' work–life balance differed by ratee gender and country context, with important implications for work–life theory and practical implications for global employers.

Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment

Abstract: Introduction Individuals experience more conflict between work and personal life as they continue to pursue the quality of life that they need (Casper et al., 2011). Thus, successfully balancing work and family life is one of the major challenges facing current individual workers (Halpern, 2005). Historically, work-life balance issues have been considered personal issues (Emslie & Hunt, 2009), and employers have just responded to their employees' needs by providing additional benefits such as on-site childcare service and paid maternity leave in the workplace. However, with environmental shifts and value changes of employees, employees' desire for work-life balance has increased and employers have begun to offer more active support of their employees' work-life balance (Thornthwaite, 2004). In its list of the 100 best companies to work for, Fortune magazine identifies organizations that make an effort to assist employees in managing the duties of work and family (Muse et al., 2008). Thus, organizational efforts for ensuring employees' work-life balance are needed and valued more than ever. Many researchers have generally agreed on the important role of work-life balance as it is related with an individual's psychological well-being and overall sense of harmony in life, which is an indicator of balance between the workplace role and the role in family (Clark, 2000; Marks and MacDermid, 1996). Recent research shows that both employees and organizations benefit from successfully balanced work and family life (e.g., Greenhaus and Powell, 2006; Hammer et al., 2005). In family domains, when people experience a lack of work-life balance, this experience threatens key domains of their personal lives (Lachman and Boone-James, 1997); on the other hand, work-life balance enhances their well-being and family satisfaction (Grzywacz, 2000). In work domains, the absence of work-life balance causes poor performance and more absenteeism of employees (Frone et al., 1997), but balanced work and family life is associated with increased job satisfaction and organizational commitment (Cegarra-Leiva et al., 2012; Wayne et al., 2004). In other words, employees' work-life balance experiences deepen their role-related engagement, which is related to organizational performance improvement (Carlson et al., 2008). Work-life balance in the workplace has become a more important issue as it tends to exhibit positive results such as low turnover, work engagement, organizational citizenship behavior, in-role performance, increased firm productivity, job satisfaction, and organizational commitment (Konrad and Mangel, 2000; Lambert, 2000; Shepard et al., 1996; Wang and Walumbwa, 2007). As emphasized by several researchers, managing work-life balance has become one of the most critical managerial strategies for ensuring employees' performance and organizational performance improvement. Research Purpose and Problems As was previously noted, the interest in and importance of work-life balance is increasing. Indeed, it is widely accepted by researchers that work-life balance is associated with desirable outcomes in both the workplace area and family area (e.g., Harrington and Ladge, 2009; Parkes and Langford, 2008). Despite this increased interest and these favorable outcomes of work-life balance, few studies have directly linked it with outcomes (Carlson et al., 2009; Frone, 2003; Grzywacz and Butler, 2005). Also, several researchers have pointed out that the effect of work-life balance on employees' attitudes and behaviors is still unclear and have called for more in-depth research studies to identify what types of performance are related with work-life balance (Casper and Buffardi, 2004; Kossek and Ozeki, 1998). The situation is no different in the Asian context and for the case of South Korea. Workers are experiencing an increase in their average income, resulting in a rise in their living standards, which consequently as caused a growth in the interest of work-life balance issues (Lim et al. …

An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life

Abstract: Increasing numbers of organisations offer flexible working hours to help employees balance work and personal life. However, studies about the effects of flexible working hours on work–life balance and organisational outcomes are ambiguous. The aim of this study is to gain greater insights into how employees experience the influence of flexible working hours on their work–life balance. A qualitative research was performed by in-depth interviews with a variant sample of 15 employees and thematic analysis of the data. The more family responsibilities the respondents have, the more they tend to perceive flexible working hours as a necessity rather than an extra benefit. According to the interviewees, the system creates a situation which is advantageous for both employer and employee. The extent to which this is achieved though depends on how organisations apply and implement it. It is concluded that when flexible working hours are supported by management and fit the work culture, they are highly appreciated b...

