Showing papers on "Work–life balance published in 2017"

Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance

Abstract: This paper critically assesses the assumption that more and more work is being detached from place and that this is a ‘win-win’ for both employers and employees. Based on an analysis of official labour market data, it finds that only one-third of the increase in remote working can be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make-up of the employed labour force. This suggests that the detachment of work from place is a growing trend. The paper also shows that while remote working is associated with higher organisational commitment, job satisfaction and job-related well-being, these benefits come at the cost of work intensification and a greater inability to switch off.

Work–Life Flexibility for Whom? Occupational Status and Work–Life Inequality in Upper, Middle, and Lower Level Jobs

Abstract: We define work–life flexibility as employment-scheduling practices that are designed to give employees greater control over when, where, how much, or how continuously work is done Research has und

Family-Friendly Policies, Gender, and Work–Life Balance in the Public Sector:

Abstract: Family-friendly policies and culture are important components of creating a healthy work environment and are positively related to work outcomes for public employees and organizations. Furthermore, family-friendly policies and culture are critical mechanisms for supporting the careers and advancement of women in public service and enhancing gender equity in public sector employment. While both policies and culture can facilitate women’s participation in the public sector workforce, they may affect men and women differently. Using data from a 2011 study with a nationwide sample of state government employees, we investigate the effects of employee take-up of leave policies, employer supported access to child care, alternative work scheduling, and a culture of family support on work–life balance (WLB). We examine where these variables differ in their effects on WLB among men and women and make specific recommendations to further WLB among women. The results inform the literature on family-friendly policies a...

The associations between work–life balance behaviours, teamwork climate and safety climate: cross-sectional survey introducing the work–life climate scale, psychometric properties, benchmarking data and future directions

Abstract: Background Improving the resiliency of healthcare workers is a national imperative, driven in part by healthcare workers having minimal exposure to the skills and culture to achieve work–life balance (WLB). Regardless of current policies, healthcare workers feel compelled to work more and take less time to recover from work. Satisfaction with WLB has been measured, as has work–life conflict, but how frequently healthcare workers engage in specific WLB behaviours is rarely assessed. Measurement of behaviours may have advantages over measurement of perceptions; behaviours more accurately reflect WLB and can be targeted by leaders for improvement. Objectives 1. To describe a novel survey scale for evaluating work–life climate based on specific behavioural frequencies in healthcare workers. 2. To evaluate the scale's psychometric properties and provide benchmarking data from a large healthcare system. 3. To investigate associations between work–life climate, teamwork climate and safety climate. Methods Cross-sectional survey study of US healthcare workers within a large healthcare system. Results 7923 of 9199 eligible healthcare workers across 325 work settings within 16 hospitals completed the survey in 2009 (86% response rate). The overall work–life climate scale internal consistency was Cronbach α=0.790. t-Tests of top versus bottom quartile work settings revealed that positive work–life climate was associated with better teamwork climate, safety climate and increased participation in safety leadership WalkRounds with feedback (p<0.001). Univariate analysis of variance demonstrated differences that varied significantly in WLB between healthcare worker role, hospitals and work setting. Conclusions The work–life climate scale exhibits strong psychometric properties, elicits results that vary widely by work setting, discriminates between positive and negative workplace norms, and aligns well with other culture constructs that have been found to correlate with clinical outcomes.

