Showing papers on "Work–life balance published in 2016"
01 Jan 2016
TL;DR: The survey aims to measure working conditions across European countries, analyse the relationships between different aspects of these, identify groups at risk, highlight issues of concern and areas of progress and contribute to developing EU policy aimed at improving job quality as mentioned in this paper.
Abstract: Since 1991, Eurofound has been monitoring working conditions in Europe through its European Working Conditions Survey (EWCS). The survey aims to measure working conditions across European countries, analyse the relationships between different aspects of these, identify groups at risk, highlight issues of concern and areas of progress and, ultimately, contribute to developing EU policy aimed at improving job quality.
381 citations
TL;DR: This article examined how discourses of work-life balance are appropriated and used by women academics and found that female academics' ways of speaking about worklife balance respond to gendered attitudes about paid work and unpaid care that predominate in Australian socio-cultural life.
Abstract: This article examines how discourses of work-life balance are appropriated and used by women academics. Using data collected from semi-structured, single person interviews with 31 scholars at an Australian university, it identifies and explores four ways in which participants construct their relationship to work-life balance as: (1) a personal management task; (2) an impossible ideal; (3) detrimental to their careers; and (4) unmentionable at work. Findings reveal that female academics' ways of speaking about work-life balance respond to gendered attitudes about paid work and unpaid care that predominate in Australian socio-cultural life. By taking a discursive approach to analysing work-life balance, our research makes a unique contribution to the literature by drawing attention to the power of work-life balance discourses in shaping how women configure their attempts to create a work-life balance, and how it functions to position academic women as failing to manage this balance. [ABSTRACT FROM AUTHOR]
131 citations
TL;DR: This paper examined how work-family enrichment contributes to job and family satisfaction by exploring the mediating mechanisms of self-efficacy and work-life balance, and empirically validated a new selfefficacy measure using the worklife interface nomological network.
Abstract: Although the direct effects of work–family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings of the relationship have been inconsistent. Drawing on social cognitive theory, the current research examined how work–family enrichment contributes to job and family satisfaction by exploring the mediating mechanisms of self-efficacy and work–life balance. This study also empirically validated a new self-efficacy measure using the work–life interface nomological network. A heterogeneous sample of Australian employees (N = 234) from four different organisations responded to two waves of data collection separated by a 12-month interval. Using structural equation modelling, the results of the statistical analysis provided preliminary support for the hypothesised chain mediation model and the newly developed five-item self-efficacy to regulate work and life scale. Specifically, work-to-family enrichment and family-to-work enrichment were positively related to self-efficacy, which in turn had a positive effect on work–life balance. Similarly, work–life balance had a positive impact on job and family satisfaction. Evidence of these relationships over time was demonstrated, thereby emphasising the importance of person–cognitive resources (e.g. self-efficacy) in influencing life outcomes. Validation of the self-efficacy scale also demonstrated robust psychometric properties and criterion validity. Implications of these results were subsequently discussed.
112 citations
TL;DR: This paper explored the ways in which multiple support sources (workplace and family social support) help individuals to experience work-life balance (WLB) and thereby develop a sense psychological availability and positive energy at work.
Abstract: This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.
110 citations
TL;DR: A lack of work–life balance in postgraduate medical training negatively impacted on trainees' learning and well-being, and women with children were particularly affected.
Abstract: Objectives Investigate the work–life balance of doctors in training in the UK from the perspectives of trainers and trainees.
Design Qualitative semistructured focus groups and interviews with trainees and trainers.
Setting Postgraduate medical training in London, Yorkshire and Humber, Kent, Surrey and Sussex, and Wales during the junior doctor contract dispute at the end of 2015. Part of a larger General Medical Council study about the fairness of postgraduate medical training.
Participants 96 trainees and 41 trainers. Trainees comprised UK graduates and International Medical Graduates, across all stages of training in 6 specialties (General Practice, Medicine, Obstetrics and Gynaecology, Psychiatry, Radiology, Surgery) and Foundation.
