Showing papers on "Work–life balance published in 2015"

Relationship between protean career orientation and work–life balance: A resource perspective

Abstract: Summary Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college-educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole-life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.

Gender, age and flexible working in later life

Abstract: In many countries economic and social concerns associated with ageing populations have focused attention onto flexible forms of working as key to encouraging people to work longer and delay retirement. This article argues that there has been a remarkable lack of attention paid to the role of gender in extending working lives and contends that this gap has arisen because of two, inter-related, oversights: little consideration of relationships between gender and flexible working beyond the child-caring phase of life; and the prevailing tendency to think of end of working life and retirement as gender-neutral or following a typical male trajectory. The findings of a qualitative study of people aged 50+ in the UK challenge some of the key assumptions underpinning the utility of flexible work in extending working lives, and provide insight into the ways in which working in later life is constructed and enacted differently for men and women.

Study on work-life balance of women entrepreneurs – review and research agenda

Abstract: – The purpose of this paper is to review and conceptually explain the work-life balance of women entrepreneurs. , – Through the secondary data, selected papers have analysed to prepare a conceptual framework depicting the work-life balance of women entrepreneurs. , – Entrepreneurship has emerged as a global concept and contributed for economic development of the country. It utilizes competencies of entrepreneurs for success of their enterprises. Working women executives suffers the problem of work-life balance. Developing family responsibilities as well as their potential roles, generate the issue of role conflict. In order to overcome role conflict, they need to balance between work and personal life style. To gain more flexibility and control on their work and personal obligations, women start up their own business. They contribute in job creation, innovation, and economic development of nation through their entrepreneurial activities. , – It provides future direction to various researchers, academicians and policy makers in this field.

Having It All? Women in High Commitment Careers and Work–Life Balance in Norway

Abstract: The question if, or how, women can 'have it all' — high commitment career, partner and children — is regularly debated in popular media internationally. Drawing on qualitative research, this article examines work–life balance (WLB) for women in high commitment careers as politicians and non-executive directors on corporate boards in Norway. Norway is lauded as one of the most gender equal countries in the world and in theory at least it is therefore a highly enabling environment for women to combine career and family. The article considers the WLB challenges women politicians and directors encounter and what types of WLB support — national, workplace and household level — are important for them in order to mitigate the potential strain caused by work–family conflict. This article's contribution is in highlighting the competing and sometimes contradictory policies, practices and discourses at multiple levels that surround WLB and the gendered social expectations of women in Norway who apparently 'have it all'

Do Family Responsibilities and a Clinical Versus Research Faculty Position Affect Satisfaction with Career and Work-Life Balance for Medical School Faculty?

Abstract: Background: Balancing career and family obligations poses challenges to medical school faculty and contributes to dissatisfaction and attrition from academics. We examined the relationship between family setting and responsibilities, rank, and career and work–life satisfaction for faculty in a large U.S. medical school. Methods: Baseline faculty surveys were analyzed from the first year of a 4-year National Institutes of Health–funded study to evaluate awareness, knowledge, attitudes, and use of family friendly policies and career satisfaction. The study focus was on the impact of family responsibilities and characteristics of the faculty position (rank, clinical vs. nonclinical, and academic series) in multivariate comparisons between primary predictors and outcomes of interest. Results: Both clinical and family responsibilities for children under 18 play a major and interacting role in satisfaction with career and work–life balance. Clinical faculty respondents without children at home reported...

Working-Time Regimes and Work-Life Balance in Europe

Abstract: The organization of times and places of work are key elements of working conditions, and define employees’ possibilities for balancing work and other life spheres. This study analyses several aspects of temporal and spatial flexibility, and their associations with employees’ work-life balance. This study separates four dimensions of temporal flexibility and one indicator of spatial flexibility. The dimensions of temporal flexibility are the number of hours worked, when the hours are worked, work-time intensity, and the degree of working-time autonomy. The workplace flexibility indicator is an index of work locations. Work-life balance is analysed with work-hour fit. The analyses were based on the fifth wave of the European Working Conditions Survey collected in 2010. We used data from 25 Member States of the European Union (n1⁄4 25,417). Based on the hierarchical cluster analysis, this study found various types of flexibility regimes in Europe. Country clusters show a clear effect on perceived worklife balance even after controlling for flexibility measurements at the individual level. This study contributes to the existing research in analysing several dimensions of temporal and spatial flexibility at the same time, as well as their associations to work-life balance.