Comparative Perspectives on Work-Life Balance and Gender Equality: Fathers on Leave Alone

Abstract: Chapter 1: Fathers on Leave Alone: Setting the Scene: Margaret O’Brien and Karin Wall -- Chapter 2: The Ethics of Care and the Radical Potential of Fathers ‘Home Alone on Leave’: Care as Practice, Relational Ontology, and Social Justice: Andrea Doucet -- Chapter 3: Fathers on Leave Alone in Norway: Changes and Continuities: Elin Kvande and Berit Brandth -- Chapter 4: Fathers on Leave Alone in Portugal: Lived experiences and Impact of Forerunner Fathers: Karin Wall and Mafalda Leitao -- Chapter 5: Fathers on Leave Alone in Quebec (Canada): the Case of Innovative, Subversive and Activist Fathers !: Diane-Gabrielle Tremblay and Nadia Lazzari Dodeler -- Chapter 6: Fathers on Leave Alone in Finland: Negotiations and Lived Experiences: Johanna Lammi-Taskula -- Chapter 7: Fathers on Leave Alone in Spain: ‘Hey, I want to be able to do it like that, too’: Gerardo Meil, Pedro Romero-Balsas and Jesus Rogero-Garcia -- Chapter 8: Fathers on Leave Alone in Sweden: Toward more Equal Parenthood?: Ann-Zofie Duvander, Linda Haas and Sara Thalberg -- Chapter 9: Fathers on Leave Alone in Iceland: Normal Paternal Behaviour?: Ingolfur V. Gislason -- Chapter 10: Fathers on Leave Alone in the UK - a Gift Exchange between Mother and Father?: Margaret O’Brien and Katherine Twamley -- Chapter 11: Fathers on Leave Alone in France: Does part time parental leave for men move towards an egalitarian model ?: Danielle Boyer -- Chapter 12: Fathers on Leave Alone in Switzerland: Agents of Social Change?: Isabel Valarino -- Chapter 13: Fathers on Leave Alone in Japan: Lived Experiences of the Pioneers: Hideki Nakazato -- Chapter 14: Discussion and Conclusions: Karin Wall and Margaret O’Brien.

Women and the Decision to Leave, Linger, or Lean In: Predictors of Intent to Leave and Aspirations to Leadership and Advancement in Academic Medicine.

Abstract: Background: The Association of American Medical Colleges reports continued low rates of female faculty as professors and in leadership positions. While attrition and discrimination have both been proposed as explanations, recent literature has suggested that women's professional motivations, ingrained behavior, and perceptions of organizational support may also play a role. Methods: The authors employed a series of scales informed by the turnover theory (which predicts intent to leave an organization), previously validated and used in business and engineering studies, but rarely used in academic medicine. The authors proposed and tested a multiple regression model to assess predictors (role strain, work–life balance, and organizational climate) for three outcome variables: seeking promotion, seeking leadership, and intent to leave. Results: Survey results from 614 faculty members indicated that gender significantly influenced both promotion and leadership seeking, but not intent to leave. Perceiv...

"Do it All by Myself": A Salutogenic Approach of Masculine Health Practice Among Farming Men Coping With Stress.

Abstract: Farming is often considered one of the most stressful occupations. At the same time, farming men symbolically represent a strong, traditional, or hegemonic form of masculinity based on stoicism, resourcefulness, and resilience to adversity. A contrast is observed between this social representation and their health status, marked by higher levels of stress, social isolation, psychological distress, and suicide than many other subgroups of men. A salutogenic approach was taken in this study to enable the investigation of the social contexts in which farming men positively engage in health-promoting behaviors that may prevent or ameliorate mental health problems. A focus was placed on how farming men cope with stress on their own, and the relationship of this to their popular image of being resourceful and resilient. Thirty-two individual in-depth interviews with farming men and a focus group with five key informants working in rural areas within the Province of Quebec, Canada, were carried out. Self-distraction and cognitive strategies emerged as the most relevant for participants. Notably, taking work breaks conflicted with the discourse of the "relentless worker" that farmers are expected to be. Pathways to positive coping and recovery implied an ambivalence between contemplation of strategies aligned with negative aspects of traditional masculinity norms in North America and strategies aligned with more positive, progressive aspects of these norms based on the importance of family and work life balance. Health promotion and future research should investigate how various positive masculine practices can be aligned with farmers' health and well-being and that of their family.