Impact of Flexible Working Hours on Work-Life Balance

Abstract: Nowadays, flexible working hours are becoming important to the workplaces. A lot of organizations offer flexible working hours to employees due to the benefits that flexibility gives to both employee and employer. Greater employee productivity and higher organization profitability are the most common benefits. Also, flexible working hours promote and facilitate work-life balance. Reduced stress and increased employee wellbeing are outcomes of the work-life balance. In this paper, the relationship between flexible working hours and work-life balance is investigated.

Doing More with Less? Work and Wellbeing in Academics

Abstract: There is evidence that fundamental changes to the context and content of academic work have increased demands, reduced support and eroded professional autonomy. Drawing on research conducted in the UK and Australia, this paper initially considers the implications of these changes for the wellbeing of academics. Particular focus is placed on a longitudinal programme of research that has utilised the UK Health and Safety Executive's Management Standards Framework to investigate the job-related stressors and strains experienced in the university sector. It is argued that this benchmarking approach has strong potential to monitor working conditions in universities over time, facilitate comparisons with the work-related wellbeing of other occupational groups, and identify priority areas for intervention. The paper also focuses on the antecedents and outcomes of work-life conflict which is particularly prevalent amongst academics and a key source of strain. Finally, ways in which the wellbeing of academic emplo...

The Sustainable Workforce

Abstract: Employment practices that support work–life balance and wellbeing 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.

Self-employment and family life: constructing work–life balance when you're ‘always on’

Abstract: This study explores how men and women who are self-employed and have children living at home construct work–life balance. Guided by the concept of work–life fit, in-depth interviews were conducted with 22 parents who were self-employed and had at least one dependent child. Using thematic analysis, the first theme, ‘in control,’ related primarily to schedule flexibility but also extended to income opportunities and, sometimes, to job security. Feelings of control were experienced and expressed in relation to shortcomings of previous job experiences, business location, and preferences for raising children. The second theme, ‘always on,’ meant that parents expected to be both readily accessible to children and available to clients, while continually pursuing income opportunities. This contributed to time pressure, although some viewed participation in volunteer and children's activities as a form of business networking. Work–life balance was described in terms of time, activity, or experience. Most participa...

Work Life Balance and Job Satisfaction among the Working Women of Banking and Education Sector - A Comparative Study

Abstract: In the present scenario, work life balance for women employees is highly desirable and if there is no job satisfaction and consistency in life, it can create a dilemma for working women. Work life balance requires attaining equilibrium between professional work and personal work, so that it reduces friction between official and domestic life. The ultimate performance of any organization depends on the performance of its employees, which in turn depends on numerous factors. These factors can be related to job satisfaction or family or both. A comparative study is conducted among the working women of some Govt. colleges and national institutes of Bhopal in education sector and nationalized banks, running their in Bhopal (M.P.) for banking sector. The objective of this research is to study the working environment and women’s perception about the work life balance and job satisfaction, who are working in banking and education sector. Apart from it, another significant objective is to study effects of work life balance on job satisfaction and initiatives taken by the organizations for effective work life balance and its relation with the job satisfaction. Standard Deviation is applied in this paper to check the authenticity of data given by the respondents of both the sectors. Finding suggests that WLB can be achieved by the factors responsible for job satisfaction such as: supportive colleagues, supportive working conditions, mentally challenging work, equitable rewards and employee oriented policies etc.

Workplace Technology and the Creation of Boundaries The Role of VHRD in a 24/7 Work Environment

Abstract: The ProblemSignificant advances in technology and the increasing ways in which employees use it in their work and personal lives have led to an environment in which employees can work nearly anytime and anywhere. Although virtual human resource development (VHRD) brings with it useful efficiencies and increased opportunities for learning, the prospect of 24/7 learning can have a deleterious impact on work–life balance for employees.The SolutionThe aim of this article is to first explain how work–life balance and workplace technology interact to affect the lives of employees. The article models boundaries between these areas and recommends that attention to work–life balance become part of practice when human resource development (HRD) professionals design virtual learning or help develop workplace technologies and policies.The StakeholdersStakeholders include HRD professionals, scholars who study work–life balance, and organizational leaders who implement workplace technology policies and practices.