Part-time work, work–life balance and gender equality

Abstract: Part-time working is commonly used by many women across Europe and other developed countries to manage work and care responsibilities. Many more women than men work reduced hours, while at the same...

Cultures of Work-Life Balance in Higher Education: A Case of Fragmentation

Abstract: In response to demographic shifts, colleges and universities implemented new policies, adopted new practices, and created professional development opportunities to gain support for work–life balance. Research on work–life balance reveals gender disparities, lack of policy usage, and a lack of cultural change with little understanding of the ways to bring about a campus culture that understands, promotes, and has established norms that support work–life balance. Research often recommends that cultural change be established to support policy usage and reduce stigma from work–life balance. This research study examined 2 institutions of higher education to challenge the notion that organizational change can be simply created and to examine the impact of fragmented cultures and individual identity on change. The 2 major themes—symbolic meaning of policies and children and discontinuity of symbols and policies—that emerged in this study provide evidence of the need for campuses to contend with organizational culture and, in particular, on symbols and discourses intentionally presented to reflect work– life balance acceptance. This study concludes with recommendation of how leaders, faculty, and policymakers can support work–life balance within higher education despite the ambiguity and complexity of organizational life.

Shift work to balance everyday life : a salutogenic nursing perspective in home help service in Sweden

Abstract: Background Nurses in Sweden have a high absence due to illness and many retire before the age of sixty. Factors at work as well as in private life may contribute to health problems. To maintain a healthy work–force there is a need for actions on work-life balance in a salutogenic perspective. The aim of this study was to explore perceptions of resources in everyday life to balance work and private life among nurses in home help service.

Gender Roles, Work-Life Balance, and Running for Office

Abstract: Political scientists have studied why so few women run for office in the United States, but explanations concerning the challenge of balancing work and life have received little empirical support. I present two forms of data to show how expectations about work-life balance affect the supply of potential women politicians. The common thread in these analyses is that time spent traveling to and from work is particularly burdensome for those who spend time caring for children. Because women do a majority of the child care and housework, commuting is particularly burdensome to women. Analyzing a novel data set, I find that women are less likely to run for state legislative office in districts further from state capitals. I validate these results with an original survey experiment run on undergraduates in the midst of choosing their own careers. I find that female students weigh proximity to home twice as heavily as male students do in a hypothetical decision of whether to run for higher office. These results suggest that equal representation of women in government would require men and women to share household responsibilities more equally.

CSR in Japanese Companies: Perspectives from Managers

Abstract: Increasingly, corporations are expected to be more socially and environmentally responsible in the communities and society where their operations are located. This is more so with ever growing sensitivity towards social and environmental issues, and demands from various stakeholders expecting corporations to do more for society. This study examines managers' actual CSR perceptions and practices in Japan. The paper reports on an empirical study carried out in Japan in 2012, where 12 Japanese global companies were interviewed about their CSR and sustainability strategy and practices. Results reveal that companies that participated in the study are keen to demonstrate that CSR is integral to their business strategy and have various projects and initiatives to support their position and commitment. For example, the tsunami disaster in March 2011 demonstrates how Japanese companies pulled their resources together to support the victims. However, there are other areas such as volunteering, diversity in the workplace and work–life balance that require more business attention. Copyright © 2015 John Wiley & Sons, Ltd and ERP Environment

The experience of work-life balance across family-life stages in Switzerland: a cross-sectional questionnaire-based study

Abstract: The division of paid and unpaid labor in families continues to be highly gendered with men doing more paid work and women doing more unpaid care work. This is especially true for life stages with young children. Our study investigates the subjective experience of demands in the work and the private domain and the experience of work-life balance across family-life stages as a consequence of this gendered division of labor. We used data from a survey study on work-life issues and health in four large companies in Switzerland (N = 3664). In line with our hypotheses, subjective work and private demands were predicted by an interaction of family-life stages and gender. Specifically, during the primary child-rearing family-life stages, women experience more private demands than men while men experience more work demands, regardless of level of employment. Furthermore, women who work part time experience more work-life balance than women who work full time and more than men who work part or full time during the primary child-rearing family-life stages. Results are discussed in terms of a gendered work-life experience across the life course and the need for part-time work for both genders. Finally, conclusions are drawn concerning our results’ implications for public health considerations.

Busy yet socially engaged: volunteering, work-life balance, and health in the working population.