The mediating effect of work–life balance on the relationship between work–family conflict and life satisfaction:

Abstract: The first purpose of this study was to develop a scale of work–life balance for Turkish working women and men The second purpose was to investigate the mediating effect of work–life balance betwee

Influences on GP coping and resilience: a qualitative study in primary care

Abstract: Background ‘Neoliberal’ work policies, austerity, NHS restructuring, and increased GP consultation rates provide the backdrop against increasing reports of GP burnout and an impending shortage of GPs. Aim To explore GPs’ experiences of workplace challenges and stresses, and their coping strategies, particularly focusing on understanding the impact of recent NHS workplace change. Design and setting Study design was qualitative, with data collected from two focus groups and seven one-to-one telephone interviews. Method Focus groups and one-to-one telephone interviews explored the experiences of GPs currently practising in England, recruited through convenience sampling. Data were collected using a semi-structured interview approach and analysed using thematic analysis. Results There were 22 GP participants recruited: focus groups ( n = 15) and interviews ( n = 7). Interviewees understood GPs to be under intense and historically unprecedented pressures, which were tied to the contexts in which they work, with important moral implications for ‘good’ doctoring. Many reported that being a full-time GP was too stressful: work-related stress led to mood changes, sleep disruption, increases in anxiety, and tensions with loved ones. Some had subsequently sought ways to downsize their clinical workload. Workplace change resulted in little time for the things that helped GP resilience: a good work–life balance and better contact with colleagues. Although some GPs were coping better than others, GPs acknowledged that there was only so much an individual GP could do to manage their stress, given the external work issues they faced. Conclusion GPs experience their emotional lives and stresses as being meaningfully shaped by NHS factors. To support GPs to provide effective care, resilience building should move beyond the individual to include systemic work issues.

Qualitative study of burnout, career satisfaction, and well-being among US neurologists in 2016.

Abstract: Objective: To understand the experience and identify drivers and mitigating factors of burnout and well-being among US neurologists. Methods: Inductive data analysis was applied to free text comments (n = 676) from the 2016 American Academy of Neurology survey of burnout, career satisfaction, and well-being. Results: Respondents providing comments were significantly more likely to be older, owners/partners of their practice, solo practitioners, and compensated by production than those not commenting. The 4 identified themes were (1) policies and people affecting neurologists (government and insurance mandates, remuneration, recertification, leadership); (2) workload and work–life balance (workload, electronic health record [EHR], work–life balance); (3) engagement, professionalism, work domains specific to neurology; and (4) solutions (systemic and individual), advocacy, other. Neurologists mentioned workload > professional identity > time spent on insurance and government mandates when describing burnout. Neurologists9 patient and clerical workload increased work hours or work brought home, resulting in poor work–life balance. EHR and expectations of high patient volumes by administrators impeded quality of patient care. As a result, many neurologists reduced work hours and call provision and considered early retirement. Conclusions: Our results further characterize burnout among US neurologists through respondents9 own voices. They clarify the meaning respondents attributed to ambiguous survey questions and highlight the barriers neurologists must overcome to practice their chosen specialty, including multiple regulatory hassles and increased work hours. Erosion of professionalism by external factors was a common issue. Our findings can provide strategic direction for advocacy and programs to prevent and mitigate neurologist burnout and promote well-being and engagement.

The Performativity of Choice: Postfeminist Perspectives on Work–Life Balance

Abstract: A strong emphasis on individual choice is considered to represent a particular neoliberal culture, and choice is claimed to substitute feminism. This article argues that the vocabulary of choice should not be seen only as a representation of a double entanglement of neoliberalism and postfeminism, but rather as a site for entanglement, and further explored as a performative concept. The argument is developed though empirical analysis of media texts on women combining career and motherhood. The metaphor of work–life balance is argued to function as a gendering frame as the particular combination of motherhood and career commitment is construed as conflicting dimensions of a feminine subjectivity. Within the gendered work–life balance framing the vocabulary of choice is performative, producing dichotomies and differences by the looks of individual agency. Thus, choice is not merely ‘covering up power structures’: the vocabulary of choice performs structuring power.