Results Postgraduate training was characterised by work–life imbalance. Long hours at work were typically supplemented with revision and completion of the e-portfolio. Trainees regularly moved workplaces which could disrupt their personal lives and sometimes led to separation from friends and family. This made it challenging to cope with personal pressures, the stresses of which could then impinge on learning and training, while also leaving trainees with a lack of social support outside work to buffer against the considerable stresses of training. Low morale and harm to well-being resulted in some trainees feeling dehumanised. Work–life imbalance was particularly severe for those with children and especially women who faced a lack of less-than-full-time positions and discriminatory attitudes. Female trainees frequently talked about having to choose a specialty they felt was more conducive to a work–life balance such as General Practice. The proposed junior doctor contract was felt to exacerbate existing problems.
Conclusions A lack of work–life balance in postgraduate medical training negatively impacted on trainees' learning and well-being. Women with children were particularly affected, suggesting this group would benefit the greatest from changes to improve the work–life balance of trainees.
95 citations
TL;DR: In this article, the role of gender in the relationship between external and internal locus of control, levels of perceived stress at work, and work-life balance was explored in a sample of 320 employees working in the Lebanese banking sector.
85 citations
TL;DR: In this article, the authors examined several individual coping strategies and employees' perception of organisational provision of work-life balance (WLB) programs with a sample of 700 Australian employees.
Abstract: This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.
78 citations
TL;DR: Balancing work and life stands as an on-going challenge in contemporary times as discussed by the authors, and today's global market place demands conflicting professional responsibilities in the form of unflinching ‘work-life co-existence.
Abstract: Balancing work and life stands as an on-going challenge in contemporary times. Today’s global market place demands conflicting professional responsibilities in the form of unflinching ‘work–life co...
71 citations
TL;DR: In this paper, the authors adopt a fuzzy-set approach to analyze empirical data from 87 Spanish SMEs and find that the presence of women does not determine the level of implementation of WLB policies.
55 citations
Journal Article•
TL;DR: In India, entrepreneurship has traditionally been considered a male prerogative as discussed by the authors, and women have started recognizing their inherent talents and business skills, and with the help of various governmental and non-governmental agencies, growing numbers of women are joining the ranks of entrepreneurs.
Abstract: In India, entrepreneurship has traditionally been considered a male prerogative. However, in tandem with a changing socio-cultural environment and an increase in educational opportunities, women have started recognizing their inherent talents and business skills. With the help of various governmental and non-governmental agencies, growing numbers of women are joining the ranks of entrepreneurs. However, in the existing familial and societal setup, entrepreneurial women are overburdened and find it increasingly difficult to balance their work and life roles.
49 citations
TL;DR: In this paper, the status of work-life balance policies and initiatives in various business organizations within the national context of United Arab Emirates is explored, and a qualitative multiple case study approach is adopted to identify various elements of worklife balance initiatives, related outcomes and moderating factors in the business, social and cultural context of the Emirates.
Abstract: In recent years companies are increasingly becoming aware of the need to have policies and practices that lead to sustainable workforce and embrace the concept of work–life balance and appreciate its importance as a tool to improve employee productivity, satisfaction and retention. The topic has great significance especially in the context of modern business world that is characterized by highly competitive markets and higher focus on sustainable organizations. This paper explores the status of work–life balance policies and initiatives in various business organizations within the national context of United Arab Emirates. A qualitative multiple case study approach is adopted to identify various elements of work–life balance initiatives, related outcomes and moderating factors in the business, social and cultural context of the Emirates. Employee and management perspectives are investigated to arrive at common and differing themes and meaningful conclusions. A research model is proposed for future research in this direction.
TL;DR: In this paper, the authors identify the work-life issues of dual-earner couples and organizational practices in both the United States and India in an effort to help organizations effectively manage worklife policies affecting the gender role dynamics of today's multicultural organizations.
Abstract: The ProblemToday’s global workforce is rife with dual-earner couples. For dual-earner couples, finding a suitable balance between work and living is often difficult, creating a need for organizations globally to be aware of the similarities and dissimilarities that exist for dual-earner couples around the world. This article identifies the work–life issues of dual-earner couples and organizational practices in both the United States and India in an effort to help organizations effectively manage work–life policies affecting the gender role dynamics of today’s multicultural organizations.The SolutionThis article identifies themes within the work–life literature for dual-earner couples in India and the United States in an effort to inform human resource development (HRD) scholars and practitioners about the current state and work–life needs of dual-earner couples in both countries. It would be beneficial for HRD professionals to understand and appreciate better workplace demographics in terms of social, cul...