Abstract: Objective: To understand the relationship between volunteering and health in the overlooked yet highly engaged working population, adopting a contextualizing balance approach. We hypothesize that volunteering may function as a psychosocial resource, contributing to work–life balance and, ultimately, health. Methods: A total of 746 Swiss workers participated in an online survey; 35% (N = 264) were additionally volunteers in a nonprofit organization. We assessed volunteering, work–life balance perceptions, paid job demands, and resources and health outcomes. Results: After controlling for job characteristics, volunteering was associated with less work–life conflict, burnout and stress, and better positive mental health. Results further revealed that balance perceptions partly explained the relationship between volunteering and health. Conclusions: Volunteering, albeit energy and time-consuming, may contribute to a greater sense of balance for people in the workforce, which might, in turn, positively influence health.

Understanding nurses’ work: Exploring the links between changing work, labour relations, workload, stress, retention and recruitment

Abstract: This article enhances our understanding of nurses’ work as they see it, in an exploration of the links between changing work, the labour relations climate, workload, stress, retention and recruitment. Conventionally separate bodies of literature on occupational health and safety, public sector industrial relations and human resource management informed the design and implementation of the study. Interviews with nurses revealed a high level of commitment but also indicated clear links between the labour relations climate, work intensification leading to high stress and poor work–life balance, retention and recruitment. The study concludes that working conditions must be improved to gain a healthy workplace and because wage increases on their own are not enough to make nursing more attractive.

Individual, organizational and environmental factors affecting work-life balance

Abstract: Work-life balance is very important among employee and employers in organizations. Imbalance in work-life will create a lot problem in terms of life satisfaction and workplace satisfaction. This paper is to discuss a study regarding the influence of emotional, spiritual intelligence, organizational support job engagement and technology advancement on employees work-life balance. The findings showed that emotional intelligence, job engagement and organizational support were found positively and significantly related to work-life balance. Furthermore, both technology advancement and work overload were found negatively and significantly related to work-life balance. However the findings indicated that spiritual intelligence was not significantly related to work-life balance.

Manager Behaviour, Generation, and Influence on Work-Life Balance: An Empirical Investigation

Abstract: IntroductionWork-life balance is a growing topic of interest in the field of management. As the employee landscape changes with the addition of more women in the workplace accompanied by three different generations of employees, management will be forced to pay more attention to the work-life balance needs of employees. The increasing amount of focus on work-life balance and the introduction of more family friendly policies, such as flexible work arrangements, have made managers' responses to work-life balance issues more critical (Cennamo & Gardner, 2008).Baby Boomers (born between the years of 1946 and 1964), Generation X (born between the years of 1965 and 1979) and Millennials (born between the years of 1980-2000) are the three largest generations found in the current workforce, with a 54-year age gap between the oldest baby boomer and the youngest millennial. The Millennials and the Baby Boomers have the biggest presence among the three (Glass, 2007). With a number of Baby Boomers planning to work beyond retirement, this age gap will continue to grow as younger Millennials enter the workforce (Toosi, 2006).The current literature reveals no significant difference in the need or desire for work-life balance based on an employee's age. However, a difference does exist when employee age is combined with how the manager affects work-life balance for the individual employee (Darcy, McCarthy, Hill, & Grady, 2012). Consequently, managers must be aware of the types of work-life balance options available and how they personally contribute to their employees' experience of work-life balance.Despite the recent proliferation of research on work-life balance, gaps in the literature exist relative to managerial demographics and their influence on promotion of work-life balance within organizations. Specifically, current literature fails to address the relationship between a manager's age and corresponding generation relative to an individual employee's experience level of work-life balance. The challenges resulting from the age differences between managers and employees pose the potential for work-life conflict if and when multiple generations lack understanding of each other's wants and needs. The absence of research in this area presents an opportunity to explore how managers of different ages promote work-life balance via their personal behaviors, skills, and characteristics. Identification of trait differences may lead to a greater awareness of the impact of managerial actions on employees' perceptions, and concurrently enhance managers' ability to increase work-life balance. The purpose of this paper is to answer two questions: Does the age of the manager affect employee perceptions of work-life balance within the organization? What behavioral characteristics of managers contribute to employee perceptions of work-life balance?Theoretical BackgroundWork-life balance has been defined in numerous ways. Recent definitions include, "how individuals choose to prioritize their work, family, individual, and community responsibilities" (Munn, Rocco, Bowman,& van Loo, 2011, p. 1),"the absence of unacceptable levels of conflict between work and non-work demands" (Ross & Vasantha, 2014, p. 62), or as "a state where the needs and requirements of work are weighed together to create an equitable share of time that allows for work to be completed and a professional's private life to get attention" (Heckerson & Laser, 2006, p. 27).Munn (2013) later suggested that his definition of work-life balance "supports the notion that work-life balance is individualistic, meaning that each individual may achieve it differently by doing what is meaningful and works best in all aspects of his or her life" (p. 407). This statement points to the complexity of the work-life balance issue and the difficulty for managers who are challenged to respond to each employee's need for work-life balance. …

