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Sample records for hours work-life conflict

  1. Flexible work in call centres: Working hours, work-life conflict & health.

    Science.gov (United States)

    Bohle, Philip; Willaby, Harold; Quinlan, Michael; McNamara, Maria

    2011-01-01

    Call-centre workers encounter major psychosocial pressures, including high work intensity and undesirable working hours. Little is known, however, about whether these pressures vary with employment status and how they affect work-life conflict and health. Questionnaire data were collected from 179 telephone operators in Sydney, Australia, of whom 124 (69.3%) were female and 54 (30.2%) were male. Ninety-three (52%) were permanent full-time workers, 37 (20.7%) were permanent part-time, and 49 (27.4%) were casual employees. Hypothesised structural relationships between employment status, working hours and work organisation, work-life conflict and health were tested using partial least squares modelling in PLS (Chin, 1998). The final model demonstrated satisfactory fit. It supported important elements of the hypothesised structure, although four of the proposed paths failed to reach significance and the fit was enhanced by adding a path. The final model indicated that casual workers reported more variable working hours which were relatively weakly associated with greater dissatisfaction with hours. The interaction of schedule control and variability of hours also predicted dissatisfaction with hours. Conversely, permanent workers reported greater work intensity, which was associated with both lower work schedule control and greater work-life conflict. Greater work-life conflict was associated with more fatigue and psychological symptoms. Labour market factors and the undesirability of longer hours in a stressful, high-intensity work environment appear to have contributed to the results.

  2. Workplace flexibility, work hours, and work-life conflict: finding an extra day or two.

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    Hill, E Jeffrey; Erickson, Jenet Jacob; Holmes, Erin K; Ferris, Maria

    2010-06-01

    This study explores the influence of workplace flexibility on work-life conflict for a global sample of workers from four groups of countries. Data are from the 2007 International Business Machines Global Work and Life Issues Survey administered in 75 countries (N = 24,436). We specifically examine flexibility in where (work-at-home) and when (perceived schedule flexibility) workers engage in work-related tasks. Multivariate results indicate that work-at-home and perceived schedule flexibility are generally related to less work-life conflict. Break point analyses of sub-groups reveal that employees with workplace flexibility are able to work longer hours (often equivalent to one or two 8-hr days more per week) before reporting work-life conflict. The benefit of work-at-home is increased when combined with schedule flexibility. These findings were generally consistent across all four groups of countries, supporting the case that workplace flexibility is beneficial both to individuals (in the form of reduced work-life conflict) and to businesses (in the form of capacity for longer work hours). However, work-at-home appears less beneficial in countries with collectivist cultures. (c) 2010 APA, all rights reserved.

  3. Working hours, work-life conflict and health in precarious and "permanent" employment

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    Philip Bohle

    2004-12-01

    Full Text Available OBJECTIVE: The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. METHODS: Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. RESULTS: Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. CONCLUSIONS:This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.OBJETIVOS: O crescimento do número de empregos precários em países da OECD está largamente associado a efeitos negativos à saúde e segurança. Embora muitos

  4. Objective working hour characteristics and work-life conflict among hospital employees in the Finnish public sector study.

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    Karhula, Kati; Puttonen, Sampsa; Ropponen, Annina; Koskinen, Aki; Ojajärvi, Anneli; Kivimäki, Mika; Härmä, Mikko

    2017-06-07

    This epidemiological cohort study, based on Finnish public sector data, investigated the associations between objective working hour characteristics and work-life conflict in day and shift work. The comprehensive data of hospital workers (n = 8 931, 92% women, average age 45 years), consisted of survey responses from 2012, linked with the payroll data of working hour characteristics from 91 days preceding the survey. Logistic regression analysis was used to investigate the associations between working hour characteristics and experiencing work-life conflict often/very often. The analyses were adjusted for age (50 years), sex, level of education, marital status, number of small (0-6 years) and school-aged (7-18 years) children, and the overall stressfulness of the life situation. We also conducted stratified analyses of age and sex on the basis of significant interactions. Difficulties in combining work and life were more often associated with shift work without night shifts and shift work with night shifts than with day work (41% and 34 versus 27%; OR for shift work with night shifts 1.78, 95% CI 1.59-2.00, OR for shift work without night shifts 1.42, 95% CI 1.26-1.60). A high proportion (> 25%) of long (> 40h, (OR 1.26, 95% 1.14-1.39) and very long (> 48h, OR 1.31, 95% CI 1.15-1.49) weekly working hours were associated with work-life conflict, and in the stratified analysis, the latter was also true among women (OR 1.54, 95% CI 1.25-1.89). Of the unsocial working hour characteristics, a relatively large amount (> 10% of all shifts) of evening (OR 1.56, 95% CI 1.41-1.72) and night shifts (OR 1.46, 95%CI 1.32-1.61), a high proportion (> 25% of all shifts) of quick returns (life conflict. A large amount of single days off (> 25% of all days off) was associated with work-life conflict among men (OR 1.90, 95% CI 1.11-3.25), but not in the whole sample. When the two types of shift work were analyzed separately, shift work without night shifts and very long work weeks

  5. Persistent work-life conflict and health satisfaction - A representative longitudinal study in Switzerland

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    Hämmig Oliver

    2011-04-01

    Full Text Available Abstract Background The objectives of the present study were (1 to track work-life conflict in Switzerland during the years 2002 to 2008 and (2 to analyse the relationship between work-life conflict and health satisfaction, examining whether long-term work-life conflict leads to poor health satisfaction. Methods The study is based on a representative longitudinal database (Swiss Household Panel, covering a six-year period containing seven waves of data collection. The sample includes 1261 persons, with 636 men and 625 women. Data was analysed by multi-level mixed models and analysis of variance with repeated measures. Results In the overall sample, there was no linear increase or decrease of work-life conflict detected, in either its time-based or strain-based form. People with higher education were more often found to have a strong work-life conflict (time- and strain-based, and more men demonstrated a strong time-based work-life conflict than women (12.2% vs. 5%. A negative relationship between work-life conflict and health satisfaction over time was found. People reporting strong work-life conflict at every wave reported lower health satisfaction than people with consistently weak work-life conflict. However, the health satisfaction of those with a continuously strong work-life conflict did not decrease during the study period. Conclusions Both time-based and strain-based work-life conflict are strongly correlated to health satisfaction. However, no evidence was found for a persistent work-life conflict leading to poor health satisfaction.

  6. Realities of Work Life Balance in Nigeria: Perceptions of Role Conflict and Coping Beliefs

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    Babatunde Akanji

    2012-12-01

    Full Text Available The purpose of this study is to explore the perceptions of Work-Life Balance (WLB practices in a developing nation of Nigeria. Evidently, on the threshold of widened globalization propensities, work-life research is beginning to spread outside the western context. Thus, a qualitative approach was employed by conducting 61 in-depth interviews with Nigerian employees (41 women and 20 men working in frontline employments in the banking, telecommunications and insurance sectors about their perceptions of WLB. The findings showed that though conflict situations existed more than work-family enrichment, but under different circumstances due to the long legacy of national challenges facing Nigeria. The apparent role conflicts have generated various coping strategies adapted by participants of study to moderate their perceived work-life conflict and this paper seeks to add to the compendium of WLB discourse on a global scale by examining key barriers detected to hinder its workable practices in Nigeria.

  7. What roles do team climate, roster control, and work life conflict play in shiftworkers' fatigue longitudinally?

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    Pisarski, Anne; Barbour, Jennifer P

    2014-05-01

    The study aimed to examine shiftworkers fatigue and the longitudinal relationships that impact on fatigue such as team climate, work life conflict, control of shifts and shift type in shift working nurses. We used a quantitative survey methodology and analysed data with a moderated hierarchical multiple regression. After matching across two time periods 18 months apart, the sample consisted of 166 nurses from one Australian hospital. Of these nurses, 61 worked two rotating day shifts (morning & afternoon/evening) and 105 were rotating shiftworkers who worked three shifts (morning afternoon/evening and nights). The findings suggest that control over shift scheduling can have significant effects on fatigue for both two-shift and three-shift workers. A significant negative relationship between positive team climate and fatigue was moderated by shift type. At both Time 1 and Time 2, work life conflict was the strongest predictor of concurrent fatigue, but over time it was not.

  8. The benefits of bad economies: Business cycles and time-based work-life conflict.

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    Barnes, Christopher M; Lefter, Alexandru M; Bhave, Devasheesh P; Wagner, David T

    2016-04-01

    Recent management research has indicated the importance of family, sleep, and recreation as nonwork activities of employees. Drawing from entrainment theory, we develop an expanded model of work-life conflict to contend that macrolevel business cycles influence the amount of time employees spend on both work and nonwork activities. Focusing solely on working adults, we test this model in a large nationally representative dataset from the Bureau of Labor Statistics that spans an 8-year period, which includes the "Great Recession" from 2007 through 2009. We find that during economic booms, employees work more and therefore spend less time with family, sleeping, and recreating. In contrast, in recessionary economies, employees spend less time working and therefore more time with family, sleeping, and recreating. Thus, we extend the theory on time-based work-to-family conflict, showing that there are potential personal and relational benefits for employees in recessionary economies.

  9. Work-life conflict and musculoskeletal disorders: a cross-sectional study of an unexplored association

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    Knecht Michaela

    2011-03-01

    Full Text Available Abstract Background The health consequences of work-family or rather work-life conflict (WLC have been studied by numerous researchers. The work-related causes of musculoskeletal disorders (MSD are also well explored. And stress (at work has been found to be a consequence of WLC as well as a cause of MSD. But very little is known about a potential association between WLC and MSD and the possible mediating role of stress in this relationship. Methods Survey data collected in 2007 among the workforces of four large companies in Switzerland were used for this study. The study population covered 6091 employees. As the exposure variable and hypothesized risk factor for MSD, WLC was measured by using a 10-item scale based on an established 18-item scale on work-family conflict. The outcome variables used as indicators of MSD were (low back pain and neck/shoulder pain. Stress as the assumed intervening variable was assessed by a validated single-item measure of general stress perception. Correlation coefficients (r, standardized regression coefficients (β and multiple adjusted odds ratios (OR were calculated as measures of association. Results WLC was found to be quite strongly associated with MSD (β = .21. This association turned out to be substantially confounded by physical strain at work, workload and job autonomy and was considerably reduced but far from being completely eliminated after adjusting for general stress as another identified risk factor of MSD and a proven strong correlate of WLC (r = .44. A significant and relevant association still remained (β = .10 after having controlled for all considered covariates. This association could be fully attributed to only one direction of WLC, namely the work-to-life conflict. In subsequent analyses, a clear gradient between this WLC direction and both types of MSD was found, and proved to be consistent for both men and women. Employees who were most exposed to such work-to-life conflict were also

  10. The Relationship between Work-Life Conflict and Employee Performance: A Study of National Database and Registration Authority Workers in Pakistan

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    Rai Imtiaz Hussain

    2012-12-01

    Full Text Available Most professionals face work-life conflicts as they move through their profession’s hierarch and progressively advanced stages. This study explores the impact of work-life conflicts on employee performance. A sample of 130 respondents was selected from the National Database and Registration Authority (NADRA.There appears to be a positive and significant relationship between work-life conflicts and performance of employees.Statistical analysis was used to see the impact of gender and marital status on the work-life conflicts and performance of employees. The results indicate that gender had no significant effect on performance and work-life conflicts whereas marital status of the respondents’ had a significant impact on the work-life conflicts.

  11. An Analysis of Student Affairs Professionals' Management of Role Conflict and Multiple Roles in Relation to Work/Life Balance

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    Mayo, Nicole Lepone

    2013-01-01

    The purpose of this inquiry is to study how student affairs professionals manage role conflict in relation to work/life balance based on the challenging culture of the field. The underlying goals are to identify the barriers or challenges of managing multiple roles as a student affairs administrator and identify strategies to assist employees in…

  12. An Analysis of Student Affairs Professionals' Management of Role Conflict and Multiple Roles in Relation to Work/Life Balance

    Science.gov (United States)

    Mayo, Nicole Lepone

    2013-01-01

    The purpose of this inquiry is to study how student affairs professionals manage role conflict in relation to work/life balance based on the challenging culture of the field. The underlying goals are to identify the barriers or challenges of managing multiple roles as a student affairs administrator and identify strategies to assist employees in…

  13. An exploratory study of work-life balance in Nigeria: Employees’ perspectives of coping with the role conflicts

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    Babatunde Oluwatoyin Akanji

    2013-10-01

    Full Text Available Using a phenomenological methodology, the purpose of this study is to examine the prevalence of work-life conflicts (WLC in Nigeria. Evidently, work-life research is a social concept originating from the western societies but over the years, advanced management and business studies are beginning to emerge showcasing the relevance, significance and challenges of Work-Life Balance (WLB practices in developing nations. Against this backdrop, 51 in-depth interviews were conducted with employees working in the Nigerian service industry (i.e. banks, call center, hotel services and insurance firms about their cultural perceptions and knowledge of work-life balance. Study findings manifested views alleging the prominence of role conflict situations rather than desired expectations of available social incentives for appropriate management of employees’ work and family affairs. This were attributed to the adverse macro environmental conditions entrenched in so many social-economic upheavals found to be plaguing Nigeria as a whole. Thus, the antecedents of these national issues have necessitated personal coping strategies utilized by participants of current study as moderating buffers against role imbalances encountered. Thus, this paper provides a preliminary study that provides an academic platform for further research into circumstances instigating role conflicts in African societies by presenting major impediments detected to hinder workable WLB practices in Nigeria.

  14. The effects of positive versus negative impact reflection on change in job performance and work-life conflict.

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    Cardador, M Teresa

    2014-01-01

    Research on task significance and relational job design suggests that information from beneficiaries of one's work fosters perceptions of impact, and thus improved work outcomes. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact - engaging employees in regular reflection about how their work benefits others. With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life conflict of both positive and negative impact reflection. Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection. This research provides empirical and theoretical contributions to the literatures on relational job design and task significance.

  15. Mediating the effects of work-life conflict between transformational leadership and health-care workers' job satisfaction and psychological wellbeing.

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    Munir, Fehmidah; Nielsen, Karina; Garde, Anne H; Albertsen, Karen; Carneiro, Isabella G

    2012-05-01

    To explore the mediating effects of work-life conflict between transformational leadership and job satisfaction and psychological wellbeing. The importance of work-life balance for job satisfaction and wellbeing among health-care employees is well-recognized. Evidence shows that transformational leadership style is linked to psychological wellbeing. It is possible that transformational leadership is also associated with employees' perceptions of work-life conflict, thereby influencing their job satisfaction and wellbeing. A longitudinal design was used where staff working within Danish elderly care completed a questionnaire at baseline and 18-month follow-up (N=188). Regression analyses showed that transformational leadership style was directly associated with perceptions of work-life conflict, job satisfaction and psychological wellbeing. Work-life conflict mediated between transformational leadership and wellbeing, but not job satisfaction. The findings suggest transformational leadership style may improve perceptions of work-life balance and employee wellbeing. Managers should adopt transformational leadership styles to reduce work-life conflict and enhance the wellbeing of their staff. © 2011 Blackwell Publishing Ltd.

  16. Experiences of Work-Life Conflict for the Athletic Trainer Employed Outside the National Collegiate Athletic Association Division I Clinical Setting.

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    Mazerolle, Stephanie M; Pitney, William A; Eason, Christianne M

    2015-07-01

    The intercollegiate setting receives much of the scholarly attention related to work-life conflict (WLC). However research has been focused on the National Collegiate Athletic Association Division I setting. Multiple factors can lead to WLC for the athletic trainer (AT), including hours, travel, and lack of flexibility in work schedules. To investigate the experiences of WLC among ATs working in the non-Division I collegiate setting and to identify factors that contribute to fulfillment of work-life balance in this setting. Qualitative study. Institutions in the National Collegiate Athletic Association Divisions II and III, the National Association of Intercollegiate Athletics, and the National Junior College Athletic Association. A total of 244 ATs (128 women, 114 men; age = 37.5 ± 13.3 years, experience = 14 ± 12 years) completed phase I. Thirteen participants (8 women, 5 men; age = 38 ± 13 years, experience = 13.1 ± 11.4 years) completed phase II. For phase I, participants completed a previously validated and reliable (Cronbach α > .90) Web-based survey measuring their levels of WLC and work-family conflict (WFC). This phase included 2 WFC scales defining family; scale 1 defined family as having a partner or spouse with or without children, and scale 2 defined family as those individuals, including parents, siblings, grandparents, and any other close relatives, involved in one's life. Phase II consisted of an interview. Qualitative data were evaluated using content analysis. Data source and multiple-analyst triangulation secured credibility. The WFC scores were 26.33 ± 7.37 for scale 1 and 20.46 ± 10.14 for scale 2, indicating a moderate level of WFC for scale 1 and a low level of WFC for scale 2. Qualitative analyses revealed that organizational dimensions, such as job demands and staffing issues, can negatively affect WLC, whereas a combination of organizational and personal dimensions can positively affect WLC. Overload continues to be a prevalent

  17. Prevalence and health correlates of work-life conflict among blue- and white-collar workers from different economic sectors

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    Oliver eHämmig

    2014-11-01

    Full Text Available The research on work-life conflict (WLC is largely neglected in occupational medicine and public health and typically limited to white-collar workers and public servants. This study therefore aims to explore possible differences in the prevalence of WLC and its association with health outcomes between white- and blue-collar workers from different work environments in Switzerland. Cross-sectional survey data collected in 2007 in the service sector and in 2010 in the industrial sector were used for statistical analyses. A subsample of university graduates employed by large service companies (N=1,170 from the first survey’s population was taken and compared with a subsample of low or unskilled industrial and construction workers with no or only compulsory education (N=489 from the second survey’s population. The results show almost consistently, and particularly in women, a lower prevalence of time- and strain-based forms and both causal directions of WLC in blue-collar workers. However, associations between different WLC measures and general, physical and mental health outcomes were found to be equally strong or even stronger among blue-collar workers compared to white-collar workers. Low or unskilled industrial and construction workers are less frequently affected by higher degrees of WLC but are then at no lower risk of suffering poor self-rated health or severe backaches and sleep disorders than university graduates working in the service sector with comparable exposure to WLC. In conclusion it can be stated that WLC turned out to be much less prevalent but equally or even more detrimental to health in blue-collar workers, who therefore need to be considered in future studies.

  18. The Moderating Role of Job Resourcefulness in the Impact of Work–Family and Family–Work Life Conflict on the Burnout Levels of Travel Agency Employees

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    Yilmaz Akgunduz

    2015-07-01

    Full Text Available The aim of this study is to determine the moderating role of job resourcefulness under the influence of work–family and family–work life conflict on the burnout levels of employees. In this con-text, a questionnaire was created using the Maslach Burnout Inventory (MBI, Work–Family Life Conflict, and Job Resourcefulness Scale. This survey was applied to travel agency employees in Izmir, Turkey, who were selected by using deliberate sampling method. At the end of the data collection period, 220 valid questionnaires were obtained. A hierarchical regression analysis was conducted to test the hypotheses based on the reliability and validity of the scales. Analysis results indicate that resourcefulness reduces detrimental effects of work-family conflict on emotional exhaustion and depersonalization. In addition results also indicate that job resourcefulness reduces detrimental effects of family-work conflict on depersonalization. The implications of these results for future research are also discussed.

  19. Work-life conflict and associations with work- and nonwork-related factors and with physical and mental health outcomes: a nationally representative cross-sectional study in Switzerland

    National Research Council Canada - National Science Library

    Hämmig, Oliver; Gutzwiller, Felix; Bauer, Georg

    2009-01-01

    The aim of the present cross-sectional study was to examine work- and nonwork- related factors and physical and mental health outcomes associated with combined time- and strain-based work-life conflict (WLC...

  20. Influence of Work Family Conflict on Quality of Work Life of Clinical Nurses%工作家庭冲突对护士工作生活质量的影响

    Institute of Scientific and Technical Information of China (English)

    邵亚; 廖少玲; 钟慧琴

    2014-01-01

    Objective To explore the relationship between work family conflict and quality of work life. Methods Totally 1 250 nurse from 6 hospitals was investigated by Work Family Conflict Scale and the Work-related Quality of Life Scale. Results The average score of work-family conflict was 4.36±1.41, and that of family-work conflict 2.81±1.10. Work-family conflict was negatively correlated with quality of work life (r=-0.43, P<0.01)and family-work conflict (r=-0.28, P<0.01, respectively. Regression analysis showed that work-family conflict could explain 22 percent of the variance of quality of work life after controlling demographic variables. Conclusion Work family conflict has certain influence on quality of working life of clinical nurses. Hospital managers should make flexible arrangements for duty shift and harmonize the relationship between work and family for nurses thus to improve the quality of work life for nurses.%目的:探讨工作家庭冲突对护士工作生活质量的影响。方法采用工作家庭冲突量表和工作相关生活质量量表对某市6家医院1250名护士进行了调查。结果护士工作-家庭冲突平均得分为(4.36±1.41)分,家庭-工作冲突得分为(2.81±1.10)分。工作-家庭冲突与工作生活质量呈负相关(r=-0.43,P<0.01),家庭-工作冲突也与工作生活质量负相关(r=-0.28,P<0.01)。回归分析显示,控制基本资料后,工作家庭冲突可预测护士工作生活质量的22%方差变异量。结论工作家庭冲突对护士工作生活质量有一定影响。管理者应合理安排工作,弹性排班,促进护士工作与家庭之间的平衡,提高护士工作生活质量。

  1. Employee preferences for work-life benefits in a large New Zealand construction company

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    Emily Morrison

    2012-02-01

    Full Text Available The construction industry is a challenging environment in which to work, with job characteristics that are linked to work-life conflict, and it is important for its future sustainability that initiatives to support employee work-life balance are undertaken. 121 head office and site-based employees within a large New Zealand construction company rated their preferences for work-life benefits, and the results were compared with those of a similar previous (Australian study. The most preferred work-life benefit factor (as for the previous Australian study was found to be ‘wellness and personal development’. Results suggest that company provision of a wide variety of work-life benefits from which employees can choose during different stages in their life and career is ideal. Qualitative results suggest some work-life conflict associated with working long hours and weekend work exists. It is proposed that to attract and retain valuable employees, the New Zealand construction industry must provide useful work-life benefits, reasonable working hours, and supportive workplace cultures in line with such initiatives. 

  2. Employee preferences for work-life benefits in a large New Zealand construction company

    Directory of Open Access Journals (Sweden)

    Emily Morrison

    2012-02-01

    Full Text Available The construction industry is a challenging environment in which to work, with job characteristics that are linked to work-life conflict, and it is important for its future sustainability that initiatives to support employee work-life balance are undertaken. 121 head office and site-based employees within a large New Zealand construction company rated their preferences for work-life benefits, and the results were compared with those of a similar previous (Australian study. The most preferred work-life benefit factor (as for the previous Australian study was found to be ‘wellness and personal development’. Results suggest that company provision of a wide variety of work-life benefits from which employees can choose during different stages in their life and career is ideal. Qualitative results suggest some work-life conflict associated with working long hours and weekend work exists. It is proposed that to attract and retain valuable employees, the New Zealand construction industry must provide useful work-life benefits, reasonable working hours, and supportive workplace cultures in line with such initiatives.

  3. Meaning in Work Life

    DEFF Research Database (Denmark)

    Ravn, Ib

    meaningful is still lacking (Harpaz & Fu, 2002), as are definitions of key terms. Here, I define meaning as the experience that something fits into a wider context or coheres within a larger whole.     I conceptualize meaning in work life as deriving from four factors, each of which helps us contribute...... to something larger than ourselves (Seligman, 2002) through our work. Thus, a person experiences meaning in work life when she... A. is able to use her signature strengths at work (Peterson and Seligman, 2004), B. makes an important contribution to the workplace (Drucker, 1999), C. participates in a productive...

  4. Gender and Working Life

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    Tapio Bergholm

    2011-11-01

    Full Text Available Analysis of occupational segregation by sex and gendered practices in the workplace are complex, multidimensional and contested fields of research and academic discourse. Since the 1960s, we have seen a rapid growth in both quantity and quality of academic work in this field. Earlier simplistic main (male stream as well as straightforward feminist explanations has been roundly criticised and deconstructed. It is now clear that the study of gender relations in working life is far more complicated than it was believed decades ago. The central question in gender research is how gendered structures – in which men in general have more power, more prestigious positions and higher pay – are reproduced in a world in which demography, economy, production, education and therefore society and family have changed over time. Nordic countries represents an interesting geographical arena to examine gender relations in working life, because many factors, which have been seen in other countries as causes for female subordination, appear in other forms. At present, the labour force participation rate of women in Nordic countries is nearly equal to that of men, but there are still substantial differences. Women are better educated than men, and also, to a large extent unionised. Although these factors make Nordic women stand out globally, gender equality at work or at home has not yet been achieved. The male breadwinner is still a societal norm and a construct, which conditions the behaviour of organisations and individuals in many circumstances in working life. This influence can be obvious or obscure. From the 1990s, research has turned to focus also on the fate of the male workforce during deindustrialisation and global restructuring. Participation rate of men in gainful employment have diminished in all industrialised countries (Crouch; 1999, Walby; 1997. Nordic countries are not an exception to this trend. Men’s difficulties to adapt to a new service

  5. Work-Life Balance in an Outsourcing Environment

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    Wiltshire, Dervent

    2013-01-01

    Empirical evidence has found an increase in work-life conflicts within outsourced environments. It is important to address the increase in conflict to reduce negative effects on businesses. Guided by the theoretical frameworks of the spillover, conflict management, and resource dependency theories, the purpose of the study was to examine how…

  6. Work-Life Balance in an Outsourcing Environment

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    Wiltshire, Dervent

    2013-01-01

    Empirical evidence has found an increase in work-life conflicts within outsourced environments. It is important to address the increase in conflict to reduce negative effects on businesses. Guided by the theoretical frameworks of the spillover, conflict management, and resource dependency theories, the purpose of the study was to examine how…

  7. Work-life conflict and associations with work- and nonwork-related factors and with physical and mental health outcomes: a nationally representative cross-sectional study in Switzerland

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    Gutzwiller Felix

    2009-11-01

    Full Text Available Abstract Background The aim of the present cross-sectional study was to examine work- and nonwork- related factors and physical and mental health outcomes associated with combined time- and strain-based work-life conflict (WLC among adult employees living and working in Switzerland as well as possible gender differences in this regard. Methods The data used for the study were taken from wave 6 of the nationally representative Swiss Household Panel (SHP collected in 2004. The analysis was restricted to 4'371 employees aged 20 to 64 years. Trivariate crosstabulations and multivariate linear and logistic regression analyses stratified by gender were performed in order to calculate gender-specific prevalence rates (%, beta coefficients (β and crude as well as multiple adjusted odds ratios (OR as measures of association. Results Every eighth person (12.5% within the study population has a high or very high WLC score. Prevalence rates are clearly above average in men and women with higher education, in executive positions or managerial functions, in full-time jobs, with variable work schedules, regular overtime, long commuting time to work and job insecurity. Working overtime regularly, having variable work schedules and being in a management position are most strongly associated with WLC in men, whereas in women the level of employment is the strongest explanatory variable by far, followed by variable work schedules and high job status (managerial position. In both men and women, WLC is associated with several physical and mental health problems. Employees with high or very high WLC show a comparatively high relative risk of self-reported poor health, anxiety and depression, lack of energy and optimism, serious backache, headaches, sleep disorders and fatigue. While overall prevalence rate of (very high WLC is higher in men than in women, associations between degrees of WLC and most health outcomes are stronger in women than in men. Conclusion This

  8. Beyond Work-Life "Integration".

    Science.gov (United States)

    Williams, Joan C; Berdahl, Jennifer L; Vandello, Joseph A

    2016-01-01

    Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man--the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done and life is lived meets resistance because it places these cherished identities at risk. Resistance to these identity threats keeps current workplace norms in place. This is why even the business case-which shows that current practices are not economically efficient-fails to persuade organizations to enact change. What is needed now is sustained attention to the implicit psychological infrastructure that cements the mismatch between today's workplace and today's workforce.

  9. Examining the nomological network of satisfaction with work-life balance.

    Science.gov (United States)

    Grawitch, Matthew J; Maloney, Patrick W; Barber, Larissa K; Mooshegian, Stephanie E

    2013-07-01

    This study expands on past work-life research by examining the nomological network of satisfaction with work-life balance-the overall appraisal or global assessment of how one manages time and energy across work and nonwork domains. Analyses using 456 employees at a midsized organization indicated expected relationships with bidirectional conflict, bidirectional facilitation, and satisfaction with work and nonwork life. Structural equation modeling supported the utility of satisfaction with balance as a unique component of work-life interface perceptions. Results also indicated that satisfaction with balance mediated the relationship between some conflict/facilitation and life satisfaction outcomes, though conflict and facilitation maintained unique predictive validity on domain specific outcomes (i.e., work-to-life conflict and facilitation with work life satisfaction; life-to-work conflict and facilitation with nonwork life satisfaction).

  10. 非工作时间在家办公对工作家庭冲突及工作生活质量的影响研究%The Impact of Working from Home during Off-job Time on Work-Family Conflict and Quality of Work Life

    Institute of Scientific and Technical Information of China (English)

    王振源; 段永嘉; 孙珊珊

    2015-01-01

    Working from home during off-job time improves the autonomy and flexibility of employee' s job, but it makes job "invade" life at the same time, and blurs the boundaries of work and life. Based on 423 questionnaires data, this paper examined the relationship between working from home during off-job time, job demand, job control, work-family conflict and quality of work life with Structural Equation Modeling( SEM) . The results show that working from home dur-ing off-job time is positively related to work-family conflict but has no positive effect on quality of work life;job control could mediate both the relationship between working from home during off-job time and work-family conflict and the rela-tionship between working from home during off-job time and quality of work life; while job demand could only mediate the relationship between working from home during off-job time and work-family conflict.%非工作时间在家办公一方面提高了员工的工作自主性和灵活性,另一方面使得工作"侵入"生活,模糊了工作与家庭的边界. 本文以上海多家企业的423名员工为研究对象,运用工作要求—控制模型分析非工作时间在家办公对员工工作家庭冲突及工作生活质量的影响. 结果发现:(1)非工作时间在家办公对工作家庭冲突有显著正向影响,对工作生活质量的影响不显著;(2)工作控制在非工作时间在家办公与工作家庭冲突和工作生活质量之间都具有中介作用;(3)工作要求只在非工作时间在家办公与工作家庭冲突之间具有中介作用,在非工作时间在家办公与工作生活质量之间没有中介作用.

  11. Quality in Modern Nordic Working Life

    DEFF Research Database (Denmark)

    Jacobsen, Stine; Bramming, Pia; Holt, Helle

    2013-01-01

    quality issues of modern working life. Welfare research, working environment research, and human resource management (HRM) research attack the multiple challenges of working life in different ways and share the overall objective of solving issues in modern working life. Research from the three......” to analyze how working life studies create meaning around quality issues of modern working life. OWL’s main focus is the multiple challenges faced by working people who are simultaneously individuals, citizens, and employees. We arrive at two main cross-disciplinary themes: boundary and quality. The boundary...... theme reflects an approach to solving the issues of modern working life through improvements of the working life balance. The quality theme reflects an approach to solving issues in modern working life by addressing quality of work, preventing stress, burnout, etc. The review only finds three studies...

  12. Quality in modern Nordic working life

    DEFF Research Database (Denmark)

    Jacobsen, Stine; Bramming, Pia; Holt, Helle

    2013-01-01

    quality issues of modern working life. Welfare research, working environment research, and human resource management (HRM) research attack the multiple challenges of working life in different ways and share the overall objective of solving issues in modern working life. Research from the three......” to analyze how working life studies create meaning around quality issues of modern working life. OWL’s main focus is the multiple challenges faced by working people who are simultaneously individuals, citizens, and employees. We arrive at two main cross-disciplinary themes: boundary and quality. The boundary...... theme reflects an approach to solving the issues of modern working life through improvements of the working life balance. The quality theme reflects an approach to solving issues in modern working life by addressing quality of work, preventing stress, burnout, etc. The review only finds three studies...

  13. Leadership and Work-Life Balance.

    Science.gov (United States)

    Mattock, Sarah L

    2015-01-01

    Simply stated, work-life balance is something that is both difficult to define and difficult to achieve. Leaders, throughout the continuum of trauma care, need to have a sound understanding of what work-life balance means and set an example of a healthy work-life balance for those they lead. This article offers strategies for enhancing work-life balance and challenges individuals to use self-reflection as a means to furthering their personal and professional growth.

  14. British pharmacists' work-life balance - is it a problem?

    Science.gov (United States)

    Seston, Elizabeth; Hassell, Karen

    2014-04-01

    Using a validated tool, the study aimed to explore pharmacists' experiences of maintaining work/life balance in a large, nationally representative sample of pharmacists in Great Britain (GB). A two-page postal questionnaire was sent in 2008 to all GB-domiciled pharmacists who were registered with the regulatory body for pharmacy in GB (just over 44 000 pharmacists). Demographic information, work patterns and other employment data were collected and analysed using regression techniques to explore the link between these characteristics and a validated measure of work/life balance. The response rate to the census was 69.6% (n = 30 517). Eighty-three per cent (n = 25 243) of respondents were working as a pharmacist and were therefore eligible to complete the work/life balance statements. The results reported here relate to 12 364 individuals who had full data for the work/life balance scale and the demographic and work variables. Findings indicate that age, ethnicity, having caring responsibilities, sector of practice, hours of work and type of job are significant predictors of work/life balance problems. Pharmacy employers and government should recognise the changing demographic characteristics of the profession and consider what support might be available to the workforce to help alleviate work/life balance problems being experienced by certain groups of pharmacists. © 2013 Royal Pharmaceutical Society.

  15. European top managers' support for work-life arrangements

    NARCIS (Netherlands)

    Been, W.M.

    2015-01-01

    In recent decades, work-life arrangements increasingly became an integral part of the organization of work. Arrangements such as telecommuting, flextime, part-time hours, and various types of leave arrangements are available to employees in many organizations. Top managers, such as CEOs, CFOs and me

  16. Organizational and individual determinants of using initiatives conducive to successful work-life balance

    National Research Council Canada - National Science Library

    Andysz, Aleksandra; Najder, Anna; Merecz-Kot, Dorota

    2014-01-01

    .... Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB) initiatives...

  17. ORGANIZATIONAL AND INDIVIDUAL DETERMINANTS OF USING INITIATIVES CONDUCIVE TO SUCCESSFUL WORK-LIFE BALANCE

    National Research Council Canada - National Science Library

    Andysz, Aleksandra; Najder, Anna; Merecz-Kot, Dorota

    2014-01-01

    .... Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB) initiatives...

  18. Quality in modern Nordic working life

    DEFF Research Database (Denmark)

    Jacobsen, Stine; Bramming, Pia; Holt, Helle

    2013-01-01

    perspectives, however, tends to compartmentalize life spheres. They conceptualize the modern working person as an individual, employee, or citizen, neglecting the complexity of lived life where all three spheres blur together, which possibly reflects the difficulty of making modern work life function well......” to analyze how working life studies create meaning around quality issues of modern working life. OWL’s main focus is the multiple challenges faced by working people who are simultaneously individuals, citizens, and employees. We arrive at two main cross-disciplinary themes: boundary and quality. The boundary...... theme reflects an approach to solving the issues of modern working life through improvements of the working life balance. The quality theme reflects an approach to solving issues in modern working life by addressing quality of work, preventing stress, burnout, etc. The review only finds three studies...

  19. Nordic Working Life Research - Continuity and Renewal

    DEFF Research Database (Denmark)

    Hvid, Helge Søndergaard; Bergholm, Tapio; Gonäs, Lena

    2011-01-01

    the research has been related. The challenges and tensions related to the research are not presented as being simply internal to the research work, they also reflect challenges and tensions in working life and institutions that are supposed to support working life. Current controversies in working life...... research in the four Nordic countries will briefly be presented, and institutional challenges for the research in the four countries will be exemplified. Finally, the aims of the journal will be outlined.......Working life research does not have clear boundaries; however its focus is quite clear: Changes in working life and how these changes affect qualifications, health, occupations, innovation, the economy, identity, social orientation and culture. The density of working life research is quite high...

  20. Nordic Working Life Research - Continuity and Renewal

    DEFF Research Database (Denmark)

    Hvid, Helge Søndergaard; Bergholm, Tapio; Gonäs, Lena

    2011-01-01

    the research has been related. The challenges and tensions related to the research are not presented as being simply internal to the research work, they also reflect challenges and tensions in working life and institutions that are supposed to support working life. Current controversies in working life...... research in the four Nordic countries will briefly be presented, and institutional challenges for the research in the four countries will be exemplified. Finally, the aims of the journal will be outlined.......Working life research does not have clear boundaries; however its focus is quite clear: Changes in working life and how these changes affect qualifications, health, occupations, innovation, the economy, identity, social orientation and culture. The density of working life research is quite high...

  1. Work-Life Balance: A Study In The Petroleum Industry

    Directory of Open Access Journals (Sweden)

    Judy De Villiers

    2003-11-01

    Full Text Available A qualitative study was completed to discover how employees of a company in the petroleum industry define and experience the phenomenon of work-life balance, to identify the workplace determinants of work-life imbalance and to elicit some solutions for the problem. It was found that work-life balance is a personal issue that varies across time and situations and the underlying conflict experienced pertains to role overload and role interference. The most significant work-life conflict arises from complex workplace issues, including managing change, supervisory and technical competences, leadership, roles and accountabilities, and culture. Solutions to address the workplace issues, as well as the development of individual balance-enabling skills, are suggested. Opsomming’n Kwalitatiewe studie is onderneem om vas te stel hoe die werknemers van ’n maatskappy in die petroleumnywerheid die fenomeen van die werk-lewe ewewig definieer en ervaar, om die werkpleksdeterminante van ’n werk-lewe onewewigtigheid te identifiseer en om sekere oplossings vir die probleem aan die hand te doen. Dit is gevind dat werk-lewe ewewig ’n persoonlike saak is wat oor tyd en omstandighede varieer en die ervaarde onderliggende konflik na roloorladingsrolle en -inmenging verwys. Die mees betekenisvolle werk-lewe konflik tree na vore vanuit komplekse werkplekaangeleenthede, insluitende die bestuur van veranderings, toesighoudende en tegniese vaardighede, leierskap, rolle en aanspreeklikheid, asook kultuur. Oplossings om die werkpleksake aan te spreek, asook die ontwikkeling van individuele vaardighede om ’n ewewig teweeg te bring, word voorgestel.

  2. Turn to Practice Within Working Life Studies

    DEFF Research Database (Denmark)

    Buch, Anders; Andersen, Vibeke; Klemsdal, Lars

    2015-01-01

    What does practice theory and practice-based studies have to offer working life studies? This is the seminal question this special issue poses. In seven articles, researchers with an affiliation to Nordic working life studies and with a background in practice theory illustrate and reflect on how...... practice theoretical approaches can help working life studies in better understanding work practices and the material, technological, economic, organizational, and societal conditions that shape and are shaped by these practices. In addition, this issue contains three reviews of recent practice theoretical...

  3. Work-Life Conflict and Social Inequality in Western Europe

    Science.gov (United States)

    McGinnity, Frances; Calvert, Emma

    2009-01-01

    Recent debates on time-use suggest that there is an inverse relationship between time poverty and income poverty (Aguiar and Hurst in Q J Econ C(3):969-1006, "2007"), with Hammermesh and Lee (Rev Econ Stat 89(2):374-383, "2007") suggesting much time poverty is "yuppie kvetch" or "complaining". Gershuny (Soc…

  4. Work-life balance and welfare.

    Science.gov (United States)

    Evans, Lois; Young, Greg

    2017-04-01

    An online survey and focus groups were conducted, providing qualitative information on the work-life balance of psychiatrists and trainees in Australasia. An invitation to participate in an anonymous online welfare survey was emailed to all the Royal Australian and New Zealand College of Psychiatrists trainees, Fellows, and Affiliates. Following this, nine focus groups were held across Australia and New Zealand. Responses received were thematically analysed. The emergent patterns are presented in this report. Our research suggests that work-life balance can be subjectively and objectively measured. There are phases of good and bad work-life balance, depending on stage of career and other commitments. Work-life balance may be an indicator of the health of individuals and organisations. Due to its complexity, with intrinsic and extrinsic factors involved, solutions are unlikely to be simple. Further studies are needed to substantiate our findings.

  5. Quality in modern Nordic working life

    DEFF Research Database (Denmark)

    Jacobsen, Stine; Bramming, Pia; Holt, Helle

    2013-01-01

    Nordic working life balance is important in the context of a highly developed welfare state, budget collaboration between the State and municipalities, and a unified labor movement. In working life studies, various research perspectives create meaning around and propose solutions for the many...... and supplementing of the three perspectives especially with regard to facilitation of families with small children, an intensified focus on inclusive workplaces, and a higher degree of correlation between HRM, working environment, and welfare policies....

  6. Quality in Modern Nordic Working Life

    DEFF Research Database (Denmark)

    Jacobsen, Stine; Bramming, Pia; Holt, Helle

    2013-01-01

    Nordic working life balance is important in the context of a highly developed welfare state, budget collaboration between the State and municipalities, and a unified labor movement. In working life studies, various research perspectives create meaning around and propose solutions for the many...... and supplementing of the three perspectives especially with regard to facilitation of families with small children, an intensified focus on inclusive workplaces, and a higher degree of correlation between HRM, working environment, and welfare policies....

  7. Why work-life balance now?

    OpenAIRE

    Fleetwood, Steve

    2006-01-01

    In the vast literature on work-life balance one question remains seriously under-elaborated: Why now? The paper opens by recognising that flexible working practices can be employee friendly or employer friendly, and that current employer friendly practices tend to constrain, rather than enable, possibilities for work-life balance. Part two introduces neoliberalism, interpreting it as a new class strategy: the iron fist of a renewed ruling class offensive is wrapped in the velvet glove of free...