Factors that influence perceptions of work-life balance in owners of copreneurial firms

Abstract: Purpose – The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in the context of family firms has focussed on the effects that perceptions of balance can have on the emotional well-being of business owners and performance of the firm. Less attention has been given to understanding the factors affecting an owner's perceptions of work-life balance. This paper not only explores the antecedents of perceptions of work-life balance but does so with copreneurs, or couples who own and manage a firm. Design/methodology/approach – Data for this study were collected using surveys. In all, 210 copreneurs with businesses in nearly 20 industries answered questions about their perceptions of work-life balance, work-life conflict (WLC), life-work conflict, communication practices, characteristics of their jobs, and spousal support. Findings – WLC was negatively related to perceptions of work-life balance. Job ...

A double‐edged sword?: a critical evaluation of the mobile phone in creating work–life balance

Abstract: This article provides a critical review of the literature on the impact of mobile telephony on work–life balance (WLB). In particular, it focuses on their theoretical frameworks, the nature of the research questions, the methodological choices adopted and the research findings of empirical articles published internationally between 1998 and 2014. This research field is at the crossroads of two theoretical and empirical traditions, and can be characterised by diversity in terms of conceptualisation and operationalisation of measures, which burdens comparisons between findings. Four problems arise with the literature: (1) the consistency and transparency of the theoretical bases they employ; (2) a tendency to technological determinism and to diminish the impact of human choices; (3) difficulty with handling the complexity of factors; and (4) issues with finding sampling strategies that do not restrict the ability to generalise and/or result in omission of specific populations.

The Impact of Family and Work-Life Balance Policies on the Performance of Spanish Listed Companies

Abstract: Work-life balance has become a topic of great relevance in today's business world. In this work we present both a theoretical review on the state of art in this issue and an analysis testing the validity of the positive impact of work-life balance policies in firm performance. For the empirical analyses of these policies on performance we evaluated a sample composed of firms listed in IBEX-35. Findings provide support for the idea that introducing work-life balance practices benefits the company with respect to talent retention and higher employee engagement, as well as achieving a positive impact on productivity, costs and business results.

Perceived Work-Life Balance Ability, Job Satisfaction, and Professional Commitment among Agriculture Teachers.

Abstract: Agriculture teachers participate in various work and life roles, which can create challenges when trying to balance the pressures and responsibilities associated with each role. When one is unable to balance and prioritize between roles, both satisfaction and professional commitment may be reduced. The purpose of this study was to describe Oregon agriculture teachers’ job satisfaction, professional commitment, and perceived ability to balance work and life roles. Additionally, this study sought to describe the relationship between perceived ability to balance work and life roles, job satisfaction, and professional commitment. Sex, marital status, parental status, and career stage had only small to negligible effects on job satisfaction, professional commitment, and worklife balance. Statistically significant positive correlations were found between job satisfaction, professional commitment, and work-life balance. Implications and recommendations are discussed.

Impact of Work Life Balance on Job Satisfaction and Organizational Commitment Among University Teachers: A Case Study of University of Gujrat, Pakistan

Abstract: In a changing economy managing an individual employee is more difficult than ever before. Work life imbalance effect both personal and work life. A balanced life is one where we spread our energy and efforts between key areas of importance. Work life balance has become important and necessary for almost all categories of employees, including those employees in teaching position. This paper explored the impact of work life balance on job satisfaction and organizational commitment among teaching employees of university of Gujrat. A sample of 171 employees gathered via stratified random sampling which has been provided the basis for analysis. Data was collected through questionnaire and analyzed through SPSS. The correlation result shows that significant positive relationship exists between work life balance and job satisfaction of university teachers. So our hypothesis H1 is accepted. The Pearson correlation results also indicate that there is positive relationship exists between work life balance and organizational commitment of university teachers. So our hypothesis H2 is also accepted.