Finding Balance Amid Boundarylessness An Interpretive Study of Entrepreneurial Work–Life Balance and Boundary Management

Abstract: In recent years, entrepreneurship has grown as an attractive career alternative, promoting much scholarly attention. Still, little is known about the work–life interface of entrepreneurs, in particular whether entrepreneurship enhances work–life balance or exacerbates conflict between domains. We base this study on boundary theory to explore how subjective perceptions of balance and boundary management might illuminate this contradiction. Indeed, entrepreneurial roles are unique in that they entail high flexibility and permeability, facilitating role blurring, or boundarylessness. We interpretively explored three research questions pertaining to entrepreneurs’ perceptions of their work–life interface and boundaries between roles, as well as the context factors that could explain these perceptions. Findings suggest that several subjective as well as objective factors could explain how entrepreneurial work is sometimes experienced as conflicting, and at other times, perceived as conducive to balance. Theore...

Exploring the work–life challenges and dilemmas faced by managers and professionals who live alone:

Abstract: This article aims to question the dominant understanding of work–life balance or conflict as primarily a ‘work–family’ issue. It does this by exploring the experiences of managers and professionals who live alone and do not have children – a group of employees traditionally overlooked in work–life policy and research but, significantly, a group on the rise within the working age population. Semi-structured interviews with 36 solo-living managers and professionals were carried out in the UK, spanning a range of occupations. In addition to previously identified work–life issues, four themes emerged that were pressing for and specific to solo-living managers and professionals. These are articulated here as challenges and dilemmas relating to: assumptions about work and non-work time; the legitimacy of their work–life balance; lack of support connected to financial and emotional well-being; and work-based vulnerabilities.

Total rewards that retain: A study of demographic preferences

Abstract: Orientation: Changing workplace demographics and a dearth of employees with scarce skills have forced employers to better understand the various factors that retain talented employees. Research purpose: In this empirical study, the reward preferences and ideal combination of total reward elements (based on an estimation of their relative importance) that retain employees from various demographic groups, including employees of different race, gender and age groups, were investigated. Motivation for study: Organisations are competing for talented employees and to benefit from the value these individuals add, it is required of them to stay at the respective businesses. Previous studies have indicated that employees who are offered a reward package that is aligned to their personal preferences are prone to stay longer at the organisation and to be more engaged at work. However, new and novel ways need to be found to identify the reward preferences of employees. Research design, approach and method: A quantitative approach and descriptive research design was employed to estimate the individual reward preferences and identify an ideal mix of total reward elements that retain different cohorts of employees. Three questionnaires were distributed, including a Remuneration Managers Questionnaire ( n = 7), a Remuneration Preference Questionnaire ( n = 368) and a Choice-based Conjoint Task Questionnaire ( n = 368). The latter two questionnaires were distributed as an online questionnaire to South African businesses and consisted of eight choice-based conjoint tasks, as well as a field survey. Main findings: The results of the choice-based conjoint analysis revealed that all respondents considered financial rewards (Benefits, Performance and Recognition, Remuneration, Career, in that order) as relatively speaking, the most important components in their total rewards package that would lead to their retention. For most demographic groups, the remaining three places (i.e. ranked) were Career Advancement, Learning and Work–life balance. Work–life balance was found to be relatively more important for Generation Y than career advancement. For those employees with only a matric qualification and those in non-managerial positions, access to learning opportunities were the least important in their retention. Practical/managerial implications: Human Resource managers and line managers should note that reward elements should be chosen and offered as total reward packages in such a way as to best be able to attract, engage and retain talented employees. Contribution/value-add: The findings of the present study adds value in a sense that it assists organisations in creating customised reward packages that best suit the needs of both employees and them as employers. Providing a more ideal or preferential combination of reward elements can, by increasing retention and engagement, provide a competitive advantage for organisations.