Work life balance and employee performance in selected commercial banks in lagos state

Abstract: The study examined work life balance and employee performance in selected commercial banks in Lagos state. The problem identified in this study is poor working organizational culture in the commercial banks which may not encourage various types of work life balance practices. The specific objective of this research is to determine the extent to which leave policy affects service delivery which is also in line with the research question and hypothesis. The research adopts a descriptive survey research design, the population of the study is 759 and the sample size is 262 using Taro Yamane’s formula. 262 copies of structured questionnaire was distributed and completely filled and returned. Pearson product moment correlation and regression analysis was used to test the hypothesis. Cronbach alpha was used to test the reliability of the instrument. It was discovered that there is a significant positive relationship between leave policy and service delivery. The findings revealed that leave policy motivate employee ability to deliver services efficiently and effectively, in conclusion work life balance practice is an important factor in increasing employee performance. The researcher recommends that managers of these commercial banks should prioritize creating different work life balance incentives that will improve employee performance.

Flexible Working Arrangements, Work Life Balance and Women in Malaysia

Abstract: Structural changes in the economic transformation of Malaysia from an agricultural-based to an industrial-based economy after the 1970s, were accompanied by an increase in the employment of women. This resulted in two predominant trends: firstly, an increase in dual earner families and secondly, the number of female university students surpassed males. However, due to the difficulty of juggling work and home, there has been a low female labour force participation of less than 48 percent in recent years. Trying to reconcile the issue of work and home, many economists and policy makers argue that workplace flexibility could be a major tool to retain talent and women in the labour market. This study uses evidence from a primary survey conducted among 14 organisations in the services industry in the central business hub in Malaysia. Self-administered questionnaires were answered by women on their perception of the relationship between flexible working arrangements and work life balance. We conclude that flexible working arrangements are preferred by women who are more educated and earning a higher income while the MANOVA analysis shows that flexible working arrangements have the potential to achieve work life balance.

Flexible working and work–life balance: midwives’ experiences and views

Abstract: This article presents midwives’ views and experiences of flexible working and work–life balance. Both flexible working and work–life balance are important contemporary agendas within midwifery and can have both positive and negative consequences for midwives. Full-time midwives and those without caring commitments feel disadvantaged by flexible working and work–life balance policies as they have to fit when they work around part-time midwives and are increasingly expected to cover extra work. They feel their work–life balance is marginalized and this is fuelling discontent and resentment among midwives and leading to divisions between full- and part-time staff that reinforce flexibility stigma. Although flexible working and work–life balance are important for recruiting and retaining midwives they are part of the ongoing tensions and challenges for midwives and the midwifery profession.

Managing the risky humanity of academic workers: Risk and reciprocity in university work–life balance policies:

Abstract: University work–life balance policies increasingly offer academic workers a range of possible options for managing the competing demands of work, family, and community obligations. Flexible work ar...

Work Life Balance of Women Employees with Reference to Teaching Faculties

Abstract: The role of working women has changed throughout the world due to economic conditions and social demands. This has resulted in a scenario in which working women have tremendous pressure to develop a career as robust as their male counterparts while sustaining active engagement in personal life. The ever- increasing work pressure is taking a toll on the working women leaving them with less time for themselves. The increasing responsibilities on the personal front with the technological blessings like advanced mobile phones, notepads, etc. that keeps work life integrated with personal life also creates stress on personal and professional fronts in this knowledge age. This affects the person's physical, emotional and social well-being. Thus, achieving work life balance is a necessity for working women to have a good quality of life. This paper is an attempt to explore the tough challenges faced by working women in maintaining a balance between their personal and professional life. The various factors affecting the work-life balance of married working women have been examined in this study. The tool used for the study is the manual on work-life balance of The Industrial Society (now the Work Foundation) by Daniels and McCarraher. Data were subjected to descriptive statistics and it was found that the problems faced by the working women of Pondicherry in terms of work-life balance are quite high. The results also indicate that the work-life balance of individuals affect their quality of life.