TL;DR: The authors found that both British and Chinese academics adopted a range of approaches to cope with work-life imbalance, and the approaches fall into three types of coping strategies, namely behavioural, interpersonal, and intrapersonal.
Abstract: Drawing on in-depth interviews with 30 academics from various disciplines in both UK and Chinese universities, this comparative study aims to offer new insights into how academics in British and Chinese universities maintained work–life balance and the similarities and differences experienced between academics of both countries. This study finds that both British and Chinese academics adopted a range of approaches to cope with work–life imbalance, and the approaches fall into three types of coping strategies, namely behavioural, interpersonal, and intrapersonal. Whilst convergence occurs in coping strategies adopted by the two groups of academics, this study uncovers greater divergence. This can be explained by differing institutional, legal and political arrangements, and cultural values and attitudes to work and life in the two contexts. All of these have practical implications for institutions and managers in both higher education sectors.
TL;DR: Women family physicians can build successful careers in rural communities, but supportive employers, relationships, and patient approaches provide a foundation for this success.
Abstract: PURPOSE Women family physicians experience challenges in maintaining work-life balance while practicing in rural communities. We sought to better understand the personal and professional strategies that enable women in rural family medicine to balance work and personal demands and achieve long-term career satisfaction. METHODS Women family physicians practicing in rural communities in the United States were interviewed using a semistructured format. Interviews were recorded, professionally transcribed, and analyzed using an immersion and crystallization approach, followed by detailed coding of emergent themes. RESULTS The 25 participants described a set of strategies that facilitated successful work-life balance. First, they used reduced or flexible work hours to help achieve balance with personal roles. Second, many had supportive relationships with spouses and partners, parents, or other members of the community, which facilitated their ability to be readily available to their patients. Third, participants maintained clear boundaries around their work lives, which helped them to have adequate time for parenting, recreation, and rest. CONCLUSIONS Women family physicians can build successful careers in rural communities, but supportive employers, relationships, and patient approaches provide a foundation for this success. Educators, employers, communities, and policymakers can adapt their practices to help women family physicians thrive in rural communities.
TL;DR: Examination of the relative risks of working at unusual times on work–life balance, work-related health complaints, and occupational accidents using logistic regression showed structurally consistent effects over time and across samples.
Abstract: Replication and cross-validation of results on health and safety risks of work at unusual times. Data from two independent surveys (European Working Conditions Surveys 2005 and 2010; EU 2005: n = 23,934 and EU 2010: n = 35,187) were used to examine the relative risks of working at unusual times (evenings, Saturdays, and Sundays) on work–life balance, work-related health complaints, and occupational accidents using logistic regression while controlling for potential confounders such as demographics, work load, and shift work. For the EU 2005 survey, evening work was significantly associated with an increased risk of poor work–life balance (OR 1.69) and work-related health complaints (OR 1.14), Saturday work with poor work–life balance (OR 1.49) and occupational accidents (OR 1.34), and Sunday work with poor work–life balance (OR 1.15) and work-related health complaints (OR 1.17). For EU 2010, evening work was associated with poor work–life balance (OR 1.51) and work-related health complaints (OR 1.12), Saturday work with poor work–life balance (OR 1.60) and occupational accidents (OR 1.19) but a decrease in risk for work-related health complaints (OR 0.86) and Sunday work with work-related health complaints (OR 1.13). Risk estimates in both samples yielded largely similar results with comparable ORs and overlapping confidence intervals. Work at unusual times constitutes a considerable risk to social participation and health and showed structurally consistent effects over time and across samples.
TL;DR: In this paper, the authors proposed an index to measure the possibilities individuals have to balance their work and life spheres using data for 26 European countries, and principal components analysis, and compute the National Work-Life Balance Index© as a combination of five dimensions: Time/Schedule, Work, Family, Health, and Policy.
Abstract: This paper proposes an index to measure the possibilities individuals have to balance their work and life spheres Using data for 26 European countries, and principal components analysis, we compute the National Work–Life Balance Index© as a combination of five dimensions: Time/Schedule, Work, Family, Health, and Policy We find that Northern and Central European countries, such as Denmark, the Netherlands, Finland, and Sweden have a higher value of the National Work–Life Balance Index©, compared to Southern and Western European countries, such as Spain, Greece, Portugal, Latvia, and Bulgaria These results are consistent with existing literature showing that there is a lower proportion of individuals reporting difficulty balancing their work and household responsibilities in Northern countries, compared to other European countries To the extent that international data becomes comparable, the National Work–Life Balance Index© may help to guide public policies aimed at improving the work–life balance of individuals in countries that are comparatively worse off in this respect
TL;DR: The authors explored the discourse of work/life balance and how academics experience and understand it using survey data from research conducted in 2014, and argued that the concept of work-life balance is not well understood in academia.
