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.

Motivations for the 'gift-of-care' in the context of the modernisation of medicine

Abstract: This article proposes that doctors continue to care well in the context of modernisation. Modernisation reflects the strengthening of regulated and authoritative forms of care (care-as-discipline). There remains, however, a need to focus on an understanding of care as love and generosity (care-as-gift), and to examine the importance of this element for care. I draw on interviews with 32 primary care doctors in Wales about their everyday work, focusing on accounts of care-as-gift. The reciprocity of patients to the provision of care at a personal level, and new institutional arrangements related to work–life balance, are both constituted by the doctors as care-as-gift. The doctors’ accounts of the institutional and patient participation in care-as-gift were used to claim that what doctors do for patients is worthwhile and meaningful. At a time of modernisation and challenge in medical work, care-as-gift is a means by which doctors can continue to regard themselves as ‘good, caring professionals’.

Work-Life Balance in a Scenario of Brazilian Change: Theoretical Aspects and Possibilities of Interventions

Abstract: The distribution of personal and work life has concerned the governments of central countries and, more recently, of peripheral countries where organizations must expand their focus not only toward production but toward new workers’ relationships in this postmodern configuration. There are few studies in Brazil that address the balance of time for work and personal life. This aspect contributes to the development of human and social capital, as workers have more time for their personal projects, family relationships, leisure, and participation in the community, for example. The objective of this chapter is to consider, based on international and national literature, the assumptions of work-life balance in the light of sociology and positive psychology. It discusses the results of research, interventions, and strategies and presents suggestions to contribute with public policies and people management.

Perceived organizational support, employee work engagement and work life balance: Social exchange theory perspective

Abstract: This study aimed to determine the effect of the Employee Work Engagement variable as a mediating variable between Perceived Organizational Support and Work-Life Balance. This type of quantitative descriptive research with Structural Equation Modeling as a data processing approach. The sampling technique is purposive sampling. They collected data by distributing questionnaires to 200 security unit employees working at State and Private Universities in Semarang City. The results showed a significant positive effect between the variables perceived organisational support, employee work engagement and work-life balance. The significant positive effect of the relationship between the three variables indicates that the employee work engagement variable can mediate the relationship between Perceived Organizational Support and Work-Life Balance. The triadic process between organisational support, work involvement and work-life balance is an implementation of social exchange theory. Employees give their time, energy, thoughts and enthusiasm for the organisation's benefit. Organisations provide remuneration in the form of compensation and welfare for the persistence of employee work for the advancement of the organisation. It gives a sense of satisfaction and happiness and can be used for yourself and your family. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh variabel Employee Work Engagement sebagai variabel mediasi antara Perceived Organizational Support dan Work-life Balance. Jenis penelitian deskriptif kuantitatif dengan Structural Equation Modeling sebagai pendekatan pengolahan data. Teknik pengambilan sampel adalah purposive sampling. Metode pengumpulan data dengan menyebarkan kuesioner kepada 200 pegawai satpam yang bekerja di Perguruan Tinggi Negeri dan Swasta di Kota Semarang. Hasil menunjukkan ada pengaruh positif signifikan antara variabel persepsi dukungan organisasi, employee work engagement dan work-life balance. Pengaruh positif signifikan pada hubungan ketiga variabel tersebut menunjukkan bahwa variabel employee work engagement mampu memediasi hubungan Perceived Organizational Support dan Work-life Balance. Proses triadik antara dukungan organisasi, keterlibatan kerja dan keseimbangan kehidupan kerja merupakan implementasi dari teori pertukaran sosial. Karyawan memberikan waktu, tenaga, pikiran dan semangat untuk kepentingan organisasi. Organisasi memberikan remunerasi berupa kompensasi dan kesejahteraan pada karyawan serta memberikan rasa kepuasan dan kebahagiaan yang dapat digunakan untuk diri sendiri dan keluarga.

Work-Life Balance: Exploring the Myths and Realities of Family, Home, Work, and Life Pressures for Early Career Academics

Abstract: The concept of work-life balance in academia has been well studied, but definitions are contested and the ability to ever actually achieve such balance is disputed. This chapter unravels some of the myths around ‘work-life balance’ in academia by looking into the family and household demographics of early career academics, and asks about their ability to live fulfilled lives at work and at home. It concludes that work-life balance is experienced differently by men and women, and that universities need to work harder on removing structural obstacles, pressures, and unrealistic expectations that make it difficult for early career academics to meet their obligations and fulfil their aspirations.

Flexible working and its relations with work-life conflicts and well-being among crowdworkers in Germany.

Abstract: BACKGROUND New forms of digital work such as crowdwork promise to increase potentials for flexible working. As crowdworkers can work highly autonomous and from anywhere at any time via the internet, they may be able to make work and private demands more compatible and avoid role conflicts between the life spheres, and in turn, experience enhanced well-being. OBJECTIVE This research asked whether crowdworkers benefit from flexible working potentials. It investigated the association of the use of different dimensions of flexible working (flex-time, flex-place, task autonomy) in crowdwork with work-life conflicts and well-being. Moreover, it explored whether the relationship between flexible working and well-being was mediated by work-life conflicts. METHODS The study drew upon a sample of 470 crowdworkers from a cross-sectional self-assessment survey on four different German crowdwork platforms. Structural equation modeling was conducted to estimate the effects of flexible working on work-life conflict, somatic health symptoms, and life satisfaction. Indirect effects were estimated to test the mediation hypothesis. RESULTS The findings suggest that if crowdworkers use temporal and task flexibility, they experience fewer work-life conflicts, fewer somatic health symptoms, and greater life satisfaction. This does not apply to flex-place. The relationship between flexible working and well-being is partly mediated by work-life conflict experiences. CONCLUSION This study supports that crowdwork offers a high potential for working highly autonomous and flexibly in time and place. It is associated with lower levels of work-life conflict and enhanced well-being, but the benefits of this flexibility are not universally included in CW.