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 : towards an agenda for policy learning between Britain and Germany

Abstract: This survey analyses the political context, the legislative frameworks and the policy developments in an area that is now widely termed 'work-life balance' in both the United Kingdom and Germany. It also looks at the theoretical notions of time in relation to work and family life and gives examples of research in the public, private and voluntary sector.

Work-Life Balance Practices in Indian Organisations: Challenges and Prospects:

Abstract: Based on literature review and an empirical study, paper highlights the status of Work-Life Balance Practices (WLBPs) in Indian organisations. Findings suggest that Indian organisations have started realizing that WLBPs are crucial for organisational performance. While, applications of statuary practices such as maternity/paternity leaves are common across most of the organisations, discretionary practices such as flexi-time vary in their scope. The paper identifies challenges for effectiveness of WLBPs and discusses the prospects. Recommendations are put forth to facilitate employers to see employees’ work-life balance as a core strategic issue in corporate landscape and take constructive steps to make it a reality.

The Impact of Work/Life Balance Policies on Faculty Careers

Abstract: Even though the number of doctorate degrees awarded to women in recent years has increased, the gender gap among tenured and tenure-track faculty has persisted. This gender gap is even wider in disciplines such as engineering. In 2012, women earned just 22.6% of the 8,110 doctorate degrees awarded in engineering. During this same year, women compromised 14% of tenured and tenure-track engineering faculty in the United States. Research indicates that gender gaps are in part due to institutional climates, including gender inequality and discrimination gender bias, and unconscious bias that impact the professional success of women faculty. Other factors such as marital status and parenting young children provide possible explanations for the gender gap in tenure-track promotion. Research institutions in particular have competitive environments that demand long work hours to meet publishing, entrepreneurial and instructional requirements. These work intensive environments lead to a less work-family friendly atmosphere that often supersedes institutional gender-neutral work-life balance policies and may result in penalties when such policies are used by faculty. In addition, department chairs and colleagues may not perceive family care giving as valuable experiences and believe that these responsibilities only affect women faculty. The purpose of this study was to investigate the effect of work-life balance policy perceptions on faculty members’ careers across disciplines at a Southeastern research university classified as a very high research activity institution. Using a mixed methods approach, the study draws from institutional records, survey data, and faculty interviews. This paper focuses on the qualitative data. Findings reveal that the work-life policies have challenged some of the gender biases and gender inequality that existed in the institutional culture, and have resulted in faculty members valuing the work-life policies and recommending that other faculty members take advantage of them. Nonetheless, there continue to be gender differences in family formation and career progression within the institution. Initial findings from this study have implications in the development of institutional policies and the study of faculty career progression and job satisfaction.

Work-Life Balance Satisfaction: An Analysis of Gender Differences and Contributing Factors

Abstract: Thisdescriptive study examined the differences in men and women’s perceived satisfactionwith work-life balance and current job, as well as the factors that contributeto satisfaction in both areas. Whilewomen generally indicated lower levels of satisfaction overall with bothwork-life balance and their current job, the difference between women and men wasnot statistically significant. Multiplepersonal and professional factors positively correlated with work-life balancesatisfaction, and women and men identified similar factors that contribute totheir current satisfaction.