Abstract: In this article, we explore the discourse of work/life balance and how academics experience and understand it. Using survey data from research conducted in 2014, the article argues that the concept...
TL;DR: Surveys conducted among 500 employees of the SME sector from Finland, Lithuania and Sweden identified a statistically significant difference: employees representing older age groups are more likely to indicate the maintenance of WLB; older workers more frequently do not agree that all workers have equal opportunities to benefit from flexible solutions aimed at ensuring the maintenanceof WLB.
Abstract: Work-life balance is a priority of EU policies but at the same time demographic change affects the labour market. Employers have to deal with the ageing of their employees and adjust human resource management to maintain their competitiveness. The purpose of the article is to answer research questions: whether the age of workers determines their assessment of the work-life balance, and whether there is a relationship between the worker’s age and their assessment of the activities undertaken by their employer to provide them with work-life balance.
TL;DR: In this paper, the authors use organizational justice theory to examine how perceptions of fairness affect the decision-making process of line managers and find that managers construct the "life" aspect of work-life balance within a heteronormative framework, where the emphasis is on caregiving and most usually parenting.
Abstract: We use organizational justice theory to examine how perceptions of fairness affect the decision-making process of line managers. In-depth interviews were conducted with 35 Irish managers to explore how managers make organizational allocation decisions in cases where it is impractical to offer work–life balance accommodations to all employees. The findings suggest that firstly, managers construct the ‘life’ aspect of work–life balance within a heteronormative framework, where the emphasis is on caregiving and most usually parenting. Secondly, managers actively use their decision-making powers around both formal and informal work–life balance supports to minimize injustice within their departments. By bringing together ideas about organizational justice and managerial decision-making, we indicate how managers determine fairness through a decision-making process narrowed by embedded gender role beliefs. Implications for future research and practice are discussed.
TL;DR: In this article, the authors examined stress coping strategies, perceived organizational support and marital status as predictors of work-life balance in bank workers in Nigeria, and found that stress coping strategy was a significant predictor of worklife balance.
Abstract: The study examined stress coping strategies, perceived organizational support and marital status as predictors of work–life balance. Two hundred and fifty-four bank workers participated in the study. Results of the regression analyses showed that stress coping strategies was a significant predictor of work–life balance (β = .34, p = .000) and contributed 11 % variance in work–life balance after controlling for the effects of gender, age and education. The result further revealed that perceived organizational support significantly predicted workers’ work–life balance (β = .22, p = .001) and contributed additional 4 % variance in work–life balance after the effects of gender, age, education and coping strategies have been controlled. Marital status was not related to work–life balance. The findings of the study were discussed based on Nigerian socio-economic realities. The implications of the findings to work–life policies and practices were discussed.
TL;DR: In this article, the authors investigate comprehensively how doctors belonging to different generations perceive their WLB and associate it with their levels of job satisfaction and find that majority of the doctors are not enjoying a balance work-life integration given their work commitments especially managing employers and patients expectations.
Abstract: HR practitioners consider employee work life balance (WLB) is important in fostering employee engagement and job satisfaction. It the dividing line between work-life and personal-life where a separation is formed between an individual’s career, business, profession, and every other domain that adds up to the individual’s total life. WLB is achieving the desired combination of participation in both work and other segments of life. This combination does not stay stagnant but changes as an individual has changes in commitments and responsibilities. In today’s economic setting, WLB is an important workplace trait and is growing progressively significant to maintain a healthy and inspired work force. However, for doctors who work around the clock in deed of saving human lives compromises their personal obligations. Research indicates that doctors workload is too heavy and as result it leads to [poor WLB and reduce job and life satisfaction. Given this, the purpose of this study is to investigate comprehensively how doctors belonging to different generations perceive their WLB and associate it with their levels of job satisfaction. A total of 158 completed questionnaires were collected using simple random sampling methodology from practicing doctors both is public and private sectors. Results of descriptive and inferential analysis revealed that majority of the doctors are not enjoying a balance work-life integration given their work commitments especially managing employers and patients expectations. The result also indicate that doctors born prior to 1980’s who have been in the field longer perceive better work life balance that led to a higher job satisfaction. Number of factors was found as stumbling block to foster better WLB and employee engagement such as organizational culture, leadership, family and individual factors. Management should embrace a vision for the hospitals that supports flexibility as doctors finds time to be the most expensive commodity. Greater WLB can be accomplished with right support system ranging from the tools used to work right up to the organizational leadership and culture. The leaders of the business should hold strongly to “walk the talks” culture where they themselves practice WLB and encourages it. Organizations need to own and grab attention of doctors of both generations in delivering and promoting WLB. Leveraging the family friendly WLB programs develops engagement and employees are productive, happier and motivated. Managerial implications for human resource practice and future research directions are provided.