  8. Perspectives on Nordic Working Life Research

    Directory of Open Access Journals (Sweden)

    Jan Ch. Karlsson

    2013-09-01

    Full Text Available Welcome to this Thematic Issue on Perspectives on Nordic Working Life Research! It is perhaps not that surprising that a journal called Nordic Journal of Working Life Studies contains many discussions about “Nordic Models”: What is the Nordic Welfare State Model? What has happened to it lately? Is there still one? Has there ever been one? What about the Nordic Industrial Relations Model—is it on its way to be abandoned? And the Nordic Labor Market Model? Or the Nordic Work Environment Model? In contrast, in the Thematic Issue part of this issue of NJWLS Nordic working life research itself is discussed. Editing the issue has led me to some (selfcritical reflections on Nordic working life research—or perhaps rather reflections on the self-image of Nordic working life researchers. We often say that two of the cornerstones of Nordic working life research are the assumption that there is a positive correlation between employee autonomy at work and higher productivity, and that our research tradition is different from those found in other geographical areas (and, implicitly, probably better. Being part of the Nordic tradition, I too have claimed both, but I now think both needs to be qualified and critically discussed. Or rather, the first needs to be qualified and the consequences of the other critically evaluated (...

  9. A Longitudinal Examination of Work-Life Balance in the Collegiate Setting

    National Research Council Canada - National Science Library

    Mazerolle, Stephanie; Eason, Christianne

    2016-01-01

    The literature regarding work-life balance (WLB) is plentiful, particularly in the National Collegiate Athletic Association Division I collegiate setting due to its demanding nature as defined by work hours and travel...

  10. Work-life balance in an industrial setting. Focus on advocacy.

    Science.gov (United States)

    Dow-Clarke, R Anne

    2002-02-01

    1. Employers have a role in assisting workers to manage conflicting priorities of work and family. 2. Management support and sensitivity to family and home life responsibilities and flexible application of policies are believed to be key factors in promoting work-life balance in the workplace. 3. Occupational health nurses have a role in advocating for revised company policies to assist employees to achieve and maintain a work-life balance. The information provided in this article can be used to guide future evaluation for the reduction of barriers to employee work-life balance.

  11. WORK / LIFE BALANCE REFLECTIONS ON EMPLOYEE SATISFACTION

    Directory of Open Access Journals (Sweden)

    Selvarani

    2011-03-01

    Full Text Available The aim of this research is to analyze the relationship between employee satisfaction andwork/life balance. The construct used for this research consists of career opportunity, recognition,work tasks, payments, benefits, superior subordinate relationship, employee satisfaction, andwork/life balance. The study was conducted on a total of 210 respondents working in IT organization.This study makes a contribution to join two distinct research streams, namely employee satisfaction,and work/life balance. Findings suggest that high correlation exists between work task and employeesatisfaction with a mediator variable namely work-life balance.

  12. A balancing act? Work-life balance, health and well-being in European welfare states.

    Science.gov (United States)

    Lunau, Thorsten; Bambra, Clare; Eikemo, Terje A; van der Wel, Kjetil A; Dragano, Nico

    2014-06-01

    Recent analyses have shown that adverse psychosocial working conditions, such as job strain and effort-reward imbalance, vary by country and welfare state regimes. Another work-related factor with potential impact on health is a poor work-life balance. The aims of this study are to determine the association between a poor work-life balance and poor health across a variety of European countries and to explore the variation of work-life balance between European countries. Data from the 2010 European Working Conditions Survey were used with 24,096 employees in 27 European countries. Work-life balance is measured with a question on the fit between working hours and family or social commitments. The WHO-5 well-being index and self-rated general health are used as health indicators. Logistic multilevel models were calculated to assess the association between work-life balance and health indicators and to explore the between-country variation of a poor work-life balance. Employees reporting a poor work-life balance reported more health problems (Poor well-being: OR = 2.06, 95% CI = 1.83-2.31; Poor self-rated health: OR = 2.00, 95% CI = 1.84-2.17). The associations were very similar for men and women. A considerable part of the between-country variation of work-life balance is explained by working hours, working time regulations and welfare state regimes. The best overall work-life balance is reported by Scandinavian men and women. This study provides some evidence on the public health impact of a poor work-life balance and that working time regulations and welfare state characteristics can influence the work-life balance of employees. © The Author 2014. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

  13. Work-life Experience and Learner Identity

    DEFF Research Database (Denmark)

    Kondrup, Sissel

    2013-01-01

    In order to examine how orientations toward learning activities are situated in and conditioned by specific work-life experiences it is crucial to develop a dialectic concept of learner identity. Based on a qualitative research-project (Kondrup 2012) this paper outlines how unskilled work forms a...

  14. Work-life Experience and Learner Identity

    DEFF Research Database (Denmark)

    Kondrup, Sissel

    2013-01-01

    In order to examine how orientations toward learning activities are situated in and conditioned by specific work-life experiences it is crucial to develop a dialectic concept of learner identity. Based on a qualitative research-project (Kondrup 2012) this paper outlines how unskilled work forms a...

  15. Methodological triangulation in work life research

    DEFF Research Database (Denmark)

    Warring, Niels

    Based on examples from two research projects on preschool teachers' work, the paper will discuss potentials and challenges in methodological triangulation in work life research. Analysis of ethnographic and phenomenological inspired observations of everyday life in day care centers formed the basis...

  16. [Favouring the work-life balance].

    Science.gov (United States)

    Masurelle, Franck

    2015-01-01

    Saint-Amand-les-Eaux general hospital, in the north of France, actively promotes quality of life at work for its staff. In 2014, during National Quality of Life at Work week, the hospital put in place a programme of activities encouraging a better work-life balance. Copyright © 2015 Elsevier Masson SAS. All rights reserved.

  17. Quality of work life in doctors working with cancer patients.

    Science.gov (United States)

    Bragard, I; Dupuis, G; Razavi, D; Reynaert, C; Etienne, A-M

    2012-01-01

    Although studies have shown that medical residents experience poor psychological health and poor organizational conditions, their quality of work life (QWL) had not been measured. A new tool, the Quality of Work Life Systemic Inventory (QWLSI), proposes to fill the gap in the definition and assessment of this concept. To confirm the convergent validity of the QWLSI, analyse Belgian medical residents' QWL with the QWLSI and discuss an intervention methodology based on the analysis of the QWLSI. One hundred and thirteen medical residents participated between 2002 and 2006. They completed the QWLSI, the Maslach Burnout Inventory and the Job Stress Survey to confirm the correspondence between these three tools. Residents' low QWL predicted high emotional exhaustion (β = 0.282; P work schedule (μ = 9; SD = 6.3), support offered to employee (μ = 7.6; SD = 6.1) and working relationship with superiors (μ = 6.9; SD = 5.3). The results confirm that the QWLSI can provide an indication of workers' health well-being and of organizational performance in different areas of work life. The problem factors found among Belgian medical residents suggest that prevention should focus on reduction of work hours, development of support and change in leadership style.

  18. Work-life balance: Does age matter?

    Science.gov (United States)

    Richert-Kaźmierska, Anita; Stankiewicz, Katarzyna

    2016-11-22

    Work-life balance is a priority of EU policies but at the same time demographic change affects the labour market. Employers have to deal with the ageing of their employees and adjust human resource management to maintain their competitiveness. The purpose of the article is to answer research questions: whether the age of workers determines their assessment of the work-life balance, and whether there is a relationship between the worker's age and their assessment of the activities undertaken by their employer to provide them with work-life balance. The article is based on the results of surveys conducted among 500 employees of the SME sector from Finland, Lithuania and Sweden. The results identified a statistically significant difference: employees representing older age groups are more likely to indicate the maintenance of WLB; older workers more frequently do not agree that all workers have equal opportunities to benefit from flexible solutions aimed at ensuring the maintenance of WLB. The results can be the inspiration for the decisions and actions of employers in the field of personnel management and for creating workplace conditions encouraging senior workers to continue working, even upon becoming entitled to old-age pension.

  19. Exploring Senior Level Athletic Training Students' Perceptions on Burnout and Work-Life Balance

    Science.gov (United States)

    Barrett, Jessica L.; Mazerolle, Stephanie M.; Eason, Christianne M.

    2016-01-01

    Context: The professional socialization process enables athletic training students (ATSs) to gain insights into behaviors, values, and attitudes that characterize their chosen profession. However, the process often focuses on skill development over professional issues. ATSs may be exposed to burnout and work-life conflict, which may impact their…

  20. Exploring Senior Level Athletic Training Students' Perceptions on Burnout and Work-Life Balance

    Science.gov (United States)

    Barrett, Jessica L.; Mazerolle, Stephanie M.; Eason, Christianne M.

    2016-01-01

    Context: The professional socialization process enables athletic training students (ATSs) to gain insights into behaviors, values, and attitudes that characterize their chosen profession. However, the process often focuses on skill development over professional issues. ATSs may be exposed to burnout and work-life conflict, which may impact their…

  1. Barriers to work-life balance for hospital nurses.

    Science.gov (United States)

    Mullen, Kathleen

    2015-03-01

    Nurses are loyal to their patients and coworkers. They often put the needs of others before their own and sometimes even before the needs of their families. This concern for others can cause conflicts that manifest as stress. Of the more than 2 million nurses in the United States, more than 62% work in hospitals. Hospitals are known to be both rewarding and stressful places to work. Like most workers, nurses face the challenge of balancing demands and achievements of work with those in their private lives. Hospital leaders can facilitate improved work-life balance (WLB) for hospital nurses by using tools already in place. Equally important, nurses can use their knowledge and resources to nurse the nurse within, which can greatly improve their experience of WLB, independent of the demands of their work environment. © 2015 The Author(s).

  2. Quality of Work Life - A Study

    Science.gov (United States)

    Mily Velayudhan, T. K., Dr.; Yameni, M. D.

    2017-05-01

    The main objective or the purpose of this research is to investigate and identify the significance of work environment towards the performance and also to study the effectiveness of the QWL in the organization. Methods/Analysis:In order to meet the stated objectives a structured questionnaire was framed and data was collected using convenience sampling from 123 employees of the steel manufacturing organization in Chennai, and to study the significant association chi-square was used by the researcher. Findings:QWL of the employees of this steel company can be improved by conducting some more training classes for the employees who are falling in the category of more than 3 to 4 years of experience and >4 years of experience which would boost their self confidence and help them attain their level of satisfaction. Similarly the organization can give some more security to the employees falling in the category of 41 and above so that they feel quite secure in the hand of organization and they can give their paramount performance. Novelty/Improvement:This empirical article on Quality of Work life - A Study’s structured questionnairecan be applied as an Employee opinion Survey taken in once in 6 months on knowing the quality of work life. By doing this survey organizations can get to know the quality of work life of the employees and take necessary steps to improve the QWL among all the Employees. It also helps the employers to know that their employees who are working in their organization are happily working leading to good QWL which will boost up their performance to come happily daily to their work place.

  3. Study of Quality of Work Life (QWL

    Directory of Open Access Journals (Sweden)

    G Nasl Saraji

    2006-08-01

    Full Text Available A high quality of work life (QWL is essential for organizations to continue to attract and retain employees. QWL is a comprehensive program designated to improve employee satisfaction. This research aimed to provide insights into the positive and negative attitudes of Tehran University of Medical Sciences (TUMS Hospitals’ employees from their quality of life. A cross- sectional, descriptive and analytical study was conducted among 908 TUMS hospitals’ employees by questionnaire at 15 studied hospitals. A stratified random sampling technique was used to select respondents as nursing, supportive and paramedical groups. The results showed that the majority of employees were dissatisfied with occupational health and safety, intermediate and senior managers , their income, balance between the time they spent working and with family and also indicated that their work was not interesting and satisfying. TUMS hospitals’ employees responding to this survey have a poor quality of work life. We suggest more training and educations for TUMS hospitals’ managers on QWL issues are planned.

  4. Flexible Training's Intrusion on Work/Life Balance

    Directory of Open Access Journals (Sweden)

    Zane BERGE

    2005-04-01

    Full Text Available Flexible Training's Intrusion on Work/Life Balance Seema TAKIYAJennifer ARCHBOLDZane BERGEBaltimore, USA Learning interventions should be aligned with the human learning system. To be effective, they have to support human learning, not work against it. Thalheimer, 2004 ABSTRACT With more companies allowing “flextime”, more access to elearning, and telecomuting, the line between workplace flexibility and work-life balance begins to blur. Companies “sell” to employees the flexibility of being able to complete training programs from the comfort of the participant's home, allowing them to learn at their own speed. In many ways, this solution is of great value to many employees. What also must be considered with the flexibility such training offers, is the unintentional consequences. This article explores questions such as does this flexibility create a 24-hour work day where the employee is continually accessible to work? Does it result in less family, personal and leisure time to the detriment of the worker?

  5. A national comparison of burnout and work-life balance among internal medicine hospitalists and outpatient general internists.

    Science.gov (United States)

    Roberts, Daniel L; Shanafelt, Tait D; Dyrbye, Liselotte N; West, Colin P

    2014-03-01

    General internists suffer higher rates of burnout and lower satisfaction with work-life balance than most specialties, but the impact of inpatient vs outpatient practice location is unclear. Physicians in the American Medical Association Physician Masterfile were previously surveyed about burnout, depression, suicidal ideation, quality of life, fatigue, work-life balance, career plans, and health behaviors. We extracted and compared data for these variables for the 130 internal medicine hospitalists and 448 outpatient general internists who participated. Analyses were adjusted for age, sex, hours worked, and practice setting. There were 52.3% of the hospitalists and 54.5% of the outpatient internists affected by burnout (P = 0.86). High scores on the emotional exhaustion subscale (43.8% vs 48.1%, P = 0.71) and on the depersonalization subscale (42.3% vs 32.7%, P = 0.17) were common but similar in frequency in the 2 groups. Hospitalists were more likely to score low on the personal accomplishment subscale (20.3% vs 9.6%, P = 0.04). There were no differences in symptoms of depression (40.3% for hospitalists vs 40.0% for outpatient internists, P = 0.73) or recent suicidality (9.2% vs 5.8%, P = 0.15). Rates of reported recent work-home conflict were similar (48.4% vs 41.3%, P = 0.64), but hospitalists were more likely to agree that their work schedule leaves enough time for their personal life and family (50.0% vs 42.0%, P = 0.007). Burnout was common among both hospitalists and outpatient general internists, although hospitalists were more satisfied with work-life balance. A better understanding of the causes of distress and identification of solutions for all internists is needed. © 2014 Society of Hospital Medicine.

  6. Work-Life Balance and Ideal Worker Expectations for Administrators

    Science.gov (United States)

    Wilk, Kelly E.

    2016-01-01

    This chapter explores the work-life experiences of administrators as well as whether and how the ideal worker model affects those experiences. Departmental and supervisory differences and technology complicate administrators' work-life experiences.

  7. Work-Life Balance and Ideal Worker Expectations for Administrators

    Science.gov (United States)

    Wilk, Kelly E.

    2016-01-01

    This chapter explores the work-life experiences of administrators as well as whether and how the ideal worker model affects those experiences. Departmental and supervisory differences and technology complicate administrators' work-life experiences.

  8. Employee Work-Life Balance as an HR Imperative | Igbinomwanhia ...

    African Journals Online (AJOL)

    Employee Work-Life Balance as an HR Imperative. ... With the growing diversity of family structures represented in today‟s workforce, ... of managing an employee's work-life balance have increased markedly over the past 20 years.

  9. Working-life - A paradox in Knowledge-Intensive Companies

    DEFF Research Database (Denmark)

    Ipsen, Christine

    2004-01-01

    A Working-Life Paradox in Knowledge Intensive Companies Keywords: Knowledge work, knowledge management, working-life, consulting companies. The purpose of this article is to identify the influence knowledge-work has on working life of the personnel in knowledge-intensive companies, more precisely...

  10. Supporting Students' Pedagogical Working Life Horizon in Higher Education

    Science.gov (United States)

    Penttinen, Leena; Skaniakos, Terhi; Lairio, Marjatta

    2013-01-01

    In this article, we introduce a model of a pedagogical working life horizon. It encompasses questions posed by individual students concerning their future and incorporates the idea of a working life orientation to the pedagogical possibilities within education. Working life orientation consists of three elements: individual relationship, knowledge…

  11. Working-life - A paradox in Knowledge-Intensive Companies

    DEFF Research Database (Denmark)

    Ipsen, Christine

    2004-01-01

    A Working-Life Paradox in Knowledge Intensive Companies Keywords: Knowledge work, knowledge management, working-life, consulting companies. The purpose of this article is to identify the influence knowledge-work has on working life of the personnel in knowledge-intensive companies, more precisely...

  12. Inner and Outer Life at Work. The Roots and Horizon of Psychoanalytically Informed Work Life Research

    DEFF Research Database (Denmark)

    Lundgaard Andersen, Linda

    2013-01-01

    of personalised competences and work investments in welfare services, the transformation from subject-object relationships to subject-subject relationships and the emergence of the "learning organisations" and reflexive leadership. All of this has been the subject of critical analyses tracing modern work life...... identities, conflicts, organisational and societal structuration. Against this background the accounts and conceptualisations of work life involving people to people interactions offered by psychodynamic theories and methods take up a pivotal position. Psychoanalytic organisational and work life research...... explores how work, organisations and individuals are affected by psychic dynamics, the influence of the unconscious in the forms of human development and interaction situated in a societal context. Based on this substantial work I draw upon two influential psychoanalytical positions – the British Tavistock...

  13. Busy yet socially engaged: volunteering, work-life balance, and health in the working population.

    Science.gov (United States)

    Ramos, Romualdo; Brauchli, Rebecca; Bauer, Georg; Wehner, Theo; Hämmig, Oliver

    2015-02-01

    To understand the relationship between volunteering and health in the overlooked yet highly engaged working population, adopting a contextualizing balance approach. We hypothesize that volunteering may function as a psychosocial resource, contributing to work-life balance and, ultimately, health. A total of 746 Swiss workers participated in an online survey; 35% (N = 264) were additionally volunteers in a nonprofit organization. We assessed volunteering, work-life balance perceptions, paid job demands, and resources and health outcomes. After controlling for job characteristics, volunteering was associated with less work-life conflict, burnout and stress, and better positive mental health. Results further revealed that balance perceptions partly explained the relationship between volunteering and health. Volunteering, albeit energy and time-consuming, may contribute to a greater sense of balance for people in the workforce, which might, in turn, positively influence health.

  14. A Longitudinal Examination of Work-Life Balance in the Collegiate Setting.

    Science.gov (United States)

    Mazerolle, Stephanie; Eason, Christianne

    2016-03-01

    The literature regarding work-life balance (WLB) is plentiful, particularly in the National Collegiate Athletic Association Division I collegiate setting due to its demanding nature as defined by work hours and travel. Despite the comprehensive understanding of factors contributing to WLB for athletic trainers (ATs) in this setting, the effect of time of year has yet to be investigated. To determine the influence sport season timing (ie, preseason, in-season, off-season) can have on perceptions and experiences of WLB for ATs. Qualitative, case-study design. Division I collegiate practice setting. Six ATs employed in the Division I college setting (3 women, 3 men) volunteered and completed our study over 1 year. The average age of participants was 31.0 ± 3 years, and they had 9.0 ± 3 years of experience. We conducted semistructured one-on-one phone interviews with each participant at 4 points during the year (August, November, February, June). All interviews were transcribed verbatim. Data were analyzed inductively, and we used peer review, multiple-analyst triangulation, and member checks for credibility. Time of year (eg, competitive in-season), organizational demands (eg, hours and travel), and life stage (eg, roles assumed) were factors that influenced WLB for ATs in the collegiate setting. Having a positive and adaptable mind-set; having coworker, supervisor, and personal support; and engaging in personal or family time were factors that counterbalanced the inhibitors. Our results indicate that a career as an AT in the collegiate setting can create WLB concerns; these concerns, however, seem to peak during the competitive in-season for the AT's primary coverage team. Additionally, conflict that arises for ATs seems to be stimulated by time, as work roles are often less accommodating due to the athletic atmosphere.

  15. Towards a better work/life balance

    CERN Document Server

    Staff Association

    2014-01-01

    In addition to the family measures discussed in Echo 204, we propose here a set of more general measures to improve work life/balance of all staff throughout their careers. These measures are primarily aimed at simplifying existing procedures or making them more flexible. Work from home The Organization allows working from home for up to one day a week for a duly justified reason and subject to approval by one’s hierarchy. However, the current procedure lacks flexibility and transparency. Figure 1 shows that a large fraction of staff wants to be able to work from home for more than one day per week. The possibility to introduce occasional requests to work from home via a simplified procedure is desired by a majority (Fig. 2). These changes to the procedure for working from home are inspired by the positive experience in other companies. They have contributed to an improvement in staff motivation. We believe that such adjustments will also have a positive effect on the efficiency of the Org...

  16. The Measurement of Quality of Working life

    Directory of Open Access Journals (Sweden)

    C. Orpen

    1983-11-01

    Full Text Available This paper argues that the questionnaire measures of job satisfaction relied on for so long by industrial psychologists do not provide information that can help improve quality of working life. There is little agreement as to what is measured by such scales and the employees' responses to them reflect a variety of things besides satisfaction with their jobs. The problems with job satisfaction measures are highlighted by the fact that such measures have shown high and stable levels of job satisfaction at a time when signs of employee frustration and alienation have been increasing. It is argued that industrial psychologists need to develop quite different ways of assessing job satisfaction in which the subjects participate in the development of the measuring instruments themselves. OpsommingDie bruikbaarheid van vraelyste om inligting te voorsien op grond waarvan die gehalte van 'n werklewe nagevors kan word, word bevraagteken. Daar is weinig ooreenstemming oor wat sodanige vraelyste meet. Die probleem word onderstreep deur die feit dat navorsing waarin sodanige meetinstrumente gebruik word deurgaans 'n hoë mate van werkstevredenheid toon terwyl werknemerfrustrasie en vervreemding aan die orde van die dag is. 'n Nuwe benadering tot die bepaling van werkstevredenheid word bepleit waarin die werknemer deelneem aan die ontwikkeling van die meetinstrumente wat gebruik word.

  17. Radiology employees' quality of work life.

    Science.gov (United States)

    Dargahi, Hussein; Changizi, Vahid; Jazayeri Gharabagh, Elaheh

    2012-01-01

    Quality of work Life (QWL) originates from interactions between employees' needs and relative organizational resources. QWL is aimed to improve and retain employees' satisfaction, productivity and effectiveness of all organizations. A cross-sectional descriptive study was conducted among 15 Tehran University of Medical Sciences. A Cross-Sectional, descriptive study was conducted among 15 Tehran University of Medical Sciences' Hospitals' Radiology Departments' Employees by QWL questionnaire. Respondents were asked to express their attitudes about a range of key factors as the most important issues impacting their QWL. The data was collected and analyzed by SPSS version 15 software. Most of the respondents indicated that they were unsatisfied and very unsatisfied with key factors of their QWL. Comparison of QWL key factors of TUMS radiology employees with the other countries indicated that most of the employees are unsatisfied with their poor QWL factors. We hope, the implications of these findings deliberate to improve QWL within each of TUMS hospitals radiology departments and also be relevant and value to policymakers of healthcare organizations in Iran.

  18. The Relationship between Work-Life Conflict/Work-Life Balance and Operational Effectiveness in the Canadian Forces

    Science.gov (United States)

    2006-12-01

    fins de ce document, l’efficacité opérationnelle désigne les intentions de mouvement , le degré d’engagement envers le travail, la santé physique et...accroissement du rythme des affectations tient à une foule de facteurs, et notamment à la diminution de la taille des FC consécutive à la réduction par le...pendant l’instruction – désigne les intentions de mouvement , le degré d’engagement envers le travail, le rendement au travail, la santé physique et

  19. Predictors of physician career satisfaction, work-life balance, and burnout.

    Science.gov (United States)

    Keeton, Kristie; Fenner, Dee E; Johnson, Timothy R B; Hayward, Rodney A

    2007-04-01

    To explore factors associated with physician career satisfaction, work-life balance, and burnout focusing on differences across age, gender, and specialty. A cross-sectional, mailed, self-administered survey was sent to a national sample of 2,000 randomly-selected physicians, stratified by specialty, age, and gender (response rate 48%). Main outcome measures included career satisfaction, burnout, and work-life balance. Scales ranged from 1 to 100. Both women and men report being highly satisfied with their careers (79% compared with 76%, Psatisfaction with work-life balance (48% compared with 49%, P=.24), and having moderate levels of emotional resilience (51% compared with 53%, P=.09). Measures of burnout strongly predicted career satisfaction (standardized beta 0.36-0.60, Pcareer satisfaction, work-life balance, or burnout. This national physician survey suggests that physicians can struggle with work-life balance yet remain highly satisfied with their career. Burnout is an important predictor of career satisfaction, and control over schedule and work hours are the most important predictors of work-life balance and burnout. II.

  20. The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care

    NARCIS (Netherlands)

    Weert, van J.C.M.; Dulmen, van A.M.; Spreeuwenberg, P.M.M.; Bensing, J.M.; Ribbe, M.W.

    2005-01-01

    BACKGROUND: Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of

  1. The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care.

    NARCIS (Netherlands)

    Weert, J.C.M. van; Dulmen, A.M. van; Spreeuwenberg, P.; Bensing, J.M.; Ribbe, M.W.

    2005-01-01

    BACKGROUND: Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of

  2. The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care.

    NARCIS (Netherlands)

    Weert, J.C.M. van; Dulmen, A.M. van; Spreeuwenberg, P.; Bensing, J.M.; Ribbe, M.W.

    2005-01-01

    BACKGROUND: Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of dement

  3. The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care

    NARCIS (Netherlands)

    Weert, van J.C.M.; Dulmen, van A.M.; Spreeuwenberg, P.M.M.; Bensing, J.M.; Ribbe, M.W.

    2005-01-01

    BACKGROUND: Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of dement

  4. Career satisfaction and work-life balance of specialist orthodontists within the UK/ROI.

    Science.gov (United States)

    Al-Junaid, S M; Hodges, S J; Petrie, A; Cunningham, S J

    2017-07-07

    Objectives To investigate factors affecting career satisfaction and work-life balance in specialist orthodontists in the UK/ROI.Design and setting Prospective questionnaire-based study.Subjects and methods The questionnaire was sent to specialist orthodontists who were members of the British Orthodontic Society.Results Orthodontists reported high levels of career satisfaction (median score 90/100). Career satisfaction was significantly higher in those who exhibited: i) satisfaction with working hours; ii) satisfaction with the level of control over their working day; iii) ability to manage unexpected home events; and iv) confidence in how readily they managed patient expectations. The work-life balance score was lower than the career satisfaction score but the median score was 75/100. Work-life balance scores were significantly affected by the same four factors, but additionally were higher in those who worked part-time.Conclusions Orthodontists in this study were highly satisfied with their career and the majority responded that they would choose orthodontics again. Work-life balance scores were lower than career satisfaction scores but still relatively high. It is important for the profession to consider ways of maintaining, or improving, career satisfaction and work-life balance; including maintaining flexibility of working hours and ensuring that all clinicians have ready access to appropriate training courses throughout their careers (for example, management of patient expectations).

  5. Work-Life Balance v mezinárodním kontextu

    OpenAIRE

    Josefová, Veronika

    2009-01-01

    Work-life balance is often a discussed topic in most industrialized countries. Many employees are dissatisfied with working hours, high labor intensity and stress at work. A large number of employees would prefer flexible working hours, part-time, which would lead to better opportunities for reconciling work and family life. Individuals are trying to find a balance between professional and personal interests, some are even forced to decide whether to give priority to family and private life. ...

  6. Cohort Working Life Tables for Older Canadians

    Directory of Open Access Journals (Sweden)

    Spencer, Byron G.

    2010-01-01

    Full Text Available AbstractWe construct cohort working life tables for Canadian men and women aged 50and older and, for comparison, corresponding period tables. The tables arederived using annual single-age time series of participation rates for 1976-2006from the master files of the Statistics Canada Labour Force Survey. The cohortcalculations are based on stochastic projections of mortality coupled withalternative assumptions about future participation rates. Separate tables areprovided for the years 1976, 1991, and 2006, thus spanning a period ofsubstantial gains in life expectancy and strong upward trends in femaleparticipation. Life expectancies based on the cohort tables are greater thanthose based on the period tables, for both men and women, and that is reflectedin increased retirement expectancies. For example, a male aged 50 in 1976could have expected to live three years longer and to have almost four moreyears in retirement, based on the male cohort table under medium assumptions,as compared with the corresponding period table.RésuméNous avons établis des tables de vie active par génération pour les Canadiens etCanadiennes âgés de 50 ans ou plus ainsi que des tables du momentcorrespondantes pour servir de comparaison. Les tables sont dérivées à l'aidede séries chronologiques annuelles d'un seul âge pour le taux d'activité pour lesannées 1976 à 2006 provenant des fichiers maîtres de l'Enquête sur lapopulation active de Statistique Canada. Les calculs par génération sont baséessur des projections stochastiques de mortalité et sur des suppositions quant àde futurs taux d'activité possibles. Des tables séparées ont été établies pour lesannées 1976, 1991 et 2006 ; ce qui représente une période qui a vu des gainssubstantiels en ce qui concerne l'espérance de vie et une forte hausse d'activitéchez les femmes. Les espérance de vie basées sur les tables par génération sontplus élevées que celles basées sur les tables du

  7. Work-Life Balance and Work Satisfaction in Workplace

    OpenAIRE

    Soo, Chin Hock

    2014-01-01

    This study aims to investigate whether the workplace environment in an ICT organizations are conducive for the employees to use work-life balance and secondary investigation will involving whether the ability to have work-life balance will increase the happiness and this job satisfaction and leads to higher productivity. A questionnaire which consisted of all the work-life balance activities in the ICT organization were sent out and a total of 94 respondents whom worked in ICT organizations h...

  8. Work-life balance among married women employees

    Directory of Open Access Journals (Sweden)

    Reddy N

    2010-01-01

    Full Text Available Family-work conflict (FWC and work-family conflict (WFC are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. Studies have identified several variables that influence the level of WFC and FWC. Variables such as the size of family, the age of children, the work hours and the level of social support impact the experience of WFC and FWC. However, these variables have been conceptualized as antecedents of WFC and FWC; it is also important to consider the consequences these variables have on psychological distress and wellbeing of the working women. Aim : to study various factors which could lead to WFC and FWC among married women employees. Materials and Methods : The sample consisted of a total of 90 married working women of age between 20 and 50 years. WFC and FWC Scale was administered to measure WFC and FWC of working women. The obtained data were analyzed using descriptive and inferential statistics. Carl Pearson′s Correlation was used to find the relationship between the different variables. Findings and Conclusion : The findings of the study emphasized the need to formulate guidelines for the management of WFCs at organizational level as it is related to job satisfaction and performance of the employees.

  9. Work-life balance/imbalance: the dominance of the middle class and the neglect of the working class.

    Science.gov (United States)

    Warren, Tracey

    2015-12-01

    The paper was stimulated by the relative absence of the working class from work-life debates. The common conclusion from work-life studies is that work-life imbalance is largely a middle-class problem. It is argued here that this classed assertion is a direct outcome of a particular and narrow interpretation of work-life imbalance in which time is seen to be the major cause of difficulty. Labour market time, and too much of it, dominates the conceptualization of work-life and its measurement too. This heavy focus on too much labour market time has rendered largely invisible from dominant work-life discourses the types of imbalance that are more likely to impact the working class. The paper's analysis of large UK data-sets demonstrates a reduction in hours worked by working-class men, more part-time employment in working-class occupations, and a substantial growth in levels of reported financial insecurity amongst the working classes after the 2008-9 recession. It shows too that economic-based work-life imbalance is associated with lower levels of life satisfaction than is temporal imbalance. The paper concludes that the dominant conceptualization of work-life disregards the major work-life challenge experienced by the working class: economic precarity. The work-life balance debate needs to more fully incorporate economic-based work-life imbalance if it is to better represent class inequalities. © London School of Economics and Political Science 2015.

  10. Work-Life Balance: Beyond the Rhetoric. IES Report.

    Science.gov (United States)

    Kodz, J.; Harper, H.; Dench, S.

    The current status of British policy and practice related to work-life balance was examined through case studies of six organizations identified as having well-developed work-life balance and flexible working practices. Interviews were conducted with human resource (HR) managers at all six organizations, and interviews and focus group discussions…

  11. Work-Life Balance Among Humanitarian Aid Workers

    NARCIS (Netherlands)

    Visser, Miranda; Mills, Melinda; Heyse, Liesbet; Wittek, Rafael; Bollettino, Vincenzo

    2016-01-01

    A limited body of research has examined satisfaction with work-life balance of expatriate workers who live abroad, residing outside the typical family or life domain. This study aims to demonstrate how and under which organizational circumstances job autonomy can increase work-life balance

  12. Work-Life Balance and the Canadian Teaching Profession

    Science.gov (United States)

    Froese-Germain, Bernie

    2014-01-01

    Over the past few decades Canada has experienced sweeping demographic, social, economic and technological changes. These changes have had, and continue to have, a major impact on the work-life balance of Canadians--that is, on their ability to balance work and personal demands. Some of these factors also impact the work-life balance of the…

  13. Work-Life Balance Among Humanitarian Aid Workers

    NARCIS (Netherlands)

    Visser, Miranda; Mills, Melinda; Heyse, Liesbet; Wittek, Rafael; Bollettino, Vincenzo

    2016-01-01

    A limited body of research has examined satisfaction with work-life balance of expatriate workers who live abroad, residing outside the typical family or life domain. This study aims to demonstrate how and under which organizational circumstances job autonomy can increase work-life balance satisfact

  14. Inner and Outer Life at Work. The Roots and Horizon of Psychoanalytically Informed Work Life Research

    Directory of Open Access Journals (Sweden)

    Linda Lundgaard Andersen

    2012-09-01

    Full Text Available The modern labour market has increasingly put the inner working life on the agenda. This stems from a number of societal changes: the knowledge society and its need of personalised competences and work investments in welfare services, the transformation from subject-object relationships to subject-subject relationships and the emergence of the "learning organisations" and reflexive leadership. All of this has been the subject of critical analyses tracing modern work life identities, conflicts, organisational and societal structuration. Against this background the accounts and conceptualisations of work life involving people to people interactions offered by psychodynamic theories and methods take up a pivotal position. Psychoanalytic organisational and work life research explores how work, organisations and individuals are affected by psychic dynamics, the influence of the unconscious in the forms of human development and interaction situated in a societal context. Based on this substantial work I draw upon two influential psychoanalytical positions—the British Tavistock position and German psychoanalytic social psychology in order to situate and identify how to understand the inner and outer life at work—in a generic display of concepts, methods and epistemology. URN: http://nbn-resolving.de/urn:nbn:de:0114-fqs1203232

  15. Flexibility conflict?

    NARCIS (Netherlands)

    Delsen, L.W.M.

    2002-01-01

    The chapter deals with the presupposed conflict of interests between employers and employees resulting from a decoupling of operating hours and working times. It starts from the notion that both long operating hours and flexibility are relative concepts. As there is some discretion, the ultimate

  16. Communication that builds teams: assessing a nursing conflict intervention.

    Science.gov (United States)

    Nicotera, Anne Maydan; Mahon, Margaret M; Wright, Kevin B

    2014-01-01

    Quality communication is essential for building strong nursing teams. Structurational divergence (SD) theory explains how institutional factors can result in poor communication and conflict cycles; the theory has been developed in nursing context, although it is applicable to all organizational settings. We describe the design, implementation, and evaluation of an intervention to reduce SD and improve nurses' work life and team-member relationships. An intensive 9-hour course provided training in conflict/SD analysis and dialogic conflict/SD management to 36 working nurses from a variety of settings. Quantitative pre- and posttests were administered, with a comparison sample. The course reduced measures of negative conflict attitudes and behaviors: direct personalization, persecution feelings, negative relational effects, ambiguity intolerance, and triangulation (gossiping and complaining to uninvolved third parties). The course also increased important attitudes necessary for productive dialogue and conflict management: perceptions of positive relational effects, conflict liking, and positive beliefs about arguing. As compared with nonparticipants, participant posttests showed lower conflict persecution; higher recognition of positive relational effects; lower perceptions of negative relational effects; higher conflict liking; lower ambiguity intolerance; and lower tendency to triangulate. Qualitatively, participants perceived better understanding of, and felt more empowered to manage, workplace conflicts and to sustain healthier workplace relationships. This intervention can help nurses develop tools to improve system-level function and build productive team relationships.

  17. Work-life balance among shift workers: results from an intervention study about self-rostering.

    Science.gov (United States)

    Albertsen, Karen; Garde, Anne Helene; Nabe-Nielsen, Kirsten; Hansen, Ase Marie; Lund, Henrik; Hvid, Helge

    2014-04-01

    The aims of the study were to explore the effects of the implementation of IT-based tools for planning of rosters among shift workers on work-family-related outcomes and to interpret the results in light of the different implementation processes. A quasi-experimental intervention study was conducted with 12-month follow-up at 14 intervention and 14 reference worksites in Denmark. Workplaces planning to introduce IT-supported self-rostering were recruited, and three different kinds of interventions were implemented. Intervention A and B aimed at increasing workers satisfaction and well-being, while intervention C was designed to optimize the personnel resources. Questionnaire data were collected from 840 employees at baseline and 784 at follow-up. Process evaluation encompassed interviews with about 25 employees and 15 managers at baseline and follow-up. Work-family-related outcomes were work-life conflicts, work-life facilitation, marital conflicts and time with children. An overall decline in work-family conflicts and increase in work-family facilitation were found in the total intervention group. More specifically, in group B, work-family conflicts and marital conflicts decreased while work-family facilitation increased. In group C, work-family conflicts increased while work-family facilitation and time spend with children decreased, and no significant changes were observed in the reference group and in group A. An overall positive effect of the implementation of self-rostering was found on the balance between work and private life. However, results from the process evaluation suggested that the organizational aim with the intervention was crucial for the effect.

  18. Three Norwegian Varieties of a Nordic Model — A Historical Perspective on Working Life Relations

    Directory of Open Access Journals (Sweden)

    Jan Heiret

    2012-11-01

    Full Text Available Through the use of a historical perspective, the aim of this article is to discuss and clarify the concurrent and conflicting interests and norms that have characterized the establishment and development of important institutions in Norwegian working life. The article concentrates on collective bargaining systems, the arrangements for codetermination, and the working environment regulations in both the public and private sector, which are regarded as the main institutions in the Norwegian and Nordic models of working life relations. The article is structured by an analytical distinction between three different historical periods that have constituted three distinct versions of the Norwegian model. By presenting a historical synthesis of Norwegian experiences, the article is a contribution to the ongoing debate on the varieties in the Nordic model, as to further comparisons and broader transnational studies.

  19. Quality of work life: experiences of Iranian nurses.

    Science.gov (United States)

    Vagharseyyedin, Seyyed Abolfazl; Vanaki, Zohreh; Mohammadi, Eesa

    2011-03-01

    The purpose of this qualitative study was to describe the experiences of Iranian nurses concerning their quality of work life. A purposive sample of nurses (n = 14) was recruited from two university hospitals. The data were collected through unstructured interviews and were analyzed by using qualitative content analysis. The results indicated that the participants discerned their quality of work life by assessing how favorable were their working conditions, the level of fulfilment of their personal needs, and the impact of their working conditions on their private life and their social life. Three main themes were identified: quality of work life, as experienced from a personal perspective; quality of work life, as experienced from a sociocultural perspective; and quality of work life, as experienced from an organizational-professional perspective. The results of the present study will help Iranian nurse administrators to adopt effective strategies in order to improve nurses' quality of work life. Future research can broaden the scope of the current results and offer a more comprehensive understanding of nurses' quality of work life. © 2011 Blackwell Publishing Asia Pty Ltd.

  20. Electronic Health Record Effects on Work-Life Balance and Burnout Within the I(3) Population Collaborative.

    Science.gov (United States)

    Robertson, Sandy L; Robinson, Mark D; Reid, Alfred

    2017-08-01

    Physician burnout is a problem that often is attributed to the use of the electronic health record (EHR). To estimate the prevalence of burnout and work-life balance satisfaction in primary care residents and teaching physicians, and to examine the relationship between these outcomes, EHR use, and other practice and individual factors. Residents and faculty in 19 primary care programs were anonymously surveyed about burnout, work-life balance satisfaction, and EHR use. Additional items included practice size, specialty, EHR characteristics, and demographics. A logistic regression model identified independent factors associated with burnout and work-life balance satisfaction. In total, 585 of 866 surveys (68%) were completed, and 216 (37%) respondents indicated 1 or more symptoms of burnout, with 162 (75%) attributing burnout to the EHR. A total of 310 of 585 (53%) reported dissatisfaction with work-life balance, and 497 (85%) indicated that use of the EHR affected their work-life balance. Respondents who spent more than 6 hours weekly after hours in EHR work were 2.9 times (95% confidence interval [CI] 1.9-4.4) more likely to report burnout and 3.9 times (95% CI 1.9-8.2) more likely to attribute burnout to the EHR. They were 0.33 times (95% CI 0.22-0.49) as likely to report work-life balance satisfaction, and 3.7 times (95% CI 2.1-6.7) more likely to attribute their work-life balance satisfaction to the EHR. More after-hours time spent on the EHR was associated with burnout and less work-life satisfaction in primary care residents and faculty.

  1. [Organizational and individual determinants of using initiatives conducive to successful work-life balance].

