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.

Female Student Affairs Professionals and Work-Life Balance

Abstract: The purpose of this qualitative study was to understand how mothers, working as mid-level student affairs professionals, perceive and navigate their dual roles at work and in the home. This study asked the following: how does the participant’s sense of identity, relational style, adaptive style, and drive and motivation shape her work-life balance decisions and practices? What personal strategies are these working mothers using as they respond to the demands of the dual roles of professional and parent? Using a basic qualitative research design, I explored the work-life experiences of eight female student affairs professionals through participant interviews. Data were coded and analyzed from the life course perspective, a theoretical framework that has identified four distinct factors found to be critical markers for shaping adult gender role choices and decisions: sense of identity, relational style, adaptive style, and personal drive and motivation (Giele, 2008). Several major findings emerged from the study. First, early life experiences significantly impacted the personal identity, relational style, drive and motivation, and adaptive style of the women participating in the study. Second, these four factors directly impact life course decisions and trajectory of mothers working as Student Affairs professionals. Finally, these four factors exert significant influence on the strategies employed by these women to promote work-life balance.

Work-to-family spillover: Gender differences in Hungary

Abstract: It is crucial to understand the role that labor market positions might play in creating gender differences in work–life balance. One theoretical approach to understanding this relationship is the spillover theory. The spillover theory argues that an individual’s life domains are integrated; meaning that well-being can be transmitted between life domains. Based on data collected in Hungary in 2014, this paper shows that work-to-family spillover does not affect both genders the same way. The effect of work on family life tends to be more negative for women than for men. Two explanations have been formulated in order to understand this gender inequality. According to the findings of the analysis, gender is conditionally independent of spillover if financial status and flexibility of work are also incorporated into the analysis. This means that the relative disadvantage for women in terms of spillover can be attributed to their lower financial status and their relatively low access to flexible jobs. In other words, the gender inequalities in work-to-family spillover are deeply affected by individual labor market positions. The observation of the labor market’s effect on work–life balance is especially important in Hungary since Hungary has one of the least flexible labor arrangements in Europe. A marginal log-linear model, which is a method for categorical multivariate analysis, has been applied in this analysis.

A Thematic Analysis of the Challenges and Work-Life Balance of Women Entrepreneurs Working in Small-Scale Industries:

Abstract: The purpose of this research is to understand the various challenges and the work–life balance of women entrepreneurs working in small-scale industries (SSI), and to develop models for the same. Th...

Work-Life Balance Amongst Teachers

Abstract: The purpose of this study is to highlight the necessity of adopting Work-Life Balance (WLB) policies for teachers teaching at different levels. The paper examines different elements of WLB, especially with reference to government and private institution teachers. Based on the empirical evidence, the study proposes that there is a necessity of adopting WLB policies for teachers. The data for the study was collected from 100 teachers working for government and private schools, colleges, universities and professional courses. The findings of the study indicate that there is a need for designing WLB policies and programs for the teaching community to enable them to balance their work and life needs. Through this study, an attempt has also been made to identify different personal motives and its priority among different demographic groups which could become the basis for designing WLB policies for teachers.IntroductionIn today's context, the essentiality of embracing Work-Life Balance (WLB) strategies is indispensable for every class of employees. The Human Resource Management function has to continuously plan and execute such policies which enable their employees to balance their personal and professional life. This is inevitable to enhance productivity, reduce absenteeism, enable retention and increase employee satisfaction, which can lead to enhanced employee commitment. Further, the increasing number of Dual Income Single Kid (DISK) couples and members from nuclear families at organizations has made WLB practices all the more necessary.This study is an attempt to understand the intentions of employees working with educational institutions and their way of effectively balancing personal and professional life. Based on this understanding, it is proposed that this study might also provide suggestions for institutions regarding the issue of WLB policies.The data for this study was collected from teachers teaching in schools, colleges and professional courses both in government and private sector. The teaching fraternity is chosen as they play a very pivotal role in the development of future generations. It is, therefore, essential to see that their work is not affected by their own personal needs, and hence the need for WLB. Some institutions do provide some allowances to enable their employees to balance their personal work with professional work. These are generally in the form of flexible working hours, job sharing, telecommuting, etc. Whatever is provided in the name of WLB may not match the requirements of teachers from varied demographic backgrounds. Through this study, an attempt has been made to identify different personal motives and its priorities with respect to WLB among teachers belonging to different demographic profiles.Review of LiteratureSara (2008) found that awareness of the WLB issues and options are unevenly spread amongst professionals. With shortage of professionals and an active economy, the pressures on existing employees look set to rise and therefore this is an area which needs to be benchmarked and revisited with a view to adopting best practices throughout the sector. The implications are that employers would ignore WLB issues at their own peril. Fiona (2007) stated that flexible working practices are good for WLB and managers are better able to maintain a good WLB than workers, and that the development of an appropriate WLB policy assists in ensuring company loyalty and positive attitudes to work.Liz (2004) explored the main barriers to women's progression and highlights the long hours associated with managerial roles as a major problem. The research presents the business case which underpins diversity management and a voluntary approach to WLB may only deliver positive benefits to women when the labor market is tight, and even then, the benefits for women in management are far from demonstrated. Astronger equal opportunities approach is also shown to be problematic, as it draws attention to women's 'difference' to men and their need for special treatment. …