TL;DR: The use of work-life balance in supporting cultures to provide and support the welfare of both the individuals and their families is expected to improve organizational outcomes by enabling company... as discussed by the authors,.
Abstract: The use of work–life balance () supporting cultures to provide and support the welfare of both the individuals and their families is expected to improve organizational outcomes by enabling company ...
TL;DR: In this article, the authors compared the work-life balance perspectives of current and future accountants, and found that both present and future practitioners believe that a healthy worklife balance is connected to work satisfaction, work performance, and ethical decision-making.
Abstract: Prior research has shown that a work environment that facilitates work-life balance not only benefits the personal lives of employees but also leads to better job performance and ethical decision-making. Allocation of time between career and personal life is an age-old challenge for working people. Work-life balance refers to the manner in which people distribute time between their jobs and other activities, such as family, personal pursuits, and community involvement. This study compares the work-life balance perspectives of current and future accountants. Three research questions are examined. The first relates to the importance accountants place on work-life balance. The second concerns how work-life balance perspectives of current practitioners compare to future accountants. The third considers how gender differences affect work-life balance perspectives. Data for analysis was obtained via a survey of current accounting practitioners and of future accountants (students near graduation). Findings indicate that both current and future accountants believe that a healthy work-life balance is connected to work satisfaction, work performance, and ethical decision-making.
Posted Content•
01 Jan 2016
TL;DR: Sheppard et al. as discussed by the authors explored the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization and found that WLB programs could help improve organizational culture and employee overall performance.
Abstract: Work-Life Balance Programs to Improve Employee Performance by George Sheppard MBA, SUNY Empire State College, 2011 BS, SUNY Empire State College, 2008 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University January 2016 Abstract Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formedAlthough work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs’ effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee wellbeing and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities. Work-Life Balance Programs to Improve Employee Performance by George Sheppard MBA, SUNY Empire State College, 2011 BS, SUNY Empire State College, 2008 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University January 2016 Dedication I dedicate this doctoral study to my Lord and Savior Jesus Christ for his grace, mercy, and favor to complete this doctoral program. I also dedicate this degree to my beloved wife Amorel and my children Tatiana, Kelvin, John Luke, and Adonai for providing me an opportunity to practice balance between my professional and personal life. Your support, prayers, understanding, and wisdom allowed for my success. Furthermore, my dedication goes to my mother and father, my brothers and sisters. Thank you all for praying for my continuing progress as well as for believing in me. This has been a long and rewarding process that would not have been possible without all of you. Each of you touched my life in ways that inspired me to press forward when this journey became challenging. Acknowledgments I want to thank the many professors and staff in the Walden community for their support and guidance throughout this process. Specifically, I want to thank Dr. Gergana Velkova for her encouragement, exceptional guidance, and countless reviews of my DBA proposal drafts from the beginning through the end of this process. Without your relentless support and patience, including responding to the numerous emails I sent, as well as making yourself available beyond your work hours, the process of reflecting, writing, and putting my doctoral study into final form would not have been possible. Furthermore, I want thank Dr. Jill Murray for providing me the wisdom, knowledge, and instructions to explore my topic in depth. Finally, I want to thank Dr. Richard Snyder, URR, for his expert input regarding the content, which encouraged me to think reflectively and critically while writing.
01 Jan 2016
TL;DR: This study can prove to be of great help to the management of educational set-up to increase the level of work-life balance and decrease thelevel of occupational stress among their faculty members; so as to create a work environment that everyone feels proud to be the part of.
