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.

Work–life balance among working university students in Ghana

Abstract: The purpose of this paper is to explore how working university students in Ghana are able to combine work and study, and the effect of this on their academic performance.,An exploratory survey method is used to collect data from 360 working students randomly selected from four universities in Accra, Ghana. The study employs the Pearson product-moment correlation coefficient (r2) to test two hypotheses and both are affirmed by the results.,It is found that combining schooling with work results in less time for studies which negatively affects academic performance. Again, difficulty in finding time for studies due to work requirements ranks the highest, and finally, students receive slightly better support from their academic institutions than from their employers.,The study focussed only on perspectives from working students in Ghana. The dimension of employers and officials of academic institutions was not investigated.,The findings imply that to achieve sustainable development in the tertiary education sector and even in industry, all stakeholders – universities, policymakers, employers, students, etc. – must find practical ways to assist these students to combine work and study.,The study bridges the empirical gap of this critical phenomenon in the Ghanaian context. It will inform government and corporate policy on higher-level skill development among the workforce, and also tertiary institutions on how to address the needs of the critical mass of working students.

Work life balance of women employees: A literature review

Abstract: The review of literature on work life balance of women employees has been outlined up in view of its increased popularity with the major objective to have prosperity of society. WLB is a major concern for women employees in today's scenario, as extended work hours in the organisation pulls women employees' productivity and time which they actually meant to devote to their family sphere. The researcher has reviewed the literature on work life balance (WLB) of women employees with regard to significance of WLB, theories of WLB, determinants of WLB, facilitators of WLB, coping strategies of WLB, WLB and performance and finally, consequences of WLB. In this article, the researcher has dealt the various aspects of work life balance through the review of existing literature. The sources referred include various journals, books, doctoral thesis, working papers, reports, magazines, internet sites, etc., and has been reflected as references at the end.

Work-life balance of female versus male surgeons in Hong Kong based on findings of a questionnaire designed by a Japanese surgeon.

Abstract: We evaluated the attitudes of female and male surgeons in Hong Kong to work, personal life, and work–life balance, through a questionnaire survey. We sent an online questionnaire survey designed by a female Japanese surgeon to 142 female surgeons practicing in Hong Kong, while its customized version was sent to 953 of their male counterparts. “Home life” and “Work” were the first and second priorities for both the women and the men. More of the female surgeons reported that they could not find enough time to participate in community activities (p = 0.038) or rest (p = 0.024). Both reported moderate satisfaction at work (p = 0.114) and in their life outside work (p = 0.346), as well as equality at home (p = 0.548) and at work (p = 0.177). Of the men, 89 % agreed with the necessity for granting paternity leave and reported that they would like to work part-time during the child-rearing years (p = 0.013). The number of female surgeons involved in key roles is increasing in parallel with the increasing number of female medical students. The introduction of paternity leave for male surgeons is an important concern. The issues of work–life balance may need to be addressed to attract more talent into an important specialty in Hong Kong and this is likely to apply to other parts of Asia as well.

Work-Life Balance Policies In Jordanian Telecommunication Companies

Abstract: No published work is available on work-life balance (WLB) programs in Jordan. Drawing on the methodology of Critical Realism, interviews with ten senior managers, and case studies in two large telecommunication companies were undertaken. WLB practices had both similarities and differences from those in developed countries. WLB policy and practice was constructed within three main areas: social and cultural practices; financial practices; leave arrangements. In comparison with developed countries, social practices such as praying time, Hajj leave and Ramadan concessions reflected the culture and religion of Jordan as an Arabic, Islamic country. Flexible practices, such as compressed working and paternity leave did not exist. The absence of these practices was also linked to social and cultural factors, as well to levels of current economic development. However, part-time working was developed primarily to benefit employers, rather than employees, in contrast to most developed countries.Employers’ reasons for adopting WLB practices were the level of competition in the labour market, government regulations, social and culture norms of society, pressures from women in the workforce, and pressure from labour unions. Financial practices were linked to the competitive market, reflecting the need to retain well-qualified staff. Financial benefits including subsidized childcare, paid study leave, and family health insurance, were reported to have the strongest positive impact on organisational morale and staff retention.

Generational differences in work life balance attitudes

Abstract: A study was conducted with 543 SUNY New Paltz alumni representing three generations to determine if there were generational differences in attitudes about work life balance. A paper and pencil survey was mailed to 3000 potential participants containing questions regarding perception of work life balance, engagement in individual initiative behavior and work life balance program usage and perceived risk. Significant differences in engagement in individual initiative behavior, perceptions of risk and program usage were found between Baby Boomers and Millennials. Significant differences in program usage were found between Baby Boomers and Gen X’ers. Some surprising results were found. There were no significant results for gender differences for perceived work life balance across the generations and the result for work life balance by generation only approached significance. This result possibly suggests a more complex relationship between gender, age, and work life balance. Alternative explanations such as age, familial responsibility and gender are discussed. Implications for further research were discussed including possible barriers to usage of work life programs for Baby Boomers and men of all generations.