    Science.gov (United States)

    Andysz, Aleksandra; Najder, Anna; Merecz-Kot, Dorota

    2014-01-01

    Appropriate distribution of time and energy between work and personal life poses a challenge to many working people. Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB) initiatives). The authors attempt to answer what makes employees use WLB initiatives and what influences the decision to reject the available options. The review is based on the articles published after 2000, searched by Google Scholar and Web of Knowledge with use of the key words: work-life balance, work-family conflict, work-life balance initiatives, work-life balance initiatives use, use of WLB solutions. We focused on organizational and individual determinants of WLB initiatives use, such as organizational culture, stereotypes and values prevailing in the work environment that may result in stigmatization of workers - flexibility stigma. We discuss the reasons why supervisors and co-workers stigmatize their colleagues, and what are the consequences of experiencing such stigmatization. Among the individual determinants of WLB initiatives use, we have inter alia focused on the preference for integration vs. separation of the spheres of life. The presented material shows that social factors - cultural norms prevailing in a society, relationships in the workplace and individual factors, such as the level of self-control - are of equal importance for decisions of using WLB initiatives as their existence. Our conclusion is that little attention has been paid to the research on determinants of WLB initiatives use, especially to individual ones.

  2. Organizational and individual determinants of using initiatives conducive to successful work-life balance

    Directory of Open Access Journals (Sweden)

    Aleksandra Andysz

    2014-02-01

    Full Text Available Appropriate distribution of time and energy between work and personal life poses a challenge to many working people. Unfortunately, many professionally active people experience work-family conflict. In order to minimize it, employees are offered various solutions aimed at reconciling professional and private spheres (work-life balance (WLB initiatives. The authors attempt to answer what makes employees use WLB initiatives and what influences the decision to reject the available options. The review is based on the articles published after 2000, searched by Google Scholar and Web of Knowledge with use of the key words: work-life balance, work-family conflict, work-life balance initiatives, work-life balance initiatives use, use of WLB solutions. We focused on organizational and individual determinants of WLB initiatives use, such as organizational culture, stereotypes and values prevailing in the work environment that may result in stigmatization of workers - flexibility stigma. We discuss the reasons why supervisors and co-workers stigmatize their colleagues, and what are the consequences of experiencing such stigmatization. Among the individual determinants of WLB initiatives use, we have inter alia focused on the preference for integration vs. separation of the spheres of life. The presented material shows that social factors - cultural norms prevailing in a society, relationships in the workplace and individual factors, such as the level of self-control - are of equal importance for decisions of using WLB initiatives as their existence. Our conclusion is that little attention has been paid to the research on determinants of WLB initiatives use, especially to individual ones. Med Pr 2014;65(1:119–129

  3. The impact of shift patterns on junior doctors' perceptions of fatigue, training, work/life balance and the role of social support.

    Science.gov (United States)

    Brown, M; Tucker, P; Rapport, F; Hutchings, H; Dahlgren, A; Davies, G; Ebden, P

    2010-12-01

    The organisation of junior doctors' work hours has been radically altered following the partial implementation of the European Working Time Directive. Poorly designed shift schedules cause excessive disruption to shift workers' circadian rhythms. Interviews and focus groups were used to explore perceptions among junior doctors and hospital managers regarding the impact of the European Working Time Directive on patient care and doctors' well-being. Four main themes were identified. Under "Doctors shift rotas", doctors deliberated the merits and demerits of working seven nights in row. They also discussed the impact on fatigue of long sequences of day shifts. "Education and training" focused on concerns about reduced on-the-job learning opportunities under the new working time arrangements and also about the difficulties of finding time and energy to study. "Work/life balance" reflected the conflict between the positive aspects of working on-call or at night and the impact on life outside work. "Social support structures" focused on the role of morale and team spirit. Good support structures in the work place counteracted and compensated for the effects of negative role stressors, and arduous and unsocial work schedules. The impact of junior doctors' work schedules is influenced by the nature of specific shift sequences, educational considerations, issues of work/life balance and by social support systems. Poorly designed shift rotas can have negative impacts on junior doctors' professional performance and educational training, with implications for clinical practice, patient care and the welfare of junior doctors.

  4. Striving for work-life balance: effect of marriage and children on the experience of 4402 US general surgery residents.

    Science.gov (United States)

    Sullivan, Michael C; Yeo, Heather; Roman, Sanziana A; Bell, Richard H; Sosa, Julie A

    2013-03-01

    To determine how marital status and having children impact US general surgical residents' attitudes toward training and personal life. There is a paucity of research describing how family and children affect the experience of general surgery residents. Cross-sectional survey involving all US categorical general surgery residents. Responses were evaluated by resident/program characteristics. Statistical analysis included the χ test and hierarchical logistic regression modeling. A total of 4402 residents were included (82.4% response rate) and categorized as married, single, or other (separated/divorced/widowed). Men were more likely to be married (57.8% vs 37.9%, P work (P work (P work hours caused strain on family life (P work (P = 0.001), were happy at work (P = 0.001), and reported a good program fit (P = 0.034), but had strain on family life (P work [odds ratio (OR): 1.22, P = 0.035], yet feeling that work caused family strain (OR: 1.66, P work (OR: 0.81, P = 0.007). Residents who were married or parents reported greater satisfaction and work-life conflict. The complex effects of family on surgical residents should inform programs to target support mechanisms for their trainees.

  5. Work-life balance, job satisfaction and turnover intention amongst ...

    African Journals Online (AJOL)

    Work-life balance, job satisfaction and turnover intention amongst information ... AFRICAN JOURNALS ONLINE (AJOL) · Journals · Advanced Search · USING ... White employees had signifi cantly stronger experiences of job satisfaction and ...

  6. Your Sex Life May Work Wonders for Your Work Life

    Science.gov (United States)

    ... https://medlineplus.gov/news/fullstory_163925.html Your Sex Life May Work Wonders for Your Work Life ... happy, productive worker? It could be a good sex life. At least that's the suggestion of a ...

  7. Information system quality in work-life balance

    Directory of Open Access Journals (Sweden)

    Sharmini Gopinathan

    2016-06-01

    Full Text Available This paper aims to look for the role information systems quality may play in work-life balance among Malaysian ICT employees. The results of this study will be useful in the development of new tools and technologies that are focused on ISQ dimensions primarily information system quality which can be helpful to devise suggestions to the ICT sector on matters pertaining to sustainable development/policy formulation with reference to achieving a good work-life balance. A total of 79 respondents’ views were analyzed using Partial Least Square (PLS to obtain the final results. The results showed that information quality and system quality has strong effect on work-life balance as compared to service quality which showed no relation to work-life balance.

  8. Flexible Training's Intrusion on Work/Life Balance

    OpenAIRE

    Zane BERGE; TAKIYA, Seema

    2005-01-01

    Flexible Training's Intrusion on Work/Life Balance Seema TAKIYAJennifer ARCHBOLDZane BERGEBaltimore, USA Learning interventions should be aligned with the human learning system. To be effective, they have to support human learning, not work against it. Thalheimer, 2004 ABSTRACT With more companies allowing flextime, more access to elearning, and telecomuting, the line between workplace flexibility and work-life balance begins to blur. Companies sell to employees the flexibility of being ab...

  9. Work-Life Balance in the BPO Sector

    OpenAIRE

    P, Vanishree

    2012-01-01

    The success of any organization is highly dependent on its workforce. Especially the ITeS BPO industry needs to be flexible enough to develop commitment and talent in their workforce. They need to adopt a strategy to improve the employees 'Work-life balance' to satisfy both the organizational objectives and employee needs. The data pertaining to the study has been collected from professionals working in BPO companies in Hyderabad to analyze the Work-life balance. This paper aims to investigat...

  10. Work-life balance, management practices and productivity

    OpenAIRE

    Nick Bloom; Tobias Kretschmer; John Van Reenen

    2006-01-01

    Do "Anglo-Saxon" management practices generate higher productivity only at the expense of lousy work-life balance (WLB) for workers? Many critics of "neo-libéralisme sauvage" have argued that increased competition from globalisation is damaging employees' quality of life. Others have argued the opposite that improving work-life balance is actually a competitive tool that companies can use to raise productivity. We try to shed some empirical light on these issues using an innovative survey too...

  11. A study on work life balance amongst managers of garment units in Tamilnadu State, India

    Directory of Open Access Journals (Sweden)

    Kalaiselvi Kandampalayam Thulasimani

    2010-07-01

    Full Text Available Work life balance plays an important role now a day. Employees want it, managers need it, and organization cannot afford to ignore it! Managers need to take work-life balance seriously particularly in garment units. The more overworked and overloaded, the higher the demands or the expectations on the department or the work unit, the more the managers have to rely on their employees to produce at the highest possible level of efficiency, effectiveness, and quality. If managers are out of balance or stressed or sick then they will be less committed to the outcomes, they will be less committed to the organization, they will be less committed to the client, the product or goods or service that they are producing. This research paper examined the work life balance amongst managers of garment units in Tamil nadu state. The methodology adopted for the study was descriptive research design. Data were collected from 480 managers through questionnaire method around Tamilnadu state, India. In the present study, stastical tools such as percentage analysis, mean value, chi-square, ANOVA, and correlation analysis were used for the analysis. The results indicated that the work life balance of managers are not completely successful due to their present working hours, working environment and increase in products prices, work load, responsibilities in work and  decrease of job security due to recession.

  12. The absence of conflict between paid-work hours and the provision of instrumental support to elderly parents among middle-aged women and men

    NARCIS (Netherlands)

    A.E. van Putten (Anne); J.D. Vlasblom (Jan Dirk); P.A. Dykstra (Pearl); J.J. Schippers (Joop)

    2010-01-01

    textabstractABSTRACTThis study assesses the relationship between the number of work hours and the provision of instrumental support to parents among 779 middle-aged women and men in dual-worker couples in The Netherlands. Using data from the Netherlands Kinship Panel Study collected during 2002-04,

  13. A ‘Balanced’ Life: Work-Life Balance and Sickness Absence in Four Nordic Countries

    Directory of Open Access Journals (Sweden)

    D Antai

    2015-10-01

    Full Text Available Background: Little attention has been given to the relationship between work-life balance and sickness absence.Objective: To investigate the association between poor work-life balance and sickness absence in 4 Nordic welfare states.Methods: Multivariable logistic regression analysis was performed on pooled cross-sectional data of workers aged 15–65 years from Denmark, Finland, Sweden, and Norway (n=4186 obtained from the 2010 European Working Conditions Survey (EWCS. Poor work-life balance was defined based on the fit between working hours and family or social commitments outside work. Self-reported sickness absence was measured as absence for ≥7 days from work for health reasons.Results: Poor work-life balance was associated with elevated odds (OR 1.38, 95% CI 1.06 to 1.80 of self-reported sickness absence and more health problems in the 4 Nordic countries, even after adjusting for several important confounding factors. Work-related characteristics, ie, no determination over schedule (OR 1.26, 95% CI 1.04 to 1.53, and job insecurity (OR 1.56, 95% CI 1.21 to 2.02 increased the likelihood of sickness absence, and household characteristics, ie, cohabitation status (OR 0.75, 95% CI 0.58 to 0.96 reduced this likelihood. The associations were non-significant when performed separately for women and men.Conclusion: Sickness absence is predicted by poor work-life balance. Findings suggest the need for implementation of measures that prevent employee difficulties in combining work and family life.

  14. A 'Balanced' Life: Work-Life Balance and Sickness Absence in Four Nordic Countries.

    Science.gov (United States)

    Antai, D; Oke, A; Braithwaite, P; Anthony, D S

    2015-10-01

    Little attention has been given to the relationship between work-life balance and sickness absence. To investigate the association between poor work-life balance and sickness absence in 4 Nordic welfare states. Multivariable logistic regression analysis was performed on pooled cross-sectional data of workers aged 15-65 years from Denmark, Finland, Sweden, and Norway (n=4186) obtained from the 2010 European Working Conditions Survey (EWCS). Poor work-life balance was defined based on the fit between working hours and family or social commitments outside work. Self-reported sickness absence was measured as absence for ≥7 days from work for health reasons. Poor work-life balance was associated with elevated odds (OR 1.38, 95% CI 1.06 to 1.80) of self-reported sickness absence and more health problems in the 4 Nordic countries, even after adjusting for several important confounding factors. Work-related characteristics, ie, no determination over schedule (OR 1.26, 95% CI 1.04 to 1.53), and job insecurity (OR 1.56, 95% CI 1.21 to 2.02) increased the likelihood of sickness absence, and household characteristics, ie, cohabitation status (OR 0.75, 95% CI 0.58 to 0.96) reduced this likelihood. The associations were non-significant when performed separately for women and men. Sickness absence is predicted by poor work-life balance. Findings suggest the need for implementation of measures that prevent employee difficulties in combining work and family life.

  15. Attracting STEM talent: do STEM students prefer traditional or work/life-interaction labs?

    Directory of Open Access Journals (Sweden)

    William C DeFraine

    Full Text Available The demand for employees trained in science, technology, engineering, and mathematics (STEM fields continues to increase, yet the number of Millennial students pursuing STEM is not keeping pace. We evaluated whether this shortfall is associated with Millennials' preference for flexibility and work/life-interaction in their careers-a preference that may be inconsistent with the traditional idea of a science career endorsed by many lab directors. Two contrasting approaches to running STEM labs and training students were explored, and we created a lab recruitment video depicting each. The work-focused video emphasized the traditional notions of a science lab, characterized by long work hours and a focus on individual achievement and conducting research above all else. In contrast, the work/life-interaction-focused video emphasized a more progressive view - lack of demarcation between work and non-work lives, flexible hours, and group achievement. In Study 1, 40 professors rated the videos, and the results confirmed that the two lab types reflected meaningful real-world differences in training approaches. In Study 2, we recruited 53 current and prospective graduate students in STEM fields who displayed high math-identification and a commitment to science careers. In a between-subjects design, they watched one of the two lab-recruitment videos, and then reported their anticipated sense of belonging to and desire to participate in the lab depicted in the video. Very large effects were observed on both primary measures: Participants who watched the work/life-interaction-focused video reported a greater sense of belonging to (d = 1.49 and desire to participate in (d = 1.33 the lab, relative to participants who watched the work-focused video. These results suggest Millennials possess a strong desire for work/life-interaction, which runs counter to the traditional lab-training model endorsed by many lab directors. We discuss implications of these

  16. Attracting STEM talent: do STEM students prefer traditional or work/life-interaction labs?

    Science.gov (United States)

    DeFraine, William C; Williams, Wendy M; Ceci, Stephen J

    2014-01-01

    The demand for employees trained in science, technology, engineering, and mathematics (STEM) fields continues to increase, yet the number of Millennial students pursuing STEM is not keeping pace. We evaluated whether this shortfall is associated with Millennials' preference for flexibility and work/life-interaction in their careers-a preference that may be inconsistent with the traditional idea of a science career endorsed by many lab directors. Two contrasting approaches to running STEM labs and training students were explored, and we created a lab recruitment video depicting each. The work-focused video emphasized the traditional notions of a science lab, characterized by long work hours and a focus on individual achievement and conducting research above all else. In contrast, the work/life-interaction-focused video emphasized a more progressive view - lack of demarcation between work and non-work lives, flexible hours, and group achievement. In Study 1, 40 professors rated the videos, and the results confirmed that the two lab types reflected meaningful real-world differences in training approaches. In Study 2, we recruited 53 current and prospective graduate students in STEM fields who displayed high math-identification and a commitment to science careers. In a between-subjects design, they watched one of the two lab-recruitment videos, and then reported their anticipated sense of belonging to and desire to participate in the lab depicted in the video. Very large effects were observed on both primary measures: Participants who watched the work/life-interaction-focused video reported a greater sense of belonging to (d = 1.49) and desire to participate in (d = 1.33) the lab, relative to participants who watched the work-focused video. These results suggest Millennials possess a strong desire for work/life-interaction, which runs counter to the traditional lab-training model endorsed by many lab directors. We discuss implications of these findings for STEM

  17. Managing a work-life balance: the experiences of midwives working in a group practice setting.

    Science.gov (United States)

    Fereday, Jennifer; Oster, Candice

    2010-06-01

    To explore how a group of midwives achieved a work-life balance working within a caseload model of care with flexible work hours and on-call work. in-depth interviews were conducted and the data were analysed using a data-driven thematic analysis technique. Children, Youth and Women's Health Service (CYWHS) (previously Women's and Children's Hospital), Adelaide, where a midwifery service known as Midwifery Group Practice (MGP) offers a caseload model of care to women within a midwife-managed unit. 17 midwives who were currently working, or had previously worked, in MGP. analysis of the midwives' individual experiences provided insight into how midwives managed the flexible hours and on-call work to achieve a sustainable work-life balance within a caseload model of care. it is important for midwives working in MGP to actively manage the flexibility of their role with time on call. Organisational, team and individual structure influenced how flexibility of hours was managed; however, a period of adjustment was required to achieve this balance. the study findings offer a description of effective, sustainable strategies to manage flexible hours and on-call work that may assist other midwives working in a similar role or considering this type of work setting. Copyright 2008 Elsevier Ltd. All rights reserved.

  18. The impact of ICT on quality of working life

    CERN Document Server

    Korunka, Christian

    2014-01-01

    This book discusses the impact and effects of Information and Communication Technologies (ICT) on quality of working life of employees. It describes the changes and the acceleration of processes caused by the widespread use of ICT in a broad range of working areas and in different national contexts. It explores the important role ICT has come to play in nearly all work places in developed societies and the impact it is starting to have on work places in developing countries. The book brings together experts from the fields of ICT and quality of working life and from a variety of backgrounds an

  19. Work-life balance: history, costs, and budgeting for balance.

    Science.gov (United States)

    Raja, Siva; Stein, Sharon L

    2014-06-01

    The concept and difficulties of work-life balance are not unique to surgeons, but professional responsibilities make maintaining a work-life balance difficult. Consequences of being exclusively career focused include burn out, physical, and mental ailments. In addition, physician burn out may hinder optimal patient care and incur significant costs on health care in general. Assessing current uses of time, allocating goals catered to an individual surgeon, and continual self-assessment may help balance time, and ideally will help prevent burn out.

  20. The Individual Economic Returns to Volunteering in Work Life

    DEFF Research Database (Denmark)

    Qvist, Hans-Peter; Munk, Martin David

    2017-01-01

    This article examines the individual economic returns to volunteering over the course of one’s work life. Towards this end, the article uses a unique panel dataset created by combining rich survey data from Denmark with information on wages from administrative registers covering the period from 2...... mechanisms link volunteer work and wages depending on the current stage of people’s work lives.......This article examines the individual economic returns to volunteering over the course of one’s work life. Towards this end, the article uses a unique panel dataset created by combining rich survey data from Denmark with information on wages from administrative registers covering the period from...

  1. The effects of time-spatial flexibility and new working conditions on employees’ work-life balance

    NARCIS (Netherlands)

    Peters, P.; Dulk, L. den; Lippe, T. van der

    2009-01-01

    Part-time work, flexible working hours, and home-based teleworking are HR instruments which are used to facilitate reconciliation of work and family life. It can be questioned, however, whether these arrangements really enhance work-life balance. This paper examines whether time-spatial flexibility

  2. Managing the Risky Humanity of Academic Workers: Risk and Reciprocity in University Work-Life Balance Policies

    Science.gov (United States)

    Saltmarsh, Sue; Randell-Moon, Holly

    2015-01-01

    University work-life balance policies increasingly offer academic workers a range of possible options for managing the competing demands of work, family, and community obligations. Flexible work arrangements, family-friendly hours and campus facilities, physical well-being and mental health programs typify strategies for formally acknowledging the…

  3. The effects of time-spatial flexibility and new working conditions on employees’ work-life balance

    NARCIS (Netherlands)

    Peters, P.; Dulk, L. den; Lippe, T. van der

    2009-01-01

    Part-time work, flexible working hours, and home-based teleworking are HR instruments which are used to facilitate reconciliation of work and family life. It can be questioned, however, whether these arrangements really enhance work-life balance. This paper examines whether time-spatial flexibility

  4. Flexible Training's Intrusion on Work/Life Balance

    Science.gov (United States)

    Takiya, Seema; Archbold, Jennifer; Berge, Zane

    2005-01-01

    With more companies allowing "flextime", more access to elearning, and telecomuting, the line between workplace flexibility and work-life balance begins to blur. Companies "sell" to employees the flexibility of being able to complete training programs from the comfort of the participant's home, allowing them to learn at their own speed. In many…

  5. Gettysburg College Takes Work-Life Balance Seriously

    Science.gov (United States)

    Wilson, Robin

    2009-01-01

    This article describes the work-life benefits Gettysburg College offers its employees. 400 of Gettysburg's 725 full-time employees participate in the college's wellness program. About half of them stick with it long enough to earn discounts of up to $500 a year on their health-insurance premiums. The wellness program--which includes free on-campus…

  6. Quality of Work Life: Perceptions of Jordanian Special Education Teachers

    Science.gov (United States)

    Al-Zboon, Eman K.; Al_Dababneh, Khuloud A. H.; Ahmad, Jamal

    2015-01-01

    The purpose of the current study was to investigate the level of quality of work life QOWL of Jordanian special education teachers. Participants of the study were 133 special education teachers. Results showed that special education teachers cited average level of QOWL. Furthermore, teachers rated administrators' and colleagues' respect as the…

  7. In Pursuit of Learning: Sensemaking the Quality of Work Life

    Science.gov (United States)

    Yeo, Roland K.; Li, Jessica

    2013-01-01

    Purpose: The aim of this paper is to explore how employees make sense of their work context and its influence on their learning orientation to improve their quality of work life. Design/methodology/approach: Qualitative data drawn from a dynamic online discussion that spanned three years were used in the content analysis. A total of 137 MBA…

  8. Understanding Quality of Working Life of Workers with Intellectual Disabilities

    Science.gov (United States)

    Flores, Noelia; Jenaro, Cristina; Orgaz, M. Begona; Martin, M. Victoria

    2011-01-01

    Background: This paper examines the perceived quality of working life of workers with intellectual disabilities. Specifically, this paper looks at participants' perceptions in relation to perceived job demands and resources and their impact on experienced job satisfaction. Methods: In this cross-sectional survey, 507 workers with intellectual…

  9. Work-life policies for Canadian medical faculty.

    Science.gov (United States)

    Gropper, Aaron; Gartke, Kathleen; MacLaren, Monika

    2010-09-01

    This study aims to catalogue and examine the following work-life flexibility policies at all 17 Canadian medical schools: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. The seven work-life policies of Canadian medical schools were researched using a consistent and systematic method. This method involved an initial web search for policy information, followed by e-mail and telephone contact. The flexibility of the policies was scored 0 (least flexible) to 3 (most flexible). The majority of policies were easily accessible online. Work-life policies were scored out of 3, and average policy scores ranged from 0.47 for job sharing to 2.47 for part-time/work reduction. Across schools, total scores ranged from 7 to 16 out of 21. Variation in scores was noted for parenting leave and child care, whereas minimal variation was noted for other policies. Canadian medical schools are committed to helping medical faculty achieve work-life balance, but improvements can be made in the policies offered at all schools. Improving the quality of work flexibility policies will enhance working conditions and job satisfaction for faculty. This could potentially reduce Canada's loss of talented young academicians.

  10. Effective work-life balance support for various household structures

    NARCIS (Netherlands)

    Brummelhuis, L.L. ten; Lippe, T. van der

    2010-01-01

    Today’s workforce encompasses a wide variety of employees with specifi c needs and resources when it comes to balancing work and life roles. Our study explores whether various types of work-life balance support measures improve employee helping behavior and performance among single employees,

  11. Managing work-life policies : disruption versus dependency arguments

    NARCIS (Netherlands)

    Dulk, Laura den; Ruijter, Judith de

    2008-01-01

    What factors shape managerial attitudes towards the utilization of work-life policies? The influence of disruptiveness (Powell and Mainiero 1999) and dependency (Klein, Berman and Dickson 2000) arguments on managerial attitudes is examined using a vignette design. In this study, managers in four fin

  12. Effective work-life balance support for various household structures

    NARCIS (Netherlands)

    Brummelhuis, L.L. ten; Lippe, T. van der

    2010-01-01

    Today’s workforce encompasses a wide variety of employees with specifi c needs and resources when it comes to balancing work and life roles. Our study explores whether various types of work-life balance support measures improve employee helping behavior and performance among single employees, employ

  13. Understanding Quality of Working Life of Workers with Intellectual Disabilities

    Science.gov (United States)

    Flores, Noelia; Jenaro, Cristina; Orgaz, M. Begona; Martin, M. Victoria

    2011-01-01

    Background: This paper examines the perceived quality of working life of workers with intellectual disabilities. Specifically, this paper looks at participants' perceptions in relation to perceived job demands and resources and their impact on experienced job satisfaction. Methods: In this cross-sectional survey, 507 workers with intellectual…

  14. Quality of Work Life: Perceptions of Jordanian Special Education Teachers

    Science.gov (United States)

    Al-Zboon, Eman K.; Al_Dababneh, Khuloud A. H.; Ahmad, Jamal

    2015-01-01

    The purpose of the current study was to investigate the level of quality of work life QOWL of Jordanian special education teachers. Participants of the study were 133 special education teachers. Results showed that special education teachers cited average level of QOWL. Furthermore, teachers rated administrators' and colleagues' respect as the…

  15. In Pursuit of Learning: Sensemaking the Quality of Work Life

    Science.gov (United States)

    Yeo, Roland K.; Li, Jessica

    2013-01-01

    Purpose: The aim of this paper is to explore how employees make sense of their work context and its influence on their learning orientation to improve their quality of work life. Design/methodology/approach: Qualitative data drawn from a dynamic online discussion that spanned three years were used in the content analysis. A total of 137 MBA…

  16. The associations between work-life balance behaviours, teamwork climate and safety climate: cross-sectional survey introducing the work-life climate scale, psychometric properties, benchmarking data and future directions.

    Science.gov (United States)

    Sexton, J Bryan; Schwartz, Stephanie P; Chadwick, Whitney A; Rehder, Kyle J; Bae, Jonathan; Bokovoy, Joanna; Doram, Keith; Sotile, Wayne; Adair, Kathryn C; Profit, Jochen

    2017-08-01

    Improving the resiliency of healthcare workers is a national imperative, driven in part by healthcare workers having minimal exposure to the skills and culture to achieve work-life balance (WLB). Regardless of current policies, healthcare workers feel compelled to work more and take less time to recover from work. Satisfaction with WLB has been measured, as has work-life conflict, but how frequently healthcare workers engage in specific WLB behaviours is rarely assessed. Measurement of behaviours may have advantages over measurement of perceptions; behaviours more accurately reflect WLB and can be targeted by leaders for improvement. 1. To describe a novel survey scale for evaluating work-life climate based on specific behavioural frequencies in healthcare workers.2. To evaluate the scale's psychometric properties and provide benchmarking data from a large healthcare system.3. To investigate associations between work-life climate, teamwork climate and safety climate. Cross-sectional survey study of US healthcare workers within a large healthcare system. 7923 of 9199 eligible healthcare workers across 325 work settings within 16 hospitals completed the survey in 2009 (86% response rate). The overall work-life climate scale internal consistency was Cronbach α=0.790. t-Tests of top versus bottom quartile work settings revealed that positive work-life climate was associated with better teamwork climate, safety climate and increased participation in safety leadership WalkRounds with feedback (pworkplace norms, and aligns well with other culture constructs that have been found to correlate with clinical outcomes. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  17. Knowledge Mangement and Management of Working-life

    DEFF Research Database (Denmark)

    Ipsen, Christine

    2003-01-01

    . Instead the handling and managing primarily took place among the employees themselves. This forms the basis of a discussion and a possible intervention regarding the possibilities for integrating working-environment issues in the management and organising of the knowledge-work. The methodology to be used......Knowledge Management and the Management of Working Life Research paper – case study Oral presentation Keywords: Knowledge work, knowledge management, working life and knowledge-intensive companies. A single case study has indicated that there is a clear connection between the organizational work......, managerial style and the working environment in knowledge-intensive companies. Furthermore the study indicates that the knowledge-workers only to a limited extent use the formalised working environment–system. Instead current issues are dealt with in a more informal manner. A subsequent systematic search...

  18. Flexicurity from the Individual's Work/Life Balance Perspective

    DEFF Research Database (Denmark)

    Larsen, Trine Pernille

    ., 2008:14). This paper calls for a more nuanced concept of flexicurity, which takes the individual's work/life balance perspective into consideration. It will argue that the constraints employees' face in their daily lives due to caring responsibilities have significant implications for their flexibility...... and employability in the labour market. It is particularly employees combining paid work with elder care rather than working parents who find it hard to combine work and care, although also a relatively large group of working parents struggle to reconcile work and childrearing across Europe. In line with much work...... improving their skills. However, informal care provided by relatives or friends, structural factors (such as earnings, educational attainment and social class) and cultural elements (gender and individual preferences) also affect employee's combine work/life balance. Indeed, the effects of different forms...

  19. Low skilled work, Work Life experiences and Learner identity

    DEFF Research Database (Denmark)

    Kondrup, Sissel

    this constitutes a certain learner identity. By conducting narrative interviews with 23 employees in 6 different small and medium sized private manufacturing companies in Denmark, I have focused on peoples work life stories, how they entered the labour marked, what kind of jobs and tasks they have undertaken, how...... been inspired by amongst other Fejes’ (2006) findings that the discourse on lifelong learning demands everyone to position themselves as lifelong learners and individualize the responsibility for lifelong learning , and Paldanius’ (2002) conclusion that the politics on lifelong learning is based...... on an educational optimism not necessarily shared by the target groups . I therefore wanted to examine how an unskilled work life conditions the experience of a need for and possibility to participate in different kind of formal, informal and non-formal learning activities related to the job, and how...

  20. Discrimination in the working life: A sample of tourism sector

    Directory of Open Access Journals (Sweden)

    Mahmut Demir

    2011-02-01

    Full Text Available Discrimination in the working life is one of the most important issues in the tourism sector. The purpose of this study was to investigate the effects of demographics factors on discrimination in the working life. First, a literature review was conducted and questionnaire was developed from the studies in the literature. In the first stage, before gathering the data from survey, job advertisements in tourism sector were analyzed and, in the second stage, content analysis was conducted on job application forms. In the third stage, data were collected by researchers in face-to-face interviews with 209 employees and were analyzed with PASW statistical programs. Structural and convergent validity of the data have revealed with the explanatory factor analysis. It was tested using a regression analysis to determine the effects of demographics factors on dependent variables. As a result, independent variables have effects on the dependent variable.

  1. Flexible Training's Intrusion on Work/Life Balance

    OpenAIRE

    TAKIYA, Seema; ARCHBOLD, Jennifer; Zane BERGE

    2015-01-01

    With more companies allowing “flextime”, more access to elearning, and telecomuting, the line between workplace flexibility and work-life balance begins to blur. Companies “sell” to employees the flexibility of being able to complete training programs from the comfort of the participant's home, allowing them to learn at their own speed. In many ways, this solution is of great value to many employees. What also must be considered with the flexibility such training offers, is the unintenti...

  2. Flexible Training's Intrusion on Work/Life Balance

    OpenAIRE

    TAKIYA, Seema; ARCHBOLD, Jennifer; Zane BERGE

    2005-01-01

    With more companies allowing “flextime”, more access to elearning, and telecomuting, the line between workplace flexibility and work-life balance begins to blur. Companies “sell” to employees the flexibility of being able to complete training programs from the comfort of the participant's home, allowing them to learn at their own speed. In many ways, this solution is of great value to many employees. What also must be considered with the flexibility such training offers, is the unintentional ...

  3. Work/ Life Balance Implementation Motives, Obstacles and Facilitators

    OpenAIRE

    Tramboo, Burhan

    2008-01-01

    The growing competitive business environment has resulted in a situation where organizations are faced with number of strategic decisions in search of growth. The ever increasing pressure of globalization has created a boundary less economy which drives the organizations to adopt the appropriate strategy not only for the growth but also to create sustainable competitive advantage. The push for managing work/ life balance seems to have emerged out of ever increasing diversity as a result of ch...

  4. Validation of the Work-Life Balance Culture Scale (WLBCS).

    Science.gov (United States)

    Nitzsche, Anika; Jung, Julia; Kowalski, Christoph; Pfaff, Holger

    2014-01-01

    The purpose of this paper is to describe the theoretical development and initial validation of the newly developed Work-Life Balance Culture Scale (WLBCS), an instrument for measuring an organizational culture that promotes the work-life balance of employees. In Study 1 (N=498), the scale was developed and its factorial validity tested through exploratory factor analyses. In Study 2 (N=513), confirmatory factor analysis (CFA) was performed to examine model fit and retest the dimensional structure of the instrument. To assess construct validity, a priori hypotheses were formulated and subsequently tested using correlation analyses. Exploratory and confirmatory factor analyses revealed a one-factor model. Results of the bivariate correlation analyses may be interpreted as preliminary evidence of the scale's construct validity. The five-item WLBCS is a new and efficient instrument with good overall quality. Its conciseness makes it particularly suitable for use in employee surveys to gain initial insight into a company's perceived work-life balance culture.

  5. The effects of the implementation of snoezelen on the quality of working life in psychogeriatric care.

    Science.gov (United States)

    van Weert, Julia C M; van Dulmen, Alexandra M; Spreeuwenberg, Peter M M; Bensing, Jozien M; Ribbe, Miel W

    2005-09-01

    Dementia among nursing home residents is often accompanied by high care dependency and behavioral disturbances, resulting in an increased workload for the caregivers. Snoezelen, integrated into 24-hour dementia care, is an approach that might improve the quality of working life of dementia caregivers. This study aims to investigate the effectiveness of integrated snoezelen on work-related outcomes (workload and psychological outcomes) of caregivers in psychogeriatric nursing homes. A quasi-experimental pre- and post-test design was used, comparing six psychogeriatric wards that implemented snoezelen in 24-hour care to six control wards that continued giving usual care. One hundred and twenty-nine Certified Nursing Assistants (CNAs) were included in the pre-test and 127 CNAs in the post-test. The six intervention wards received a 4-day in-house training program. The intervention further consisted of implementation activities on the ward (e.g. stimulus preference screening, workgroup), three in-house follow-up meetings and two general meetings. Measurements on workload, perceived problems, stress reactions, job satisfaction and burnout were performed at baseline and after 18 months. A significant treatment effect in favor of the experimental group was found for time pressure, perceived problems, stress reactions and emotional exhaustion. CNAs of the experimental group also improved on their overall job satisfaction score. In particular, they were more satisfied with the quality of care and with their contact with residents. The implementation of snoezelen improved the quality of the working life of dementia caregivers.

  6. Organizational Initiatives for Promoting Employee Work-Life Reconciliation Over the Life Course. A Systematic Review of Intervention Studies

    Directory of Open Access Journals (Sweden)

    Annina Ropponen

    2016-10-01

    Full Text Available This review aimed to explore the initiatives, interventions, and experiments implemented by employing organizations and designed to support the work-life reconciliation at workplaces, and the effects of these actions on employees’ well-being at work. A systematic literature review was conducted on the basis of a search in PsycInfo, ERIC, and the ISI Web of Science database of Social Sciences between January 2000 and May 2015. Those studies were included in which either organizational or individual-level initiatives, interventions, or experiments were implemented by employers at workplaces in order to promote the work-life reconciliation of their employees. Work-life reconciliation was considered to encompass all life domains and all career stages from early to the end of working career. The content analysis of 11 studies showed that effective employer actions focused on working time, care arrangements, and training for supervisors and employees. Flexibility, in terms of both working time and other arrangements provided for employees, and support from supervisors decreased work-family conflict, improved physical health and job satisfaction, and also reduced the number of absence days and turnover intentions. Overall, very few intervention studies exist investigating the effects of employer-induced work-life initiatives. One should particularly note the conditions under which interventions are most successful, since many contextual and individual-level factors influence the effects of organizational initiatives on employee and organizational outcomes.

  7. Inner work life: understanding the subtext of business performance.

    Science.gov (United States)

    Amabile, Teresa M; Kramer, Steven J

    2007-05-01

    Anyone in management knows that employees have their good days and their bad days--and that, for the most part, the reasons for their ups and downs are unknown. Most managers simply shrug their shoulders at this fact of work life. But does it matter, in terms of performance, if people have more good days than bad days? Teresa Amabile and Steven Kramer's new stream of research, based on more than 12,000 diary entries logged by knowledge workers over three years, reveals the dramatic impact of employees' inner work lives--their perceptions, emotions, and motivation levels--on several dimensions of performance. People perform better when their workday experiences include more positive emotions, stronger intrinsic motivation (passion for the work), and more favorable perceptions of their work, their team, their leaders, and their organization. What the authors also found was that managers' behavior dramatically affects the tenor of employees' inner work lives. So what makes a difference to inner work life? When the authors compared the study participants' best days to their worst days, they found that the single most important differentiator was their sense of being able to make progress in their work. The authors also observed interpersonal events working in tandem with progress events. Praise without real work progress, or at least solid efforts toward progress, had little positive impact on people's inner work lives and could even arouse cynicism. On the other hand, good work progress without any recognition--or, worse, with criticism about trivial issues--could engender anger and sadness. Far and away, the best boosts to inner work life were episodes in which people knew they had done good work and their managers appropriately recognized that work.

  8. Measuring work-life balance using time diary data

    Directory of Open Access Journals (Sweden)

    Kimberly Fisher

    2004-08-01

    Full Text Available This paper examines how time diaries facilitate the study of work-life balance. We first compareaggregate time spent in paid work, unpaid work, attending to personal needs, and free time across sevencountries using the Multinational Time Use Study. We then measure the overlap of work with otheractivities in two ways. First, we map the timing of episodes of work over the day, and overlay these mapsonto maps of leisure time. A social group can be said to have a work-life balance if their peak periods ofdifferent activities do not overlap substantially. Second, we measure the total time spent performingmultiple activities at the same time, and compare periods of multi-tasking where work is the main focuswhile other activities occur simultaneously with multi-tasking where work occurs alongside anotheractivity that is the main focus of the diarist’s attention. All analysis is broken down by sex and age. Thereare many qualifications on these results, and the results in this paper are exemplary of what can be donerather than definitive findings.

  9. Quality of work life and productivity among Iranian nurses.

    Science.gov (United States)

    Nayeri, Nahid Dehghan; Salehi, Tahmineh; Noghabi, Ahmad Ali Asadi

    2011-08-01

    Nurses are amongst the employees whose lives are fully affected by the quality of work life (QWL) as a consequence of dynamic changes in work environment. Excessive workload and poor work conditions are focal issues in nursing. The QWL assessment is an important and basic effort to deal with this issue. Moreover, staff productivity is a worthy goal of organizations tending to grow. If the relationship between the QWL and productivity becomes apparent, managers can provide conditions for promoting the QWL for personnel to be productive. To our knowledge, these variables and their relationships have not been studied yet among Iranian nurses. This descriptive study was carried out to investigate the relationship between the QWL and productivity among 360 clinical nurses working in the hospitals of Tehran University of Medical Sciences. Findings showed that the QWL is at a moderate level among 61.4% of the participants. Only 3.6% of the nurses reported that they were satisfied with their works. None of those who reported the productivity as low reported their work life quality to be desirable. Spearman-rho test showed a significant relationship between productivity and one's QWL (p productivity.

  10. The perceived quality of working life and job facet satisfaction

    Directory of Open Access Journals (Sweden)

    E. A. Coster

    1992-06-01

    Full Text Available To improve our understanding of the influence of the domains of the quality of working life on job satisfaction, recent research suggests that job facet satisfaction may be more strongly related to specific job domains than to overall job satisfaction. This study examined the relationships between job facet satisfaction, in eleven specific job facets, overall satisfaction and the perceived quality of working life. The results supported the hypothesis. Similar results were obtained after factor analysing the specific job facets indicating the use of studying specific job domains and their respective job facet satisfactions. Opsomming Ter uitbreiding van ons begrip van watter uitwerking die domeine van die gehalte van werklewe op werkbevrediging het, dui onlangse navorsing daarop dat werkfasetbevrediging moontlik 'n sterker verband met spesifieke werkdomeine as met algemene werkbevrediging toon. In hierdie studie is die verhouding tussen werkfasetbevrediging t.o.v. elf spesifieke werkfasette, algehele bevrediging en die waargenome gehalte van werklewe ondersoek. Die bevindinge ondersteun die gestelde hipotese. Soortgelyke resultate is verkry na faktoranalise van die spesifieke werkfasette, wat daarop dui dat dit nuttig kan wees om spesifieke werkdomeine en die ooreenstemmende werkfasetbevrediging daaraan verbonde te bestudeer.

  11. A gender-based analysis of work patterns, fatigue, and work/life balance among physicians in postgraduate training.

    Science.gov (United States)

    Gander, Philippa; Briar, Celia; Garden, Alexander; Purnell, Heather; Woodward, Alistair

    2010-09-01

    To document fatigue in New Zealand junior doctors in hospital-based clinical training positions and identify work patterns associated with work/life balance difficulties. This workforce has had a duty limitation of 72 hours/week since 1985. The authors chose a gender-based analytical approach because of the increasing proportion of female medical graduates. The authors mailed a confidential questionnaire to all 2,154 eligible junior doctors in 2003. The 1,412 respondents were working > or = 40 hours/week (complete questionnaires from 1,366: response rate: 63%; 49% women). For each participant, the authors calculated a multidimensional fatigue risk score based on sleep and work patterns. Women were more likely to report never/rarely getting enough sleep (P work/life balance and for part-time work, particularly in relation to parenthood. Limitation of duty hours alone is insufficient to manage fatigue risk and difficulties in maintaining work/life balance. These findings have implications for schedule design, professional training, and workforce planning.

  12. Rural Women Family Physicians: Strategies for Successful Work-Life Balance.

    Science.gov (United States)

    Phillips, Julie; Hustedde, Carol; Bjorkman, Sarah; Prasad, Rupa; Sola, Orlando; Wendling, Andrea; Bjorkman, Kurt; Paladine, Heather

    2016-05-01

    Women family physicians experience challenges in maintaining work-life balance while practicing in rural communities. We sought to better understand the personal and professional strategies that enable women in rural family medicine to balance work and personal demands and achieve long-term career satisfaction. Women family physicians practicing in rural communities in the United States were interviewed using a semistructured format. Interviews were recorded, professionally transcribed, and analyzed using an immersion and crystallization approach, followed by detailed coding of emergent themes. The 25 participants described a set of strategies that facilitated successful work-life balance. First, they used reduced or flexible work hours to help achieve balance with personal roles. Second, many had supportive relationships with spouses and partners, parents, or other members of the community, which facilitated their ability to be readily available to their patients. Third, participants maintained clear boundaries around their work lives, which helped them to have adequate time for parenting, recreation, and rest. Women family physicians can build successful careers in rural communities, but supportive employers, relationships, and patient approaches provide a foundation for this success. Educators, employers, communities, and policymakers can adapt their practices to help women family physicians thrive in rural communities. © 2016 Annals of Family Medicine, Inc.

