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.

Inadequacies and variations of maternity leave policies throughout the world: special focus on Bangladesh

Abstract: There has been a dramatic increase in the representation of women in the workforce in Bangladesh and throughout the world. However, women face major hurdles in most parts of the world in their advancement in organizations as maternity leave and other benefits such as on site creche or flextime are still not provided as per requirements. Thus women are falling behind in their careers throughout the world. There are also wide disparities in the benefits women get legally in different parts of the world. This review paper seeks to collect the answers to many questions about maternity leave heretofore largely un-addressed.

A phenomenological study of women in India striving to achieve work-life balance in finance with competing priorities

Abstract: There is a common phrase used in India, Na Stree Swathantrayam Arhati, which translates into women not deserving independence. This ideology gives women a disadvantage at an early age in life. This study strives to strengthen the ability of women that are enduring disabilities, gender issues, and inequality in the home and work place. There has been increased research on the topic in India especially due to the increased discrimination against women in the country. Women’s empowerment can be viewed as women gaining control or power over their lives and this study strived to gain that. This particular study is based on the 4 questions discussed in Giele’s (2008) life course research. The 4 questions cover topics of early adulthood, childhood and adolescence, current and future adulthood. An additional question was added to focus on strategies that women use for work-life balance. The 20 interviews that were administered and completed online were from a wide array of women in the field of finance. Throughout all the interviews one could feel the frustration of how difficult it was to create a work-life balance because of their identity and culture. There were 3 forms of criteria that needed to be met to participate in this study and they included: (a) have to be an Indian woman, (b) living in India, and (c) worked or working in finance. The findings from this study has brought forth 56 strategies for work-life balance and within the 56 strategies nine themes emerged. From the 20 women interviewed 20 of them lived in India. They all had a finance background and were between the ages of 28-54. Overall 15 were Hindu, 2 Muslim, 2 Buddhist, and 1 Jainist. A majority of them were married with at least one child. There were 3 divorcees and 1 widow that participated as well. According to the

(Tele)Work and Care during Lockdown: Labour and Socio-Familial Restructuring in Times of COVID-19

Abstract: COVID-19, and the lockdown requirement, altered our daily lives, including the restructuring of work and socio-familial organisation of millions of people. Through two studies, we explored how workers experienced this period. The first, qualitative study (N = 30) aimed to understand how workers lived through lockdown by identifying the key elements that shaped their experiences. Thematic content analysis revealed four emerging themes: (1) work and socio-health situation in which lockdown was experienced; (2) consequences on work organisation and resources available for change; (3) work–life balance management; and (4) psychosocial consequences and coping with the situation. The second, quantitative study (N = 332) explored the socio-health situation, new work organisation, work–life balance, and psychosocial consequences and coping strategies developed during this period, analysing participants’ differences in terms of gender, working modality (on-site or teleworking) and care responsibilities through ANOVA analysis. Results revealed the non-democratic nature of the pandemic, with differences and similarities according to gender, working modality and having or not having dependents. Results are discussed identifying areas that need to be addressed to ensure the well-being of workers.

Effects of Internal Corporate Social Responsibility Practices On Employee Job Satisfaction: Evidence from Commercial Banks In Kenya

Abstract: The importance of Internal corporate social responsibility (CSR) has become an important issue for banks to address, however, these issues have been neglected and do not appear to have the desired impact on all employees as expected by the management. Therefore this study intended to determine the effects of internal CSR practices on employee job satisfaction among the commercial Banks in Kenya. The study was to ascertain the effect of workplace health and safety conditions, work life balance, pay and benefits, and equality and diversity, on employee job satisfaction. The study was guided by Social exchange theory, the theory of planned behavior and Stakeholder theory. Explanatory research design was used. The study targeted 283 employees from 17 Commercial Banks in Uasin-Gishu (Kenya Commercial Bank data base, 2013). Stratified and random sampling technique was used to obtain sample size of 165 employees. The study used questionnaires as a tool for data collection. In order to test the reliability of the instrument, Crobanch alpha test was used. The study adopted both descriptive statistics and inferential statistics such as Pearson correlation and multiple regression analysis to estimate the causal relationships between internal CSR and employee job satisfaction, and other chosen variables. Study findings indicate that workplace health and safety, pay and benefit, equality and diversity, and work-life balance has a positive and significant effect on employee job satisfaction. Thus, the study concluded that pay and benefits are motivating factor to employees’ job satisfaction, fair treatment of workers in accordance with their individual needs and circumstances in the workplace contributes to employee job satisfaction. Therefore the study recommends that organizations should include the development of health management policies to implement health practices as a way of improving employee health. There should be diversity training programs with compulsory participation for all employees and offer equal opportunities for employees in terms of promotion and also education scholarships. There is also need for the organization to provide allowances for employees on participation of social responsibility.

Is Using Regular Flexible Leave Associated with Employee Wellbeing

Abstract: The use of flexible arrangements will likely increase with the Labour government's introduction of the National Employment Standards which provide employees with caring responsibilities the right to request flexible work arrangements. Data come from a sample of public servants (n=2168) surveyed in 2008, providing a unique setting to investigate the implementation process associated with work life balance policy. Results showed that employees who regularly used flexible leave compared with non users reported lower work interference in home life. The study found some interesting differences among men and women. Men appeared to benefit more than women from these arrangements. Mothers benefit but not when they work long hours. Users compared to non users perceived a more supportive and equitable workplace culture, and these variables were found to be stronger predictors of wellbeing than utilisation alone, highlighting the importance of creating an inclusive workplace culture to obtain positive outcomes.