Work Intensification, Work–Life Interference, Stress, and Well-Being in Australian Workers

Abstract: The need to better understand the impact of changes in work conditions is paramount. While greater flexibility has considerable benefits, there may also be unintended consequences such as greater w...

The impact of work-life balance on intention to stay in academia: Results from a national survey of pharmacy faculty.

Abstract: Purpose Border-Crossing theory suggests work-life balance and career satisfaction are inter-related and disappointment in work-life balance may predict changes in one's career path. Application of this theory to health profession faculty is plausible but has not been fully explored. The purpose of this study is to examine factors related to reported career change intention among United States pharmacy school faculty and to determine if Border-Crossing theory fits these observations. Methods Results from a national web-based survey administered via Qualtrics® to American Association of Colleges of Pharmacy (AACP) members were utilized. Bivariate analyses were conducted to compare differences among faculty stating an intention to stay or leave academia. A logistic multivariate model was used to determine if work-life balance remains significant when controlling for other variables and if survey results support the Border-Crossing theory. Results Nearly all (seven hundred of 811 responders, or 86.3%) stated a desire to stay in academia. Faculty with higher work-life balance were more likely to report an intent to remain in academia. Male, older, full-professor and non-pharmacy practice faculty (social or administrative science, pharmacology, medicinal chemistry and others) were more likely to state an intention to remain in academia relative to their counterparts. Lower stress, as measured by the validated Perceived Stress Scale (PSS) scores, was seen among faculty stating a desire to remain in academia. Work-life balance remained significantly inversely related to career change intention after controlling for all other factors. Conclusion A significant factor related to pharmacy faculty's stated intention to remain in academia was work-life balance. Other factors such as gender, age, rank, stress level and department may also play a role. These results support the application of the Border-Crossing theory in health profession faculty and may provide pharmacy school administrators and stakeholders with insight to foster faculty retention and decrease faculty turnover.

Working Conditions, Work–Life Conflict, and Well-Being in U.K. Prison Officers: The Role of Affective Rumination and Detachment

Abstract: Although prison officers experience working conditions associated with work–life conflict, little research has explored this issue. This study draws upon the work–home resources model to investigate relationships between working conditions (demands and experiences of aggression) and time-based, strain-based, and behavior-based work–life conflict in U.K. prison officers (N = 1,682). Associations between working conditions, work–life conflict, and emotional exhaustion were also examined. Two recovery behaviors (affective rumination and detachment) were considered as potential moderators of associations between working conditions and emotional exhaustion. High levels of all work–life conflict dimensions were found, which were related to working conditions and emotional exhaustion. Some evidence was found that higher rumination and lower detachment exacerbated the positive association between both job demands and aggression and emotional exhaustion. The implications of the findings for the well-being and prof...

Regendering care in the aftermath of recession

Abstract: Against a backdrop of persistent gender inequalities around childcare, recent research suggests that some men – and especially fathers – are engaging to a greater extent in the everyday tasks of social reproduction. However, our understanding of the multiple factors, motivations and institutions that facilitate and constrain this nuanced ‘regendering of care’ phenomenon in different national contexts remains limited. Previous work has theorized the uneven rise of male primary caregiving in North America and Scandinavia. This article extends these debates through an empirical focus on the United Kingdom in the wake of the 2008–09 recession and double dip of 2011–12, to explore male work-care in relation to economic restructuring, welfare spending cuts, rising costs of childcare, policy interventions which seek to culturally and numerically defeminize care work, and concerns over work–life balance in an ‘age of austerity’. The final part of the article explains the significance of a larger research agenda that recentres the expansive work–life balance literature through an expanded focus of analysis on men, work-care intermediaries and socially sustainable modes of post-recessionary growth.