  13. IMPROVEMENT ON PROPERTY AND WORKING LIFE OF FREEMAN SOURCE

    Institute of Scientific and Technical Information of China (English)

    郑思孝; 孙官清; 等

    1994-01-01

    The magnetic mirror field caused by a pair of mild steel circular in 15mm diameter,2mm thickness placed outside the discharge chamber can increase the atom ion ratio of nitrogen from 66% to 81% ,and the heating filament current can be decreased from 130A down to 100A for a new filament of 2mm in diameter,The Mo shield cylinders in 14mm diameter put behind the reflect cathode surrounding the BN insulator prevent the metallization of BN insulators,and result in increasing the stability of arc discharge till to the end of filament working life.Because it restricts the deposition of the sputtered W and Mo atoms on the BN insulator,and maintains a high resistance of 70 MΩ between the anode and cathode.The combination of cathode shield cylinder and forming magnetic mirror field improves the running property,life of the Freeman source being about 40h.

  14. Work-life balance - hvad betyder det egentlig?

    DEFF Research Database (Denmark)

    Pedersen, Vivi Bach

    2009-01-01

    Med afsæt i en beskrivelse af vores samtid og de mest centrale tilgange repræsenteret i Work-Life litteraturen, søger denne artikel at nå frem til en forståelse af, hvad det vil sige at have ’balance’ mellem arbejdsliv og privatliv. Der sættes fokus på, hvad der betinger individets muligheder...... for at skabe ’balance’ i en travl og omskiftelig hverdag. Det afgørende spørgsmål er, hvad skal der til, for at den enkelte kan få det hele til at hænge sammen? Udgivelsesdato: Juni...

  15. QUALITY OF WORKING LIFE IN COMMODITIZED HOSPITALS AND UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Josep M. Blanch

    2014-01-01

    Full Text Available New Public Management (NPM turns public hospital and university services into market enterprises. The aim of the paper is to analyze and describe the impact of this metamorphosis on the labor subjectivity of the staff employed in such services. Empirical studies in Spanish and Latin American hospitals and universities uncover a paradoxical experience: relative manifest satisfaction with material and technical conditions allowing them to work harder and better, but also latent discomfort with the task overload, and professional and ethical dilemmas posed by new organizational demands, in the face of which staff develop ways of coping ranging from manifest obedience to latent resistance. This supports the reasons for the redesign of these services based on a better balance between commercial and social demands, managerial and professional values, and between business efficiency and quality of working life.

  16. A Liquid work-life under public service contracting

    DEFF Research Database (Denmark)

    Lindholst, Christian

    A part of the reality behind public service contracting in Denmark as well as in many other countries is that a growing number of people are employed in uncertain and temporary conditions and relations in what can be characterized as ‘liquidized’ work-lives. This reality and its consequences...... of staffs’ work-life under public service contracting. The paper relies empirically on focus group interviews in two cases of staff transfers in public service contracting with different levels of liquefaction. it is found that staff transfer is a composite experience for staff with differential outcomes...... for staff, however, are only poorly understood in current theory and research on public service contracting through partial concepts and a tendency to focus merely on negative outcomes. Against this shortfall, the aim in this paper is to build a conceptually and empirically richer and more authentic account...

  17. Job-related resources and the pressures of working life.

    Science.gov (United States)

    Schieman, Scott

    2013-03-01

    Data from a 2011 representative sample of Canadian workers are used to test the resource versus the stress of higher status hypotheses. Drawing on the Job Demands-Resources model (JD-R), the resource hypothesis predicts that job-related resources reduce job pressure. The stress of higher status hypothesis predicts that job-related resources increase job pressure. Findings tend to favor the resource hypothesis for job autonomy and schedule control, while supporting the stress of higher status for job authority and challenging work. These findings help elaborate on the "resource" concept in the JD-R model and identify unique ways that such resources might contribute to the pressures of working life.

  18. Assessing Quality of Working Life Among Malaysian Workers.

    Science.gov (United States)

    Sulaiman, Nur Suffia; Choo, Wan Yuen; Mat Yassim, Abdul Rahim; Van Laar, Darren; Chinna, Karuthan; Majid, Hazreen Abdul

    2015-11-01

    The Work-Related Quality of Life Scale-2 (WRQLS-2) has been used to measure quality of working life (QOWL) in the United Kingdom. In this study, the scale was translated and normalized into Malay. The scale was translated using the back-translation method, pretesting, and pilot testing. It was conducted among health care and office workers. It was tested in 3 stages; confirmatory factor analysis at stages 1 and 3 and exploratory factor analysis at stage 2. The Malaysian WRQLS-2 had 5 factors: "General Well-Being," "Job and Career Satisfaction," "Employee Engagement," "Home-Work Interface," and "Stress at Work." The scale showed good convergent and construct validity and also reliability. Perception of good QOWL may differ because of cultural influences and varying work environments. The validated Malaysian WRQLS-2 can be used to determine the QOWL of Malaysian office and health care workers.

  19. Quality of Working Life: An Antecedent to Employee Turnover Intention

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad

    2013-01-01

    Background: The purpose of this study was to measure the level of quality of work life (QWL) among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organization. Methods: A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results: Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion: This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employees’ turnover. PMID:24596835

  20. Predicting quality of work life on nurses' intention to leave.

    Science.gov (United States)

    Lee, Ya-Wen; Dai, Yu-Tzu; Park, Chang-Gi; McCreary, Linda L

    2013-06-01

    The purpose of this study was to explore the relationship between quality of work life (QWL) and nurses' intention to leave their organization (ITLorg). A descriptive cross-sectional survey design was conducted using purposive sampling of 1,283 nurses at seven hospitals in Taiwan. Data were collected from March to June 2012. Three questionnaires, including the Chinese version of the Quality of Nursing Work Life scale (C-QNWL), a questionnaire of intention to leave the organization, and a demographic questionnaire, with two informed consent forms were delivered to the nurses at their workplaces. Descriptive data, Pearson's correlations, and the ordinal regression model were analyzed. Over half (52.5%) of nurses had ITLorg. Seven QWL dimensions were significantly negatively correlated with ITLorg (r = -0.17 to -0.37, p working in a nonteaching hospital. Four of the QWL dimensions--supportive milieu with job security and professional recognition, work arrangement and workload, work or home life balance, and nursing staffing and patient care--were also predictors of ITLorg. Three QWL dimensions were not predictors of ITLorg. This study showed that individual-related variables (being single, having a diploma or lower educational level), a work-related variable (working at a nonteaching hospital), and the four QWL dimensions play a significant role in nurses' ITLorg. After the QWL dimensions were added to the regression, the variance explained by the model more than doubled. To reduce nurses' ITLorg, nursing administrators may offer more focused interventions to improve the supportive milieu with job security and professional recognition, work arrangement and workload, work or home life balance, and nursing staffing and patient care. © 2013 Sigma Theta Tau International.

  1. Why Quality of Work Life Doesn't Always Mean Quality.

    Science.gov (United States)

    Cohen, Deborah Shaw

    1981-01-01

    From participatory management to autonomous work groups, the quality of work life movement has made an impact on U.S. corporations. To make the quality of work life connection, commitment must originate with top management. (Author)

  2. Why Quality of Work Life Doesn't Always Mean Quality.

    Science.gov (United States)

    Cohen, Deborah Shaw

    1981-01-01

    From participatory management to autonomous work groups, the quality of work life movement has made an impact on U.S. corporations. To make the quality of work life connection, commitment must originate with top management. (Author)

  3. ["What you will": Results of an Empirical Analysis of the Need to Improve Work-life Balance for Physicians].

    Science.gov (United States)

    Jerg-Bretzke, L; Krüsmann, P; Traue, H C; Limbrecht-Ecklundt, K

    2016-02-15

    Study Aims: This study assessed the perceived need for clinics to improve work-life balance of physicians. Hospitals are increasingly facing demands to offer physicians working conditions that allow greater balance between family life and pursuit of career. Simultaneously, hospitals could consider this an opportunity to stand out as attractive employers. Methods: N=120 doctors of the medical faculty and N=679 medical students in their premedical and clinical training participated online. Results: The results of the Work-Family/Family-Work Conflict Scale (WFC/FWC) showed physicians to have a decreased work/life balance when starting to work professionally, especially with a child. Ninety percent of the respondents considered the following arrangements to be especially helpful: temporary work interruptions in an emergency, part-time positions or emergency childcare. The doctors also expressed their wish to be actively supported by their supervisors on the topic of work/life balance. Conclusion: This analysis on work-family balance shows the need for change in the studied samples. Based on the measures that were determined to be helpful, hospitals can make conclusions about what concrete steps of action can be taken. Additionally, WFC/FWC could be used as a standardized analysis measure to assess the load imposed on physicians by family on work place and vice versa.

  4. PENGARUH QUALITYOF WORK LIFE TERHADAP KINERJA PEGAWAI KELURAHAN (Studi di 6 Kelurahan Pada Kabupaten Barito Utara

    Directory of Open Access Journals (Sweden)

    Isma'il .

    2016-08-01

    Full Text Available This is study aims to determine and analyze the influence of the the independent variables i.e. the  Career Development as part of Quality Of Work Life (X1, and the Conflict Resolution as Part of Quality of Work Life (X2, either simultaneously or partially, towards the dependent variable,  i.e.  Officer  Performance  (Y,  in  six  villages,  namely  villages  of  Jingah,  Jambu, Lanjas, Melayu, Lahei I and II Lahei in the Regency of Barito Utara. The  research  method  used  used  was  quantitative  research  which  was  explanatory,  with  the number  of  population  was  48  officers  in  six  sample  villages,  namely  the  villages  of  Jingah, Jambu,  Lanjas,  Melayu, Lahei  I  and  Lahei II  in  the  Regency  of  Barito  Utara. The  sampling technique used was Census method. The variable measurement used was the Likert scale with a  scale  rating  from  in  to  5.  To  analyze  the  influence  of  the  variables  of  the  Career Development,  as  part  of  the  Quality  Of  Work    Life  (X1,  and  Conflict Resolution,  as  part  of the  Quality  Of  Work  Life  (X2,  towards  the  performance  Officer  (Y  the  technique  multiple linear regression statistics technique was used.  The results of this study concluded thaht the variables the Career Development as part of the Quality  of    work  Life  (X1,  and  Conflict Resolution  aspart  of  the  Quality  of  Work  Life  (X2, influence  simultaneously  the  variable  of  the  Officer  Performance  (Y.  The  variables  of  the Career  Development  as  part  of  the  Quality  Of  Work  Life  (X1,  does  not  influence  on  the Officer  Performance  (Y  because  the  Career  Development  are  not  as  being  expected  by  the village  officers,  whereas  of  Conflict  Resolution,  as  part  of  the  Quality  Of  Work  Life  (X2

  5. Work-Life: Policy and Practice Impacting LG Faculty and Staff in Higher Education

    Science.gov (United States)

    Munn, Sunny L.; Hornsby, Eunice Ellen

    2008-01-01

    The work-life policies and benefits practices of public universities and the extent to which lesbian and gay (LG) faculty, staff and families receive different work-life benefits than their heterosexual married counterparts are examined. The analysis was conducted by searching university work-life benefits websites. Major benefits for domestic…

  6. Quality of Working Life: An Antecedent to Employee Turnover Intention

    Directory of Open Access Journals (Sweden)

    Ali Mohammad Mosadeghrad

    2013-05-01

    Full Text Available Background The purpose of this study was to measure the level of quality of work life (QWL among hospital employees in Iran. Additionally, it aimed to identify the factors that are critical to employees’ QWL. It also aimed to test a theoretical model of the relationship between employees’ QWL and their intention to leave the organisation. Methods A survey study was conducted based on a sample of 608 hospital employees using a validated questionnaire. Face, content and construct validity were conducted on the survey instrument. Results Hospital employees reported low QWL. Employees were least satisfied with pay, benefits, job promotion, and management support. The most important predictor of QWL was management support, followed by job proud, job security and job stress. An inverse relationship was found between employees QWL and their turnover intention. Conclusion This study empirically examined the relationships between employees’ QWL and their turnover intention. Managers can take appropriate actions to improve employees’ QWL and subsequently reduce employees’ turnover.

  7. Leadership styles and quality of work life in SMEs

    Directory of Open Access Journals (Sweden)

    T. S. Nanjundeswaraswamy

    2015-01-01

    Full Text Available Small and Medium Enterprises (SMEs in India are currently facing the challenges of increased competitions. In such environment, labor retention is very important factor for competition and survival. In this context, appropriate leadership styles and Quality of Work Life (QWL are very important factors for survival. Literature on QWL is limited to SMEs and several studies commonly correlated with only QWL dimensions but no study on QWL has association with Leadership styles. This empirical study is accomplished to predict QWL in relation to Transformational and Transactional leadership styles. The sample consists of 240 Mechanical Manufacturing SMEs in Bangalore, India. To draw the inference chi-square test, Pearson correlation and regression analysis was carried out for the collected data using Mini Tab14. The results indicate that 25% of SMEs have implemented good QWL, in 56.6% of SMEs have implemented Transformational leadership styles; QWL of SMEs has significant association with Leadership styles. QWL and Leadership styles of SMEs are independent of demographical factors of SMEs like age of the firms, size of the firms, and cost of the project. QWL dimensions like work environment, relation and cooperation, autonomy of work has a significant association with leadership style. For both transformational and transactional leadership style job satisfaction and job security has highest correlation coefficient.

  8. WORK-LIFE BALANCE POLICIES IN JORDANIAN TELECOMMUNICATION COMPANIES

    Directory of Open Access Journals (Sweden)

    Mahmoud Abubaker

    2016-07-01

    Full Text Available 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.

  9. Parenting and female dermatologists' perceptions of work-life balance.

    Science.gov (United States)

    Mattessich, S; Shea, K; Whitaker-Worth, D

    2017-09-01

    Women in medicine may feel pressure to choose between the competing demands of career goals and being a dedicated spouse and parent. The purpose of this survey study is to report on the current opinions of female dermatologists with regard to family planning, maternity leave, and career success. We surveyed 183 members of the Women's Dermatologic Society using a 13-question survey that was approved for distribution by the institutional review board committee of the University of Connecticut Health Center. We found that women were most likely to have children while they were residents (51%), despite the fact that residents were more likely to report barriers to childbearing at this career stage. These barriers included length of maternity leave, appearing less committed to residency responsibilities compared with peers, and inadequate time and privacy to breast feed. Strategies to achieve a work-life balance included hiring in-home help and working part-time. Of note, many women commented on the need for more family planning resources at work. Thought should be given to future administrative strategies that can lessen the burden of parents who are dermatologists and have academic ambitions.

  10. The relationship between organisational trust and quality of work life

    Directory of Open Access Journals (Sweden)

    Yolandi van der Berg

    2013-01-01

    Full Text Available Orientation: Managers within organisations should be more attentive regarding their managerial practices, the quality of work life (QWL and trust relationships, as experienced by employees.Research purpose: The aim of the study was to determine the relationship between organisational trust and QWL.Motivation for the study: Recent organisational changes have refocused attention on the productivity and performance of sales representatives. These changes have brought about a re-evaluation of their QWL and the organisational trust they experience.Research design, approach and method: An Internet-based survey methodology was used to collect primary data from a probability sample of 282 sales representatives; a 72% response rate was obtained. Responses were analysed using quantitative techniques and structural equation modelling.Main findings: Results confirmed a positive relationship between managerial practices with organisational trust and QWL and a lower relationship between the personality dimensions, organisational trust and the QWL.Practical/managerial implications: The study accentuated how important it is for management to be constantly aware of employees’ trust and their experience of a QWL, as these factors can lead to severe consequences if not properly managed.Contribution/value add: The study focused attention on the importance of building good trust relationships within an organisation, as it seems as though the personality traits and managerial practices of managers influence not only the trust relationship experienced by employees, but also their experience of a QWL.

  11. Quality of Working Life of cancer survivors: associations with health- and work-related variables.

    Science.gov (United States)

    de Jong, Merel; Tamminga, Sietske J; Frings-Dresen, Monique H W; de Boer, Angela G E M

    2017-05-01

    This study aimed to (1) describe the Quality of Working Life (QWL) of cancer survivors and (2) explore associations between the QWL of cancer survivors and health- and work-related variables. Employed and self-employed cancer survivors were recruited through hospitals and patient organizations. They completed the Quality of Working Life Questionnaire for Cancer Survivors (QWLQ-CS) and health- and work-related variables in this cross-sectional study. The QWL scores of cancer survivors were described, and associations between QWL and health- and work-related variables were assessed. The QWLQ-CS was completed by 302 cancer survivors (28% male) with a mean age of 52 ± 8 years. They were diagnosed between 0 and 10 years ago with various types of cancer, such as breast cancers, gastrointestinal cancers, urological cancers, and haematological cancers. The QWL mean score of cancer survivors was 75 ± 12 (0-100). Cancer survivors had statistically significant lower QWL scores when they had been treated with chemotherapy or when they reported co-morbidity (p ≤ 0.05). Cancer survivors without managerial positions, with low incomes or physically demanding work, and who worked a proportion of their contract hours had statistically significantly lower QWL scores (p ≤ 0.05). This study described the QWL of cancer survivors and associations between QWL and health- and work-related variables. Based on these variables, it is possible to indicate groups of cancer survivors who need more attention and support regarding QWL and work continuation.

  12. Analysis of work-life balance from the viewpoint of Iranian accountants

    Directory of Open Access Journals (Sweden)

    Abbas Ghanbari

    2013-08-01

    Full Text Available Work-life balance (WLB plays an essential role on having peaceful life. There has been a substantial growth of families where both husband and wife work. Despite enjoying advantages of role mixture, life style in family has been faced by tremendous pressures due to ignoring conventional division of work in family as well as making new and more commitments. One of these pressures is the conflict between work and life, which could lead to unfavorable impacts on social integrity of family functions, mental and social health. This paper investigates WLB in terms of accountants’ perspective. The proposed study designs a questionnaire, which contains 12 questions where 6 questions are associated with the importance of WLB and the other 6 questions are associated with effective variables in creating WLB. The method of the research is descriptive-survey and the study uses ANOVA test to analyze the results. The researcher has employed Friedman test to score research variables. The results of the research indicate that WLB components had different rates of importance among accountants with various genders.

  13. Work-life balance of nursing faculty in research- and practice-focused doctoral programs.

    Science.gov (United States)

    Smeltzer, Suzanne C; Sharts-Hopko, Nancy C; Cantrell, Mary Ann; Heverly, Mary Ann; Jenkinson, Amanda; Nthenge, Serah

    2015-01-01

    The growing shortage of nursing faculty and the need for faculty to teach doctoral students to address the shortage call for examination of factors that may contribute to the shortage, including those that are potentially modifiable, including work-life balance.This descriptive study examined work-life balance of a national sample of nursing faculty teaching in research-focused and practice-focused doctoral programs. Data were collected through an online survey of 554 doctoral program faculty members to identify their perceptions of work-life balance and predictors of work-life balance. Work-life balance scores indicated better work-life balance than expected. Factors associated with good work-life balance included higher academic rank, having tenure, older age, years in education, current faculty position, and no involvement in clinical practice. Current faculty position was the best predictor of work-life balance. Although work-life balance was viewed positively by study participants, efforts are needed to strengthen factors related to positive work/life in view of the increasing workload of doctoral faculty as the numbers of doctoral students increase and the number of seasoned faculty decrease with anticipated waves of retirements. Copyright © 2015 Elsevier Inc. All rights reserved.

  14. Satisfaction with work-life balance and the career and retirement plans of US oncologists.

    Science.gov (United States)

    Shanafelt, Tait D; Raymond, Marilyn; Kosty, Michael; Satele, Daniel; Horn, Leora; Pippen, John; Chu, Quyen; Chew, Helen; Clark, William Benton; Hanley, Amy E; Sloan, Jeff; Gradishar, William J

    2014-04-10

    To evaluate satisfaction with work-life balance (WLB) and career plans of US oncologists. The American Society of Clinical Oncology conducted a survey of US oncologists evaluating satisfaction with WLB and career plans between October 2012 and March 2013. The sample included equal numbers of men and women from all career stages. Of 2,998 oncologists contacted, 1,490 (49.7%) returned surveys. From 1,117 oncologists (37.3% of overall sample) completing full-length surveys, we evaluated satisfaction with WLB and career plans among the 1,058 who were not yet retired. The proportion of oncologists satisfied with WLB (n = 345; 33.4%) ranked lower than that reported for all other medical specialties in a recent national study. Regarding career plans, 270 oncologists (26.5%) reported a moderate or higher likelihood of reducing their clinical work hours in the next 12 months, 351 (34.3%) indicated a moderate or higher likelihood of leaving their current position within 24 months, and 273 (28.5%) planned to retire before 65 years of age. Multivariable analyses found women oncologists (odds ratio [OR], 0.458; P Satisfaction with WLB and burnout were the strongest predictors of intent to reduce clinical work hours and leave current position on multivariable analysis. Satisfaction with WLB among US oncologists seems lower than for other medical specialties. Dissatisfaction with WLB shows a strong relationship with plans to reduce hours and leave current practice. Given the pending US oncologist shortage, additional studies exploring interactions among WLB, burnout, and career satisfaction and their impact on career and retirement plans are warranted.

  15. Relationship between job satisfaction and quality of work life of employees in service sector

    Directory of Open Access Journals (Sweden)

    H. Ramesh Babu

    2013-07-01

    Full Text Available Quality of work life (QWL is important for job performance, job satisfaction, labour turnover, labour management relation and such other factors which play important part in determining the overall well-being of any industrial organization. Quality of work life is concerned about the impact of work on as well as on organization effectiveness. An attempt has been made in this article to analyze the relationship between job satisfaction and quality of work life in service sector.

  16. Analysis of Office/Laboratory Staying Hour and Home Working Hour of Japanese Scientists and Engineers

    Science.gov (United States)

    Ejiri, A.

    The second questionnaire for scientists and engineers was carried out in 2007, and status of Japanese scientists and engineers were analyzed and reported. A part of the data was reanalyzed from the viewpoint of work life balance. In particular, office/laboratory staying hour and home working hour were analyzed and dependences on various factors were investigated. It was found that these hours depend on gender, marital status, number of child, employment status and age. In addition, the total hours tend to be kept constant regardless of various factors.

  17. A qualitative study of work-life balance amongst specialist orthodontists in the United Kingdom.

    Science.gov (United States)

    Bateman, Lindsey E; Collins, Joanne M; Cunningham, Susan J

    2016-12-01

    To identify factors affecting work-life balance amongst male and female orthodontists in the UK. A qualitative interview-based study with a cross-sectional design. Specialist orthodontists working in specialist practice and the hospital service in the UK were selected by purposive sampling. In-depth semi-structured interviews were conducted with 18 orthodontic specialists. Interview transcripts were analyzed using Framework Analysis. Four main themes pertaining to work-life balance in orthodontics were identified: work factors affecting work-life balance, life factors affecting work-life balance, perception and effects of work-life balance and suggestions for managing work-life balance within the profession. There was substantial variation in the work-life balance of the orthodontists interviewed in this study; however the majority reported high levels of career satisfaction despite difficulties maintaining a good work-life balance. Whilst there were some clear distinctions in the factors affecting work-life balance between the hospital environment and specialist practice (including additional professional commitments and teaching/training-related issues), there were also a number of similarities. These included, the lack of flexibility in the working day, managing patient expectations, taking time off work at short notice and the ability to work part-time.

  18. Les 2x12h : une solution au conflit de temporalités du travail posté ? The 12-hour shifts system: A way to settle conflicting temporalities in shift work

    Directory of Open Access Journals (Sweden)

    Béatrice Barthe

    2009-11-01

    Full Text Available Les horaires de travail en 2x12h semblent faciliter l’articulation des temporalités mise à mal par le travail posté, articulation avec les dimensions temporelles du fonctionnement humain : les rythmicités biologiques, l’organisation de la vie socio-familiale et la fatigue notamment. Dans un contexte social et économique favorable à la diffusion des 2x12h, cet article propose une synthèse des effets de ces horaires de travail posté sur la santé, sur la vie personnelle des opérateurs concernés et sur le travail. Même si, comparés aux autres systèmes d’horaires, les 2x12h semblent avoir des conséquences moindres sur la santé et la vie personnelle, cette synthèse montre l’importance d’autres facteurs (caractéristiques des personnes, temps d’exposition aux horaires, propriétés du système d’horaires, par exemple sur ces effets et la nécessité d’intégrer l’analyse du contenu du travail et des exigences du travail dans l’analyse de ces effets. Avant de penser le 2x12h comme une solution au conflit de temporalités du travail posté, la réflexion d’aménagement des horaires de travail se doit d’intégrer une analyse systémique et détaillée du travail, prenant en compte le contenu du travail, les exigences des tâches et les stratégies d’accord des temporalités mises en place par les opérateurs concernés au niveau de leur activité de travail.Twelve-hour shifts appear to facilitate the flow of temporalities involved in shift work schedules and the different temporal dimensions of human functioning: particularly biological rhythms, private life, and fatigue. In a social and economic context that favors the increase of 12-h shifts, this paper sums up the effects of 12-h shifts on health, personal life, and work. 12-h shifts seem to have less impact on health and personal life, when compared with other shift-work systems. This synthesis shows the importance of other factors (characteristics of the

  19. Quality of Working Life of cancer survivors : Development and evaluation of a measurement instrument

    NARCIS (Netherlands)

    de Jong, M.

    2016-01-01

    Cancer survivors can experience difficulties in return-to-work or work continuation. Current outcomes in research describing the working life of cancer survivors offer little insight into cancer survivors’ experiences and perceptions of work, that is to say, the Quality of Working Life (QWL) of canc

  20. Old Wine in New Bottles: The Quality of Work Life in Schools and School Districts.

    Science.gov (United States)

    Bacharach, Samuel B.; Mitchell, Stephen M.

    This essay reviews quality of work life as a management technique and argues that quality-of-work-life programs, conceptualized multidimensionally, offer a unique mechanism for improving working conditions in schools and within districts. A brief analysis of major management ideologies concludes that some techniques advocated under the label of…

  1. Effects of Teacher Quality Work Life in Secondary Schools on Commitment and Sense of Efficacy.

    Science.gov (United States)

    Louis, Karen Seashore

    1998-01-01

    Explores how teachers' quality of working life contributes to their commitment to work and sense of efficacy in eight schools. Presents a model that ties workplace characteristics to important behaviors, attitudes, and psychological characteristics affecting teaching. Classroom observation and survey data suggest that quality-of-work-life measures…

  2. Cultures of Work-Life Balance in Higher Education: A Case of Fragmentation

    Science.gov (United States)

    Lester, Jaime

    2015-01-01

    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…

  3. Work Life Balance and Job Satisfaction among Faculty at Iowa State University

    Science.gov (United States)

    Mukhtar, Farah

    2012-01-01

    This study utilized the existing database from the Iowa State University 2009-2010 COACHE Tenure-Track Job Satisfaction Survey Report to explore faculty work life balance and job satisfaction among academic disciplines at Iowa State University. The articulation of work and life, cast as work life balance, has become a key feature of much current…

  4. Quality of Work Life and Organizational Climate of Schools Located along the Thai-Cambodian Borders

    Science.gov (United States)

    Kitratporn, Poonsook; Puncreobutr, Vichian

    2016-01-01

    The purpose of the study is to measure the Quality of Work Life and Organizational Climate of Schools located along the Thai-Cambodian borders. The study intended to measure the relationship between the two underlying variables quality of work life and organizational climate. Simple random sample of 384 respondents were administrators and teachers…

  5. Influences on Employee Perceptions of Organizational Work-Life Support: Signals and Resources

    Science.gov (United States)

    Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa

    2011-01-01

    This study examined predictors of employee perceptions of organizational work-life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work-life support through two mechanisms: signaling that the organization cares about their work-life…

  6. Aspects of work-life balance of Australian general practitioners: determinants and possible consequences.

    Science.gov (United States)

    Shrestha, Durga; Joyce, Catherine M

    2011-01-01

    The Australian general practitioner (GP) workforce, especially younger generation GPs and female GPs, increasingly prioritises work-life balance (WLB). Good WLB is associated with decreased interest of medical students in general practice as a speciality choice as well as good health and wellbeing, and decisions of GPs to retire early. Therefore, understanding the role played by different factors in achieving WLB is crucial to ensure a sufficient GP workforce necessary to meet the rising demands of health care. There is a dearth of empirical, quantitative, large, population-based studies assessing the level of WLB in the Australian GP population as well as contributing and consequent factors. Our study fills this identified gap in the current literature. This study aimed to investigate the extent, determinants and possible consequences of WLB of Australian GPs. Data for this study come from the baseline cohort of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal, population-level survey. Questionnaires tailored specifically for GPs and GP registrars were sent to all clinically active GPs registered in the Australian Medical Publishing Co. (AMPCo) database (n=22137), with a choice of completing either a paper or online version. Data were collected between June and December 2008. STATA (10.0) was used for conducting weighted data analyses. Regression methods were applied for assessing the associations between dependent and independent variables. Of the 3906 GPs (17.6%) who responded, 53% reported that the balance between their personal and professional commitments was about right. Generation X GPs and females reported a better WLB than baby boomers and males respectively. However, those reporting good WLB also worked significantly fewer hours than those reporting poor WLB. GPs who reported good opportunities for leisure activities and perceived that they have good health also reported better WLB. Contrastingly, those reporting difficulty

  7. Psychometric Analysis of the Work/Life Balance Self-Assessment Scale.

    Science.gov (United States)

    Smeltzer, Suzanne C; Cantrell, Mary Ann; Sharts-Hopko, Nancy C; Heverly, Mary Ann; Jenkinson, Amanda; Nthenge, Serah

    2016-01-01

    This study investigated the psychometric properties of the Work/Life Balance Self-Assessment scale among nurse faculty involved in doctoral education. A national random sample of 554 respondents completed the Work/Life Balance Self-Assessment scale, which addresses 3 factors: work interference with personal life (WIPL), personal life interference with work (PLIW), and work/personal life enhancement (WPLE). A principal components analysis with varimax rotation revealed 3 internally consistent aspects of work-life balance, explaining 40.5% of the variance. The Cronbach's alpha coefficients for reliability of the scale were .88 for the total scale and for the subscales, .93 (WIPL), .85 (PLIW), and .69 (WPLE). The Work/Life Balance Self-Assessment scale appears to be a reliable and valid instrument to examine work-life balance among nurse faculty.

  8. Conflict Management.

    Science.gov (United States)

    Fisher, William; Koue, Glen

    1991-01-01

    Discusses general issues involved in conflict management and provides more specific examples of conflict management in libraries. Causes of conflict are considered, including organizational structure, departmentalization, performance appraisal, poor communication, and technological change; and methods of dealing with conflict are described,…

  9. Influence of job demands and job control on work-life balance among Taiwanese nurses.

    Science.gov (United States)

    Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin

    2017-09-01

    This study investigated the extent to which the job demands and job control of nurses were related to their work-life balance. The inability to achieve work-life balance is one of the major reasons for the declining retention rate among nurses. Job demands and job control are two major work domain factors that can have a significant influence on the work-life balance of nurses. The study measured the job demands, job control and work-life balance of 2040 nurses in eight private hospitals in Taiwan in 2013. Job demands and job control significantly predicted all the dimensions of work-life balance. Job demands increased the level of work-life imbalance among nurses. While job control showed positive effects on work/personal life enhancement, it was found to increase both work interference with personal life and personal life interference with work. Reducing the level of job demands (particularly for psychological demands) between family and career development and maintaining a proper level of job control are essential to the work-life balance of nurses. Flexible work practices and team-based management could be considered by nursing management to lessen job demand pressure and to facilitate job engagement and participation among nurses, thus promoting a better balance between work and personal life. © 2017 John Wiley & Sons Ltd.

  10. Employees as Individually and Collectively Acting Subjects—Key Contributions from Nordic Working Life Research

    DEFF Research Database (Denmark)

    Hasle, Peter; Sørensen, Ole Henning

    2013-01-01

    working life research to understand how they research and construe the conditions of humans at work with a special focus on the psychosocial well-being of industrial workers. The paper concludes that the key contributions to Nordic working life research have a distinctive emphasis on collective employee......The Nordic countries—Denmark, Finland, Iceland, Norway, and Sweden—are societies that share many features among themselves that also distinguish them from other industrialized countries. The paper poses the question whether the distinct character of the Nordic societies has generated working life...

  11. The impact of atopic dermatitis on work life - a systematic review

    DEFF Research Database (Denmark)

    Nørreslet, L B; Ebbehøj, N E; Bonde, J P Ellekilde

    2017-01-01

    BACKGROUND: Atopic dermatitis (AD) has considerable multidimensional personal and societal costs. However, the extent to which the patient's work life is affected due to AD is more sparsely described in the literature. OBJECTIVE: To examine the impact on work life for patients with AD......, with a specific focus on choice of education and occupation, sick leave, social compensations and change of job due to AD. METHODS: A systematic literature search was performed in PubMed, EMBASE and Web of Science up to 7(th) February 2017 for articles on the impact on work life for patients with atopic...... pensions found AD to have a negative impact. Studies of change or loss of job and AD showed more diverse results, as not all studies documented a negative effect of AD on work life. CONCLUSIONS: AD imposes a burden extending beyond personal, emotional and financial costs. This review strongly implies...

  12. Investigating the effect of work life quality and social capital on the organizational commitment

    Directory of Open Access Journals (Sweden)

    Mahmood Reza Esmeili

    2014-08-01

    Full Text Available This paper studies the work life quality and social capital on the organizational commitment. The primary objective of this research is to identify the effect of the quality of Work Life and social capital on the organizational commitment. The study has accomplished among 240 out of 900 employees of tax affairs organization in Lorestan province. To achieve our goal, nine hypotheses were examined. There are three questionnaires including the quality of work life, social capital, and the organizational commitment. Using structural equation modeling, the study has confirmed that there was a meaningful relationship between the variables of the quality of work life with social capital and organizational commitment; namely affective, continuous, normative. In addition, there is a meaningful relationship between the variable social capital with organizational commitment including affective, continuous, and normative.

  13. Assessment of Quality of Working-Life of Nurses in Two Tertiary ...

    African Journals Online (AJOL)

    FIRST LADY

    Teaching Hospital Ado-Ekiti and Federal Medical Centre Ido-Ekiti. ... Key Words: Assessment, Hospital, Nurses, Quality, and Working-life. .... working, learning and growing as they contribute to the organization. .... Coral Springs, Fla: Strategy.

  14. Negotiating Work/Life Balance : The Experience of Fathers and Mothers in Ireland

    Directory of Open Access Journals (Sweden)

    Eileen Drew

    2011-03-01

    Full Text Available Working arrangements are still not sufficiently flexible to enable parents to manage their roles as workers and as carers and there remains a dearth of flexible working arrangements and work-life balance policies especially for fathers. This paper examines the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organisations surveyed in 2002. It concentrates on the access to, and takes up of, flexible working time and leave arrangements by fathers and mothers and explores the impact of such arrangements on their careers and their attitudes towards work/life balance. Parents were asked about their actual and preferred childcare arrangements. The majority of fathers were able to rely upon the provision of care by the mother in their own home (an option that was available to only a small proportion of mothers. The paper concludes by discussing the kinds of work/life balance interventions/measures sought by fathers and mothers.

  15. Fulfillment of work-life balance from the organizational perspective: a case study

    National Research Council Canada - National Science Library

    Mazerolle, Stephanie M; Goodman, Ashley

    2013-01-01

    Researchers studying work-life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort...

  16. Manager Behavior, Generation, and Influence on Work-Life Balance: An Empirical Investigation

    National Research Council Canada - National Science Library

    Ann Gilley; Kristen Waddell; Ashley Hall; Sherry Avery Jackson; Jerry W Gilley

    2015-01-01

    ...) in MBA and Organizational Development Ph.D. programs explored perceived influences of managerial behaviors and practices on employee perceptions of their managers' abilities to support work-life balance, by manager age (generation...

  17. Negotiating Work/Life Balance : The Experience of Fathers and Mothers in Ireland

    OpenAIRE

    Eileen Drew; Gwen Daverth

    2011-01-01

    Working arrangements are still not sufficiently flexible to enable parents to manage their roles as workers and as carers and there remains a dearth of flexible working arrangements and work-life balance policies especially for fathers. This paper examines the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organisations surveyed in 2002. It concentrates on the access to, and takes up of, flexible working time and leave arrangements by fathers and mothers and...

  18. Negotiating Work/Life Balance : the Experience of Fathers and Mothers in Ireland

    OpenAIRE

    DREW, EILEEN PATRICIA

    2007-01-01

    PUBLISHED Working arrangements are still not sufficiently flexible to enable parents to manage to fulfil their roles as workers and as carers and there remains a dearth of flexible working arrangements and work-life balance policies especially for fathers. This paper examines the degree of work/life balance among fathers, and mothers, employed in 5 major Irish organisations surveyed in 2002. It concentrates on the access to, and take up of, flexible working time and leave arrangements by f...

  19. The influence of work-life balance, choice and a meaningful location on work transitions.

    Science.gov (United States)

    Lisson, Selene; Mee, Laura; Gilbert, Kristen

    2013-01-01

    To explore career transitions using an occupational perspective. One man shared his views on career transitions to elaborate concepts on work-life balance, choice and meaning. Narrative reflection and theoretical exploration of occupational concepts underscoring career transitions. Three concepts are important to understanding career transitions, work-life balance, making meaning choices, and place. Further development in work transitions can be elaborated using an occupational understanding.

  20. Effectiveness of Positive Thinking Training Program on Nurses' Quality of Work Life through Smartphone Applications.

    Science.gov (United States)

    Motamed-Jahromi, Mohadeseh; Fereidouni, Zhila; Dehghan, Azizallah

    2017-01-01

    Job stress is a part of nurses' professional life that causes the decrease of the nurses' job satisfaction and quality of work life. This study aimed to determine the effect of positive thinking via social media applications on the nurses' quality of work life. This was a pretest-posttest quasi-experimental study design with a control group. The samples were selected among the nurses in two hospitals in Fasa University of Medical Sciences and divided randomly into two interventional (n = 50) and control (n = 50) groups. Positive thinking training through telegrams was sent to the intervention group during a period of 3 months. Data were collected by using Brooks and Anderson's questionnaire of work life quality and analyzed by SPSS 18. The mean total scores of pretest and posttest in the intervention group improved noticeably and there were significant differences between mean scores of quality of work life in pretest and posttest scores in interventional groups (p work life quality, home life (p work design (p work context (p work world (p = 0.003). This study concluded that positive thinking training via social media application enhanced nurses' quality of work life. This study is necessary to carry out on a larger sample size for generalizing findings better.

  1. The Effect of Quality of Work Life on Social Capital in Employees of Shahid Modarres Hospital

    Directory of Open Access Journals (Sweden)

    Suri Mashayekhi

    2016-03-01

    Full Text Available Improvement of quality of work life is one of the most important goals of organization and its employees. Many plans of quality of work life include efforts done to enhance satisfaction and performance of employees through theirintrinsic motivation. The main purpose of this study is identification of effect of quality of work life on social capital in Shahid Modarres Hospital employees. Applied method in this study is descriptive-survey method. For purpose of data collection, two library and field methods have been applied. In order to measure quality of work life,Walton's eight components model is applied and to measure social capital, Putnam model is applied. For this purpose, two standard questionnaires of quality of work life and researcher-made questionnaires of social capital have been applied. Statistical population of the study consists of 390 employees of Shahid Modarres Hospital and 194 people have been selected as sample using limited sampling strategy. In this study, after ensuring that collected data has normal distribution, multivariate regression analysis is applied to investigate research hypotheses. Obtained results from the study indicate that all components of quality of work life have positive effect on social capital and there is significant correlation between them. Finally, required suggestions have been presented.

  2. Salutogenic resources in relation to teachers' work-life balance.

    Science.gov (United States)

    Nilsson, Marie; Blomqvist, Kerstin; Andersson, Ingemar

    2017-01-01

    Experiencing work-life balance is considered a health promoting resource. To counter-balance the negative development of teachers' work situation, salutogenic resources need to be examined among teachers. To examine resources related to teachers' experience of their work-life balance. Using a cross-sectional design, a questionnaire was distributed to 455 teachers in compulsory schools in a Swedish community. A total of 338 teachers participated (74%). A multiple linear regression method was used for the analysis. Four variables in the regression model significantly explained work-life balance and were thereby possible resources: time experience at work; satisfaction with everyday life; self-rated health; and recovery. The strongest association with work-life balance was time experience at work. Except time experience at work, all were individual-related. This study highlights the importance of school management's support in reducing teachers' time pressure. It also emphasizes the need to address teachers' individual resources in relation to work-life balance. In order to support teachers' work-life balance, promote their well-being, and preventing teachers' attrition, we suggest that the school management would benefit from creating a work environment with strengthened resources.

