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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.


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Journal ArticleDOI
TL;DR: Part-time working is commonly used by many women across Europe and other developed countries to manage work and care responsibilities as mentioned in this paper, and many more women than men work reduced hours, while at the same time maintaining their health and well-being.
Abstract: Part-time working is commonly used by many women across Europe and other developed countries to manage work and care responsibilities. Many more women than men work reduced hours, while at the same...

45 citations

Journal ArticleDOI
TL;DR: In this paper, the impact of work life balance practices on employee retention and mediating effect of a supporting culture based on empirical evidence drawn from Indian IT sector is analyzed and the findings show that a work-life balance supportive culture mediates the effect of the availability of worklife balance practice on organizational performance.
Abstract: Today’s competitive global environment and demanding workplace brings work life challenges for everyone all most in all sectors. The Indian IT industry characterized by long working hours, rigorous works, heavy work pressures and pressing deadlines always brings challenges for its employees. The employees are not willing to work in such organization where the prevailing culture is not supportive and many even quit the job; retention happens to be critical then. Off late it is the realization of most of the companies that if the work life conflicts of employees can be taken care of in an appropriate way then it can help in the retention of the talent. Companies interested in increasing organizational outcomes should enhance an organizational culture positive towards employees' balance, communicating their support towards work life balance initiatives. The present study analyses the impact of work life balance practices on employee retention and the mediating effect of a supporting culture based on empirical evidence drawn from Indian IT sector. The findings show that a work life balance supportive culture mediates the effect of the availability of work life balance practices on organizational performance.

45 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated whether work opportunities have an impact on stress and related turnover intentions of employees working in intergovernmental international organizations and found that social work opportunities and work-life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate.
Abstract: This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations. It contextualizes the job resources and demands model within international organizations' specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work-life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.

45 citations

Journal ArticleDOI
TL;DR: The authors examined two institutions of higher education to challenge the notion that organizational change can be simply created and examine the impact of fragmented cultures and individual identity on change, concluding with recommendation of how leaders, faculty, and policymakers can support work-life balance within higher education despite the ambiguity and complexity of organizational life.
Abstract: In response to demographic shifts, colleges and universities implemented new policies, adopted new practices, and created professional development opportunities to gain support for work–life balance. Research on work–life balance reveals gender disparities, lack of policy usage, and a lack of cultural change with little understanding of the ways to bring about a campus culture that understands, promotes, and has established norms that support work–life balance. Research often recommends that cultural change be established to support policy usage and reduce stigma from work–life balance. This research study examined 2 institutions of higher education to challenge the notion that organizational change can be simply created and to examine the impact of fragmented cultures and individual identity on change. The 2 major themes—symbolic meaning of policies and children and discontinuity of symbols and policies—that emerged in this study provide evidence of the need for campuses to contend with organizational culture and, in particular, on symbols and discourses intentionally presented to reflect work– life balance acceptance. This study concludes with recommendation of how leaders, faculty, and policymakers can support work–life balance within higher education despite the ambiguity and complexity of organizational life.

45 citations

Journal ArticleDOI
Kerstin Nilsson1
TL;DR: In this paper, the authors examined retirement decisions among people who had left working life before 65 years of age and those working beyond 65 years in an extended working life and found that the most important themes in these descriptions were personal health and well-being; personal finances; possibilities for social inclusion; and possibilities for self-crediting by meaningful activities.
Abstract: This study examined retirement decisions among people who had left working life before 65 years of age and those working beyond 65 years in an extended working life. The results were used to make a model about their considerations, weighting and decision making, and important factors and themes in working beyond 65 years of age or retiring before 65. The interviewees seemed to have considered and weighed their own best life balance to finally result in their identity as (older) worker or early retiree. They included their work situation and social surroundings in descriptions of their planning and retirement decision making. The most important themes in these descriptions were (i) personal health and well-being; (ii) personal finances; (iii) possibilities for social inclusion; and (iv) possibilities for self-crediting by meaningful activities. Those identifying themselves as older workers had possibilities in their life situation to manage their work in relation to their functional ageing and health situation; felt important to others and socially included in the workplace; and did meaningful tasks and felt empowered in their working life. Those who had left the working life before 65 years of age describe a better possibility to this outside the working life and left as soon as they acquire a sufficient pension. The results and model presented here on how people perceive their identity as older worker or early retiree will hopefully contribute to understanding retirement planning and to the formulation of strategies to extend working life.

45 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023328
2022601
2021171
2020194
2019156
2018167