The new nowhere land? A research and practice agenda for the “always on” culture

Abstract: Purpose Rapid developments in the field of information communication technology (ICT) mean that e-working has become increasingly common and prolonged – the “always-on-culture” potential to enhance work-life balance via increased flexibility in terms of time and location, as well as posing the risk of being “always on” has been identified with potentially serious implications for the health and performance of employees. The authors identify a research agenda as a starting point for reviewing current organisational practice. Design/methodology/approach The authors discuss current technological developments as well as prevalent research frameworks and terminology in the domain of work-life balance and beyond to evaluate their fitness for purpose. They also report findings from a survey of 374 employees working within UK businesses about current organisational practice. Findings Over half of the organisations sampled do not have clear policies, guidance or training in place regarding work-life balance and supporting employees with regards to technology enabled working and communications. The authors identify as key challenges the sheer volume of e-mail traffic, lack of training and infrastructure to support ICT-enabled working and an absence of appropriate support. Practical implications Organisations need to develop clear policies regarding the psychosocial aspects of technology use and provide evidence-based guidance to managers and employees. Social implications Managers and individuals require support to engage with technology in a healthy and sustainable way. Originality/value This is one of the first papers to survey organisational practice and support on the topic.

Intersectionality and Family-Friendly Policies in the Federal Government: Perceptions of Women of Color

Abstract: This is an exploratory study that examines federal employee’s satisfaction with work–life balance or family-friendly policies. We rely on intersectionality as a theoretical framework to examine how...

The mediating role of organizational embeddedness on the relationship between quality of work life and turnover: Perspectives from healthcare professionals

Abstract: Purpose The purpose of this paper is to investigate the mediating effect of organizational embeddedness in the relationship between quality of work life (QWL) and turnover under a foundation of conservation of resources theory. Design/methodology/approach Data were collected from 422 healthcare professionals through a questionnaire survey, and analyzed by means of a confirmatory factor analysis and structural equation modeling. Findings The results indicate that organizational embeddedness has a negative impact on employees’ intention to leave, and on actual turnover. For QWL perception, career opportunities, work life balance, and job characteristics are positive and significant predictors of organizational embeddedness. In addition, organizational embeddedness plays an intermediary role that mediates the relationship between the three components of QWL mentioned earlier and turnover intention, and also between the factor of career opportunities and actual turnover. Research limitations/implications The current research took place within two healthcare organizations. Replicating the study in a variety of business sectors or professions with a larger sample of subjects would be useful for the generalizability of the findings. Practical implications Organizations may improve their retention of employees by offering intrinsic resources that can be obtained from the social contexts of the individual through human resource management system, e.g., growth opportunities, a healthy and caring work life quality. Such motivational resources then develop a sense of obligation toward their places of employment, which influences their intention to stay or leave. Originality/value This study examines the mediating role of organizational embeddedness between employees’ perception of their work life quality and their desire and behavior to withdraw, which is an area of inquiry that has not been fully investigated in the literature.

Reduced working hours and stress in the Swedish social services: A longitudinal study

Abstract: Stress has been reported among Swedish social workers for over a decade. Survey data from a longitudinal quasi-experimental trial in the public sector of reduced working hours, with a proportional ...

Life Balance in Nurse Educators: A Mixed Methods Study

Abstract: AIM The aim of the study was to explore relationships among nurse educator life balance, quality of life, and lived experience of life balance that may be used to develop strategies to prevent or minimize challenging aspects of the profession that lead to dissatisfaction and/or burnout. BACKGROUND Nurse educator balance is significant to the national nurse faculty shortage crisis. The inability to achieve life balance contributes to job dissatisfaction and burnout, which contribute to the educator shortage. METHOD Convergent parallel mixed-methods design. RESULTS Participants were found to have moderate life balance correlating with greater perceived satisfaction. Four themes emerged from the qualitative data: Support, Demands, Workload, and Personal/Time Attributes. CONCLUSION Findings from this study can be utilized to develop strategies to minimize the nurse educator shortage.