Abstract: This study specifically investigates the degree of and the relationship between occupational stress and work-life balance amid female faculties in central universities of Delhi, India. The study is based on primary data collected from 120 female faculties from two central universities in Delhi, India. The data are analyzed using various statistical tools and methods. The results of the study reveal that there exists a moderate-level of occupational stress and moderate-level of work-life balance amid female faculties in central universities of Delhi, India. The results of the study further reveal that there is a strong negative relationship between Occupational Stress and Work-Life Balance. This study can prove to be of great help to the management of educational set-up to increase the level of work-life balance and decrease the level of occupational stress among their faculty members; so as to create a work environment that everyone feels proud to be the part of. This, in turn, will increase the organizational efficiency and effectiveness in academic set- ups.
TL;DR: In this paper, the authors examine the relationship between structural and cultural dimensions affecting managerial decision-making about work-life balance (WLB) opportunities and identify how each of five dimensions of worklife culture: managerial and organisational support, time expectations, career consequences, gender perception of policy use and co-worker support are mediated through managers to affect availability and uptake of WLB opportunities and creating gaps between policy and practice.
Abstract: This research examines the relationship between structural and cultural dimensions affecting managerial decision-making about work–life balance (WLB) opportunities. Through a top-down study of two contrasting Irish organisations, we identify how each of five dimensions of work–life culture: ‘managerial and organisational support’, ‘organisational time expectations’, ‘career consequences’, ‘gendered perception of policy use’ and ‘co-worker support’ are mediated through managers to affect availability and uptake of WLB opportunities and creating gaps between policy and practice. This study demonstrates how marked distinctions between the personal opportunities managers may wish to offer and the discretion available to them arise. Secondly, the concept of organisational work–life culture is advanced by elaborating the ‘context of support’, namely interdependencies between organisational culture and structure that affect the uptake of WLB opportunities. Implications for researchers and practitioners are also ...
TL;DR: A limited body of research has examined satisfaction with work-life balance of expatriate workers who live abroad, residing outside the typical "family" or "life" domain this article.
Abstract: A limited body of research has examined satisfaction with work–life balance of expatriate workers who live abroad, residing outside the typical “family” or “life” domain. This study aims to demonst...
06 Jun 2016
TL;DR: In this paper, the authors investigated the policy and practice of work-life balance in selected banking institutions in Ghana and how these practices are able to help in managing the stress levels of employees.
Abstract: In Ghana, there is a growing concern of occupational stress, especially in the private sector, where some organizations saddle their employees with long working hours without consideration to other aspects of their lives. This study therefore sought to investigate into the policy and practice of work-life balance in selected banking institutions in Ghana and how these practices are able to help in managing the stress levels of employees. The study used quantitative method for collecting primary data, which were analysed using descriptive statistics. Findings from the study revealed that even though work-life balance is practiced in the selected banking institutions, some of the practices that connote an effective work-life balance culture are nonexistent. It was also discovered that respondents held an almost polarized view of the effectiveness of work-life balance in managing their stress levels. Majority of respondents also agreed that work-life balance is effective in enhancing their performance at work and finally, female respondents demonstrated a greater need for worklife balance than their male counterparts. It is recommended that a review of existing work-life balance policies in the banking institutions are undertaken to ensure that policies regarding the concept are consistent with employees’ actual experience. This can be achieved by making sure that employees across different levels of the organization have easy access to the use of work-life balance initiatives without suffering any adverse career consequences.
TL;DR: In this article, the authors investigated the influence of work-life balance on job satisfaction leading to retention and found that job satisfaction had a partial mediation effect on the relationship of work life balance and retention.
Abstract: Retention of competent employees is becoming a huge challenge for organisations and more so for healthcare institutions. The growing shortage of nursing staff and its potential effect on the healthcare industry is of paramount importance. To retain the existing staff and to attract potential new entrants, healthcare organisations have to adopt strategies that would help them in retention. So, creating a balance between work-life is found as one of the suitable practices that when adopted can reduce work related stresses, increase satisfaction and performance. This study investigated the influence of work-life balance on job satisfaction leading to retention. Further, work volition was tested as a moderator between work-life balance and job satisfaction. The study results indicate significant influence of all work volition as a moderator. The study found that job satisfaction had a partial mediation effect on the relationship of work-life balance and retention.