  3. Effectiveness of Positive Thinking Training Program on Nurses’ Quality of Work Life through Smartphone Applications

    Directory of Open Access Journals (Sweden)

    Mohadeseh Motamed-Jahromi

    2017-01-01

    Full Text Available Aim. Job stress is a part of nurses’ professional life that causes the decrease of the nurses’ job satisfaction and quality of work life. This study aimed to determine the effect of positive thinking via social media applications on the nurses’ quality of work life. Methods. This was a pretest-posttest quasi-experimental study design with a control group. The samples were selected among the nurses in two hospitals in Fasa University of Medical Sciences and divided randomly into two interventional (n=50 and control (n=50 groups. Positive thinking training through telegrams was sent to the intervention group during a period of 3 months. Data were collected by using Brooks and Anderson’s questionnaire of work life quality and analyzed by SPSS 18. Results. The mean total scores of pretest and posttest in the intervention group improved noticeably and there were significant differences between mean scores of quality of work life in pretest and posttest scores in interventional groups (p<0.001 and in dimensions of work life quality, home life (p<0.001, work design (p<0.001, work context (p<0.001, and work world (p=0.003. Conclusion. This study concluded that positive thinking training via social media application enhanced nurses’ quality of work life. This study is necessary to carry out on a larger sample size for generalizing findings better.

  4. Predictors of Work-Family Role Conflict and Its Impact on Professional Women in Medicine, Engineering, and Information Technology in Nigeria.

    Science.gov (United States)

    Uzoigwe, Anthonia Ginika; Low, Wah Yun; Noor, Siti Nurani Mohd

    2016-10-01

    This study examines work-family role conflict and the factors predicting it, with a sample of 173 professional women in engineering and information technology (IT) firms, including 2 hospitals-1 public and 1 private. Our findings show no significant difference in the level of work-family role conflict encountered by women across medicine, engineering, and IT, whereas hours of work, family responsibilities, job demand, and work role overload were significantly correlated with work-family role conflict. Multiple linear regression analysis indicates that only work role overload, family responsibilities, and hours of work significantly predicted 45.9% of work-family role conflict. This implies that working women are burdened by work demands, which invariably affects the work-family role conflict they experience and leads to deterioration of their occupational health. It is suggested that employers should create a flexible work schedule and establish family-friendly policies in the workplace to promote a healthy work-life balance for women in science careers.

  5. Challenges of work-life balance for women physicians/mothers working in leadership positions.

    Science.gov (United States)

    Schueller-Weidekamm, Claudia; Kautzky-Willer, Alexandra

    2012-08-01

    Female leadership in medicine is still disproportionately small, which might be due to the barriers of combining work and family. The aim of this study was, first, to perform a strengths, weakness, opportunities, and threats (SWOT) analysis and, second, to create a strategic concept for career development. In this study, all women in leadership positions in the health care system in Vienna, Austria, with at least 1 child (n = 8), were interviewed about the advantages and disadvantages of gender with regard to career development, the strengths and weaknesses of female leadership, and their work-life balance. Different factors that influenced the work-life balance were specified, and career strategies to realize adequate solutions were developed. The sporadic focus on career advancement, time-consuming child care, responsibility for family life, and a woman's tendency toward understatement were barriers to career development. Work-family enrichment has a positive spillover effect that spreads positive energy and helps to balance the work-life relationship. For each individual, the allocation and interaction of different resources such as time, money, scope of decision making, and physical, emotional, and social resources, were essential to maintain the individual work-life balance. In addition to the existing "glass ceiling," the predominant responsibility for child care is still borne by the woman. However, mentoring programs, coaching, networking, and support of the partner or of other people help to strengthen female "soft" skills and achieve a work-life balance. Copyright © 2012 Elsevier HS Journals, Inc. All rights reserved.

  6. Conceptualisation of ageing in relation to factors of importance for extending working life - a review.

    Science.gov (United States)

    Nilsson, Kerstin

    2016-07-01

    The aim of this study was to explore and understand the complexity of ageing in relation to factors of importance for extending working life. Discourse analysis of documents was used in an integrative review including 128 articles. Four different conceptualisation of ageing are shown to affect older workers' ability to extend their working life: (a) biological ageing people's health in relation to their physical and mental work environment, their pace of work and recuperation needs; (b) chronological ageing statutory retirement age and policies and economic incentives devised for older workers by society, unions and organisations/enterprises; (c) social ageing inclusion in different social groups, the attitude of managers, organisations and family members, the leisure activities and surrounding environment; and (d) mental/cognitive ageing self-crediting, motivating and meaningful activities, competence and skills in working life. CONCLUSIONS SOCIETIES TODAY FOCUS MOSTLY ON CHRONOLOGICAL AGEING AND ARE LOOKING TO INCREASE THE RETIREMENT AGE WITH REGARD TO STATUTORY PENSION SYSTEMS, EG BEYOND 65 YEARS OF AGE THE INTER-RELATIONSHIPS BETWEEN CHRONOLOGICAL, MENTAL, BIOLOGICAL AND SOCIAL AGEING AND THE NINE AREAS IDENTIFIED AS BEING IMPORTANT TO OLDER WORKERS IN THESE RESPECTS NEED TO BE CONSIDERED WHEN AIMING TO PROVIDE A SUSTAINABLE WORKING LIFE FOR THE INCREASING NUMBERS OF OLDER WORKERS IN MODERN SOCIETY THE THEORETICAL MODEL DEVELOPED IS A CONTRIBUTION TO THE CRITICAL DEBATE THAT CAN BE APPLIED BY SOCIETIES, EMPLOYERS AND MANAGERS IN ORDER TO PROVIDE OLDER WORKERS WITH AN INCLUSIVE AND SUSTAINABLE EXTENDED WORKING LIFE. © 2016 the Nordic Societies of Public Health.

  7. Nurse Managers’ Work Life Quality and Their Participation in Knowledge Management: A Correlational Study

    Science.gov (United States)

    Hashemi Dehaghi, Zahra; Sheikhtaheri, Abbas; Dehnavi, Fariba

    2014-01-01

    Background: The association between quality of work life and participation in knowledge management is unknown. Objectives: This study aimed to discover the association between quality of work life of nurse managers and their participation in implementing knowledge management. Materials and Methods: This was a correlational study. All nurse managers (71 people) from 11 hospitals affiliated with the Social Security Organization in Tehran, Iran, were included. They were asked to rate their participation in knowledge management and their quality of work life. Data was gathered by a researcher-made questionnaire (May-June 2012). The questionnaire was validated by content and construct validity approaches. Cronbach’s alpha was used to evaluate reliability. Finally, 50 questionnaires were analyzed. The answers were scored and analyzed using mean of scores, T-test, ANOVA (or nonparametric test, if appropriate), Pearson’s correlation coefficient and linear regression. Results: Nurse managers’ performance to implement knowledge management strategies was moderate. A significant correlation was found between quality of work life of nurse managers and their participation in implementing knowledge management strategies (r = 0.82; P correlations were found between implementation of knowledge management and participation of nurse managers in decision making (r = 0.82; P < 0.001). Conclusions: Improvement of nurse managers’ work life quality, especially in decision-making, may increase their participation in implementing knowledge management. PMID:25763267

  8. Nurse managers' work life quality and their participation in knowledge management: a correlational study.

    Science.gov (United States)

    Hashemi Dehaghi, Zahra; Sheikhtaheri, Abbas; Dehnavi, Fariba

    2015-01-01

    The association between quality of work life and participation in knowledge management is unknown. This study aimed to discover the association between quality of work life of nurse managers and their participation in implementing knowledge management. This was a correlational study. All nurse managers (71 people) from 11 hospitals affiliated with the Social Security Organization in Tehran, Iran, were included. They were asked to rate their participation in knowledge management and their quality of work life. Data was gathered by a researcher-made questionnaire (May-June 2012). The questionnaire was validated by content and construct validity approaches. Cronbach's alpha was used to evaluate reliability. Finally, 50 questionnaires were analyzed. The answers were scored and analyzed using mean of scores, T-test, ANOVA (or nonparametric test, if appropriate), Pearson's correlation coefficient and linear regression. Nurse managers' performance to implement knowledge management strategies was moderate. A significant correlation was found between quality of work life of nurse managers and their participation in implementing knowledge management strategies (r = 0.82; P correlations were found between implementation of knowledge management and participation of nurse managers in decision making (r = 0.82; P < 0.001). Improvement of nurse managers' work life quality, especially in decision-making, may increase their participation in implementing knowledge management.

  9. Nationwide survey of work environment, work-life balance and burnout among psychiatrists in Japan.

    Science.gov (United States)

    Umene-Nakano, Wakako; Kato, Takahiro A; Kikuchi, Saya; Tateno, Masaru; Fujisawa, Daisuke; Hoshuyama, Tsutomu; Nakamura, Jun

    2013-01-01

    Psychiatry has been consistently shown to be a profession characterised by 'high-burnout'; however, no nationwide surveys on this topic have been conducted in Japan. The objective of this study was to estimate the prevalence of burnout and to ascertain the relationship between work environment satisfaction, work-life balance satisfaction and burnout among psychiatrists working in medical schools in Japan. We mailed anonymous questionnaires to all 80 psychiatry departments in medical schools throughout Japan. Work-life satisfaction, work-environment satisfaction and social support assessments, as well as the Maslach Burnout Inventory (MBI), were used. Sixty psychiatric departments (75.0%) responded, and 704 psychiatrists provided answers to the assessments and MBI. Half of the respondents (n = 311, 46.0%) experienced difficulty with their work-life balance. Based on the responses to the MBI, 21.0% of the respondents had a high level of emotional exhaustion, 12.0% had a high level of depersonalisation, and 72.0% had a low level of personal accomplishment. Receiving little support, experiencing difficulty with work-life balance, and having less work-environment satisfaction were significantly associated with higher emotional exhaustion. A higher number of nights worked per month was significantly associated with higher depersonalisation. A low level of personal accomplishment was quite prevalent among Japanese psychiatrists compared with the results of previous studies. Poor work-life balance was related to burnout, and social support was noted to mitigate the impact of burnout.

  10. Evaluation of an open-rota system in a Danish psychiatric hospital: a mechanism for improving job satisfaction and work-life balance.

    Science.gov (United States)

    Pryce, Joanna; Albertsen, Karen; Nielsen, Karina

    2006-05-01

    To evaluate the impact of an open-rota scheduling system on the health, work-life balance and job satisfaction of nurses working in a psychiatric ward in Denmark. The effects of shift rotation and scheduling are well known; however, little is known about the wider benefits of open-rota systems. Method A structured questionnaire was distributed to control and intervention groups preintervention and postintervention (20 months). Nurses within the intervention group trialed an open-rota system in which nurses designed their own work-rest schedules. Nurses in the intervention group reported that they were more satisfied with their work hours, less likely to swap their shift when working within the open-rota system and reported significant increases in work-life balance, job satisfaction, social support and community spirit when compared with nurses in the control groups. The ownership and choice over work-rest schedules has benefits for nurses, and potentially the hospital.

  11. Effect of Quality of Work Life on Organizational Commitment by SEM (Case Study: OICO Company

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Faghih Parvar

    2013-10-01

    Full Text Available Nowadays, according to the importance of human resources in advancing the goals of the organization, improving the quality of work life has become one of the main goals of the organizations. Main purpose of this study is to analyses the effect of quality of work life (adequate and fair compensation, safe and healthy environment, growth and security, development of human capabilities, the total life space, social integration, constitutionalism, social relevance on organizational commitment of employees of OICO company. Method of this study is path analyses with approach of SEM. Statistical society consists of all employees of OICO Company in SPGD 17 & 18 in year 2013 that are 130 people, out of this number, 97 people were selected through random sampling in proportion with society volume and questionnaires were distributed amongst them. The research results show a positive and significant effect of quality of work life on employee’s organizational commitment.

  12. Conflict: Organizational

    DEFF Research Database (Denmark)

    Clegg, Stewart; Mikkelsen, Elisabeth Naima; Sewell, Graham

    2015-01-01

    . In contrast, anthropological treatments take a more socially and historically embedded approach to organizational conflict, focusing on how organizational actors establish negotiated orders of understanding. In a break with the social psychological and anthropological approaches, neo-Darwinians explain......This article examines four contemporary treatments of the problem of organizational conflict: social psychological, anthropological, neo-Darwinian, and neo-Machiavellian. Social psychological treatments of organizational conflict focus on the dyadic relationship between individual disputants...

  13. Quality of work life and its association with workplace violence of the nurses in emergency departments.

    Science.gov (United States)

    Eslamian, Jalil; Akbarpoor, Ali Akbar; Hoseini, Sayed Abbas

    2015-01-01

    Nurses as the major group of health service providers need to have a satisfactory quality of work life in order to give desirable care to the patients. Workplace violence is one of the most important factors that cause decline in the quality of work life. This study aimed to determine the quality of work life of nurses in selected hospitals of Isfahan University of Medical Sciences and its relationship with workplace violence. This was a descriptive-correlational study. A sample of 186 registered nurses was enrolled in the study using quota sampling method. The research instrument used was a questionnaire consisting of three parts: Demographic information, quality of work life, and workplace violence. Collected data were analyzed using descriptive and inferential statistics by SPSS version 16. The subjects consisted of 26.9% men and 73.1% women, whose mean age was 33.76 (7.13) years. 29.6% were single and 70.4% were married. About 76.9% of the subjects were exposed to verbal violence and 26.9% were exposed to physical violence during past year. Mean score of QNWL was 115.88 (30.98). About 45.7% of the subjects had a low level of quality of work life. There was an inverse correlation between the quality of work and the frequency of exposures to workplace violence. According to the results of this study, it is suggested that the managers and decision makers in health care should plan strategies to reduce violence in the workplace and also develop a program to improve the quality of work life of nurses exposed to workplace violence.

  14. Work-life balance in academic medicine: narratives of physician-researchers and their mentors.

    Science.gov (United States)

    Strong, Erin A; De Castro, Rochelle; Sambuco, Dana; Stewart, Abigail; Ubel, Peter A; Griffith, Kent A; Jagsi, Reshma

    2013-12-01

    Leaders in academic medicine are often selected from the ranks of physician-researchers, whose demanding careers involve multiple professional commitments that must also be balanced with demands at home. To gain a more nuanced understanding of work-life balance issues from the perspective of a large and diverse group of faculty clinician-researchers and their mentors. A qualitative study with semi-structured, in-depth interviews conducted from 2010 to 2011, using inductive analysis and purposive sampling. One hundred former recipients of U.S. National Institutes of Health (NIH) K08 or K23 career development awards and 28 of their mentors. Three researchers with graduate training in qualitative methods conducted the interviews and thematically coded verbatim transcripts. Five themes emerged related to work-life balance: (1) the challenge and importance of work-life balance for contemporary physician-researchers, (2) how gender roles and spousal dynamics make these issues more challenging for women, (3) the role of mentoring in this area, (4) the impact of institutional policies and practices intended to improve work-life balance, and (5) perceptions of stereotype and stigma associated with utilization of these programs. In academic medicine, in contrast to other fields in which a lack of affordable childcare may be the principal challenge, barriers to work-life balance appear to be deeply rooted within professional culture. A combination of mentorship, interventions that target institutional and professional culture, and efforts to destigmatize reliance on flexibility (with regard to timing and location of work) are most likely to promote the satisfaction and success of the new generation of clinician-researchers who desire work-life balance.

  15. PENGARUH WORK-LIFE BALANCE TERHADAP KEPUASAN KERJA KARYAWAN (STUDI PADA PT. BIO FARMA PERSERO

    Directory of Open Access Journals (Sweden)

    I Made Devan Ganapathi

    2016-04-01

    Full Text Available Abstrak - Sumber daya manusia merupakan sumber daya yang berperan penting dalam rangka mencapai tujuan perusahaan. Pengelolaan sumber daya manusia yang baik akan berdampak positif bagi perusahaan yang bersangkutan. Penelitian ini dilakukan untuk mengetahui pengaruh Work-Life Balance terhadap kepuasan kerja karyawan pada PT. Bio Farma (Persero. Work-Life Balance sebagai variabel bebas terdiri dari tiga keseimbangan yaitu keseimbangan waktu, keseimbangan keterlibatan dan keseimbangan kepuasan. Adapun kepuasan kerja sebagai variabel terikat dibagi menjadi empat faktor yaitu faktor psikologis, faktor sosial, faktor fisik dan faktor finansial. Jenis penelitian ini menggunakan metode deskriptif dan kausal. Data yang digunakan dalam penelitian ini adalah data primer yang diperoleh dari wawancara dan kuesioner yang disebarkan kepada 92 responden serta data sekunder berupa dokumen dari perusahaan. Teknik pengumpulan sampel yang digunakan adalah simple random sampling. Metode analisis data yang digunakan adalah regresi linier berganda. Untuk menganalisis data tersebut dibantu menggunakan program SPSS. Hasil dari penelitian ini menunjukkan bahwa Work-Life Balance berpengaruh secara simultan terhadap kepuasan kerja karyawan sebesar 42,2% dan sisanya 57,8% dipengaruhi oleh variabel lain yang tidak diteliti pada penelitian ini. Secara parsial, keseimbangan kepuasan berpengaruh secara signifikan terhadap kepuasan kerja karyawan. Sedangkan keseimbangan waktu dan keseimbangan keterlibatan tidak berpengaruh secara signifikan terhadap kepuasan kerja karyawan. Kata Kunci : work-life balance, kepuasan kerja karyawan, keseimbangan kepuasan. Abstract - Human resource is a resource that plays an important role in order to achieve the company's goals. Good management of the human resource will have a positive impact for the company concerned. This study was conducted to determine the effect of Work-Life Balance on job satisfaction of employees at PT. Bio Farma (Persero

  16. Trust, performance and well-being in Nordic working life and management research

    DEFF Research Database (Denmark)

    Sørensen, Ole Henning; Hasle, Peter; Madsen, Christian Uhrenholdt

    2014-01-01

    In the last decades there has been a growing focus in working life and management research on sustainable organizational development that simultaneously improve organizational outcomes such as productivity and quality and employee outcomes such as well-being and job-satisfaction. Research has...... pointed to trust as an important component of participatory management practices having simultaneous positive outcomes for organizational productivity and employee well-being. The aim of this paper is to establish an overview of the results of Nordic working life and man-agement research inquiring...

  17. Integration of Work-life Issues with Respect to Female Employees

    Directory of Open Access Journals (Sweden)

    Jitendra Kumar Sharma

    2011-02-01

    Full Text Available Work-life integration issue has become an agenda of board room meetings across the globe especially in India. A working person has multiple roles to play at a time at personal as well as organizational fronts; each demanding different skills and anticipations. When such role demands overlap and get clashed, serious problems are faced by the employees. Moreover, in sales, the performance pressure is high leading to work stress reflected in personal life. This research paper is an attempt to delve into the issue of work-life integration issues with reference to young women working as school teachers in private schools of Mumbai.

  18. A STUDY ON WORK-LIFE BALANCE OF EMPLOYEES IN PHARMA MARKETING

    OpenAIRE

    Arun Raj.R

    2013-01-01

    Sales have been considered as one of the most rewarding and challenging fields of employment in India. Encouraging work-life balance is seen as a way of attracting and retaining the labour force needed to support economic well-being. The role of work has changed throughout the world due to economic conditions and social demands. In sales job, the performance pressure is considerably high leading to stress and other problems. The main objectives of the study are to the work-life score of empl...

  19. Relationship between protean career orientation and work-life balance: A resource perspective

    OpenAIRE

    Direnzo, Marco S.; Greenhaus, Jeffrey H.; Weer, Christy H.

    2015-01-01

    The article of record as published may be found at http://dx.doi.org/10.1002/job.1996 Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work-life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work-life balance among a sample of 367 college-educated employees in the Unite...

  20. A STRUCTURAL EQUATION MODEL-II FOR WORK-LIFE BALANCE OF IT PROFESSIONALS IN CHENNAI

    Directory of Open Access Journals (Sweden)

    Rashida A. Banu

    2016-05-01

    Full Text Available The study developed and tested a model of work life balance of IT professionals employing structural equation modeling (SEM to analyze the relationship between work place support (WPS and work interference with personal life (WIPL, personal life interference with work (PLIW, satisfaction with work-life balance (SWLB and improved effectiveness at work (IEW. The model fit the data well and hypotheses are generally supported. WPS and SWLB are negatively related to WIPL and PLIW. However, there is a positive relationship between SWLB and IEW.

  1. Intersection of a Foucauldian and a Bakhtinian analysis of work life discourses

    DEFF Research Database (Denmark)

    Mølholm, Martin; Bager, Ann

    to demonstrate some of the conditions that regulate work life practices. These strategies represent two different analytical positions, in which the former centers on an archeology of an archive of more than 50.000 articles, published between 2002 and 2010 in two of the leading Danish business- and labor...... another and, thus, which new knowledge they give rise to. We will further discuss how both Foucault’s and Bakhtin’s writings give rise to an ethics of dialogue in which the conduct of conduct and authoritative discourses can be contested in order to oppose – shape and reshape – the mainstream work life...

  2. Working life and physical activity in ankylosing spondylitis pre and post anti-tumor necrosis factor-alpha therapy.

    Science.gov (United States)

    Prince, David S; McGuigan, Louis E; McGirr, Ellen E

    2014-02-01

    To assess effects of ankylosing spondylitis (AS) on working life and physical activity in Australia; to quantify changes in working life and physical activity that occur after anti-tumor necrosis factor-alpha (TNF-α) treatment; and to assess efficacy of anti-TNF-α therapy for AS in an Australian context. This is a multi-centre observational study of people with AS on anti-TNF-α therapy. All participants satisfied the New York Modified Criteria and had active and refractory disease at anti-TNF-α therapy commencement. Participation involved a standardized interview, a metrology assessment, assessment of disease remission and medical record review. Interviews and patients' records were used to compare working life (employment, sick leave and productivity) and physical activity (participation rate, hours/week, and physical intensity) between the pre-AS, post-AS and post-anti-TNF-α therapy periods. Fifty-two patients took part. Participants were on average 44.8 years old, predominately male (86.5%) and had been on anti-TNF-α therapy for 29 months; 39% were in partial remission and 75% had 50% reduction in the Bath Ankylosing Spondylitis Disease Activity Index (BASDAI). Responders to anti-TNF-α therapy were 10.5 years younger than non-responders (P = 0.004). Post-anti-TNF-α therapy participants gained 6.6 h/week of work (P = 0.02), and productivity improved 31% (P Physical activity participation increased from 71% to 85% (P = 0.039) and activity intensity increased by 33% (P = 0.002) post-treatment. Participants gained 1.8 h/week of sport (P = 0.001) and 2.2 h/week of recreational physical activity (P physical activity severely affected by this disease. Treatment with anti-TNF-α therapy results in significant improvement in these parameters. © 2012 The Authors International Journal of Rheumatic Diseases © 2012 Asia Pacific League of Associations for Rheumatology and Wiley Publishing Asia Pty Ltd.

  3. Quality of work life among primary health care nurses in the Jazan region, Saudi Arabia: a cross-sectional study

    Directory of Open Access Journals (Sweden)

    Almalki Mohammed J

    2012-09-01

    Full Text Available Abstract Background Quality of work life (QWL is defined as the extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. QWL has been found to influence the commitment and productivity of employees in health care organizations, as well as in other industries. However, reliable information on the QWL of primary health care (PHC nurses is limited. The purpose of this study was to assess the QWL among PHC nurses in the Jazan region, Saudi Arabia. Methods A descriptive research design, namely a cross-sectional survey, was used in this study. Data were collected using Brooks’ survey of quality of nursing work life and demographic questions. A convenience sample was recruited from 134 PHC centres in Jazan, Saudi Arabia. The Jazan region is located in the southern part of Saudi Arabia. A response rate of 91% (n = 532/585 was achieved (effective response rate = 87%, n = 508. Data analysis consisted of descriptive statistics, t-test and one way-analysis of variance. Total scores and subscores for QWL items and item summary statistics were computed and reported using SPSS version 17 for Windows. Results Findings suggested that the respondents were dissatisfied with their work life. The major influencing factors were unsuitable working hours, lack of facilities for nurses, inability to balance work with family needs, inadequacy of vacations time for nurses and their families, poor staffing, management and supervision practices, lack of professional development opportunities, and an inappropriate working environment in terms of the level of security, patient care supplies and equipment, and recreation facilities (break-area. Other essential factors include the community’s view of nursing and an inadequate salary. More positively, the majority of nurses were satisfied with their co-workers, satisfied to be nurses and had a sense of belonging

  4. Understanding Values in a Large Health Care Organization through Work-Life Narratives of High-Performing Employees.

    Science.gov (United States)

    Karnieli-Miller, Orit; Taylor, Amanda C; Inui, Thomas S; Ivy, Steven S; Frankel, Richard M

    2011-10-01

    OBJECTIVE—: To understand high-performing frontline employees' values as reflected in their narratives of day-to-day interactions in a large health care organization. METHODS—: A total of 150 employees representing various roles within the organization were interviewed and asked to share work-life narratives (WLNs) about value-affirming situations (i.e. situations in which they believed their actions to be fully aligned with their values) and value-challenging situations (i.e. when their actions or the actions of others were not consistent with their values), using methods based on appreciative inquiry. RESULTS—: The analysis revealed 10 broad values. Most of the value-affirming WLNs were about the story-teller and team providing care for the patient/family. Half of the value-challenging WLNs were about the story-teller or a patient and barriers created by the organization, supervisor, or physician. Almost half of these focused on "treating others with disrespect/respect". Only 15% of the value-challenging WLNs contained a resolution reached by the participants, often leaving them describing unresolved and frequently negative feelings. CONCLUSIONS—: Appreciative inquiry and thematic analysis methods were found to be an effective tool for understanding the important and sometimes competing role personal and institutional values play in day-to-day work. There is remarkable potential in using WLNs as a way to surface and reinforce shared values and, perhaps more importantly, respectfully to identify and discuss conflicting personal and professional values.

  5. Conflict Resolution

    African Journals Online (AJOL)

    and shift the focus more to the social impact of growth ana away from growth .... Perspectives on, and approaches towards, conflict and conflict resolution .... transformation, and changes in values and ethical approaches (such as nepotism ... education, life expectancy, employment, childbirth survival and similar indica-.

  6. Work-Family Conflict Among Employees and the Self-Employed Across Europe.

    Science.gov (United States)

    Annink, Anne; den Dulk, Laura; Steijn, Bram

    This article examines the level of work-family conflict of self-employed persons, a changing but neglected group in work-life research, compared to employees in Europe. Differences between the two groups are explained by looking at job demands and resources. The inclusion of work-family state support makes it possible to examine differences between countries. Multilevel analysis has been applied to data from the European Social Survey (ESS 2010). The results show that job demands and resources operate differently for employees and the self-employed. The relationship between employment type and WFC is mediated mainly by job demands such as working hours, working at short notice, job insecurity and supervisory work. The results also reveal variation across countries that cannot be explained by state support, signalling the need for a more complete understanding of WFC from a cross-national perspective.

  7. Understanding the Work-Life Interaction from a Working Time Perspective

    DEFF Research Database (Denmark)

    Pedersen, Vivi Bach

    In recent years, integrating work and social life have become more salient due to a growth of dualearner couples and increasing challenges of global competition for organizations. Studies illustrate the importance of the work-life phenomenon for understanding individual wellbeing as well as organ......In recent years, integrating work and social life have become more salient due to a growth of dualearner couples and increasing challenges of global competition for organizations. Studies illustrate the importance of the work-life phenomenon for understanding individual wellbeing as well...... by means of a qualitative design and to provide new empirical knowledge in understanding the dynamic interactions between influence and work-life. Working time constitutes the overall framework for exploring the work-life interaction in the study, as it represents an inevitable condition given that working...... different work time systems are interviewed in order to explore the opportunities for influence on working time in the various systems in relation to social life conditions....

  8. Electrical Engineers' Perceptions on Education--Electromagnetic Field Theory and Its Connection to Working Life

    Science.gov (United States)

    Keltikangas, K.; Wallen, H.

    2010-01-01

    This paper investigates electrical engineers' perceptions on their education in Finland, with particular emphasis on the basic electromagnetic field theory courses and their applicability in working life, using two online surveys (n = 99 and n = 120). The answers show a reasonably good satisfaction with the electrical engineering studies in…

  9. Motivation and Quality of Work Life among Secondary School EFL Teachers

    Science.gov (United States)

    Baleghizadeh, Sasan; Gordani, Yahya

    2012-01-01

    This study set out to investigate the relationship between quality of work life and teacher motivation among 160 secondary school English as a foreign language (EFL) teachers in Tehran, Iran. In addition, 30 of the participants were randomly selected to take part in follow-up interviews which asked why they felt the way they reported. The results…

  10. Human Resource Executives' Perceptions and Measurement of the Strategic Impact of Work/Life Initiatives

    Science.gov (United States)

    Morris, Michael Lane; Heames, Joyce Thompson; McMillan, Heather S.

    2011-01-01

    Given the stresses associated with today's demanding workplaces, work/life (w/l) initiatives continue to grow in importance as an organizational development (OD) intervention. In a period of increasing accountability, it is important for scholars and practitioners to demonstrate how OD interventions, like w/l initiatives, can be used as a…

  11. The Level of Quality of Work Life to Predict Work Alienation

    Science.gov (United States)

    Erdem, Mustafa

    2014-01-01

    The current research aims to determine the level of elementary school teachers' quality of work life (QWL) to predict work alienation. The study was designed using the relational survey model. The research population consisted of 1096 teachers employed at 25 elementary schools within the city of Van in the academic year 2010- 2011, and 346…

  12. Relationship between Quality of Work Life and Work Alienation: Research on Teachers

    Science.gov (United States)

    Çetinkanat, Ayse Canan; Kösterelioglu, Meltem Akin

    2016-01-01

    The purpose of the study is examined primary school teachers' quality of work life and work alienation perceptions. The sample of the study was composed of teachers (N = 426) employed in Bolu province central and district state primary schools in 2010-2011 academic year. For data collection purposes, "Personal Information Form" was used…

  13. Quality of Work-Life Programs in U.S. Medical Schools: Review and Case Studies

    Science.gov (United States)

    Otto, Ann; Bourguet, Claire

    2006-01-01

    Quality of work life is being recognized more and more as a driving factor in the recruitment and retention of highly qualified employees. Before Northeastern Ohio Universities College of Medicine began development of its QWL initiative, it surveyed other medical schools across the U.S. to determine benchmarks of best practices in these programs.…

  14. Variations of Quality of Work Life of Academic Professionals in Bangladesh: A Discriminant Analysis

    Science.gov (United States)

    Taher, Md. Abu

    2013-01-01

    Purpose: The main purpose of this research was to analyze the key issues related to quality of work life (QWL), which have become increasingly important to HRD scholars and practitioners. In addition, the significant differences between the academic professionals of public and private universities in Bangladesh in terms of QWL were also addressed.…

  15. Enhancing the Quality of Working Life: Developments in the United States

    Science.gov (United States)

    Davis, Louis E.

    1977-01-01

    Discusses and briefly reviews the history of the concept, quality of working life. Focus is on various initiatives and views taken by Federal and State governments, managements, trade unions, universities, and a number of public and private institutions. Federal legislation is also covered. (Editor/SH)

  16. Variations of Quality of Work Life of Academic Professionals in Bangladesh: A Discriminant Analysis

    Science.gov (United States)

    Taher, Md. Abu

    2013-01-01

    Purpose: The main purpose of this research was to analyze the key issues related to quality of work life (QWL), which have become increasingly important to HRD scholars and practitioners. In addition, the significant differences between the academic professionals of public and private universities in Bangladesh in terms of QWL were also addressed.…

  17. Electrical Engineers' Perceptions on Education--Electromagnetic Field Theory and Its Connection to Working Life

    Science.gov (United States)

    Keltikangas, K.; Wallen, H.

    2010-01-01

    This paper investigates electrical engineers' perceptions on their education in Finland, with particular emphasis on the basic electromagnetic field theory courses and their applicability in working life, using two online surveys (n = 99 and n = 120). The answers show a reasonably good satisfaction with the electrical engineering studies in…

  18. Work/Life Practices and the Recruitment and Retention of Large School Districts' Foodservice Professionals

    Science.gov (United States)

    Harrison, Mary Kate

    2010-01-01

    With the forthcoming retirement of school foodservice directors, the increasing pressures faced by employees at home and work, and the financial constraints of school districts, recruiting and retaining skilled and diverse employees will be challenging. Marketing work/life benefits to potential employees and supporting these policies to current…

  19. Developing More Authentic e-Courses by Integrating Working Life Mentoring and Social Media

    Science.gov (United States)

    Leppisaari, Irja; Kleimola, Riina; Herrington, Jan; Maunula, Markus; Hohenthal, Tuula

    2014-01-01

    Studies show that affordances of social media have not yet been fully exploited in the promotion of authentic e-learning in higher education. The e-Learning of the Future project (2009-2011) has met these challenges through working life mentoring using social media. In this paper, we examine the planning and implementation of social media in nine…

  20. Work-Life Balance and Cultural Change: A Narrative of Eligibility

    Science.gov (United States)

    Lester, Jaime

    2013-01-01

    Using Schein's (1992) framework of cultural change, this study examined two institutions of higher education that have achieved or attempted a cultural change to understand if and how to develop a culture of work-life balance for faculty and staff. The results identified a narrative of eligibility that arose from the discourse of faculty…

  1. Improving work-life balance: what can employers and employees do?

    Science.gov (United States)

    Herrera, Manuela

    2013-12-14

    Effective time management can play a big part in reducing stress for busy vets, but too often miscommunication between practice employers and employees can make it harder to achieve a good work-life balance. Manuela Herrera reports on a session at the BVA Congress which considered what vets can do to facilitate better time management in practice.

  2. Navigating the Water: Community College Faculty and Work-Life Balance

    Science.gov (United States)

    Latz, Amanda O.; Rediger, James N.

    2015-01-01

    The purpose of this phenomenological study was to understand if and how community college faculty construct work-life balance, as our review of the literature pointed toward a lack of research on this topic. Twenty-eight community college faculty members were interviewed, and six major findings were generated through the data analysis. Metaphors…

  3. Perceptions of Women Academics Regarding Work-Life Balance: A Pakistan Case

    Science.gov (United States)

    Naz, Sadaf; Fazal, Shawana; Khan, Muhammad Ilyas

    2017-01-01

    Work-life balance in the context of this paper means keeping a balance between home and workplace responsibilities and roles. In more traditional societies, such as in Pakistan, working women often find it difficult to keep a balance between their responsibilities in the workplace and their home responsibilities. This paper is based on findings…

  4. Challenging Gender Inequalities in Education and in Working Life--A Mission Possible?

    Science.gov (United States)

    Brunila, Kristiina; Ylöstalo, Hanna

    2015-01-01

    This article deals with challenging the gender inequalities that exist in education and working life. It contemplates the kinds of discursive power relations that have led to gender equality work in Finland. In today's conditions where equality issues are being harnessed more strongly to serve the aims of economic efficiency and productivity, it…

  5. A national survey examining the professional work life of today's nursing faculty.

    Science.gov (United States)

    Candela, Lori; Gutierrez, Antonio; Keating, Sarah

    2013-08-01

    To examine factors that influence faculty member's work life in order to provide a supportive environment for recruiting and retaining nursing faculty. A cross-sectional non-experimental design incorporating correlation-based analyses gathered from a 45-item online survey. The survey gauged several aspects of the nurse faculty work life, including teaching competence, productivity, and organizational support. US nurse faculty employed at either a CCNE or NLNAC accredited nursing program. A stepwise linear regression analysis was conducted to ascertain which aspects of work life significantly predicted nurse faculty members' intent to stay or leave the faculty role. A one-way ANOVA examined whether faculty members' intent to stay or leave the faculty role varied as a function of generation. Data from 808 useable surveys demonstrated that perceptions of administration's support for faculty improvement, perceptions of productivity, choice of pursuing a professional career in nursing, and the application of perceived teaching expertise significantly predicted faculty members' intent to stay or leave the faculty role. Moreover, generational membership influenced faculty members' intent to stay or leave the faculty role. Academic nurse administrators can positively affect the work life of their faculty and their intent to stay in the organization through support for the development of teaching and research roles with time and resources, recognition of faculty efforts, consideration of faculty needs from individual and generational perspectives, and targeted mentoring for career development. Copyright © 2012 Elsevier Ltd. All rights reserved.

  6. Work-Life Balance and Cultural Change: A Narrative of Eligibility

    Science.gov (United States)

    Lester, Jaime

    2013-01-01

    Using Schein's (1992) framework of cultural change, this study examined two institutions of higher education that have achieved or attempted a cultural change to understand if and how to develop a culture of work-life balance for faculty and staff. The results identified a narrative of eligibility that arose from the discourse of faculty…

  7. Dutch top managers and work-life arrangements in times of economic crisis

    NARCIS (Netherlands)

    Been, Wike Myriam; den Dulk, Laura; van der Lippe, Tanja

    2016-01-01

    This paper investigates the considerations of top managers regarding work-life arrangements. A dynamic and contextual approach is taken, using data from 26 semi-structured interviews with top managers from 13 organizations in 2008, before the economic crisis began, and again in 2011, when the ensuin

  8. Quality of Work-Life Programs in U.S. Medical Schools: Review and Case Studies

    Science.gov (United States)

    Otto, Ann; Bourguet, Claire

    2006-01-01

    Quality of work life is being recognized more and more as a driving factor in the recruitment and retention of highly qualified employees. Before Northeastern Ohio Universities College of Medicine began development of its QWL initiative, it surveyed other medical schools across the U.S. to determine benchmarks of best practices in these programs.…

  9. Challenging Gender Inequalities in Education and in Working Life--A Mission Possible?

    Science.gov (United States)

    Brunila, Kristiina; Ylöstalo, Hanna

    2015-01-01

    This article deals with challenging the gender inequalities that exist in education and working life. It contemplates the kinds of discursive power relations that have led to gender equality work in Finland. In today's conditions where equality issues are being harnessed more strongly to serve the aims of economic efficiency and productivity, it…

  10. Developing More Authentic e-Courses by Integrating Working Life Mentoring and Social Media

    Science.gov (United States)

    Leppisaari, Irja; Kleimola, Riina; Herrington, Jan; Maunula, Markus; Hohenthal, Tuula

    2014-01-01

    Studies show that affordances of social media have not yet been fully exploited in the promotion of authentic e-learning in higher education. The e-Learning of the Future project (2009-2011) has met these challenges through working life mentoring using social media. In this paper, we examine the planning and implementation of social media in nine…

  11. Secondary School Students' Perceptions of Working Life Skills in Science-Related Careers

    Science.gov (United States)

    Salonen, Anssi; Hartikainen-Ahia, Anu; Hense, Jonathan; Scheersoi, Annette; Keinonen, Tuula

    2017-01-01

    School students demonstrate a lack of interest in choosing science studies and science-related careers. To better understand the underlying reasons, this study aims to examine secondary school students' perceptions of working life skills and how these perceptions relate to the skills of the twenty-first century. The participants in this study were…

  12. Managing work-life policies in the European Workplace: explorations for future research

    NARCIS (Netherlands)

    L. den Dulk (Laura); A. Peper (Bram)

    2009-01-01

    textabstractIn this paper we focus on the implementation and management of work-life policies in the workplace and the key role of managers in this context. We review the existing literature, enabling us to set a research agenda focused on explaining managerial attitudes and behaviour toward work-li

  13. Nationwide survey of work environment, work-life balance and burnout among psychiatrists in Japan.

    Directory of Open Access Journals (Sweden)

    Wakako Umene-Nakano

    Full Text Available BACKGROUND: Psychiatry has been consistently shown to be a profession characterised by 'high-burnout'; however, no nationwide surveys on this topic have been conducted in Japan. AIMS: The objective of this study was to estimate the prevalence of burnout and to ascertain the relationship between work environment satisfaction, work-life balance satisfaction and burnout among psychiatrists working in medical schools in Japan. METHOD: We mailed anonymous questionnaires to all 80 psychiatry departments in medical schools throughout Japan. Work-life satisfaction, work-environment satisfaction and social support assessments, as well as the Maslach Burnout Inventory (MBI, were used. RESULTS: Sixty psychiatric departments (75.0% responded, and 704 psychiatrists provided answers to the assessments and MBI. Half of the respondents (n = 311, 46.0% experienced difficulty with their work-life balance. Based on the responses to the MBI, 21.0% of the respondents had a high level of emotional exhaustion, 12.0% had a high level of depersonalisation, and 72.0% had a low level of personal accomplishment. Receiving little support, experiencing difficulty with work-life balance, and having less work-environment satisfaction were significantly associated with higher emotional exhaustion. A higher number of nights worked per month was significantly associated with higher depersonalisation. CONCLUSIONS: A low level of personal accomplishment was quite prevalent among Japanese psychiatrists compared with the results of previous studies. Poor work-life balance was related to burnout, and social support was noted to mitigate the impact of burnout.

  14. Assessing the Quality of Working Life and Levels of Depression in Athletes and Non-Athlete Staff in National Olympic and Paralympics Academy of Iran

    Directory of Open Access Journals (Sweden)

    Sarah Boozhmehrany

    2012-10-01

    Full Text Available The purpose of the present study was to Assess the quality of working life and levels of depression in athletes and non-athlete staff in National Olympic and Paralympics Academy of Iran.This research method was descriptive – analytical. Data were collected through questionnaires. Statistical population included all employees of the National Olympic and Paralympics Academy (n = 56. Due to the limited population, the entire population was considered as a statistical sample and 46 questionnaires were acceptable. It should be mentioned that employees who exercised two or more days a week for half an hour were considered athletes group and those who had less time to exercise were considered as non-athlete group.The research tool consisted of quality of work life questionnaire (Walton 1974 and the Beck depression questionnaire. Validity of the questionnaires was approved by 10 members of academic staff. Through Cronbach's alpha test, reliability of the questionnaires were calculated (76% for Depression questionnaire and (84% for quality of work life questionnaire .we used T-test to test our hypotheses.

  15. 'You can't be a person and a doctor': the work-life balance of doctors in training-a qualitative study.