Work-Life Balance, Family-Friendly Policies and Quality of Work Life Issues: Studying Employers' Perspectives of Working Women in Oman

Abstract: Family-Friendly Policies (FFPs) aim to help employees manage their family responsibilities, create flexible-work conditions and enable women to perform better on both domestic and work fronts. In comparison to other countries in the Gulf, women in Oman are joining the workforce in large numbers. This trend continues as educational and vocational institutions within the country consistently enroll a higher proportion of women. Currently, women comprise 55% of the total workforce in Oman and contribute significantly in education, health, media, banking and other business sectors. Challenges such as work-life balance (WLB) constrain their Quality of Work Life (QWL). Omani Labor Law (OLL) grants some privileges to working women; however, there is an overgrowing need to address specific issues that women encounter while managing their work and family life. By resorting to in-depth interviews of selected top-level managers from government, public, and private sector organizations, this study aims to secure managers’ perception of WLB and QWL-related issues and also their opinion about offering certain FFP-related benefits to the working women in Oman. The research informs that despite some provisions in the OLL, Oman lacks a clear-cut policy on FFPs. Most of the concessions to women exist with a tacit understanding of ‘give and take’ or sympathy. Notwithstanding, all the employers confirm their adherence to the OLL and are enthusiastic over granting additional benefits, albeit with individual differences in perception. The research recommends some collective efforts on three major fronts. Governmental interventions are needed to direct organizations to classify some jobs as ‘Family Friendly’. Organizations need to observe healthy workplace practices. Families and societies need to exhibit a supportive outlook towards working women in Oman.

Work–life balance – work intensification and job insecurity as job stressors

Abstract: What does it mean to have good work–life balance? Public debate has grown around the importance of work–life balance in contributing to quality of life, yet the debate remains quite narrowly conceived. In particular, ‘work’ is conceived as negative, especially long hours, and ‘life’ is centred around (typically women’s) caring responsibilities, especially childcare. However, a number of studies have challenged these dichotomies and suggested that work–life balance is influenced by other variables. Using Australia at Work survey data on over 4000 individuals, this study considers the factors that determine satisfaction with work–life balance. An ordered probit framework is used to take advantage of a data set that is rich in variables capturing objective and subjective measures of the labour contract and workplace characteristics. The results show that while long hours and caring responsibilities do indeed affect work–life balance outcomes, the presence of job insecurity and work intensification have measu...

Work Life Balance of Women Employees

Abstract: Worklife balance of women in IT secors is gaining the domain place in highly discussed topics. Family–work conflict and work–family conflict are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of Work family conflict and Family work conflict. It is also significant to note the success level gained by women in career and family inspite of all the stress they undergo at work place. It is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women.

Work–Life Balance in the Police: The Development of a Self-Management Competency Framework

Abstract: Purpose Addressing a gap in the current work–life balance (WLB) literature regarding individual-focused approaches to inform interventions, we elicited behaviors used to self-manage WLB to draw up a competency-based WLB framework for relevant learnable knowledge, skills, and abilities (KSAs; Hoffmann, Eur J Ind Train 23:275–285, 1999) and mapping this against extant WLB frameworks. Design/Methodology/Approach Our participants were from a major UK police force, which faces particular challenges to the work–life interface through job demands and organizational cutbacks, covering a range of operational job roles, including uniformed officers and civilian staff. We took a mixed methods approach starting with semi-structured interviews to elicit 134 distinct behaviors (n = 20) and used a subsequent card sort task (n = 10) to group these into categories into 12 behavioral themes; and finally undertook an online survey (n = 356) for an initial validation. Findings Item and content analysis reduced the behaviors to 58, which we analyzed further. A framework of eight competencies fits the data best; covering a range of strategies, including Boundary Management, Managing Flexibility, and Managing Expectations. Implications The WLB self-management KSAs elicited consist of a range of solution-focused behaviors and strategies, which could inform future WLB-focused interventions, showing how individuals may negotiate borders effectively in a specific environment. Originality/Value A competence-based approach to WLB self-management is new, and may extend existing frameworks such as Border Theory, highlighting a proactive and solution-focused element of effective behaviors.

