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.

Remote Working and Work-Life Balance

Abstract: A substantial proportion of the workforce in many European countries and the United States works remotely (e.g., at home), and this has implications for ethical organizational practice. Work-life balance influences quality of working life, and employees have rights in relation to the balancing of work and family responsibilities. However, organizational ethics involves balancing the protection of employees’ rights and well-being with the fulfillment of organizational goals. Research suggests that remote working may enhance work-life balance without reducing productivity under certain circumstances, but while doing so can reinforce patterns that reduce gender equity. Questions remain about the specific circumstances under which remote working’s potential to be flexible, productive, and gender equitable can be maximized and its diverse nature must be acknowledged in research and practice.

Is It Still Just a Women's Issue? A Study of Work-Life Balance Among Men and Women in Public Relations

Abstract: This study examined how work-life balance is perceived by male and female public relations professionals. Eight focus groups were conducted. Findings revealed a fluid and complex work-personal continuum affected by such factors as societal norms; organizational contradictions; new technology; professional identity; and parenthood. Practitioners expressed blame and guilt narratives. Several challenges to work-life balance were discussed, and various strategies for attaining balance were detailed.

Working-Time Regimes and Work-Life Balance in Europe

Abstract: The organization of times and places of work are key elements of working conditions, and define employees’ possibilities for balancing work and other life spheres. This study analyses several aspects of temporal and spatial flexibility, and their associations with employees’ work-life balance. This study separates four dimensions of temporal flexibility and one indicator of spatial flexibility. The dimensions of temporal flexibility are the number of hours worked, when the hours are worked, work-time intensity, and the degree of working-time autonomy. The workplace flexibility indicator is an index of work locations. Work-life balance is analysed with work-hour fit. The analyses were based on the fifth wave of the European Working Conditions Survey collected in 2010. We used data from 25 Member States of the European Union (n1⁄4 25,417). Based on the hierarchical cluster analysis, this study found various types of flexibility regimes in Europe. Country clusters show a clear effect on perceived worklife balance even after controlling for flexibility measurements at the individual level. This study contributes to the existing research in analysing several dimensions of temporal and spatial flexibility at the same time, as well as their associations to work-life balance.

Sustainable human resources: Examining the status of organizational work–life balance practices in the United Arab Emirates

Abstract: In recent years companies are increasingly becoming aware of the need to have policies and practices that lead to sustainable workforce and embrace the concept of work–life balance and appreciate its importance as a tool to improve employee productivity, satisfaction and retention. The topic has great significance especially in the context of modern business world that is characterized by highly competitive markets and higher focus on sustainable organizations. This paper explores the status of work–life balance policies and initiatives in various business organizations within the national context of United Arab Emirates. A qualitative multiple case study approach is adopted to identify various elements of work–life balance initiatives, related outcomes and moderating factors in the business, social and cultural context of the Emirates. Employee and management perspectives are investigated to arrive at common and differing themes and meaningful conclusions. A research model is proposed for future research in this direction.

Women’s Choices in Europe: Striking the Work-life Balance:

Abstract: The article presents evidence from interviews in France, Spain and Poland to explore how individual actors make choices about their work-life balance. It shows that choice is a complex, contingent, and relative concept, which is both facilitated and obstructed by public policies and working regulations. Despite differences in national and sub-national policy contexts, institutional and cultural norms and expectations, the article draws the conclusion that family-friendly issues need to be mainstreamed and that the concerns of families should be added to those of the state, trade unions and employers on the agenda for negotiating work-life balance. It is also argued that the focus and scope of industrial relations need to be rethought to take account of the gendered nature of employment relationships.