    Science.gov (United States)

    Rich, Antonia; Viney, Rowena; Needleman, Sarah; Griffin, Ann; Woolf, Katherine

    2016-12-02

    Investigate the work-life balance of doctors in training in the UK from the perspectives of trainers and trainees. Qualitative semistructured focus groups and interviews with trainees and trainers. Postgraduate medical training in London, Yorkshire and Humber, Kent, Surrey and Sussex, and Wales during the junior doctor contract dispute at the end of 2015. Part of a larger General Medical Council study about the fairness of postgraduate medical training. 96 trainees and 41 trainers. Trainees comprised UK graduates and International Medical Graduates, across all stages of training in 6 specialties (General Practice, Medicine, Obstetrics and Gynaecology, Psychiatry, Radiology, Surgery) and Foundation. Postgraduate training was characterised by work-life imbalance. Long hours at work were typically supplemented with revision and completion of the e-portfolio. Trainees regularly moved workplaces which could disrupt their personal lives and sometimes led to separation from friends and family. This made it challenging to cope with personal pressures, the stresses of which could then impinge on learning and training, while also leaving trainees with a lack of social support outside work to buffer against the considerable stresses of training. Low morale and harm to well-being resulted in some trainees feeling dehumanised. Work-life imbalance was particularly severe for those with children and especially women who faced a lack of less-than-full-time positions and discriminatory attitudes. Female trainees frequently talked about having to choose a specialty they felt was more conducive to a work-life balance such as General Practice. The proposed junior doctor contract was felt to exacerbate existing problems. A lack of work-life balance in postgraduate medical training negatively impacted on trainees' learning and well-being. Women with children were particularly affected, suggesting this group would benefit the greatest from changes to improve the work-life balance of

  16. Surface Weather Observations Hourly

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — Standard hourly observations taken at Weather Bureau/National Weather Service offices and airports throughout the United States. Hourly observations began during the...

  17. Changes in Burnout and Satisfaction With Work-Life Balance in Physicians and the General US Working Population Between 2011 and 2014.

    Science.gov (United States)

    Shanafelt, Tait D; Hasan, Omar; Dyrbye, Lotte N; Sinsky, Christine; Satele, Daniel; Sloan, Jeff; West, Colin P

    2015-12-01

    To evaluate the prevalence of burnout and satisfaction with work-life balance in physicians and US workers in 2014 relative to 2011. From August 28, 2014, to October 6, 2014, we surveyed both US physicians and a probability-based sample of the general US population using the methods and measures used in our 2011 study. Burnout was measured using validated metrics, and satisfaction with work-life balance was assessed using standard tools. Of the 35,922 physicians who received an invitation to participate, 6880 (19.2%) completed surveys. When assessed using the Maslach Burnout Inventory, 54.4% (n=3680) of the physicians reported at least 1 symptom of burnout in 2014 compared with 45.5% (n=3310) in 2011 (Pwork-life balance also declined in physicians between 2011 and 2014 (48.5% vs 40.9%; Pwork-life balance were observed by specialty. In contrast to the trends in physicians, minimal changes in burnout or satisfaction with work-life balance were observed between 2011 and 2014 in probability-based samples of working US adults, resulting in an increasing disparity in burnout and satisfaction with work-life balance in physicians relative to the general US working population. After pooled multivariate analysis adjusting for age, sex, relationship status, and hours worked per week, physicians remained at an increased risk of burnout (odds ratio, 1.97; 95% CI, 1.80-2.16; Pwork-life balance (odds ratio, 0.68; 95% CI, 0.62-0.75; Pwork-life balance in US physicians worsened from 2011 to 2014. More than half of US physicians are now experiencing professional burnout. Copyright © 2015 Mayo Foundation for Medical Education and Research. Published by Elsevier Inc. All rights reserved.

  18. Quality in Modern Nordic Working Life-Investigating Three Related Research Perspectives and Their Possible Cross-Fertilization

    National Research Council Canada - National Science Library

    Stine Jacobsen; Pia Bramming; Helle Holt; Henrik Holt Larsen

    2013-01-01

    .... Welfare research, working environment research, and human resource management research attack the multiple challenges of working life in different ways and share the overall objective of solving...

  19. IMPROVING QUALITY OF WORK LIFE THROUGH ELECTROPHYSIOLOGY: AN IDEA ACCEPTED BY INDUSTRY

    Directory of Open Access Journals (Sweden)

    Evanthia Giagloglou

    2015-12-01

    Full Text Available Quality of Work Life (QWL and Occupational Health and Safety (OHS are two interconnected and important human needs. Modern industry shows a clear will for improving QWL and OHS, nevertheless, existent automatization and technological advances may negatively influence employees' wellbeing and result as triggers to their health deterioration. Subjective measures of employees workload can help, however, the lack of objectivity may be an issue. Improvement of working life needs objective measures. There is technology for measuring objectively employees' psychophysiology, but is considered to interfere with the flexibility needed for performing working tasks. Today electrophysiological methods require minimal dimensions, are wireless connected, allow movement and are proved to be useful in capturing psychophysical wellbeing. This study shows that the industry is ready to accept electrophysiological measures for monitoring and improving the employees' wellbeing.

  20. THE SPANISH AND LATIN AMERICAN CONTRIBUTION TO THE STUDY OF WORK LIFE BALANCE: KEYS FOR INTERVENTION

    Directory of Open Access Journals (Sweden)

    Marina Romeo

    2014-01-01

    Full Text Available The current global economic crisis has led us to ask how to generate competitive advantages that have an impact on organizational effectiveness without jeopardizing the employees’ quality of life. The importance of the development of health and safety policies (Montero, Araque, & Rey, 2009, and within these, family-friendly policies promoting the work-life balance (WLB of employees (Leon & Chinchilla, 2010; Urcelay, 2005 has been pointed out by various authors in our country. This article reviews the main Spanish and Latin American contributions on work-life balance (WLB published in the last eight years, and presents the research work of the ASH-PsicoSAO Group (University of Barcelona related to this topic. The objective of our work is to contribute to both the scientific and the occupational fields, with particular attention to the role of supervisor.

  1. The influence of endometriosis-related symptoms on work life and work ability

    DEFF Research Database (Denmark)

    Hansen, Karina E; Kesmodel, Ulrik S; Baldursson, Einar Baldvin

    2013-01-01

    Abstract Objective Little is known about the implications of endometriosis on women's work life. This study aimed at examining the relation between endometriosis-related symptoms and work ability in employed women with endometriosis. Study design In a cohort study, 610 patients with diagnosed...... ability. The level of statistical significance was set at pwork disturbances due to symptoms, lower work ability and a wide number of other implications on work life in employed women...... endometriosis and 751 reference women completed an electronic survey based on the Endometriosis Health Profile 30-questionnaire and the Work Ability Index (short form). Percentages were reported for all data. Binary and multivariate logistic regression analyses were used to assess risk factors for low work...

  2. Does physical exposure throughout working life influence chair-rise performance in midlife?

    DEFF Research Database (Denmark)

    Møller, Anne; Reventlow, Susanne; Hansen, Åse Marie

    2015-01-01

    OBJECTIVES: Our aim was to study associations between physical exposures throughout working life and physical function measured as chair-rise performance in midlife. METHODS: The Copenhagen Aging and Midlife Biobank (CAMB) provided data about employment and measures of physical function. Individual......-years and chair-rise performance (number of chair-rises in 30 s) were analysed in multivariate linear and non-linear regression models adjusted for covariates. RESULTS: Mean age among the 5095 participants was 59 years in both genders, and, on average, men achieved 21.58 (SD=5.60) and women 20.38 (SD=5.33) chair...... and confirmed the findings. CONCLUSIONS: Higher physical exposure throughout working life is associated with slightly poorer chair-rise performance. The associations between exposure and outcome were non-linear....

  3. Health behavior, quality of work life, and organizational effectiveness in the lumber industry.

    Science.gov (United States)

    Donaldson, S I; Sussman, S; Dent, C W; Severson, H H; Stoddard, J L

    1999-08-01

    A major incentive for work-site health promotion activities has been the promise of increased company profitability. Some critics have challenged the economic argument based on distal outcomes such as increased employee longevity and less morbidity later in life. The purpose of this study was to examine the relationships between employee health behavior, quality of work life, and proximal organizationally valued outcomes. Data were collected from a stratified random sample of employees working at Pacific Lumber Company (N = 146), the largest single-site lumber mill in California. Although employee sleep patterns predicted health care utilization and psychological well-being, for the most part employee health behaviors were not strong predictors of proximal organizational effectiveness factors. However, quality-of-work-life factors significantly predicted organizational commitment, absenteeism, and tardiness frequency. The findings suggest the value of improving the system of work in which employees are embedded as part of comprehensive work-site health promotion efforts.

  4. The Strain Gage Method for Determination of Input Working Life Parameters of Pipes in Compressor Stations

    Directory of Open Access Journals (Sweden)

    Trebuňa, F.

    2007-01-01

    Full Text Available For determination of safety operation of compressor stations and assessment of their residual working life is necessary to know the levels of residual stresses, operational loading as well as functionality of real support elements and influence of history of previous loading. The method described in the paper was verified several times during solution of problems concerning safety operation of piping yards. The method was also verified by the numerical methods of mechanics.

  5. Evaluation of quality of working life and its association with job performance of the nurses

    OpenAIRE

    Rastegari, Mohammad; Khani, Ali; Ghalriz, Parvin; Eslamian, Jalil

    2010-01-01

    BACKGROUND: Nurses often complain about overwork and underpay. It seems that the association between “quality of working life” (QWL) and the degree of nurses’ involvement in their carrier is the critical factor in achieving a higher level of quality of care. This study aimed to assess the quality of working life and its association with “job performance” of the nurses in educational hospitals affiliated to Isfahan University of Medical Sciences in 2007. METHODS: This was a descriptive-correla...

  6. ANDREEA NICOLĂESCU, The Work-Life Balance in Current EU Labour Market Policies

    Directory of Open Access Journals (Sweden)

    CRISTINA LEOVARIDIS

    2011-01-01

    Full Text Available A work-life balance is one of the factors that increases an employee's individual satisfaction, leading to higher economic performance, an aspect that is found in most EU strategic documents dealing with the labour market. Focusing on gender differences, the article carries out a comparative analysis of the situation in EU Member States, on several dimensions: working time, flexible work arrangements, providing opportunities for assuming different domestic responsibilities etc.

  7. Fulfillment of work-life balance from the organizational perspective: a case study.

    Science.gov (United States)

    Mazerolle, Stephanie M; Goodman, Ashley

    2013-01-01

    Researchers studying work-life balance have examined policy development and implementation to create a family-friendly work environment from an individualistic perspective rather than from a cohort of employees working under the same supervisor. To investigate what factors influence work-life balance within the National Collegiate Athletic Association (NCAA) Division I clinical setting from the perspective of an athletic training staff. Qualitative study. Web-based management system. Eight athletic trainers (5 men, 3 women; age = 38 ± 7 years) in the NCAA Division I setting. Participants responded to a series of questions by journaling their thoughts and experiences. We included data-source triangulation, multiple-analyst triangulation, and peer review to establish data credibility. We analyzed the data via a grounded theory approach. Three themes emerged from the data. Family-oriented and supportive work environment was described as a workplace that fosters and encourages work-life balance through professionally and personally shared goals. Nonwork outlets included activities, such as exercise and personal hobbies, that provide time away from the role of the athletic trainer. Individualistic strategies reflected that although the athletic training staff must work together and support one another, each staff member must have his or her own personal strategies to manage personal and professional responsibilities. The foundation for a successful work environment in the NCAA Division I clinical setting potentially can center on the management style of the supervisor, especially one who promotes teamwork among his or her staff members. Although a family-friendly work environment is necessary for work-life balance, each member of the athletic training staff must have personal strategies in place to fully achieve a balance.

  8. Work-Life Balance, Burnout, and Satisfaction of Early Career Pediatricians.

    Science.gov (United States)

    Starmer, Amy J; Frintner, Mary Pat; Freed, Gary L

    2016-04-01

    Data describing factors associated with work-life balance, burnout, and career and life satisfaction for early career pediatricians are limited. We sought to identify personal and work factors related to these outcomes. We analyzed 2013 survey data of pediatricians who graduated residency between 2002 and 2004. Dependent variables included: (1) balance between personal and professional commitments, (2) current burnout in work, (3) career satisfaction, and (4) life satisfaction. Multivariable logistic regression examined associations of personal and work characteristics with each of the 4 dependent variables. A total of 93% of participants completed the survey (n = 840). A majority reported career (83%) and life (71%) satisfaction. Fewer reported current appropriate work-life balance (43%) or burnout (30%). In multivariable modeling, excellent/very good health, having support from physician colleagues, and adequate resources for patient care were all found to be associated with a lower prevalence of burnout and a higher likelihood of work-life balance and career and life satisfaction. Having children, race, and clinical specialty were not found to be significantly associated with any of the 4 outcome measures. Female gender was associated with a lower likelihood of balance and career satisfaction but did not have an association with burnout or life satisfaction. Burnout and struggles with work-life balance are common; dissatisfaction with life and career are a concern for some early career pediatricians. Efforts to minimize these outcomes should focus on encouragement of modifiable factors, including health supervision, peer support, and ensuring sufficient patient care resources. Copyright © 2016 by the American Academy of Pediatrics.

  9. A Study on Quality of Work Life among Nurses in a Medical College Hospital in Bangalore

    OpenAIRE

    Naveen Ramesh, Catherine Nisha, Andre Mary Josephine, Seena Thomas, Bobby Joseph

    2013-01-01

    Introduction: Quality of Work Life (QWL) is defined as the extent to which an employee is satisfied with personal and working needs through participating in the workplace while achieving the goals of the organization. Objectives: To assess the quality of life of nurses working in a medical college hospital in Bangalore and the factors associated with it. Methods: Ethical approval from the institution and informed consent from the study participants was obtained and quality of life que...

  10. An Analysis of Quality of Work Life (QWL) and Career- Related Variables

    OpenAIRE

    Raduan C. Rose; LooSee Beh; Jegak Uli; Khairuddin Idris

    2006-01-01

    The aim of this study was to determine the level and relationship between qualities of work life (QWL) with career-related variables. The sample consists of 475 executives from the electrical and electronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The selection of respondents using stratified random sampling technique involves a complete list of industrial firms registered with Malaysian Industrial Dev...

  11. Tracking the Italian employees'TFR over their working life careers

    OpenAIRE

    Carolina Fugazza

    2011-01-01

    In this paper we evaluate the expected evolution of the Trattamento di ?ne rapporto over the Italian employees?working life careers. We use adiminstrative (INPS) data to disentangle the amount that is expected to be accumulated until retirement, the amount expected not to accrue because of discountinuos working careers and/or paid as an anticipated withdrawal. This is relevant in the light of the recent pension system reforms that encourage the diversion of the TFR to pension funds.

  12. Work-Life-Balance von Freelancern zwischen Realität und Idealvorstellung: Eine explorative Studie

    OpenAIRE

    Süß, Stefan; Sayah, Shiva

    2011-01-01

    Die Zahl der Freelancer hat in den letzten Jahren insbesondere in der IT-Branche und in der Medienbranche deutlich zugenommen. Damit verbunden sind Hinweise darauf, dass die spezifischen Rahmenbedingungen dieser Beschäftigungsform Konsequenzen für die Work-Life-Balance der Freelancer haben. Allerdings sind diese bislang nicht empirisch untersucht. Der Aufsatz reduziert dieses Forschungsdefizit, indem die Ergebnisse einer explorativen Studie präsentiert werden. Dabei wird deutlich, dass die Be...

  13. Social protection sustainability, prolongation of working life and greater participation of women in the labour market.

    Science.gov (United States)

    Barea, M; Cesana, G

    2006-01-01

    One of the greatest problems of European societies is the financial sustainability of social protection systems in Europe. Together with Japan, Europe has the highest levels of ageing population in the world. This concern explains the reiterated insistence of the European Commission and the OECD regarding the reforms that governments should undertake. In this paper, reference is made to two of these reforms: prolonging of working life and a greater participation of women in the labour market.

  14. An Approach Model for Employees' Improving Quality of Work Life (IQWL

    Directory of Open Access Journals (Sweden)

    H Dargahi

    2007-10-01

    Full Text Available Background: Organizational features can affect how employers view on their QWL is an important consideration for employ­ees interested in improving employees' job satisfaction.The research reported here aimed to provide the processes used to investigate and implement a pathway for TUMS Employ­ees Improving of Quality of Work Life as an approach model.Methods: A Quality of Work Life Strategic Planning Committee was formed to focus on enhancing TUMS employees' qual­ity of work life. In the next step 30 QWL teams consisting of managers and employees were conducted in each of 15 as all of TUMS Hospitals. Committee members identified similar key themes of dissatisfaction. Based on the key themes identi­fied, a survey was developed by QWL Strategic Planning by the questionnaires which distributed to 942 employees and 755 of them were returned. The collected data were saved by SPSS software and analyzed by statistical method.Results: The results from the survey showed that the perceived strongest areas among 12 categories developed by QWL Strate­gic Planning Committee that employees agreed to improve on their QWL were communication, leadership monetary an non- monetary compensation and support. This committee evaluated the outcomes of QWL managers and employees teams to improve the employees, quality of work life at 15 TUMS Hospitals.Conclusion: The QWL Strategic Planning Committee recommend a new approach model to suggest the ways which impres­sive on the employees' improving QWL.

  15. A STUDY ON WORK-LIFE BALANCE OF EMPLOYEES IN PHARMA MARKETING

    Directory of Open Access Journals (Sweden)

    Arun Raj.R

    2013-01-01

    Full Text Available Sales have been considered as one of the most rewarding and challenging fields of employment in India. Encouraging work-life balance is seen as a way of attracting and retaining the labour force needed to support economic well-being. The role of work has changed throughout the world due to economic conditions and social demands. In sales job, the performance pressure is considerably high leading to stress and other problems. The main objectives of the study are to the work-life score of employees in pharmaceutical marketing. The research design adopted was descriptive as the study required both primary and secondary data. The problem is identified through extensive study of the hypothesis collecting all relevant information using primary data and secondary data. There were 100 pharmaceutical marketing employees selected from Ernakulam and Kottayam District of Kerala, India. Questionnaires were circulated and data was collected and analyzed by using by appropriate statistical tools. Based on the analysis, the present study concluded that there was an increased case of work life balance in the pharmaceutical marketing employees.

  16. A study on the effect of teleworking on quality of work life

    Directory of Open Access Journals (Sweden)

    Amir Azarbouyeh

    2014-06-01

    Full Text Available Nowadays teleworking has become a useful technique for business development and improving employees’ quality of life. Many people are now able to stay at home and do their daily job activities without bothering to wear formal closes. This paper presents an empirical investigation to study the effect of teleworking on quality of life using Walton (1976 method [Walton, R. E. (1973. Quality of working life-what is it. Sloan Management Review, 15(1, 11-21.]. The variables of quality of working-life according to Walton Model are: “Adequate and fair compensation”, “Safe and Healthy Working conditions”, “Opportunity for Continued Growth and Security”, “The Social Relevance of Work Life”, “Total Life Space”, “Social Integration in the Work”, “Constitutionalism in the work Organization”, “Human Progress Capabilities”. Using different statistical tests, the study indicate that teleworking had significant positive relationship with Quality of Working-Life components. The study also reports that different personal characteristics such as age, gender had no meaningful impact on teleworking.

  17. Resilience and work-life balance in first-line nurse manager.

    Science.gov (United States)

    Kim, Miyoung; Windsor, Carol

    2015-03-01

    The aim of this study was to explore how first-line nurse managers constructed the meaning of resilience and its relationship to work-life balance for nurses in Korea. Participants were 20 first-line nurse managers working in six university hospitals. Data were collected through in-depth interviews from December 2011 to August 2012, and analyzed using Strauss and Corbin's grounded theory method. Analysis revealed that participants perceived work-life balance and resilience to be shaped by dynamic, reflective processes. The features consisting resilience included "positive thinking", "flexibility", "assuming responsibility", and "separating work and life". This perception of resilience has the potential to facilitate a shift in focus from negative to positive experiences, from rigidity to flexibility, from task-centered to person-centered thinking, and from the organization to life. Recognizing the importance of work-life balance in producing and sustaining resilience in first-line nurse managers could increase retention in the Korean nursing workforce. Copyright © 2015. Published by Elsevier B.V.

  18. A study on relationship between quality of work life and job satisfaction

    Directory of Open Access Journals (Sweden)

    Heydar Mohammadi

    2013-10-01

    Full Text Available A healthy and good work condition is often involved with other factors such as leadership style, management, etc. In this paper, we present an empirical investigation to study the effects of the quality of work life on job satisfaction. The study uses a standard questionnaire and distributes it among all 86 full time employees of two governmental agencies in Iran, Supreme Audit Court and Interior Ministry, and Cronbach alphas has been calculated as 0.92. The main hypothesis of this survey considers the relationship between job satisfaction and quality of work life and there. There are also eleven sub-hypotheses associated with this survey including fair and sufficient payment, safe and healthy work conditions, equal job opportunities, rule of law, service training, integration and social cohesion, human development capabilities, organizational structure, delegation of authority, job satisfaction and employee participation. The results of survey have confirmed that there were some meaningful relationships between the quality of work life on job satisfaction in both organizations.

  19. College Students' Views of Work-Life Balance in STEM Research Careers: Addressing Negative Preconceptions.

    Science.gov (United States)

    Tan-Wilson, Anna; Stamp, Nancy

    2015-01-01

    In career discussions, female undergraduates said that if they were to attend graduate school in science, technology, engineering, and mathematics (STEM) and were to follow a career based on their research training, they would have to give up having a family. A subsequent survey showed that many students, both men and women, thought work-life balance would be more difficult to achieve in a STEM research path than in other professions they were considering. Their views of STEM research being less family-friendly were more pronounced on issues of parental leaves and caring for children than finding a spouse/partner and landing two jobs in the same locality. To provide role models of work-life balance in STEM professions, we convened panels of dual-career couples who described how they worked together to raise their children while advancing their scientific careers. Our selection of panelists and topics of discussion were based on findings of social science research on work-life balance. On a survey with the same questions administered afterward, the changes in paired responses of male and female students with respect to all four issues showed a significant shift toward thinking that a research-based STEM career would be no more difficult than other careers they were considering.

  20. Work-Life Balance Practices in Nigeria: A Comparison of Three Sectors

    Directory of Open Access Journals (Sweden)

    Ojo Ibiyinka Stella

    2014-06-01

    Full Text Available The study investigates the concept of work-life balance (WLB policies and practices in three sectors of the Nigerian Economy namely the Banking, Educational and Power Sector. The types of WLB initiatives available in the three sectors were explored and the barriers to implementation of the WLB initiatives were identified. This research implored quantitative methods to investigate the work-life balance practices in three sectors of the Nigerian Economy. This was achieved using an in-depth case study analysis of these sectors. The data set comprised of responses from both managers and employees in the Banking sector with five hundred and eighty six copies of the questionnaire retrieved. The Educational sector comprised of both managers and employees with five hundred and thirty one copies of the questionnaire retrieved; while five hundred and seven copies retrieved from the Power Sector. The findings reveal that there is diversity in terms of how respondents perceive the concept of Work-Life Balance. There is a wide gap between corporate WLB practices and employees’ understanding of the concept; the paper suggests some policy implications which would aid the implementation of WLB policies in the studied sectors. This study also suggests direction for future research.

  1. The relationship between quality of work life and job satisfaction of faculty members in Zahedan University of Medical Sciences.

    Science.gov (United States)

    Kermansaravi, Fatihe; Navidian, Ali; Navabi Rigi, Shahindokht; Yaghoubinia, Fariba

    2014-10-29

    Quality of work life is one of the most important factors for human motivating and improving of job satisfaction. The current study was carried out aimed to determine the relationship between quality of work life and job satisfaction in faculty members of Zahedan University of Medical Sciences. In this descriptive-analytic study, 202 faculty members of Zahedan University of Medical Sciences in 2012 were entered the study through census. The job satisfaction questionnaire of Smith and Kendall and Walton Quality of Work Life questionnaire were used for data collection. Validity and reliability of questionnaires were confirmed in previous studies. Data analysis was done using SPSS 18. The Pearson correlation coefficient and multiple regression tests were used for data analysis. The mean score of quality of work life was 121/30±37/08 and job satisfaction was 135/98 ±33/78. There was a significant and positive correlation between job satisfaction of faculty members and their quality of work life (P=0.003). In addition, two components of quality of work life "adequate and fair compensation" (β=0.3) and "Social Integration" (β=0.4) can predict job satisfaction of faculty members. According to correlation between job satisfaction and quality of work life in faculty members, job satisfaction can be improved through the changing and manipulating the components of quality of work life and in this way; the suitable environment for organization development should be provided.

  2. Impact of work-life imbalance on job satisfaction and quality of life among hospital nurses in Japan.

    Science.gov (United States)

    Makabe, Sachiko; Takagai, Junko; Asanuma, Yoshihiro; Ohtomo, Kazuo; Kimura, Yutaka

    2015-01-01

    This study investigated the status of work-life imbalance among hospital nurses in Japan and impact of work-life imbalance on job satisfaction and quality of life. A cross-sectional survey of 1,202 nurses (81% response rate) was conducted in three Japanese acute care hospitals. Participants were divided into four groups for actual work-life balance (Group A: 50/50, including other lower working proportion groups [e.g., 40/50]; Group B: 60/40; Group C: 70/30; and Group D: 80/20, including other higher working proportion groups [e.g., 90/10]). We also asked participants about desired work-life balance, and private and work-related perspectives. Satisfactions (job, private life, and work-life balance), quality of life, and stress-coping ability were also measured. All data were compared among the four groups. Most nurses sensed that they had a greater proportion of working life than private life, and had a work-life imbalance. Actual WLB did not fit compared to desired WLB. When the actual working proportion greatly exceeds the private life proportion, nurses' health could be in danger, and they may resign due to lower job satisfaction and QOL. Simultaneous progress by both management and individual nurses is necessary to improve work-life imbalance.

  3. Understanding Values in a Large Health Care Organization through Work-Life Narratives of High-Performing Employees

    Directory of Open Access Journals (Sweden)

    Orit Karnieli-Miller

    2011-10-01

    Full Text Available Objective— To understand high-performing frontline employees’ values as reflected in their narratives of day-to-day interactions in a large health care organization. Methods— A total of 150 employees representing various roles within the organization were interviewed and asked to share work-life narratives (WLNs about value-affirming situations (i.e. situations in which they believed their actions to be fully aligned with their values and value-challenging situations (i.e. when their actions or the actions of others were not consistent with their values, using methods based on appreciative inquiry. Results— The analysis revealed 10 broad values. Most of the value-affirming WLNs were about the story-teller and team providing care for the patient/family. Half of the value-challenging WLNs were about the story-teller or a patient and barriers created by the organization, supervisor, or physician. Almost half of these focused on “treating others with disrespect/respect”. Only 15% of the value-challenging WLNs contained a resolution reached by the participants, often leaving them describing unresolved and frequently negative feelings. Conclusions— Appreciative inquiry and thematic analysis methods were found to be an effective tool for understanding the important and sometimes competing role personal and institutional values play in day-to-day work. There is remarkable potential in using WLNs as a way to surface and reinforce shared values and, perhaps more importantly, respectfully to identify and discuss conflicting personal and professional values.

  4. Work-life initiatives and organizational change: Overcoming mixed messages to move from the margin to the mainstream.

    Science.gov (United States)

    Kossek, Ellen Ernst; Lewis, Suzan; Hammer, Leslie B

    2010-01-01

    This article examines perspectives on employer work-life initiatives as potential organizational change phenomena. Work-life initiatives address two main organizational challenges: structural (flexible job design, human resource policies) and cultural (supportive supervisors, climate) factors. While work-life initiatives serve a purpose in highlighting the need for organizational adaptation to changing relationships between work, family, and personal life, we argue they usually are marginalized rather than mainstreamed into organizational systems. We note mixed consequences of work-life initiatives for individuals and organizations.While they may enable employees to manage work and caregiving, they can increase work intensification and perpetuate stereotypes of ideal workers. In order to advance the field, organizations and scholars need to frame both structural and cultural work-life changes as part of the core employment systems to enhance organizational effectiveness and not just as strategies to support disadvantaged, non-ideal workers. We conclude with an overview of the articles in this special issue.

  5. The Relationship between Quality of Work Life with Staff Performance of Iranian Gas Engineering and Development Company

    Directory of Open Access Journals (Sweden)

    Manouchehr Jofreh

    2012-08-01

    Full Text Available In today's society with according to the importance of human resources in advancing the goals of the organization, improving the quality of work life become as one of the main goals of the organization. People can have high performance that will satisfy their needs partially. Given attention to the quality of work life can increase employee motivation and increase the performance of employees. If staff with their able and capabilities be considered as well, they can have a critical important role to achieve the organizational objectives. So, the use of different techniques and methods to improve the quality of working life can be effective. In this study, the relationship between quality of work life with the staff performance of the Iranian Gas Engineering and Development Company is considered and components of quality of working life and staff performance have priority.

  6. PERCEIVED ORGANIZATIONAL SUPPORT, KARAKTERISTIK TIM, QUALITY OF WORK LIFE DAN KOMITMEN ORGANISASI: STUDI PADA PEGAWAI UNIVERSITAS NEGERI JAKARTA

    Directory of Open Access Journals (Sweden)

    Heru Santosa

    2016-03-01

    Full Text Available The objective of this research was to obtain information concerning the effect of perceived organizational support, team characteristics and quality of work life toward employee organizational commitment at the State University of Jakarta by using a survey method with path analysis applied in testing hypothesis. It involved 64 employee at the State University of Jakarta as respondent who were selected by simple random sampling. This research findings were as follows (1 there was a direct effect of perceived organizational support toward organizational commitment; (2 there was a direct effect of team characteristics toward organizational commitment; (3 there was a direct effect of quality of work life toward organizational commitment; (4 there was a direct effect of perceived organizational support toward quality of work life; (5 there was a direct effect of team characteristics toward quality of work life. Therefore, organizational commitment could be improving by rising the effect of perceived organizational support, team characteristics and quality of work life.

  7. The Status and Problems of Women in Working Life in Turkey

    Directory of Open Access Journals (Sweden)

    Hulya Gul

    2014-04-01

    Full Text Available The situation of woman in working life is a multidimensional public health issue and should be investigated related with many factors such as economic, social, biological, cultural factors. Women have been working in each step of production through history, but are still evaluated as a disadvantaged group. Nowadays, many new legal arrangements for regulating the working life have been made in Turkey. The participation of women to the labor force is accepted to be an important element of sustainable progress, social development and prosperity of the community, however, women participation ratios in the manpower in Turkey are not yet at desired level. Attentively, evaluation of the problems women encounter in working life indicates that occupational discrimination due to gender inequality is one of the leading problems. The working environment consists of many physical, chemical, biological and psychological factors known to be harmful to the general and reproductive health of women. Recognizing of these factors, which affect the health, is important for developing programs and policies intending to prevent them. Improvement of the working conditions of women and enhancing the employment opportunities are the most important steps for the economic and social prosperity of a country. A woman working happily in good conditions and earning her own money contributes the family budget, also spends most of her income and her spare time on her children, so that it will contribute to more healthy and educated generations. In order to improve of working conditions for women, all the rules and laws should be applied totally, and all concerned sides should carry out their responsibilities completely. Firstly, the working conditions should be offered to women with the least discomfort. Also, they should be supported with continuous occupational education, opportunities for their awareness and self-development should be created. [TAF Prev Med Bull 2014; 13

  8. PENGARUH KARAKTERISTIK DEMOGRAFI DAN IKLIM ORGANISASI TERHADAP QUALITY OF WORK LIFE (QWL DOSEN POLITEKNIK KESEHATAN BANJARMASIN

    Directory of Open Access Journals (Sweden)

    Tini Elyn Herlina

    2016-04-01

    Full Text Available This  study  aims  to  identify  and  analyze  the  influence  of  demographic characteristics  such  as:  Age,  Gender,  Work  Period,  marital  status,  Status Employment,  Income,  Number  of  dependents  and  education  level  as  well  as Organizational Climate either simultaneously or partially on the Quality of Work Life lecturer Polytechnic Health Banjarmasin. The research method using a questionnaire with non-probability technique and accidental  sampling  obtained  a  sample  of  69  lecturers  from  the  Polytechnic Banjarmasin health of the population of 102 people. Measurements made with Likert  scale  variables  and  multiple  linear  regression  analysis  using  software Statistical Package for the Social Science (SPSS version 17. The  research  concludes  that  there  is  a  significant  effect  simultaneously  on two  independent  variables:  demographic  characteristics  and  organizational climate on the dependent variable: Quality of Work Life, while only partially Organizational Climate variables which indicate a significant influence on the Quality of Work Life Lecturer Polytechnic Banjarmasin. Keywords: Demographic  characteristics,  Organizational  Climate,  Quality  of  Work  Life (QWL, Multiple Linear Regression Analysis, Lecturer.

  9. conflict Liberia

    African Journals Online (AJOL)

    Introduction. “War is hell... it has an impact on the people who take part that ... end of civil war there is a 44% likelihood of return to conflict.3 .... sample key informants, and lack of evidence based responses.15 ... economies will experience civil war, in contrast to the 1% risk for ..... Evidence,. Practice and Emerging Concepts.

  10. Plotting Conflict.

    Science.gov (United States)

    Wilkinson, Margaret Ann; Wilkinson, John Provost

    1997-01-01

    Conflict management theory is illustrated in a series of hypothetical scenarios, typical of library situations. Each scenario is discussed in terms of a specific management theory and the theories are transposed into useful management tools by plotting each situation along relevant axes. (Author/AEF)

  11. Psychosocial factors of modern work life and incident depression in Denmark 2000-06

    DEFF Research Database (Denmark)

    Nygaard, Else; Thielen, Karsten; Diderichsen, Finn

    2008-01-01

    depression, or missing values, were excluded, leaving 3158 persons for the prospective analyses. Psychosocial factors of modern work life 2000 were measured by scales on work pressure, work pace, emotional pressure, learning opportunities, variation of work, meaningfulness, social support from colleagues....... By logistic regression we calculated odds ratio (OR) and confidence intervals (CIs) for depression, controlling for age, sex, occupational social position, family status, alcohol consumption, seniority and MDI score at baseline. Results Preliminary results showed that work pace (OR 1.72, 95% CI 1...

  12. Enhancing a sustainable healthy working life: design of a clustered randomized controlled trial.

    Science.gov (United States)

    Koolhaas, Wendy; Brouwer, Sandra; Groothoff, Johan W; van der Klink, Jac Jl

    2010-08-06

    To improve a sustainable healthy working life, we have developed the intervention 'Staying healthy at work', which endeavours to enhance work participation of employees aged 45 years and older by increasing their problem-solving capacity and stimulating their awareness of their role and responsibility towards a healthy working life. This research study aims to evaluate the process and the effectiveness of the intervention compared with care as usual. The study is a cluster-randomized controlled trial design (randomized at the supervisor level), with a 1-year follow-up. Workers aged 45 years and older have been enrolled in the study. Workers in the intervention group are receiving the intervention 'Staying healthy at work'. The main focus of the intervention is to promote a healthy working life of ageing workers by: (1) changing workers awareness and behaviour, by emphasizing their own decisive role in attaining goals; (2) improving the supervisors' ability to support workers in taking the necessary action, by means of enhancing knowledge and competence; and (3) enhancing the use of the human resource professionals and the occupational health tools available within the organization. The supervisors in the intervention group have been trained how to present themselves as a source of support for the worker. Workers in the control group are receiving care as usual; supervisors in the control group have not participated in the training. Measurements have been taken at baseline and will be followed up at 3, 6 and 12 months. The primary outcome measures are vitality, work ability and productivity. The secondary outcomes measures include fatigue, job strain, work attitude, self-efficacy and work engagement. A process evaluation will be conducted at both the supervisor and the worker levels, and satisfaction with the content of the intervention will be assessed. The intervention 'Staying healthy at work' has the potential to provide evidence-based knowledge of an innovative

  13. Enhancing a sustainable healthy working life: design of a clustered randomized controlled trial

    Directory of Open Access Journals (Sweden)

    Koolhaas Wendy

    2010-08-01

    Full Text Available Abstract Background To improve a sustainable healthy working life, we have developed the intervention 'Staying healthy at work', which endeavours to enhance work participation of employees aged 45 years and older by increasing their problem-solving capacity and stimulating their awareness of their role and responsibility towards a healthy working life. This research study aims to evaluate the process and the effectiveness of the intervention compared with care as usual. Methods/design The study is a cluster-randomized controlled trial design (randomized at the supervisor level, with a 1-year follow-up. Workers aged 45 years and older have been enrolled in the study. Workers in the intervention group are receiving the intervention 'Staying healthy at work'. The main focus of the intervention is to promote a healthy working life of ageing workers by: (1 changing workers awareness and behaviour, by emphasizing their own decisive role in attaining goals; (2 improving the supervisors' ability to support workers in taking the necessary action, by means of enhancing knowledge and competence; and (3 enhancing the use of the human resource professionals and the occupational health tools available within the organization. The supervisors in the intervention group have been trained how to present themselves as a source of support for the worker. Workers in the control group are receiving care as usual; supervisors in the control group have not participated in the training. Measurements have been taken at baseline and will be followed up at 3, 6 and 12 months. The primary outcome measures are vitality, work ability and productivity. The secondary outcomes measures include fatigue, job strain, work attitude, self-efficacy and work engagement. A process evaluation will be conducted at both the supervisor and the worker levels, and satisfaction with the content of the intervention will be assessed. Discussion The intervention 'Staying healthy at work' has the

  14. Meeting the challenge of the work-life balance in the South African workplace

    Directory of Open Access Journals (Sweden)

    GF Mageni

    2014-07-01

    Full Text Available The work-life balance (WLB construct as a business imperative has been of growing concern in organisations outside South Africa for the past two decades, particularly given the pressure to create a sustainable global competitive advantage through human capital. Within the last decade this aspect has been prominent in various forums. However, no studies as yet provide insight into the applicability of WLB models to the South African workplace. The present article therefore explores the composition of a WLB system, and analyses constraints on its application under the conditions of the South African labour market.

  15. The Impact of work-life connectivity on professional women: A case study of telecom industry

    Directory of Open Access Journals (Sweden)

    Zahida Latif

    2016-06-01

    Full Text Available The purpose of this research was to test work life border theory against job/life satisfaction. The impact of work-life connectivity on professional women working in telecom industry was checked. This quantitative research was conducted by collecting secondary data gathered through world recognized questionnaires. A sample size of 285 respondents was collected through Qualtrics and self-administered questionnaires. This sample was adequate as using Power and Precision software a minimum sample of 175 was computed. Cluster sampling technique in combination with stratified sampling was used to collect data from women in Telecom Industry from major cities of Pakistan. Data collected was analyzed in SPSS and SEM was run on AMOS. Pearson r correlation and regression tests were run to study the effect of the understudy variables. The study found that both types of connectivity, work- to- family and family- to-work directly influence job and family satisfaction of women. The results suggest that family-friendly policies and organizational support can bring substantial benefits to women workers and the organization as a whole.

  16. Psychometric properties of the Chinese-version Quality of Nursing Work Life Scale.

    Science.gov (United States)

    Lee, Ya-Wen; Dai, Yu-Tzu; McCreary, Linda L; Yao, Grace; Brooks, Beth A

    2014-09-01

    In this study, we developed and tested the psychometric properties of the Chinese-version Quality of Nursing Work Life Scale along seven subscales: supportive milieu with security and professional recognition, work arrangement and workload, work/home life balance, head nurse's/supervisor's management style, teamwork and communication, nursing staffing and patient care, and milieu of respect and autonomy. An instrument-development procedure with three phases was conducted in seven hospitals in 2010-2011. Phase I comprised translation and the cultural-adaptation process, phase II comprised a pilot study, and phase III comprised a field-testing process. Purposive sampling was used in the pilot study (n = 150) and the large field study (n = 1254). Five new items were added, and 85.7% of the original items were retained in the 41 item Chinese version. Principal component analysis revealed that a model accounted for 56.6% of the variance with acceptable internal consistency, concurrent validity, and discriminant validity. This study gave evidence of reliability and validity of the 41 item Chinese-version Quality of Nursing Work Life Scale.

  17. Sustainable Quality of Work Life and Job Satisfaction [an Indian Case Study

    Directory of Open Access Journals (Sweden)

    Sorab Sadri

    2013-12-01

    Full Text Available As HR experts would propound, organizational success is highly dependent on attracting, recruiting, motivating, and retaining its workforce. The quality of work life (QWL pertains to favourable or unfavourable work environment in keeping employees motivated so as to enable increase per capita productivity. It aims at achieving an effective work place environment that satisfies  both the organizational and personal needs and values of employees , promoting well being by job security,  job satisfaction, development and thereby helping to maintain a better  balance between work and non-work life. The word sustainability is derived from the Latin sustinere (tenere, to hold; sus, meaning up. Dictionaries provide more than ten meanings for sustain, the main ones being to “maintain", "support", or "endure”. However, since the 1980s sustainability has been used more in the sense of human sustainability on planet Earth and this has resulted in the most widely quoted definition of sustainability as a part of the concept sustainable, that of the Brundtland Commission of the United Nations on March 20, 1987: “sustainable development is development that meets the needs of the present without compromising the ability of future generations to meet their needs.

  18. Views of Japanese medical students on the work-life balance of female physicians.

    Science.gov (United States)

    Takahashi, Keiko; Nin, Tomoni; Akano, Megumi; Hasuike, Yukiko; Iijima, Hiroko; Suzuki, Keiichirou

    2017-05-11

    To survey medical students on their ideas of future work-life balance and discuss topics for next-generation medical education. First-year (n=372, 34.9% female) and sixth-year medical students (n=311, 44.1% female) responded to a questionnaire on future self, marriage and childcare, and gender differences at the workplace. Responses were compared between academic years and gender. Responses were evaluated by gender and academic year using the Mann-Whitney U test.  Significance was set at pwork part-time. Also among first-year students, greater percentages of female students expected to work part-time or leave their jobs temporarily while raising their children. Compared with first-year male students, first-year female students expected to undertake larger portions of the childcare and housework burden than their partners. However, gender differences in work-life balance and childcare leave vanished in the sixth-year students. Female medical students accepted childcare and housework burdens as inevitable; the work environment they choose might affect their career development. While support from male partners and institutions must be increased, voluntary actions and change in mentality of female students need to be promoted through medical education to prevent them from waiting passively for the situation to change.

