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Work–life balance

About: Work–life balance is a research topic. Over the lifetime, 2252 publications have been published within this topic receiving 36240 citations. The topic is also known as: Work Life balance & work-life balance.


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Journal ArticleDOI
TL;DR: In this paper, the authors present an introduction and definition of concepts related to job security and economic insecurity, and a view on the main labour market transformations, their causes and impacts, with more accent on self-employment.
Abstract: The term “casual work” is not well defined in the literature and can include a diversity of types of employment. In this paper, we first present an introduction and definition of concepts related to job security and economic insecurity. Second, a view on the main labour market transformations, their causes and impacts, with more accent on self-employment. We will then reflect on policy issues and on how social policies can impact on job security, and this is where we will introduce the new Quebec parental leave regime, which is a welcome effort to alleviate insecurity and economic difficulty for self-employed parents, taking gender into account. We will conclude by considerations on the importance of economic security and the policies which could support this, in a context where many stress the fact that “boundaryless” or “nomadic” careers are the way of the future and that workers should simply adapt to this new context.

18 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined the effect of working time on women's willingness to go on expatriate assignments in the oil and gas exploration and production sector and identified an expat factor: assignees state that long hours are inherent in expatriation and necessary to further their careers.
Abstract: This article examines the effect of working time on women’s willingness to go on expatriate assignments in the oil and gas exploration and production sector. The research draws upon an analysis of two case study firms’ international assignment and working time policies, semi-structured interviews with 14 Human Resource staff responsible for policy design and implementation, and a survey of the views of 71 women expatriates, supported by in-depth interviews with 26 of the survey respondents. The research identifies an ‘expat factor’: assignees state that long hours are inherent in expatriation and necessary to further their careers. However in practice, working time is not excessive and flexible working practices are utilised. Hours of work have little effect on women’s decisions to undertake long-term assignments but alternatives such as short-term and commuter assignments are unpopular as their working patterns are disruptive to family life. This article contributes to theory development by linking two discrete frameworks that explain women’s career choices when they strive to balance their career goals with their families and by identifying a career compromise threshold when expatriation is rejected in favour of family considerations. A model is proposed to link working time/patterns to women’s international assignment participation.

18 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the experiences of single individuals who do not have children and found that young professionals define work/life balance in terms of their reasons for seeking it, and the strategies they use to do so.
Abstract: Much work/life research has excluded the experiences of single individuals who do not have children. In response, the authors of this qualitative study investigated the experiences of 183 members of that population. Electronic survey data were collected and analyzed using a grounded theory approach to answer the research question, “How do young, single professionals who do not have children view work/life balance?” Findings support the conclusion that young professionals define work/life balance in terms of (a) their reasons for seeking it, and (b) the strategies they use to do so. Participant responses also expressed a concern with the encroachment of work on the life domain. Implications for scholars and practitioners are examined.

18 citations

Proceedings ArticleDOI
TL;DR: Seven job quality indices are produced which at the level of the job, gathers these characteristics of work and employment that have been associated in positive or negative with health and wellbeing of workers.
Abstract: Introduction The Union and Member states shall have as their objectives improved living and working conditions (article 151 of the TFEU). More and better job is an important policy objective for the European Union. Methods Statistical analysis of the 6th European Working Conditions Survey. In 2015, the Sixth European Working Conditions Survey interviewed almost 44 000 workers in 35 European Countries. Result Seven job quality indices are produced which at the level of the job, gathers these characteristics of work and employment that have been associated in positive or negative with health and wellbeing of workers. The job quality indices are: physical environment, social environment, work intensity, working time quality, skills and discretion, prospects and earnings. They are presented and discussed. Each index is associated with a positive experience of working life in health and well being, work life balance, engagement and motivation, financial security. The job quality indices are pooled together to create cluster of jobs in Europe on the basis of the job quality: high flyers, smooth running, active manual, under pressure, poor quality. They are presented and discussed. Discussion Results support the importance of monitoring job quality in Europe and in the world. How can they be improved?

18 citations

Journal ArticleDOI
TL;DR: In this paper, the authors developed and tested a model whereby as pay approaches a living wage range, pay fairness becomes clearly associated with work-life balance; this in turn links to job satisfaction, which is a four-step process at the psychological level.
Abstract: Working poverty affects over half the world’s working population, yet we know remarkably little about the role of wages in transitioning toward sustainable livelihood. We develop and test a model whereby as pay approaches a living wage range, pay fairness becomes clearly associated with work–life balance; this in turn links to job satisfaction, which is a four-step process at the psychological level. We further extend this by testing a moderated mediated model, whereby income level is tested as a boundary condition. Using data from N = 873 New Zealand employees, we focus on relatively low-waged employees across three levels of income: up to $20,000, $20–40,000, and $40–60,000, with the last band straddling the New Zealand Living Wage. We find strong support for pay fairness predicting work–life balance and job satisfaction, with work–life balance mediating the relationship toward job satisfaction. In addition, we find direct effects from income to work–life balance, although not job satisfaction. Furthermore, two-way moderation is supported toward work–life balance and job satisfaction, with higher income employees reporting higher outcomes when fairness is high. The index of moderated mediation is also significantly supporting, indicating that work–life balance has a stronger mediation effect as income rises. Thus, as workers emerged from working poverty, pay fairness, and in turn work–life balance, became psychologically more salient for happiness at work, implying that a pathway to Sustainable Development Goal 8 includes at least three psychological steps, in addition to the pecuniary issue of pay: fairness, work–life balance, and job satisfaction.

18 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023328
2022601
2021171
2020194
2019156
2018167