Work–life ‘balance’ and gendered (im)mobilities of knowledge and learning in high-tech regional economies

Abstract: Over the past three decades, economic geographers have explored how the spatial co-location of firms in regional industrial agglomerations helps foster learning, innovation and economic competitiveness. While recent work highlights the crucial role of labour mobility in promoting inter-firm ‘knowledge spillovers’, it pays little attention to how gendered responsibilities of care and personal-life interests beyond the workplace shape workers’ (non)participation in the relational networks and communities of practice widely theorized as enabling learning and innovation. This article presents new data from two regional economies: Dublin, Ireland, and Cambridge, UK. It documents the role of ‘work–life balance’ provision across IT employers in shaping the cross-firm mobility of workers and the tacit knowledge, skills and competencies which they embody. The article disrupts the powerful premise that ‘cross-firm labour mobility is always and everywhere good’ which informs much of the regional learning literature. It also contributes to emerging debates around ‘holistic’ regional development.

Work-life balance and the legal right to request flexible working arrangements

Abstract: In 2003, eligible employees in the United Kingdom acquired the legal right to request flexible working arrangements. The government believes that this new right will provide parents with greater choice and support in balancing work and childcare, whilst being compatible with business efficiency. This article critically appraises this new right and examines how it is applied in relation to other UK legislation on discrimination and unfair dismissal. An overview of international studies on corporate efforts to introduce family-friendly arrangements, and an overview of governmental efforts to address the reconciliation of work and family-life is provided in this article, with a view to arguing that there is a need, in South Africa, for state policy regarding work-life balance and for further research into corporate efforts to introduce family-friendly work arrangements.

Work-Life Balance – Implications for Working Women

Abstract: Work life balance is a term used to describe the balance between an individual’s personal life and professional life. A healthy work-life balance assumes great significance for working women particularly in the current context in which both, the family and the workplace have posed several challenges and problems for women. The dynamics of the work environment have exerted enormous pressure on working women as they need to cope with virtually two full time jobs – one at the office and the other at home. Review of literature related to the subject has revealed that working women experience greater difficulty than men in balancing work and family. It is also found that they experience conflict as there is job spill over into the home more frequently than home spill over into work. Besides to succeed in one environment, working women are often called upon to make sacrifices in another as each of the environments makes different demands on them and have distinct norms to adhere to. This study investigates the factors affecting work life balance among working women and the consequences of poor-work life balance. Data were obtained through a structured questionnaire administered to 125 randomly selected working women across organizations/institutions in Bangalore City. The response rate was about 93% and the obtained data were statistically analysed. Results indicate that a significant proportion of working women are experiencing difficulty in balancing work and family due to excessive work pressure, too little time for themselves and the need to fulfill others’ expectations of them. Majority of the working women experience job spill over into the home as they have to put in longer hours. Major consequences of poor work-life balance are high levels of stress and anxiety, disharmony at home, experiencing job burnout and inability to realize full potential. They feel irritable and resentful often due to their inability to balance work and family life. The findings have implications for working women and provide insights into finding solutions to maintain healthy work life balance. Two models of work life balance, viz. role-analysis model and three factor model have been developed to enable working women resolve the conflict caused due to poor work life balance. These models equip women with the mechanism to strike a fine balance and make them smarter, healthier and happier in every facet of their lives. Both the models assume greater significance for working women across the world as it helps them resolve the dilemmas of managing their multiple roles in the personal and professional lives.