Assessing the influence of work-life balance dimensions among nurses in the healthcare sector

Abstract: Purpose The purpose of this paper is to investigate the influence of work-related factors, namely work overload and work support on work-life balance (WLB) dimensions and its significant impact on work satisfaction particularly among South Indian nurses in the healthcare sector. Design/methodology/approach The study was carried out in the healthcare sector comprising of 182 nurses employed in various hospitals located in southern parts of India through a structured questionnaire. The study adopted Barron and Kenny’s mediated regression analysis. Findings Work satisfaction showed a significant negative relationship with work overload and a positive relationship with work support. WLB dimensions, namely work to personal life strains, personal life to work strains, work to personal life gains (WPLG) and personal life to work gains mediated the relationships between work support and work satisfaction. However, WPLG mediated the relationships between work overload and work satisfaction. Practical implications The present investigation directed toward the importance of work-personal life balance experienced by the nurses in the healthcare sector imperatively influence both work and personal life domains and the study suggests that support from the organization, superiors and peers can go a long way in helping the incumbents to attain improved organizational outcomes. Originality/value This study focuses on investigating the mediating role of WLB dimensions in the relationship between organizational-related factors and work satisfaction among nurses in the healthcare sector in South India.

The complexity of resources related to work-life balance and well-being – a survey among municipality employees in Sweden

Abstract: Increasing sickness absence rates among care and service employees in Sweden motivate health-promoting activities. It is crucial to employers and key stakeholders, like HRM departments, to have knowledge of resources related to employees' work life balance (WLB) to increase well-being at work. The aim of the study was to explore resources associated with WLB, with focus on work and private lives among care and service employees. A questionnaire survey to a total population of two municipality departments (n = 631, response rate 76%) was conducted. A linear regression model showed five significant main resources related to WLB: a positive life situation, recovery, a positive time experience at work, a positive time experience in private life and well-being. Logistics regression models further exploring the main resources showed essential sub-resources such as health-promoting leadership, supportive home environment and reflection on everyday life. This two-step analysis with a salutogenic perspecti...

"Dear Employer, Let Me Introduce Myself"--Flow, Satisfaction with Work-Life Balance and Millennials' Creativity.

Abstract: With creativity being recognised as a key driver of organizational success, organizations emphasize the need for their employees to be creative and to work long hours. This article takes a step toward understanding the factors contributing to the creativity of millennials, a generation pursuing meaningful work and cherishing a work–life balance. In Study 1 (n = 238), the relationships between creativity, flow, satisfaction with work–life balance and job crafting were explored; in Study 2 (n = 120) the focus was on examining flow as the mediator in the relationship between satisfaction with work–life balance and creativity. In experimental Study 3 (n = 90), the findings from Study 2 were replicated. Overall, the results of the three studies established flow as the mediating variable and demonstrated the beneficial role of satisfaction with the work–life balance and job crafting in the process leading to creativity.

Occupational balance in health professionals in Sweden

Abstract: Background: Health care employees are often women, a group that has high degrees of sick leave and perhaps problems attaining occupational balance. However, people think differently about their eve ...

From social support to capabilities for the work–life balance of independent professionals

Abstract: This qualitative study aims to explain how social support enables independent professionals to achieve work–life balance. Face-to-face interviews were conducted with 50 independent professionals in the Netherlands, Spain, and Sweden. The interview data were analyzed from a capability approach, from which work–life balance is understood in terms of capabilities. The most important sources of social support for independent professionals appeared to be their partner, family, as well as work and nonwork-related friends who were able to provide emotional and instrumental support. However, the extent to which social support can be converted into capabilities is influenced by individual (gender and cohabitation), institutional (the ease of doing business and formal childcare), and societal factors (financial hardship and familialism). The cross-national comparison shows that the institutional and societal context may hinder or reinforce social support for work–life balance, resulting in different experiences across countries.