‘Bad Mum Guilt’: the representation of ‘work-life balance’ in UK women’s magazines

Abstract: The social policy climate, labour market trends and gendered arrangements for paid and family work mean that ‘work-life balance’ remains a key social issue in the UK. Media representations of ‘work-life balance’ are a key source for the construction of gender and working motherhood. Despite evidence of gendered representations in media coverage of other social issues, little attention has been paid to the construction of work-life balance in UK women's magazines. Articles from the highest circulating UK women's magazines are analysed using a discursive approach to explicate constructions of work-life balance and working motherhood. The analysis reveals that multiple roles are constructed as a problematic choice leading to stress and guilt. Problems associated with multiple roles are constructed as individual problems, in a way that decontextualises and depoliticises them and normalises gendered assumptions and a gendered division of labour. Parallels can be drawn between this and wider discourses about wo...

Which workers are more vulnerable to work intensification? An analysis of two national surveys

Abstract: Purpose – The purpose of this paper is to identify whether there are particular employee groups that are more vulnerable to work intensification and its outcomes for well-being. Design/methodology/approach – This paper utilises data collected in two representative national surveys in 2005 (n=1,004) and 2009 (n=1,016), first to determine which employee groups are most vulnerable to work intensification and, second, to identify who is more vulnerable to the impacts of high work intensity on well-being, in terms of job (dis)satisfaction, stress, fatigue, and work-life imbalance. Findings – Professionals reported significantly higher levels of work intensity than all other occupational groups, and higher levels of stress and work-life imbalance. In addition, full-time employees experienced greater work intensity than part-timers, and union members than non-union members. Public-sector employees reported greater stress and work-life imbalance than those in the private sector. There was also a small, but signif...

'Success Is Satisfaction with What You Have'? Biographical Work–Life Balance of Older Female Employees in Public Administration

Abstract: This paper analyses the situation of older female employees in the public service sector in Germany, comparing women with middle-level qualifications to highly-qualified women in order to explore the intersection of age, qualification and work–life trajectories. The paper theorizes on the notion of work–life balance as experienced across the life course, supporting a holistic and long-term focus. In particular two questions are emphasized: What does a 'work–life balance' mean in the biography of older female employees; and how do they balance the different areas of their lives? To explore these further, the concept of 'biographical work–life balance' is introduced. This concept embraces a holistic perspective, which is particularly important for the wellbeing of older workers. The paper aims to show the effect of different social discourses, working biographies and policies on perceived work–life balance over the entire life course based on data from narrative biographical interviews with older female employees in the public service sector in Germany

Empirical Analysis of Work Life Balance polIcies and Its Impact on Employee’s Job Satisfaction and Performance: Descriptive Statistical Approach

Abstract: The present paper envisages analyzing the relationship between work life balance policies and employee job satisfaction. Specifically, it has been focused here that the work life balance policies lead to attaining equilibrium between professional work and other activities. Under the present study is also examined that the work life balance policies reduce friction between official and domestic life. Related theories of employee’s job satisfaction proposed by previous researchers are reviewed and summarized herein in order to use and correlate these to proposed empirical analysis. The quality of work life policies is increasingly becoming part of the business strategy and the focus is on the potential of these policies to influence employee’s quality of working life and more importantly to help them maintain work-life balance with equal attention on performance, commitment at work and job satisfaction. This study proves to be a milestone for the researchers, policy makers, management professionals, statisticians and students to properly understand the concepts of employee’s job satisfaction, work life balance and their relationship. The present empirical study involves descriptive statistical approach. The target population was two hundred and forty respondents. Statistical primary data was collected using questionnaires, and analyzed using statistical package for management and social sciences. The findings of this study emphasized that each of the work life balance policies on its own is a predictor of job satisfaction. The goodness of fit, R = 0.618 showed a good strength of the relationships between independent variables and the dependent variable. The result explored herein makes the recommendation that managers in banks should improve the work life balance policies offered to employees in order to increase their job satisfaction, to improve staff commitment and productivity.

Antecedents of work–life involvement in work–life issues: institutional pressures, efficiency gains or both?

Abstract: This paper contributes to the literature by integrating relevant insights from institutional theory and expected efficiency gains to explain organisational responsiveness to work–life issues. In times of global crisis it seems relevant to explore both the question of whether institutional pressures influence organisational behaviour and the positive and negative consequences implementing work–life practices. We tested the model using survey data from 146 private Spanish firms in two different industries. Hierarchical regression analyses tested the relationship between institutional pressures and organisational responsiveness and the potential moderator effect of the expected efficiency gains. The results reveal that mimetic and particular normative pressures significantly influence work–life practices, while coercive and global normative pressures appear not to do so. The perception of certain negative consequences related to the implementation of work–life practices inhibits this responsiveness. The posi...