  19. IMPLEMENTATION OF WORK LIFE QUALITY PROGRAMS WITH THE PROJECT MANAGEMENT MODEL

    Directory of Open Access Journals (Sweden)

    Maria Lúcia Granja Coutinho

    2010-06-01

    Full Text Available The research studies the implementation of Quality of Working Life (QWL programs using project management techniques. Quality of Work Life projects have undergone a constant increase in scope to the point where they currently involve such diverse themes as change in dietary habits, exercise, stress management, socio environmental responsibility, and adult education. The major focus of this research is to analyze the processes and knowledge areas of project management being used to deal with this increased scope. The managerial processes identified were divided into categories of preparation, structuring, execution, and conclusion. The knowledge areas studied were: communication, risks, human resources, and acquisitions. The firms studied included mid to large sized firms located in the north, southeast and south of Brazil. We interviewed managers, directors, CEOs, plant managers, and line managers as part of this effort. The results suggest that the project management practices used were ad hoc and based on day to day needs. They also suggest that sound project management practices are applicable to QWL programs in the firms we studied.

  20. Professional identity formation in the transition from medical school to working life

    DEFF Research Database (Denmark)

    De Lasson, Lydia; Just, Eva; Stegeager, Nikolaj W.M.

    2016-01-01

    Background The transition from student to medical doctor is challenging and stressful to many junior doctors. To practice with confidence and professionalism the junior doctors have to develop a strong professional identity. Various suggestions on how to facilitate formation of professional ident...... and acting as a doctor), adoption to medical culture, career planning and managing a healthy work/life-balance. Further studies in different contexts are recommended as well as studies using other methods to test the results of this qualitative study.......: Adoption to medical culture, career planning, and work/life-balance. The junior doctors found the coaching intervention highly useful in order to cope with these challenges. Furthermore, the group was a forum where the junior doctors could share thoughts and feelings with colleagues without being afraid...... identity have been offered including the possible positive effect of group-coaching courses. The purpose of this study was to explore how group-coaching might facilitate professional identity formation among junior doctors in the transition period. Methods Group-coaching courses comprising three whole...

  1. Resident Perspectives on Work-Life Policies and Implications for Burnout.

    Science.gov (United States)

    Westercamp, Nicole; Wang, Raziya S; Fassiotto, Magali

    2017-08-25

    As resident burnout increases, there is a need for better awareness, resources, and interventions. Challenges in balancing work and life priorities have been implicated in contributing to physician burnout. Institutional work-life policies (WLPs) are critical tools to meet work-life needs. This study investigates the influence of WLPs on residents' experiences. The authors emailed a SurveyMonkey link to the APA chief resident and Minority Fellow listservs and directly to 94 psychiatry program directors and 52 fellowship directors nationwide to distribute a survey to residents regarding WLP use and barriers, as well as burnout. Estimated response rate was 12-23%. The authors assessed the anonymous responses using SPSS to evaluate for relationships between awareness of WLPs, perceptions/barriers surrounding their usage, and burnout. The authors analyzed 255 responses. Awareness and use of policies ranged from 2 to 33%. A prominent barrier to WLPs is that use results in shifting workload to co-residents (48% agree). Respondents who perceived leadership to view use of WLPs as a sign of weakness (16% agree) were less likely to use WLPs (t (89) = -3.52, p burnout (41%) perceived vastly higher barriers to using WLPs as compared to those without burnout. This study supports the need for further investigation of WLPs to mitigate resident burnout and identifies important perceived barriers that affect the use of WLPs including low awareness, potential for shifting workload to co-residents, and negative perceptions of leadership attitudes toward WLPs.

  2. Conceptions of Conflict in Organizational Conflict Research

    DEFF Research Database (Denmark)

    Mikkelsen, Elisabeth Naima; Clegg, Stewart

    2017-01-01

    Diverse and often unacknowledged assumptions underlie organizational conflict research. In this essay, we identify distinct ways of conceptualizing conflict in the theoretical domain of organizational conflict with the aim of setting a new critical agenda for reflexivity in conflict research....... In doing so, we first apply a genealogical approach to study conceptions of conflict, and we find that three distinct and essentially contested conceptions frame studies of conflict at work. Second, we employ two empirical examples of conflict to illustrate how organizational conflict research can benefit...... from a more reflexive approach and advance our understanding of conflict. In this essay, we emphasize how philosophical and political assumptions about conflict frame knowledge production within the field and we encourage future theory development to build on different notions of conflict to become...

  3. The relation between work ethics and work morality and the factors effecting work ethics in work-life

    Directory of Open Access Journals (Sweden)

    Sibel Gök

    2008-02-01

    Full Text Available In recent years, the importance of work ethics and morality has been increased. The effect of them in work-life and their relations with the subjects such as performance, loyalty, competition, etc. have been studied by a number of researchers. The work ethics and morality concepts are becoming widespread in business application, work-life and global trading. Therefore, they appear as a subject for further researches.In this study, the concepts of the work ethics, morality and the development of them in work-life are examined. The differences and similarities between work ethics and morality in terms of quality, content and comprehension etc. are described and discussed. The factors effecting work ethics in work-life, are represented in the light of literature. In our work, we explain and evaluate how the factors such as globalization, culture, social responsibility etc. are effecting it.

  4. The Relation of Organizational Climate and Working Life Quality with Staff Productivity of Telecommunication Company of Tehran

    Directory of Open Access Journals (Sweden)

    Tahmoures Hasangholipoor Yasvari

    2014-03-01

    Full Text Available This study seeks to investigate the relationship of the organizational climate and the quality of working life with productivity of the staff of Telecommunication Company of Tehran. This study is a correlative descriptive research. The statistical universe comprises 588 people-all the regular and contractual employees. The sample including 234 employees was selected by a simple random sampling method. The data were collected through the organizational climate questionnaire, the quality of working life questionnaire and productivity questionnaire. To determine questionnaire reliability, Cronbach's alpha method was adopted and adequacy of all tools was approved. Data gathered by the Pearson Correlation Coefficient, Multiple Regression Analyses Correlation Coefficients and Route Analysis were analyzed. The results reveal a statistically positive and significant relationship between the organizational climate and productivity and between the quality of working life dimensions and productivity. Organizational climate is an effective variable on the quality of working life and has a direct effect on the productivity.

  5. Improvements in staff quality of work life and family satisfaction following the move to single-family room NICU design.

    Science.gov (United States)

    Watson, Jo; DeLand, Marion; Gibbins, Sharyn; MacMillan York, Elizabeth; Robson, Kate

    2014-04-01

    The purpose of this study was to determine whether there were differences in staff quality of work life and parent satisfaction when a neonatal intensive care unit moved from an open-bay design to a single-room model of care. This descriptive study measured staff quality of work life and family satisfaction before and at 2 time periods after the relocation of a perinatal centre and the introduction of single-family room care. Differences in work life quality and satisfaction were determined using 2-sample t-tests. There were improvements in staff quality of work life and family satisfaction at both time periods following the move. Lessons learned may be of value to other units considering such a move. A neonatal intensive care unit designed to contribute to parental and staff well-being is a model to be considered for future neonatal designs.

  6. Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey.

    Science.gov (United States)

    Tomer, Gitit; Xanthakos, Stavra; Kim, Sandra; Rao, Meenakshi; Book, Linda; Litman, Heather J; Fishman, Laurie N

    2015-04-01

    Gender equality in the workplace has not been described in pediatric gastroenterology. An electronic survey that explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition. Reponses were anonymous. Of the 303 respondents (21%), there was an even distribution across geographic region, age, and gender (54% men). Gender affected perception of salary and promotion; 46% of men but only 9% of women feel that "women earn the same as men" (P work-life balance for either gender. Overall, women are more likely to be dissatisfied with work-life balance than men (P = 0.046). Satisfaction with work-life balance is lower among women versus men pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation, and mentoring requires further investigation.

  7. Organizational Initiatives for Promoting Employee Work-Life Reconciliation Over the Life Course. A Systematic Review of Intervention Studies

    National Research Council Canada - National Science Library

    Annina Ropponen; Marja Känsälä; Johanna Rantanen; Salla Toppinen-Tanner

    2016-01-01

      This review aimed to explore the initiatives, interventions, and experiments implemented by employing organizations and designed to support the work-life reconciliation at workplaces, and the effects...

  8. Attitudes of managers and older employees to each other and the effects on the decision to extend working life

    OpenAIRE

    Nilsson, Kerstin

    2011-01-01

    The aim of this chapter was to examine the attitude of managers to their older employees, and the attitude of these older employees to their managers, in terms of extending their working life. Specific research questions examined were: How did the older employees feel about their managers’ attitude to them as older workers, and was this important for their decision to extend their working life? What were the attitudes of employers and managers to their older employees, and were they intereste...

  9. Working Environment Factors that Affect Quality of Work Life among Attendants in Petrol Stations in Kitale Town in Kenya

    OpenAIRE

    Aloys Nyagechi Kiriago; Henry M. Bwisa

    2013-01-01

    This research sought to establish working environment factors that affect Quality of Work Life among petrol station attendants in Kitale town. The objective of the study was to identify working environment aspects that affect Quality of Work Life among petrol station attendants. This study was an exploratory survey, carried out in 17 petrol stations that are located in Kitale Town, Kenya. The target population comprised 17 station managers and 170 attendants, out of which a sample of 102 resp...

  10. THE ROLE OF WORK AND LABOUR MARKET FLEXIBILITY IN WORKING LIFE PROLONGATION: CASE SLOVENIA

    Directory of Open Access Journals (Sweden)

    Klemen, SIROK

    2014-11-01

    Full Text Available Building upon the premise that the prolongation of working life presents an adequate approach to address the fast approaching challenges of population ageing, the paper presents labour market outcomes of older workers in Slovenia in order to explore the role of social system and labour market flexibility in retirement behaviour. By applying bivariate graphic analysis and series of logistic models, paper finds that decisions of older workers (aged 50 - 69 of whether to retire or to continue working up to legal retirement age is being predominately shaped by the pension system parameters. Economic activity beyond this age (or when retired on the other hand predominately correlates with flexible work arrangements and work motivation. Thus, the future policies in Slovenia aiming to prolong working careers within formal or informal sector should simultaneously do both; change pension system parameters and significantly expand the system flexibility stimulating willing and capable elderly to continue working within the formal sector.

  11. Quality of working life and social support with the mediating role of resiliency

    Directory of Open Access Journals (Sweden)

    Maryam Amini

    2016-05-01

    Full Text Available In the current world, all human beings are forced to work for the living to provide their living requirements. Meeting these needs faced human with numerous psychological problems. One of the psychological problems of humanity in the current world is associated with stress caused by working conditions that human are daily forced to face with them. Finding the right solution for management of unconventional stress requires understanding the capabilities of individuals and strategies to face with them in stressful situations. This paper presents a survey to study the quality of working life and social support by considering the mediating role of resiliency. The study has accomplished among all 215 environmental guards of Mazandaran province, Iran. The results of this survey indicate that enhancing the social support of environmental guards by the relevant institutions especially communication and supporting them by friends played an important role for increasing their resilience.

  12. Do transactive memory and participative teamwork improve nurses' quality of work life?

    Science.gov (United States)

    Brunault, Paul; Fouquereau, Evelyne; Colombat, Philippe; Gillet, Nicolas; El-Hage, Wissam; Camus, Vincent; Gaillard, Philippe

    2014-03-01

    Improvement in nurses' quality of work life (QWL) has become a major issue in health care organizations. We hypothesized that the level of transactive memory (defined as the way groups collectively encode, store, and retrieve knowledge) and participative teamwork (an organizational model of care based on vocational training, a specific service's care project, and regular interdisciplinary staffing) positively affect nurses' QWL. This cross-sectional study enrolled 84 ward-based psychiatric nurses. We assessed transactive memory, participative teamwork, perceived organizational justice, perceived organizational support, and QWL using psychometrically reliable and valid scales. Participative teamwork and transactive memory were positively associated with nurses' QWL. Perceived organizational support and organizational justice fully mediated the relationship between participative teamwork and QWL, but not between transactive memory and QWL. Improved transactive memory could directly improve nurses' QWL. Improved participative teamwork could improve nurses' QWL through better perceived organizational support and perceived organizational justice.

  13. Work-life balance and the legal right to request flexible working arrangements

    Directory of Open Access Journals (Sweden)

    L Dancaster

    2014-07-01

    Full Text Available In 2003, eligible employees in the United Kingdom acquired the legal right to request flexible working arrangements. The government believes that this new right will provide parents with greater choice and support in balancing work and childcare, whilst being compatible with business efficiency. This article critically appraises this new right and examines how it is applied in relation to other UK legislation on discrimination and unfair dismissal. An overview of international studies on corporate efforts to introduce family-friendly arrangements, and an overview of governmental efforts to address the reconciliation of work and family-life is provided in this article, with a view to arguing that there is a need, in South Africa, for state policy regarding work-life balance and for further research into corporate efforts to introduce family-friendly work arrangements.

  14. Learning, Working and Living. Mapping the terrain of Working Life Learning

    DEFF Research Database (Denmark)

    In recent years, learning and knowing have emerged as key issues in understanding work organizations. Identifying ways in which learning can be supported in the workplace has been a long standing cercern for organization studies and education. What is particularly interesting is that the debate...... about organization and workplace learning has moved, from a fokus on formal and informal ways of supporting learning to ways in which learning ca become a part of working lifeWith contributions from a diverse range of international authorities in the area of management and education ass well...... as organizational psychology ans sociology, this book presents new ways of thinking about learning at work, and a new understandingof its role and purpose. The book explores ways in which better sustainability and renewal og organizational resources can be achieved while allowing learning to be the the driving...

  15. Getting the Job Done: The impact of conception of work on work-life balance

    DEFF Research Database (Denmark)

    Ballegaard, Stinne Aaløkke; Fangel, Anne Bøgh

    Knowledge work is becoming more nomadic and flexible, and in recent years we have seen an increased blurring of the boundary between work and private life. While this new flexibility indeed has clear liberating potentials; providing new possibilities for coping with work-life balance, it also......, it is how we manage the balance between work and private life. We want to suggest that conceptions of work may influence the way we take on the new flexible ways of working....... carries the danger of work never really ending. Much has been said about the negative effects of the loss of a clear boundary between work and private life. However, in this paper we want to argue that the blurring of the boundary between work and private life is not in itself problematic. Rather...

  16. Learning, Working and Living. Mapping the terrain of Working Life Learning

    DEFF Research Database (Denmark)

    about organization and workplace learning has moved, from a fokus on formal and informal ways of supporting learning to ways in which learning ca become a part of working lifeWith contributions from a diverse range of international authorities in the area of management and education ass well......In recent years, learning and knowing have emerged as key issues in understanding work organizations. Identifying ways in which learning can be supported in the workplace has been a long standing cercern for organization studies and education. What is particularly interesting is that the debate...... as key elements in life, the book provides the much-needed reflective stance in the field of organizational learning and workplace learning. Moreover, it paves the way for the repositioning of learning, working and living in the context of organizational complexity....

  17. The experience of work-life balance across family-life stages in Switzerland: a cross-sectional questionnaire-based study

    National Research Council Canada - National Science Library

    Wepfer, Ariane G; Brauchli, Rebecca; Jenny, Gregor J; Hämmig, Oliver; Bauer, Georg F

    2015-01-01

    ... of work-life balance across family-life stages as a consequence of this gendered division of labor. We used data from a survey study on work-life issues and health in four large companies in Switzerland...

  18. Perceived external prestige as a mediator between quality of work life and organisational commitment of public sector employees in Ghana

    Directory of Open Access Journals (Sweden)

    Oluyinka Ojedokun

    2015-02-01

    Full Text Available Orientation: Research efforts have been directed at understanding the relationship between quality of work life and organisational commitment, but these studies have not elucidated the mediating role of perceived external prestige in this relationship.Research purpose: This research seeks to close a research gap by determining the role of perceived external prestige in the relationship between quality of work life and organisational commitment amongst public sector employees in Ghana.Research approach, design and method: Theoretically guided hypotheses and models were formulated and tested with hierarchical multiple regression statistics using data from a sample of 137 employees from two public sector organisations in Ghana.Main findings: The results support the hypothesis that quality of work life is positively related to both perceived external prestige and organisational commitment. Also, perceived external prestige was found to predict organisational commitment and partially mediate the relationship between quality of work life and organisational commitment.Practical/managerial implications: The findings imply that one sure way to enhance organisational commitment of employees is by improving their quality of work life and boosting their perceptions of external prestige of the organisation. These results will be of particular interest to policymakers, public organisations and stakeholders interested in increasing organisational commitment of their employees.Contribution/value-add: The findings extend previous research by establishing the mediating role of perceived external prestige in the relationship between quality of work life and organisational commitment. If managers of organisations wish to improve organisational commitment, it is wise to institutionalise an organisational culture that promotes good quality of work life and boost the external prestige of the organisation in the employees’ mind.

  19. [The conflict between work and private life and its relationship with burnout - results of a physician survey in breast cancer centers in North Rhine-Westphalia].

    Science.gov (United States)

    Nitzsche, A; Driller, E; Kowalski, C; Ansmann, L; Pfaff, H

    2013-05-01

    This study investigates the conflict between work and private life (work-life conflict and life-work conflict) and its relationship with burnout among physicians in breast cancer centers in North Rhine-Westphalia (n=378). With regard to the construct burnout, we differentiated between the 3 subscales emotional exhaustion, depersonalisation and personal accomplishment of the Maslach burnout inventory. In a structural equation model it was seen that above all the work-life conflict is positively associated with emotional exhaustion whereas the life-work conflict has a stronger positive correlation with depersonalisation and a negative relationship with personal accomplishment. Altogether, the results emphasise the importance of a successful interaction between professional work and private life ("work-life balance") for the health of medical personnel.

  20. Workaholism and work-life imbalance: does cultural origin influence the relationship?

    Science.gov (United States)

    Aziz, Shahnaz; Adkins, Carrie T; Walker, Alan G; Wuensch, Karl L

    2010-02-01

    In recent years, workaholism has become prevalent throughout organizations and has captured the attention of organizational leaders as well as the academic and scientific communities. Most research in this area has focused on the negative consequences of workaholism, specifically work-life imbalance. One area of research that has largely been ignored is the potential influence of demographic variables on the relationship between workaholism and work-life imbalance. Therefore, the current study focused on how cultural origin might influence the intensity of this relationship. Based on relative deprivation theory and previous empirical work, it was expected that cultural origin would moderate the relationship between workaholism and work-life imbalance. Specifically, it was predicted that Caucasian participants would score higher on levels of workaholism than Black participants, and that the relationship between workaholism and work-life imbalance would be stronger for Caucasians than for Blacks. The results revealed that high levels of workaholism were significantly correlated with high levels of work-life imbalance. However, results also indicated that cultural origin did not moderate the relationship between workaholism and work-life imbalance, and there was no significant mean difference between Caucasian and Black participants on our measure of workaholism. These findings are important in that it is essential for employers to be aware of workaholic tendencies so they can better handle the negative consequences that result for the organization, and to also help promote the well-being of their employees. En los últimos años la adicción al trabajo se ha vuelto muy popular en las organizaciones y ha capturado la atención tanto de líderes organizacionales, así como de las comunidades científicas y académicas. La mayoría de investigaciones en esta área se han focalizado en las consequencias negativas de la adicción al trabajo (workoholismo), espec

  1. Celebritizing Conflict

    DEFF Research Database (Denmark)

    Richey, Lisa Ann; Budabin, Alexandra Cosima

    2016-01-01

    From serving as United Nations ambassadors to appearing as spokespersons for major NGO campaigns, global celebrities have become increasingly important in international development assistance. Acting as “aid celebrities,” they are indelibly linked with humanitarian work and public engagement.2 In......, conflict, and development in Africa.......From serving as United Nations ambassadors to appearing as spokespersons for major NGO campaigns, global celebrities have become increasingly important in international development assistance. Acting as “aid celebrities,” they are indelibly linked with humanitarian work and public engagement.2...... In the policy realm, celebrity endorsement may shift attention, shape decisions, and build or erode key alliances. Meanwhile, the figure of the celebrity offers an enticing lens to refract critical issues of power, influence, and voice within neoliberal north-south relations. This essay, using emerging...

  2. [Structural Equation Modeling of Quality of Work Life in Clinical Nurses based on the Culture-Work-Health Model].

    Science.gov (United States)

    Kim, Miji; Ryu, Eunjung

    2015-12-01

    The purpose of this study was to construct and test a structural equation model of quality of work life for clinical nurses based on Peterson and Wilson's Culture-Work-Health model (CWHM). A structured questionnaire was completed by 523 clinical nurses to analyze the relationships between concepts of CWHM-organizational culture, social support, employee health, organizational health, and quality of work life. Among these conceptual variables of CWHM, employee health was measured by perceived health status, and organizational health was measured by presenteeism. SPSS21.0 and AMOS 21.0 programs were used to analyze the efficiency of the hypothesized model and calculate the direct and indirect effects of factors affecting quality of work life among clinical nurses. The goodness-of-fit statistics of the final modified hypothetical model are as follows: χ²=586.03, χ²/df=4.19, GFI=.89, AGFI=.85, CFI=.91, TLI=.90, NFI=.89, and RMSEA=.08. The results revealed that organizational culture, social support, organizational health, and employee health accounted for 69% of clinical nurses' quality of work life. The major findings of this study indicate that it is essential to create a positive organizational culture and provide adequate organizational support to maintain a balance between the health of clinical nurses and the organization. Further repeated and expanded studies are needed to explore the multidimensional aspects of clinical nurses' quality of work life in Korea, including various factors, such as work environment, work stress, and burnout.

  3. New gate opening hours

    CERN Multimedia

    GS Department

    2009-01-01

    Please note the new opening hours of the gates as well as the intersites tunnel from the 19 May 2009: GATE A 7h - 19h GATE B 24h/24 GATE C 7h - 9h\t17h - 19h GATE D 8h - 12h\t13h - 16h GATE E 7h - 9h\t17h - 19h Prévessin 24h/24 The intersites tunnel will be opened from 7h30 to 18h non stop. GS-SEM Group Infrastructure and General Services Department

  4. Eleventh Hour Security+

    CERN Document Server

    Dubrawsky, Ido

    2009-01-01

    This book will focus on just the essentials needed to pass the Security+ certification exam. It will be filled with critical information in a way that will be easy to remember and use for your quickly approaching exam. It will focus on the main objectives of the exam and include the following pedagogy for ease of use in those final hours. The book will include:. •Exam Objectives – Fast Track Review. •Key words/definitions. •Five Toughest questions and their answers. •Exam Warnings – What to pay attention to

  5. Eleventh Hour Linux+

    CERN Document Server

    Speake, Graham; Happel, Chris; Lillard, Terrence V

    2009-01-01

    The 11th Hour Linux+ Study Guide is keyed to the XK0-003 revision of the CompTIA Linux+exam. This book is streamlined to include only core certification information and is presented for ease of last-minute studying. Main objectives of the exam are covered with key concepts highlighted. ..: ..; Fast Facts quickly review fundamentals ..; Exam Warnings highlight particularly tough sections of the exam ..; Crunch Time sidebars point out key concepts to remember ..; Did You Know? sidebars cover sometimes forgotten details ..; Top Five Toughest Questions and answers help you to prepare .. The 11th H

  6. Work-life Balance Decision-making of Norwegian Students: Implications for Human Resources Management

    Directory of Open Access Journals (Sweden)

    Remigiusz Gawlik

    2016-12-01

    Full Text Available Objective: The paper aims at identifying and assessing the significance of work-life balance determinants between the Youth of highly developed societies and its implications for human resources management on the example of Norway. Research Design & Methods: The research target group consists of 236 respondents recruited among Norwegian tertiary education students. It employed literature analysis, two-stage exploratory research: direct individual in-depth interviews, survey based on a self-administered, web-based questionnaire with single-answer, limited choice qualitative & quantitative, as well as explanatory research (informal moderated group discussions. Findings: The research on perceptions of determinants of quality of life and attractiveness of life strategies shows that in a country with relatively high socio-economic development level, such as Norway, differences in rankings do exist. They can be observed in relevance to both material and non-material QoL determinants. Implications & Recommendations: The study revealed a need for deeper research on individually driven early decision-making of future employees and entrepreneurs. This will result in closer modelling of socio-economic phenomena, including more accurate adaptation to trends on the labour market and creation of new business models. Contribution & Value Added: Research value added comes from the comparison of perceptions of quality of life determinants between countries at various stages of socio-economic development and its implications for human resource management.

  7. QUALITY OF WORK LIFE: THE DETERMINANTS OF JOB SATISFACTION AND JOB RETENTION AMONG RNs AND OHPs

    Directory of Open Access Journals (Sweden)

    Musrrat Parveen

    2017-03-01

    Full Text Available The health care industry (public and private in several countries, including Saudi Arabia, is facing high turnover rate among registered nurses (RNs and other health care professionals (OHPs. However, despite numerous studies that have been conducted in the past to tackle this phenomenon, we still believe that the functions and the connections between quality of work life (QWL, satisfaction and retention are still not thoroughly explored in the Middle East, particularly in Saudi Arabia. The aims of this current study are to examine the effects of demographic characteristics on the QWL dimensions and satisfaction, and the relationships between the QWL dimensions and satisfaction, and between satisfaction and retention among RNs and OHPs. A model was developed to link QWL, satisfaction and retention. A sample of 360 RNs and OHPs was collected in Jeddah, one of the major cities in Saudi Arabia. Multivariate analysis of variance and structural equation modeling were used to test the hypotheses. The results show that there is a significant difference between demographic and QWL dimensions and satisfaction. Satisfactions with personal growth and salary package were found to have significant positive impacts on overall retention. The paper provides a greater understanding of QWL, satisfaction and retention and their relationships with each other among the RNs and OHPs in public and private health care organizations in Saudi Arabia.

  8. How is the artist role affected when artists are participating in projects in work life?

    Directory of Open Access Journals (Sweden)

    Henrik Stenberg

    2016-05-01

    Full Text Available In Sweden, during the last decade, the artist has come to function as a creative resource in workplaces. There are two organisations, Skiss (Contemporary Artist in the Contemporary Society and Airis (Artist in Residence, that organise projects for artists and coworkers. These projects are intended to have a positive effect on the well-being of organisations and their employees through artistic means, and the artist often focuses on the social interaction between the employees in their work. The artists’ work involves frequent interaction with coworkers. The aim of this article was to describe how visual artists’ roles as artists are affected by their engagement in artistic and social projects at workplaces in Sweden. The focus in the article is on the social interaction between artists and employees. The study is a qualitative narrative interview study with fine artists participating in different projects in work life. Since the artist's intervention is usually directed towards social relations in the workplaces, a social perspective on well-being is from a micro-sociological point of view. The categories in the interviews were how the artists worked with the projects, how the social interaction between artists and coworkers worked out, and how the artists evaluated the projects in relation to their ambitions. The results show that, many times, the artistic projects promote well-being in organisations and to some extent benefit the artist, but that the ability of the artists to actually function as artists can be problematic.

  9. How is the artist role affected when artists are participating in projects in work life?

    Science.gov (United States)

    Stenberg, Henrik

    2016-01-01

    In Sweden, during the last decade, the artist has come to function as a creative resource in workplaces. There are two organisations, Skiss (Contemporary Artist in the Contemporary Society) and Airis (Artist in Residence), that organise projects for artists and coworkers. These projects are intended to have a positive effect on the well-being of organisations and their employees through artistic means, and the artist often focuses on the social interaction between the employees in their work. The artists' work involves frequent interaction with coworkers. The aim of this article was to describe how visual artists' roles as artists are affected by their engagement in artistic and social projects at workplaces in Sweden. The focus in the article is on the social interaction between artists and employees. The study is a qualitative narrative interview study with fine artists participating in different projects in work life. Since the artist's intervention is usually directed towards social relations in the workplaces, a social perspective on well-being is from a micro-sociological point of view. The categories in the interviews were how the artists worked with the projects, how the social interaction between artists and coworkers worked out, and how the artists evaluated the projects in relation to their ambitions. The results show that, many times, the artistic projects promote well-being in organisations and to some extent benefit the artist, but that the ability of the artists to actually function as artists can be problematic.

  10. Empowering certified nurse's aides to improve quality of work life through a team communication program.

    Science.gov (United States)

    Howe, Erin E

    2014-01-01

    The purpose of this pilot study was to explore the impact of a certified nurse's aide (CNA)-led interdisciplinary teamwork and communication intervention on perceived quality of work environment and six-month job intentions. CNAs are frequently excluded from team communication and decision-making, which often leads to job dissatisfaction with high levels of staff turnover. Using a mixed quantitative and qualitative approach with pre- post-program design, the intervention utilized the strategy of debriefing from the national patient safety initiative, TeamSTEPPS. Inherent in the program design, entitled Long Term Care (LTC) Team Talk, was the involvement of the CNAs in the development of the intervention as an empowering process on two wings of a transitional care unit in a long-term care facility in upstate NY. CNAs' perceptions of work environment quality were measured using a Quality of Work Life (QWL) instrument. Additionally, job turnover intent within six months was assessed. Results indicated improved scores on nearly all QWL subscales anticipated to be impacted, and enhanced perceived empowerment of the CNAs on each wing albeit through somewhat different experiential processes. The program is highly portable and can potentially be implemented in a variety of long-term care settings.

  11. In Search of the Nordic Working Life Model; Introduction to the Thematic Issue

    Directory of Open Access Journals (Sweden)

    Antti Kasvio

    2012-11-01

    Full Text Available The theme of this issue is “in search of the Nordic working life model.” The main reason for choosing this theme is related to the widespread observation that several features of the Nordic institutions of work have been considered atypical when compared with those prevailing in other advanced industrial societies. We are not, of course, the first to make such an observation, and much effort has been spent in order to sort out what we actually talk about when we apply a term like the Nordic model. However, in spite of this effort, we are still toiling with the question of what it is that entitles us to talk about a specific order. Furthermore, if it really exists, will it be able to survive in the face of far-reaching changes that may be expected to take place in the coming decades? On what kinds of resources may it be based in the future? In the following, we will present some speculations upon such questions while distinguishing between qualities at the societal and organizational level. This may, of course, be considered an artificial differentiation since organizations are a part of society. Nonetheless, we choose to apply this distinction based on analytical reasons. In this way we hope to better illustrate how these entities are linked together in a mutual relationship, thus contributing both to stability and to change. At the end of the introduction, we will give a brief orientation of the content of this issue (...

  12. [Quality of working life and burnout among nursing staff in Intensive Care Units].

    Science.gov (United States)

    Schmidt, Denise Rodrigues Costa; Paladini, Márcia; Biato, Cleonice; Pais, Juliana Domingues; Oliveira, Adelaine Rodrigues

    2013-01-01

    This descriptive-correlational and cross-sectional study aimed to evaluate the quality of working life (QWL) and the presence of burnout among nursing professionals working at Intensive Care Units. The sample was composed of 53 nursing professionals from a university hospital located in the city of Londrina-PR, Brazil. Three instruments were used for data collection: socio-demographic and professional characterization, Visual Analogue Scale for QWL and Maslach Burnout Inventory. Data was collected from April to August, 2009. Among the participants, most were auxiliary nurses (52.8%), women (66.0%) and married (67.9%). The average age was of 42.4 years. Regarding assessment of QWL, the average score obtained for the total sample was 71.1 (SD=15.5), showing that workers were satisfied with their QWL. The average for Emotional Exhaustion, Depersonalization and Personal Accomplishment dimensions was 11.4 (SD=7.7), 4.6 (SD=4.1) and 25.0 (SD=5.9), respectively. The QWL for the total sample showed significant association only with Emotional Exhaustion (p=0.000).

  13. An Analysis of Quality of Work Life (QWL and Career- Related Variables

    Directory of Open Access Journals (Sweden)

    Raduan C. Rose

    2006-01-01

    Full Text Available The aim of this study was to determine the level and relationship between qualities of work life (QWL with career-related variables. The sample consists of 475 executives from the electrical and electronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs and the small-medium industries (SMIs. The selection of respondents using stratified random sampling technique involves a complete list of industrial firms registered with Malaysian Industrial Development Authority (MIDA. Construct validity and discriminant validity were conducted on the instruments. Three exogenous variables were studied. The result indicates that the three exogenous variables are significant: career satisfaction, career achievement and career balance with 63% of the variance in QWL. The respondents appeared to be satisfied in respect to the level of QWL (49.5%, career achievement (70.3%, career satisfaction (63.8%, but less so for career balance (36.6%. These findings contribute to an understanding of ways by top management in attempts to attain a career fit between the needs of the employees and the needs of the organization. The role QWL plays in organizations is an understudied issue. The present study opens an avenue for more studies in this direction.

  14. Work-life balance culture, work-home interaction, and emotional exhaustion: a structural equation modeling approach.

    Science.gov (United States)

    Nitzsche, Anika; Pfaff, Holger; Jung, Julia; Driller, Elke

    2013-01-01

    To examine the relationships among employees' emotional exhaustion, positive and negative work-home interaction, and perceived work-life balance culture in companies. Data for this study were collected through online surveys of employees from companies in the micro- and nanotechnology sectors (N = 509). A structural equation modeling analysis was performed. A company culture perceived by employees as supportive of their work-life balance was found to have both a direct negative effect on emotional exhaustion and an indirect negative effect meditated by negative work-home interaction. In addition, whereas negative work-home interaction associated positively with emotional exhaustion, positive work-home interaction had no significant effect. The direct and indirect relationship between work-life balance culture and emotional exhaustion has practical implications for health promotion in companies.

  15. Relationship between Quality of Work-Life and Job Satisfaction of the Employees in Public Hospitals in Rasht

    Directory of Open Access Journals (Sweden)

    Mehrdad Goudarznand-Chegini

    2012-04-01

    Full Text Available Background: The aim of this study was to determine the relationship between quality of work-life and job satisfaction regarding their educational level of hospital employees in Rasht, Gilan.Materials and Method: Statistical society included 2,800 staffs of governmental hospitals in Rasht, in which 338 persons were selected by categorized sampling. Using a standard questionnaire, we collected necessary data and analyzed them using Pearson correlation, correlation coefficient and regression analysis.Results: Our findings showed that between each component of the quality of working life and job satisfaction of employees with 99% confidence level and 1% alpha according to the correlation coefficient (R and a significant positive relationship.Conclusion: Overall results expression and a significant positive correlation between the components of quality of work life and job satisfaction and variable reduction effect on the severity of education relationship between dependent and independent variables

  16. Varieties of Organizational Conflict

    Science.gov (United States)

    Pondy, Louis R.

    1969-01-01

    The viewpoints and findings of the seven empirical studies of organizational conflict contained in this issue are compared and contrasted. A distinction is made between conflict within a stable organization structure and conflict aimed at changing the organization structure. (Author)

  17. Healthy Conflict Management

    OpenAIRE

    Brower, Naomi

    2012-01-01

    Without healthy conflict management skills, conflict can often escalate or intensify over time. This fact sheet gives tips on utilizing key negotiation skills to help individuals effectively address and cope with conflict and potentially build stronger relationships with others.

  18. Work-life balance of German gynecologists: a web-based survey on satisfaction with work and private life.

    Science.gov (United States)

    Hancke, Katharina; Igl, Wilmar; Toth, Bettina; Bühren, Astrid; Ditsch, Nina; Kreienberg, Rolf

    2014-01-01

    Work-life balance is an upcoming issue for physicians. The working group "Family and Career" of the German Society for Gynecology and Obstetrics (DGGG) designed a survey to reflect the present work-life balance of female and male gynecologists in Germany. The 74-item, web-based survey "Profession-Family-Career" was sent to all members of the DGGG (n = 4,564). In total, there were 1,036 replies (23%) from 75% female gynecologists (n = 775) aged 38 ± 7 (mean ± standard deviation [SD]) years and 25% male (n = 261) gynecologists aged 48 ± 11 years. Statistical analyses were performed using the mean and SD for descriptive analysis. Regression models were performed considering an effect of p ≤ 0.05 as statistically significant. 47% women and 46% men reported satisfaction with their current work-life balance independent of gender (p(gender) = 0.15). 70% women and 75 % men answered that work life and private life were equally important to them (p(gender) = 0.12). While 39% women versus 11% men worked part-time (p gender work than women (p(gender) Work life affected private life of men and women in a similar way (all p(gender) > 0.05). At least 37% women and men neglected both their partner and their children very often due to their work. Female physicians often described their work situation similar to male physicians, although important differences regarding total work time, overtime work and appreciation by supervisors were reported. Work life affected private life of women and men in a similar way.

  19. The employee perspective of formation, fulfilment and outcomes of the work-life balance (WLB) psychological contract

    OpenAIRE

    Grigg, Kerry Merle

    2017-01-01

    Employees' concern for striking a better balance between their work and non-working life has become a feature of the modern workplace in recent times because of significant shifts in both demographic and socio-cultural norms, and this has driven significant changes in the structure and requirements of the labour market. As a result organisations are developing work-life balance (WLB) strategies to enhance the autonomy of employees in the process of co-ordinating and integrating the work and n...

  20. Geneva 24 hours swim

    CERN Document Server

    2003-01-01

    The 18th edition of the Geneva 24 hours swim competition will take place at the Vernets Swimming Pool on the 4th and 5th of October. More information and the results of previous years are given at: http://www.carouge-natation.com/24_heures/home_24_heures.htm Last year, CERN obtained first position in the inter-company category with a total of 152.3 kms swam by 45 participants. We are counting on your support to repeat this excellent performance this year. For those who would like to train, the Livron swimming pool in Meyrin is open as from Monday the 8th September. For further information please do not hesitate to contact us. Gino de Bilio and Catherine Delamare

  1. Geneva 24 Hours Swim

    CERN Multimedia

    2003-01-01

    The 18th edition of the Geneva 24 hours swim competition will take place at the Vernets Swimming Pool on the 4th and 5th of October. More information and the results of previous years are given at: http://www.carouge-natation.com/24_heures/home_24_heures.htm Last year, CERN obtained first position in the inter-company category with a total of 152.3 kms swam by 45 participants. We are counting on your support to repeat this excellent performance this year. For those who would like to train, the Livron swimming pool in Meyrin is open as from Monday the 8th September. For further information please do not hesitate to contact us. Gino de Bilio and Catherine Delamare

  2. FEWER HOURS MORE ACHIEVEMENTS

    Institute of Scientific and Technical Information of China (English)

    NingQuanxin; QiuLizhong

    2004-01-01

    The goal of this study is to improve instructional classes for “Extensive Reading”. We compare two approaches. The traditional method is based on the original procedure; the method we try is a “task-placemented” one. inspired by the method we try is a “task-placemented” one. inspired by the theory of “Tasks of Ascending Difficulty”.This paper provides a comparative evaluation of our experiments on Extensive Reading. Our aim is to resolve the logistical problem of heavy teaching loads and limited class hours, which often prevents English learners from fulfilling their study targets and our intended learning outcomes. In view of the experimental data,we have managed to establish a “feedback” to test the two hypotheses, and demonstrate that the new approach contributes to efficient acquisition of the information in the presented reading materials. Our study concludes with an interpretation of the function and merits of this approach.

  3. Long and atypical working hours and the impact on intimate family life social activities

    DEFF Research Database (Denmark)

    Andersen, Hans H. K.

    marriages or in general the intimate social activities of families. That is, some research point to the fact that having atypical working hours in families might have positive influence on family social activities, like supporting possibilities for the number of activities in which mothers and/or fathers...... through our longitudinal survey study of everyday family and work-life. So in short, this paper will present and discuss an analysis of the relationship between work life and intimate family life social activities as they evolve over time and across households....

  4. The Perception of Cost for Work-Life Balance(WLB) Practice Use and Employee outcomes

    OpenAIRE

    LIM, YOUJIN

    2012-01-01

    近年、経営組織における両立支援施策の導入及び浸透ついて関心が人的資源管理 の観点から高まっているも、実用的な示唆に向け関心があり理論考察と議論が十分に蓄積されていな。本稿は、仕事育児を両立する女性正社員支援施策を利用するにあたって負うとされキャリア上のコスト認識焦点当雇継続及び両立満足への影響を検証した。キャリア上コスト認識は主要な二つ従属変数に負の有意な影響を与えていた。ま、 そは数に負の有意な影響を与えていた。ま、 そは数に負の有意な影響を与えていた。ま、 そはWLB文脈において導出さ れた心理的契約の履行 (psychological contract fulfillment)によって調節された。, Recently, a social and legal foundation has been laid in Japan to support work.life balance(WLB). However, the situation of female regular employees' early retirement for reasons of birth an...