British pharmacists' work-life balance - Is it a problem?

Abstract: OBJECTIVES: Using a validated tool, the study aimed to explore pharmacists' experiences of maintaining work/life balance in a large, nationally representative sample of pharmacists in Great Britain (GB). METHODS: A two-page postal questionnaire was sent in 2008 to all GB-domiciled pharmacists who were registered with the regulatory body for pharmacy in GB (just over 44?000 pharmacists). Demographic information, work patterns and other employment data were collected and analysed using regression techniques to explore the link between these characteristics and a validated measure of work/life balance. KEY FINDINGS: The response rate to the census was 69.6% (n?=?30?517). Eighty-three per cent (n?=?25?243) of respondents were working as a pharmacist and were therefore eligible to complete the work/life balance statements. The results reported here relate to 12?364 individuals who had full data for the work/life balance scale and the demographic and work variables. Findings indicate that age, ethnicity, having caring responsibilities, sector of practice, hours of work and type of job are significant predictors of work/life balance problems. CONCLUSIONS: Pharmacy employers and government should recognise the changing demographic characteristics of the profession and consider what support might be available to the workforce to help alleviate work/life balance problems being experienced by certain groups of pharmacists.

Work Life Balance of Women Employees

Abstract: Worklife balance of women in IT secors is gaining the domain place in highly discussed topics. Family–work conflict and work–family conflict are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of Work family conflict and Family work conflict. It is also significant to note the success level gained by women in career and family inspite of all the stress they undergo at work place. It is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women.Aim: To study various factors which could lead to a in depth knowledge about work life balance and stress undergone by women employees. Findings and Conclusion: The findings of the study emphasized the need to formulate guidelines for the management of work life balance at organizational level as it is related to job satisfaction and performance of the employees.

An Empirical Study on the Employee Perception on Work-Life Balance in Hotel Industry with Special Reference to Odisha

Abstract: Work Life Balance has become the buzz word in contemporary economic world as employees in industries are facing lot of pressure from work organisation and pressure from new social structure. Though the issues and problems are different in nature and influencing the life in different degree but, all industrial employees are facing the problem since liberalisation, privatisation and globalisation of economy. Hotel industry is distinguished from others in respect to provision of services round the clock. Due to the seasonal nature of hotel business and high attrition rate in the industry, it suffers from acute manpower shortage. Sometimes employees are compelled to take up the extra load by working for long hours .Such work environment may impact on the WLB of the employees since they do not get sufficient time for their personal and social commitments. This paper examines the key factors associated with work – life balance (WLB) and the employees perception towards it in Odisha, India. The study was conducted by selecting 100 professionals randomly from different Hotels in Bhubaneswar with the help of a structured questionnaire. Analysing the data, it was found that pressure of multiple roles, quality of health and ever changing and abnormal working schedules are the major factors contributing to poor Work Life Balance in hotel industry in Odisha.

Factors Affecting the Work Attitudes of Indian Re-entry Women in the IT Sector

Abstract: India has witnessed increased participation of women in all sectors of the labour market. However, the career path of Indian women is not a continuous one. Despite the overflowing career prospects,...

Focus group methodology in a life course approach – individual accounts within a peer cohort group

Abstract: This paper explores the use of focus group methodology as part of a life course approach building on Julia Brannen’s pioneering work in these two areas. Much life course research uses individual interviews, including biographical interview techniques. It is less usual to find focus groups used within the life course perspective. This paper draws on a PhD study of young British and Asian adults’ experiences of the transition from university to full-time employment, using focus groups as part of a multi-method approach, within a life course perspective. The study drew explicitly on Julia Brannen’s approach to life course transitions. Three focus group excerpts are presented and discussed to illustrate how focus group data can further the understanding of the ways in which a group of peers discuss the transition to work and especially future work–life balance. We show how focus group discussions about individual choice for future work and ‘life’ or ‘lifestyle’ can highlight shared assumptions of this birth c...