  5. AN EXPLORATORY STUDY ON THE WORK-LIFE BALANCE OF WOMEN ENTREPRENEURS IN SOUTH INDIA

    Directory of Open Access Journals (Sweden)

    N. Panchanatham

    2011-07-01

    Full Text Available In India, entrepreneurship has traditionally been considered a male prerogative. However, in tandem with a changing socio-cultural environment and an increase in educational opportunities, women have started recognising their inherent talents and business skills. With the help of various governmental and non-governmental agencies, growing numbers of women are joining the ranks of entrepreneurs. However, in the existing familial and societal setup, entrepreneurial women are overburdened and find it increasingly difficult to balance their work and life roles. Therefore, the major objective of the present study was to develop and validate an appropriate tool to illustrate the work-life balance (WLB issues faced by women entrepreneurs of South India. We also sought to understand the important factors influencing the WLB of these women entrepreneurs. To achieve this end, data were collected by area sampling (cluster- random paired with semi-structured interviews and a questionnaire. The generated data were subjected to standard statistical procedures, such as factor analysis, regression analysis, analysis of variance (ANOVA and student's t-test. The five-point psychometric tool developed consisted of 39 statements related to five factors. Each of the statements possessed adequate reliability and validity. This study revealed that role overload, dependent care issues, quality of health, problems in time management and lack of proper social support are the major factors influencing the WLB of women entrepreneurs in India. Furthermore, even though the vast majority of the entrepreneurs examined in this study suffers from WLB issues, there are significant differences in the level of WLB issues faced by the various categories of women entrepreneurs. The present study provides recommendations for human resource professionals, management consultants, academicians and women entrepreneurs themselves to deal with the major WLB issues faced by Indian women

  6. Senior dental students' career intentions, work-life balance and retirement plans.

    Science.gov (United States)

    Stewart, F M J; Drummond, J R; Carson, L; Theaker, E D

    2007-09-08

    To gather information from senior dental students about their future career plans, with particular emphasis on work-life balance issues, their attitudes towards the NHS and retirement plans. Senior dental students at the Universities of Dundee and Manchester were asked to complete a voluntary anonymous questionnaire. In all 141 questionnaires were completed, 42 by students in Manchester and 114 in Dundee. On qualification nearly all surveyed intend to work full time but after five years one quarter (26%) of females intend to work part time. This is significantly (p work full time. Although the majority (65%) intend to work in general practice significant numbers (19%) wish to have a career in hospital dentistry and very few (3%) in community dentistry. Senior students seem to show no more commitment to the NHS than those in our previous study of dental school applicants. Only 3% intend to work exclusively for the NHS and 18% intend to work exclusively in the private sector. Surprising numbers had plans to retire or go part time before 60 years of age. Only 20% of the sample intended to continue working full time after the age of 60 years. The mode age that those surveyed intended to start a family was 30 years and a large majority of both sexes thought this would interrupt their professional life. More than half of the sample intend to take time out of dentistry until their children attended primary school (female 63%, male 38%) and 6% (female 6%, male 8%) until secondary school. Many of our findings suggest that future generations of dentists may have a pattern of professional life that will have the effect of reducing their clinical commitment, although it is not possible to determine how significant an effect this will have on the workforce. It may, however, be appropriate to take career intention into account when workforce planning.

  7. Work/life balance and health: the Nurses and Midwives e-cohort Study.

    Science.gov (United States)

    Schluter, P J; Turner, C; Huntington, A D; Bain, C J; McClure, R J

    2011-03-01

    Nursing and midwifery are demanding professions. Efforts to understand the health consequences and workforce needs of these professions are urgently needed. Using a novel electronic approach, the Nurses and Midwives e-cohort Study (NMeS) aims to investigate longitudinally Australian and New Zealand nurses' and midwives' work/life balance and health. This paper describes NMeS participation; provides key baseline demographic, workforce and health indicators; compares these baseline descriptions with external norms; and assesses the feasibility of the electronic approach. From 1 April 2006 to 31 March 2008, nurses in Australia and New Zealand, and midwives in Australia were invited to participate. Potential participants were directed to a purpose-built NMeS Internet site, where study information was provided and consent sought. Once obtained, a range of standardized tools combined into one comprehensive electronic questionnaire was elicited. Overall, 7633 (2.3%) eligible nurses and midwives participated (6308 from Australia and 1325 from New Zealand) from a total pool of 334,400. Age, gender, occupational and health profiles were similar between countries and to national figures. However, some differences were noted; for instance, Queensland participants were over-represented, while Victorian and South Australian participants were under-represented, and 28.2% of Australians were in high strain positions compared with 18.8% of New Zealanders. Using an internationally novel web-based approach, a large cohort, which appears generally similar to population norms, has been established. Provided participant retention is adequate, the NMeS will provide insight into understanding the drivers of nurses' and midwives' workforce retention and work-related factors associated with their health. © 2011 The Authors. International Nursing Review © 2011 International Council of Nurses.

  8. Relationships among Work Life, Mental Health Status and Organisation-based Self-esteem

    Directory of Open Access Journals (Sweden)

    Devin Hassan Fahim

    2016-12-01

    Full Text Available Quality of Work Life (QWL is a multi-dimensional concept that covers employees’ feelings about various dimensions of work. The current study focused on QWL that can contribute to the mental health status and Organisation-Based Self-Esteem (OBSE of employees in context of sport organisation in Iran. In this descriptive–correlative study, data was collected using three standard questionnaires: Goldberg’s (1978 General Health Questionnaire (GHQ-12, Pierce, Gardner, Cummings and Dunham's (1989 OBSE scale, and Walton’s (1975 QWL questionnaire. The statistical sample of the study consisted of 67 (53 male, 14 female employees of sport and youth organisations of the Northern Khorasan Province of Iran. The alpha value for mental health, OBSE and QWL questionnaires were, respectively, 0.82, 0.80, 0.79. QWL was significantly correlated with mental health status and self-esteem of employees. Thus, it can be concluded that mental health and self-esteem of employees depend on how these employees perceive QWL in organisations. Among QWL subscales, fair and adequate pay along with growth opportunities were the strongest predictors of mental health; growth opportunities along with development of human capabilities were the strongest predictors of self-esteem of employees. Our study adds to the growing body of research on mental health status in relation to factors such as QWL. In view of our findings, we hope that improving work environment as a means of improving one’s mental health status will be more emphasized by organisation managers.

  9. The quality of working life revisited : the changing interface between work and family

    NARCIS (Netherlands)

    Schouteten, Roel L.J.; Witte, Marco C. de

    1999-01-01

    Since the early years of this century the characteristics of work and work cir-cumstancesin the Netherlands, like in other European countries, changed dramatically. The development of a 24 hour economy, the flexibilisation of work, and a greater participation of women in the labour force are

  10. Mothers and work-life balance: Exploring the contradictions and complexities involved in work-family negotiation

    NARCIS (Netherlands)

    L. Wattis (Louise); J.F. Standing (Joseph); M.A. Yerkes (Mara)

    2013-01-01

    textabstractThis article presents data from a project exploring women's experiences of work and care. It focuses primarily on work-life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals mana

  11. Impact of employment contract changes on workers' quality of working life, job insecurity, health and work-related attitudes

    NARCIS (Netherlands)

    Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J.van den; Taris, T.W.

    2012-01-01

    Objectives: Changes in employment contracts may impact the quality of working life, job insecurity, health and work-related attitudes. We examined the validity of two partly competing theoretical approaches. Based upon a segmentation approach, we expected no change in scores among stable trajectorie

  12. Well-Being and the Child-Parent Relationship at the Transition from University to Work Life

    Science.gov (United States)

    Buhl, Heike M.

    2007-01-01

    This longitudinal study addresses the impact of the transition from university to work life on emerging adults' well-being and their relationship with their parents. A sample of 102 German students attending their last year at the university (M = 25.44 years, SD = 2.61) completed a questionnaire. Among others, scales from the Network of…

  13. Quality of Work Life: Theoretical and Methodological Problems, and Presentation of a New Model and Measuring Instrument

    Science.gov (United States)

    Martel, Jean-Pierre; Dupuis, Gilles

    2006-01-01

    Purpose: Ever since the concept of Quality of Work Life (QWL) was first used over 30 years ago, a range of definitions and theoretical constructs have succeeded each other with the aim of mitigating the many problems facing the concept. A historical overview of the concept of QWL is presented here. Given the lack of consensus concerning the…

  14. The effect of quality circles on job satisfaction and quality of work-life of staff in emergency medical services.

    Science.gov (United States)

    Hosseinabadi, Reza; Karampourian, Arezou; Beiranvand, Shoorangiz; Pournia, Yadollah

    2013-10-01

    Quality circles, as a participatory management technique, offer one alternative for dealing with frustration and discontent of today's workers. This study was conducted to investigate the effect of implementation of quality circles on nurses' quality of work-life and job satisfaction. In this study, two emergency medical services (EMS) of Hamedan province were selected and randomly assigned as the experimental and control groups. After the experimental group was trained and quality circles were established in this group, the levels of quality of work-life and job satisfaction were measured in the two groups. Then, the statistical analyses were performed using t-test. After the intervention, the results showed significant differences between the scores of motivational factors (p=0.001), the total scores of job satisfaction (p=0.003), and the scores of some quality of work life (QWL) conceptual categories including the use and development of capacities (p=0.008), the total space of life (p=0.003), and the total scores of QWL (p=0.031) in the experimental group compared to those in the control group. This study confirms the effectiveness of quality circles in improving quality of work-life and job satisfaction of nurses working in EMS, and offers their application as a management method that can be used by EMS managers. Copyright © 2012 Elsevier Ltd. All rights reserved.

  15. The Institutional vs. the Academic Definition of the Quality of Work Life. What Is the Focus of the European Commission?

    Science.gov (United States)

    Royuela, Vicente; Lopez-Tamayo, Jordi; Surinach, Jordi

    2008-01-01

    In recent years, we have seen how the quality of work life has been focused and defined by the European Commission (EC). In our study we compare the EC definition with the academic one and try to see how close they are. We also analyse the possibility of applying the institutional definition to the Spanish case through the development of specific…

  16. Native American Women Leaders' Use of Information and Communication Technologies (ICTs) for Work-Life Balance (WLB) and Capacity Building

    Science.gov (United States)

    Jensen, Crystal C.

    2013-01-01

    Native American women's leadership, information communication technologies (ICTs), work-life balance (WLB) and human capacity building (HCB) are grounded in social justice issues due to their long history of overall cultural decimation, inequitable access to technology, monetary resources, and social power (agency), and influence. Currently, there…

  17. Voices of Women: A Memory Work Reflection on Work-Life Dis/Harmony in Tourism Academia

    NARCIS (Netherlands)

    Small, J.; Harris, C.; Wilson, J.; Ateljevic, I.

    2011-01-01

    While other disciplines have engaged with critiquing work-life balance, tourism studies has been slower in acknowledging and critically contesting the notion as it applies to our own academic lives. This paper aims to address this gap through a collective memory-work of how four female tourism acade

  18. Portfolio Careers and Work-Life Balance among Musicians: An Initial Study into Implications for Higher Music Education

    Science.gov (United States)

    Teague, Adele; Smith, Gareth Dylan

    2015-01-01

    Musicians are acknowledged to lead complex working lives, often characterised as portfolio careers. The higher music education research literature has tended to focus on preparing students for rich working lives and multiple identity realisations across potential roles. Extant literature does not address the area of work-life balance, which this…

  19. Voices of Women: A Memory Work Reflection on Work-Life Dis/Harmony in Tourism Academia

    NARCIS (Netherlands)

    Small, J.; Harris, C.; Wilson, J.; Ateljevic, I.

    2011-01-01

    While other disciplines have engaged with critiquing work-life balance, tourism studies has been slower in acknowledging and critically contesting the notion as it applies to our own academic lives. This paper aims to address this gap through a collective memory-work of how four female tourism acade

  20. Effects of non-employment in early work-life on subsequent employment chances of individuals in the Netherlands

    NARCIS (Netherlands)

    Luijkx, A.R.C.M.; Wolbers, M.H.J.

    2009-01-01

    In this article, the effects of non-employment in early work-life on subsequent employment chances of individuals in the Netherlands are examined. A main concern is whether the experience of non-employment in the beginning of the career (permanently) damages a workers later employment opportunities

  1. Walking the Tightrope between Work and Non-Work Life: Strategies Employed by British and Chinese Academics and Their Implications

    Science.gov (United States)

    Ren, Xiaoni; Caudle, Darren

    2016-01-01

    Drawing on in-depth interviews with 30 academics from various disciplines in both UK and Chinese universities, this comparative study aims to offer new insights into how academics in British and Chinese universities maintained work-life balance and the similarities and differences experienced between academics of both countries. This study finds…

  2. Up in the Air: An Examination of the Work-Life Balance of Fly-in-Fly-out Academics

    Science.gov (United States)

    Jais, Juraifa; Smyrnios, Kosmas X.; Hoare, Lynnel A.

    2015-01-01

    There is a dearth of research on the work-life balance experiences of academics who undertake short-term international teaching assignments. Academics who teach offshore are also accountable for onshore activities including lecturing, research, supervision of higher degree students, mentoring, publishing and administrative obligations "inter…

  3. Portfolio Careers and Work-Life Balance among Musicians: An Initial Study into Implications for Higher Music Education

    Science.gov (United States)

    Teague, Adele; Smith, Gareth Dylan

    2015-01-01

    Musicians are acknowledged to lead complex working lives, often characterised as portfolio careers. The higher music education research literature has tended to focus on preparing students for rich working lives and multiple identity realisations across potential roles. Extant literature does not address the area of work-life balance, which this…

  4. Mothers and work-life balance: Exploring the contradictions and complexities involved in work-family negotiation

    NARCIS (Netherlands)

    L. Wattis (Louise); J.F. Standing (Joseph); M.A. Yerkes (Mara)

    2013-01-01

    textabstractThis article presents data from a project exploring women's experiences of work and care. It focuses primarily on work-life balance as a problematic concept. Social and economic transformations across advanced post-industrial economies have resulted in concerns about how individuals

  5. Native American Women Leaders' Use of Information and Communication Technologies (ICTs) for Work-Life Balance (WLB) and Capacity Building

    Science.gov (United States)

    Jensen, Crystal C.

    2013-01-01

    Native American women's leadership, information communication technologies (ICTs), work-life balance (WLB) and human capacity building (HCB) are grounded in social justice issues due to their long history of overall cultural decimation, inequitable access to technology, monetary resources, and social power (agency), and influence. Currently, there…

  6. Walking the Tightrope between Work and Non-Work Life: Strategies Employed by British and Chinese Academics and Their Implications

    Science.gov (United States)

    Ren, Xiaoni; Caudle, Darren

    2016-01-01

    Drawing on in-depth interviews with 30 academics from various disciplines in both UK and Chinese universities, this comparative study aims to offer new insights into how academics in British and Chinese universities maintained work-life balance and the similarities and differences experienced between academics of both countries. This study finds…

  7. Quality of Work Life: Theoretical and Methodological Problems, and Presentation of a New Model and Measuring Instrument

    Science.gov (United States)

    Martel, Jean-Pierre; Dupuis, Gilles

    2006-01-01

    Purpose: Ever since the concept of Quality of Work Life (QWL) was first used over 30 years ago, a range of definitions and theoretical constructs have succeeded each other with the aim of mitigating the many problems facing the concept. A historical overview of the concept of QWL is presented here. Given the lack of consensus concerning the…

  8. The Institutional vs. the Academic Definition of the Quality of Work Life. What Is the Focus of the European Commission?

    Science.gov (United States)

    Royuela, Vicente; Lopez-Tamayo, Jordi; Surinach, Jordi

    2008-01-01

    In recent years, we have seen how the quality of work life has been focused and defined by the European Commission (EC). In our study we compare the EC definition with the academic one and try to see how close they are. We also analyse the possibility of applying the institutional definition to the Spanish case through the development of specific…

  9. Voices of Women: A Memory Work Reflection on Work-Life Dis/Harmony in Tourism Academia

    NARCIS (Netherlands)

    Small, J.; Harris, C.; Wilson, J.; Ateljevic, I.

    2011-01-01

    While other disciplines have engaged with critiquing work-life balance, tourism studies has been slower in acknowledging and critically contesting the notion as it applies to our own academic lives. This paper aims to address this gap through a collective memory-work of how four female tourism

  10. The Relationship between Quality of Work Life, Job Stress, Job Satisfaction and Citizenship Behavior in Oshnaviyeh Hospital’s Staff

    Directory of Open Access Journals (Sweden)

    Kasraie Sh

    2014-04-01

    Full Text Available Introduction: The Organizational Citizenship Behavior (OCB is an important variable in the study of organization management. It is partly hard to build relationships and performance within the organization. The purpose of this study was to investigate the relationship between the quality of work life, job stress, job satisfaction, and citizenship behavior in Oshnaviyeh Hospital’s staff. Materials and Methods:To collect data, quality of work life by Walton, hospital job stress, job satisfaction, and citizenship behavior questionnaires were used. To determine the reliability of the questionnaires. To analyze data, Pearson Correlation Test,T test, Regression, Path analysis were used. Results: The results show that there is a significant positive relationship between the quality of work life, job stress, job satisfaction, and citizenship behavior. The quality of work life is the most important variable among the independent variables since it was able to identify approximately 18% of citizen behavior. Conclusion: Because OCB is completely voluntary, behaviors are more influenced by their interactions and organizational procedures. Hence, it  is  fair to organizations to know how to deal with employees' level of organizational citizenship behavior.

  11. A qualitative investigation of specialist orthodontists in New Zealand: part 2. Orthodontists' working lives and work-life balance.

    Science.gov (United States)

    Soma, Kieran J; Thomson, W Murray; Morgaine, Kate C; Harding, Winifred J

    2012-11-01

    Orthodontics is the most widely practised form of specialist dentistry in New Zealand. To date, no known qualitative research has been published examining the work-life balance of practitioners. The aim of this study was to investigate the working lives and work-life balance of NZ orthodontists in order to generate an understanding of the reality of orthodontic specialist practice and its effects on orthodontists' professional and personal lives. Semi-structured interviews were conducted involving 19 practising orthodontists (four females, 15 males; mean age 50 years) from throughout New Zealand and selected for maximum variation in the sample. Transcribed interviews were analysed for themes using an applied grounded theory approach. A core category of 'practising orthodontist' was derived, and related themes were grouped under the sub-categories of: (a) NZ orthodontic specialist practice; (b) NZ specialist orthodontists; and (c) Work-life balance. The present paper reports on the final sub-category. Themes emerging from the work-life sub-category were further divided into two sub-themes of 'work' and 'life'. Themes in the 'work' subgroup included time off, injuries and illness, regrets, personality traits, job stress and criticism, establishing a practice, peer support and contact, and success in orthodontics. Themes in the 'life' sub-group were personal development, family life, life balance and interests outside work, and financial security. This was the first qualitative investigation of the orthodontic profession in New Zealand. The findings provided a valuable insight into the working lives of New Zealand orthodontists and effects on their day-today lives. It will be revealing and interesting to observe how the modernisation of orthodontic practice will affect the work-life balance of New Zealand orthodontists in the future.

  12. Hourly Precipitation Data (HPD) Publication

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — Hourly Precipitation Data (HPD) Publication is archived and available from the National Climatic Data Center (NCDC). This publication contains hourly precipitation...

  13. US Naval Observatory Hourly Observations

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — Hourly observations journal from the National Observatory in Washington DC. The observatory is the first station in the United States to produce hourly observations...

  14. Managing the work-life roller-coaster: private stress or public health issue?

    Science.gov (United States)

    Bryson, Lois; Warner-Smith, Penny; Brown, Peter; Fray, Leanne

    2007-09-01

    Although research has established the importance for health of a sense of personal control at work, the implications of this for women have not been adequately studied. Using quantitative data from the Australian Longitudinal Study on Women's Health and qualitative data from an associated study, here we examine women's health and sense of control in relation to family and employment commitments. In line with other research, 'demand over-load' is found to be important for sense of control, but both 'over-load' and 'control' prove complex, as illustrated by the finding that good mental health is associated with satisfaction with, rather than actual, hours of employment. In the contemporary western context of longer working hours, increasing time strain, and gender relations shaped within a neo-liberal, individualised social environment, the findings suggest that as life speeds up, 'control' and the health effects of 'busyness', need to be understood not merely as personal matters, but rather as potentially important public health issues.

  15. Unconsciously triggered conflict adaptation.

    Directory of Open Access Journals (Sweden)

    Simon van Gaal

    Full Text Available In conflict tasks such as the Stroop, the Eriksen flanker or the Simon task, it is generally observed that the detection of conflict in the current trial reduces the impact of conflicting information in the subsequent trial; a phenomenon termed conflict adaptation. This higher-order cognitive control function has been assumed to be restricted to cases where conflict is experienced consciously. In the present experiment we manipulated the awareness of conflict-inducing stimuli in a metacontrast masking paradigm to directly test this assumption. Conflicting response tendencies were elicited either consciously (through primes that were weakly masked or unconsciously (strongly masked primes. We demonstrate trial-by-trial conflict adaptation effects after conscious as well as unconscious conflict, which could not be explained by direct stimulus/response repetitions. These findings show that unconscious information can have a longer-lasting influence on our behavior than previously thought and further stretch the functional boundaries of unconscious cognition.

  16. Development of short questionnaire to measure an extended set of role expectation conflict, coworker support and work-life balance: The new job stress scale

    Directory of Open Access Journals (Sweden)

    Abhishek Shukla

    2016-12-01

    Full Text Available This study aimed to investigate the reliability and validity of a new version of job stress scale, which measures the extended set of psychosocial stressors by adding new scales to the current version of the job stress scale. Additional scales were extensively collected from theoretical job stress models and similar questionnaire from different countries. Items were tested in workplace and refined through a pilot survey (n = 400 to examine the reliability and construct validity. Most scales showed acceptable levels of internal consistency, intra-class reliability, and test–retest reliability. Factor analysis and correlation analysis showed that these scales fit the theoretical expectations. These findings provided enough evidences that the new job stress scale is reliable and valid. Although confirmatory analysis should be examined in future studies. The new job stress scale is a useful instrument for organization and academicians to evaluate job stress in modern Indian workplace.

  17. Work-life balance: Is it still a new concept in private commercial banking sector of Bangladesh?

    Directory of Open Access Journals (Sweden)

    Newaz, Mohammad Tanvi

    2012-10-01

    Full Text Available This paper represents the current scenario of work-life balance in private commercial banks of Bangladesh which indicates a pessimistic approach has been adopted by the management. Apart from the multinational banks, most of the national banks are not aware of this concept and hardly have any policy regarding the work-life balance issues. At this moment, different socio-economic barriers and lack of human right awareness may support the management for not taking this issue seriously. However, if they want to achieve their business objectives through the development of the human resource then there is no alternative to develop the working lives of their workforce. This paper recommends management should consider the nature of business and background of employees they have employed and customize their policies with the participation of the employees. This paper also discusses some other recommendations considering the perspectives of both parties as well as the perspectives of Bangladesh.

  18. Perceived Quality of Work Life and Risk for Compassion Fatigue Among Oncology Nurses: A Mixed-Methods Study.

    Science.gov (United States)

    Denigris, Jami; Fisher, Kathleen; Maley, MaryKay; Nolan, Elizabeth

    2016-05-01

    To examine factors that influenced the nurse's perceived quality of work life and risk for compassion fatigue (CF). The specific aims of the study were to describe the (a) relationship among nurse characteristics and perceived quality of work life, (b) relationship between personal life stress and perceived quality of work life, and (c) the nurse's beliefs about his or her risk for CF.
. A descriptive, mixed-methods study.
. A hematology-oncology unit in a large urban teaching hospital in Pennsylvania.
. 20 oncology nurses. 
. Descriptive study using questionnaires and in-depth interviews. The variables were nurse characteristics, personal life stress, and quality of work life. Data were analyzed descriptively and thematically. Scores on the self-report questionnaires were compared to themes.
. Personal life stressors, measured by combining the Impact of Events Scale and Life Events Scale, identified powerful or severe impacts on well-being for 30% of nurse respondents in this study, theoretically placing them at risk for CF. However, qualitative data did not complement the results of the Life Events Scale, and 55% of the nurses described their overall work experiences as "life-affirming and rewarding." The participants provided multiple sources of their work-related stress, including subcategories of communication breakdown, work environment/institution, and care-driven factors. 
. Overall, oncology nurses experienced positive reinforcement at work and they had little concern about individual or organizational effectiveness. Positive experiences offset the negative and balanced out the risk for CF.
. The identification of personal and social contributors, as well as solutions to work-related stress, supports the philosophical premises (i.e., conceptual model) that the circumstances that place a nurse at risk for CF are socially constructed. Nurses can achieve greater empathy through self-understanding and translate this learning to patient care.

  19. The quality of work life of registered nurses in Canada and the United States: a comprehensive literature review.

    Science.gov (United States)

    Nowrouzi, Behdin; Giddens, Emilia; Gohar, Basem; Schoenenberger, Sandrine; Bautista, Mary Christine; Casole, Jennifer

    2016-10-01

    Workplace environment is related to the physical and psychological well-being, and quality of work life (QWL) for nurses. The aim of this paper was to perform a comprehensive literature review on nurses' quality of work life to identify a comprehensive set of QWL predictors for nurses employed in the United States and Canada. Using publications from 2004-2014, contributing factors to American and Canadian nurses' QWL were analyzed. The review was structured using the Work Disability Prevention Framework. Sixty-six articles were selected for analysis. Literature indicated that changes are required within the workplace and across the health care system to improve nurses' QWL. Areas for improvement to nurses' quality of work life included treatment of new nursing graduates, opportunities for continuing education, promotion of positive collegial relationships, stress-reduction programs, and increased financial compensation. This review's findings support the importance of QWL as an indicator of nurses' broader work-related experiences. A shift in health care systems across Canada and the United States is warranted where health care delivery and services are improved in conjunction with the health of the nurses working in the system.

  20. Take it or leave: a five-year prospective study of workplace bullying and indicators of expulsion in working life.

    Science.gov (United States)

    Glambek, Mats; Skogstad, Anders; Einarsen, Ståle

    2015-01-01

    Workplace bullying is often held as a precursor of expulsion in working life, but the claim builds on sparse empirical groundwork. In the present study, bullying is investigated as an antecedent to indicators of expulsion, be it from the workplace (change of employer) or from working life itself (disability benefit recipiency and unemployment), using a nationally representative sample (n=1,613), a five-year time-lag as well as two separate measures of workplace bullying. In line with the hypotheses, logistic regression analyses revealed that both exposure to bullying behaviors and self-labeled bullying are significantly associated with change of employer (OR=1.77 and 2.42, respectively) and disability benefit recipiency (OR=2.81 and 2.95, respectively). Moreover, exposure to bullying behaviors was found to be significantly related to unemployment five years on (OR=4.6). For the self-labeling measure of bullying, this tendency only held true at the 0.1 significance level (OR=3.69, p=0.098). Together, the present results indicate that targets of bullying are at a greater risk of expulsion, both from the workplace and from working life itself, thus representing strong incentives to combat bullying both from the perspective of the individual, the organization and society at large.

  1. Impact of Demographic Variables on Work-Life Balance of Women Employees (with special reference to Bangalore City

    Directory of Open Access Journals (Sweden)

    Kumari K Thriveni

    2012-11-01

    Full Text Available Today we see women working in almost all types of professions demonstrating that there is no gender difference in work. In fact many organisations say that women are playing a major role in uplifting the organization. This is a positive development that women are making their presence felt in different walks of life. On the other hand, for every woman there is one more background to manage. That is home and personal life. Today with increasing demands at work place, the interface between work life and personal life assumed significance which demands more attention. Different factors affect work –life balance and one set of factors could be demographic variables. The present study is undertaken to determine the relationship between the demographic variables and work life balance. Women employees in various professions like IT, BPO, Marketing, Insurance, Banking and Education at Bangalore constitute the universe for the study and a sample of 340 employees is chosen using stratified random sampling method. The hypothesis is tested using chi-square test and it has revealed that there is significant relationship between demographic variables and work life balance.

  2. Interparental Conflict and Adolescents' Romantic Relationship Conflict

    Science.gov (United States)

    Simon, Valerie A.; Furman, Wyndol

    2010-01-01

    This study examined associations between interparental conflict and adolescents' romantic relationship conflict. High school seniors (N = 183) who lived with married parents completed questionnaires about their parents' marriage and their own romantic relationships. A subset of 88 adolescents was also observed interacting with their romantic…

  3. Specialist training in obstetrics and gynaecology: a survey on work-life balance and stress among trainees in UK.

    Science.gov (United States)

    Thangaratinam, S; Yanamandra, S R; Deb, S; Coomarasamy, A

    2006-05-01

    The object of this study was to evaluate perceptions about work-life balance and levels of stress in obstetrics and gynaecology trainees in the UK. This was a questionnaire survey conducted at the National Obstetric and Gynaecology Specialist Registrar Meeting (SpROGs 2004, Birmingham, UK). A total of 190 trainees in obstetrics and gynaecology attended the meeting. Trainees at the meeting were given a questionnaire to fill in regarding their perception of work-life balance, stress at work and their attitude to training in obstetrics and gynaecology. The response rate was 128/190 (67%). Half of the trainees (64/128, 50%) felt that they had achieved satisfactory work-life balance. There was a trend towards more men achieving this balance compared with women (25/42 (60%) vs 38/83 (46%), p = 0.19). Unsatisfactory social life (82%) and scarce time with the family (74%) were cited as the most common reasons for not achieving a satisfactory work-life balance. More than two-thirds of the trainees (83/128, 65%) found their work moderately or very stressful. Senior trainees (years 4 or more of specialist training) found work more stressful than junior trainees (years 1 - 3 of specialist training) (29/35 (83%) vs 54/93 (58%), p = 0.01). However, 77/128 (60%) of trainees would still recommend a career in obstetrics and gynaecology to medical students. A majority (85/128, 66%) claimed that they would choose obstetrics and gynaecology again if given a second chance. A large number of trainees (110/128, 86%) were looking forward to their future in this field. In spite of the high levels of perceived work-life imbalance and stress at work, most trainees would choose the same specialty given another chance and would recommend the same to others, indicating a certain level of satisfaction with the specialty. However, our study shows that improvements in the working lives of obstetrics and gynaecology trainees are still needed, especially given the current context of difficulty with

  4. Qualitative interviews of pharmacy interns: determining curricular preparedness for work life

    Directory of Open Access Journals (Sweden)

    Stupans I

    2012-03-01

    Full Text Available One of the key features affecting the transition from university to paid employment is the graduate’s perception of their capability to satisfactorily perform the work of a graduate. In some professions such as in nursing, the concept of “transition shock” is referred to. There is a need to understand how pharmacy students perceive the transition to their first job as intern pharmacists and identify potential curriculum gaps in their pharmacy studies. To date, little evidence around whether university programs are effective in equipping pharmacy graduates in transitioning to the world of work has been published.Objectives: To explore from the perspective of new pharmacy professionals, graduated from one Australian university areas that need to be addressed in pharmacy programs to prepare graduates for the transition to full-time work as interns in pharmacy. Methods: Thematic analysis of interviews with interns.Results: Subthemes were identified within the responses- relationships within the workplace and graduates needing to interest themselves in other people, adjusting to work hours and the differences between university assessments and performing in a workplace. Suggestions were made by graduates that the placement period within the pharmacy program be increased.Conclusions: Pharmacy graduates appear prepared for the world of pharmacy work. The concept of “transition shock” or “transition stress” described for graduates of other health professions commencing work was not apparent.

  5. From Conflict to Congruence.

    Science.gov (United States)

    Michlowski, Aida A.

    1999-01-01

    Conflict resolution has moved into the classroom. Peaceful conflict resolution includes negotiation, peer mediation, and arbitration. Data on conflict-resolution programs have turned up interesting objectives and outcomes. Curriculum approaches include classroom discipline, peace education, multicultural perspective, and just community. Teaching…

  6. In the Middle: Work-Life Integration Experiences of Mid-Level Women Leaders in a Rural Community College System in the Northeastern United States

    Science.gov (United States)

    McGill-O'Rourke, Andrea

    2012-01-01

    Research indicates that work-life integration is linked with career satisfaction for women administrators in higher education. This study focuses on mid-level women leaders who are an essential component of higher education organizations. Employing a qualitative design that drew upon phenomenological methods, I explored the work-life integration…

  7. Conflict resolution in adolescent relationships

    NARCIS (Netherlands)

    van Doorn, M.D.

    2008-01-01

    Conflict is an inevitable feature of social relationships. When people interact, disagreements may arise. Especially in close relationships, people sometimes disagree. Although conflict might jeopardize relationships, conflict is not necessarily detrimental. The way conflicts are handled is importan

  8. Minimally invasive surgery when treating endometriosis has a positive effect on health and on quality of work life of affected women.

    Science.gov (United States)

    Wullschleger, M F; Imboden, S; Wanner, J; Mueller, M D

    2015-03-01

    What is the effect of the minimally invasive surgical treatment of endometriosis on health and on quality of work life (e.g. working performance) of affected women? Absence from work, performance loss and the general negative impact of endometriosis on the job are reduced significantly by the laparoscopic surgery. The benefits of surgery overall and of the laparoscopic method in particular for treating endometriosis have been described before. However, previous studies focus on medical benchmarks without including the patient's perspective in a quantitative manner. A retrospective questionnaire-based survey covering 211 women with endometriosis and a history of specific laparoscopic surgery in a Swiss university hospital, tertiary care center. Data were returned anonymously and were collected from the beginning of 2012 until March 2013. Women diagnosed with endometriosis and with at least one specific laparoscopic surgery in the past were enrolled in the study. The study investigated the effect of the minimally invasive surgery on health and on quality of work life of affected women. Questions used were obtained from the World Endometriosis Research Foundation (WERF) Global Study on Women's Health (GSWH) instrument. The questionnaire was shortened and adapted for the purpose of the present study. Of the 587 women invited to participate in the study, 232 (232/587 = 40%) returned the questionnaires. Twenty-one questionnaires were excluded due to incomplete data and 211 sets (211/587 = 36%) were included in the study. Our data show that 62% (n = 130) of the study population declared endometriosis as influencing the job during the period prior to surgery, compared with 28% after surgery (P work due to endometriosis was reduced from 2.0 (4.9) to 0.5 (1.4) hours per week (P working performance after the surgery averaged out at 5.7% (12.6%) compared with 17.5% (30.5%) before this treatment (P working performance of women suffering from moderate to severe endometriosis

  9. Conflict or Consensus?

    DEFF Research Database (Denmark)

    Agger, Annika; Poulsen, Birgitte

    forms of institutional design of citizen participation processes, less attention has been paid to the role of public administrators, and their role in facilitating processes of citizen participation. Public administrators have to work with diverse groups of citizens with diverging, and often conflicting......, interests. However, many public administrators have not been adequately exposed to the rationales of conflicts and the skills in resolving conflicts. The aim of this paper is to analyse the different types of conflicts that public administrators experience in formal processes of citizen involvement. Whereas...... the literature of deliberative democracy claims that consensus is most often the result of rational deliberative processes, the claim of this paper is that conflicts is more likely a natural and integrated part of such deliberative acts. Conflicts are, thus, seen as inevitable. Also conflicts may function...

  10. Managing intercultural conflict effectively

    CERN Document Server

    Ting-Toomey, Stella

    2001-01-01

    In this volume, Ting-Toomey and Oetzel accomplish two objectives: to explain the culture-based situational conflict model, including the relationship among conflict, ethnicity, and culture; and, second, integrate theory and practice in the discussion of interpersonal conflict in culture, ethnic, and gender contexts. While the book is theoretically directed, it is also a down-to-earth practical book that contains ample examples, conflict dialogues, and critical incidents. Managing Intercultural Conflict Effectively helps to illustrate the complexity of intercultural conflict interactions and readers will gain a broad yet integrative perspective in assessing intercultural conflict situations. The book is a multidisciplinary text that draws from the research work of a variety of disciplines such as cross-cultural psychology, social psychology, sociology, marital and family studies, international management, and communication.

  11. Correlations between quality of work life and organizational commitment: clothing retail store in Joinville/SC/BraziL

    Directory of Open Access Journals (Sweden)

    Eduardo Zanardi

    2015-06-01

    Full Text Available This study contributes to the literature on quality of work life (QWL, testing the relationship between QWL and organizational commitment (OC through questionnaires. It was used a sample of 40 operating level employees of a unit  located in Joinville/SC of a large retail clothing company in Brazil. The results indicated a significant positive relationship between QWL and CO. To this end, it was  used the Pearson correlation coefficient to establish the correlation between the two factors. Statistical analyzes showed that the two constructs are correlated. Implications of results and directions for future research are presented in this study

  12. Retention of Employees in Ceramic Sanitary Ware Factories in India: Role of Work Life Balance, Career Development and Supervisor Support

    Directory of Open Access Journals (Sweden)

    S. Umamaheswari

    2016-05-01

    Full Text Available The study examines the role of work life balance, career development and supervisor support on organization commitment over employees of unattended, ceramic sanitary ware factories in India. It also verifies the influence of organization commitment on retention and its mediating role. Findings reveal that organization commitment influences retention and all the above factors enhance it. Moreover, organization commitment partially mediates the relationship between proposed factors and retention. It also found that organization’s career development provision alone is not enough and need to be modified according to the employer’s expectation. Managerial implications and suggestions for future research were discussed.

  13. Analysis of the Story of an Hour from Feminist Approaches

    Institute of Scientific and Technical Information of China (English)

    任立立

    2014-01-01

    The Story of an Hour is a short story written by Kate Chopin in 1894. It is mainly about a wife’s unexpected response to the news of her husband's death. In this paper, the plot, main characters, and conflicts will first be illustrated, and the author will analyze this story from feminist approaches. We see clearly that women in that time did not have the right to choose their own marriages, and the main character is just one of the victims.

  14. Starting the Conversation: An Exploratory Study of Factors That Influence Student Office Hour Use

    Science.gov (United States)

    Griffin, Whitney; Cohen, Steven D.; Berndtson, Rachel; Burson, Kristen M.; Camper, K. Martin; Chen, Yujie; Smith, Margaret Austin

    2014-01-01

    As part of best practices for increasing faculty-student interaction, higher education institutions across the country require faculty members to hold office hours. Various studies have reported factors affecting student use of office hours; however, results are unclear at best and in some cases conflicting with respect to which factors matter…

  15. The mediating role of organizational justice in the relationship between transformational leadership and nurses' quality of work life: a cross-sectional questionnaire survey.

    Science.gov (United States)

    Gillet, Nicolas; Fouquereau, Evelyne; Bonnaud-Antignac, Angélique; Mokounkolo, René; Colombat, Philippe

    2013-10-01

    The importance of transformational leadership for nurses' well-being is increasingly acknowledged. However, there is a paucity of research examining the mechanisms that may explain the relationships between transformational leadership and nurses' quality of work life. First, to examine two possible psychological mechanisms that link transformational leadership behaviors to nurses' quality of work life. Second, to study the relationship between nurses' quality of work life and their work engagement. Cross-sectional study design. The study took place in 47 different hematology, oncology, and hematology/oncology units in France. Participants were nurses and auxiliary nurses. 343 nurses completed the questionnaire. Surveys were sent to all nurses working in the units. 95% were female, the average age was 36.30 years. Nurses were asked to rate their supervisor's transformational leadership style and their perceptions of distributive and interactional justice in the unit. They were also asked to evaluate their own level of quality of work life and their work engagement. Distributive justice and interactional justice were found to fully mediate the relationship between transformational leadership and nurses' quality of work life. In addition, nurses' quality of work life positively related to their work engagement. Transformational leaders may help ensure nurses' quality of work life which in turn increases their work engagement. These leadership practices are thus beneficial for both employees and organization. Copyright © 2012 Elsevier Ltd. All rights reserved.

  16. Telecommuting's differential impact on work-family conflict: is there no place like home?

    Science.gov (United States)

    Golden, Timothy D; Veiga, John F; Simsek, Zeki

    2006-11-01

    The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-to-work conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific.

  17. Quality of work life as a predictor of nurses' intention to leave units, organisations and the profession.

    Science.gov (United States)

    Lee, Ya-Wen; Dai, Yu-Tzu; McCreary, Linda L

    2015-05-01

    To examine the relationships between quality of work life (QWL) and nurses' intention to leave their unit (ITLunit), organisation (ITLorg) and profession (ITLpro). The high turnover rate among nurses presents a major challenge to health care systems across the globe. QWL plays a significant role in nurses' turnover. A descriptive cross-sectional survey design was conducted via purposive sampling of 1283 hospital nurses and administering the Chinese version of the Quality of Nursing Work Life scale (C-QNWL), a three-ITL-type scale questionnaire, and a demographic questionnaire for individual- and work-related variables. Descriptive data, correlations, and ordinal regression models were analyzed. QWL predicted ITLpro and ITLorg better than ITLunit. Three QWL dimensions (work arrangement and workload, nursing staffing and patient care, and work-home life balance) were significantly predictive of all three ITL measures. However, the dimension of teamwork and communication was only predictive for ITLunit, not for ITLorg and ITLpro. Different patterns of QWL dimensions are predictive of ITLunit, ITLorg, and ITLpro. The study provides important information to nurse administrators about the aspects of QWL that most commonly lead nurses to leave their units, organisations, and even the profession itself. © 2013 John Wiley & Sons Ltd.

  18. Breastfeeding Support in the Workplace: The Relationships Among Breastfeeding Support, Work-Life Balance, and Job Satisfaction.

    Science.gov (United States)

    Jantzer, Amanda M; Anderson, Jenn; Kuehl, Rebecca A

    2017-06-01

    Women are increasingly faced with decisions about how to combine breastfeeding with work, but few researchers have directly measured how breastfeeding relates to the work-life interface. Research aim: The authors examined how perceptions of work enhancement of personal life and work interference with personal life were influenced by workplace breastfeeding support, including organizational, manager, and coworker support, as well as adequate time to express human milk. Then, we examined how workplace breastfeeding support predicted work-life variables and job satisfaction. Using a self-report, survey design, the authors analyzed online surveys from 87 women in a rural, community sample who indicated that they had pumped at work or anticipated needing to pump in the future. According to regression results, provision of workplace breastfeeding support, particularly providing adequate time for human milk expression, predicted work enhancement of personal life. Conversely, we found that as workplace support diminished, employees perceived greater work interference with personal life. Results of path analysis further suggested that providing time for expressing milk improved job satisfaction via a partially mediated relationship where work enhancement of personal life acted as a mediator. These results suggest that employers can enhance the lives of their breastfeeding employees both at work and at home by providing workplace breastfeeding support, especially through providing time for expressing human milk in the workplace.

  19. Ozone Nonattainment Areas - 1 Hour

    Data.gov (United States)

    U.S. Environmental Protection Agency — This data layer identifies areas in the U.S. where air pollution levels have not met the National Ambient Air Quality Standards (NAAQS) for Ozone - 1hour (Legacy...

  20. Conflict in organizations

    DEFF Research Database (Denmark)

    Kesting, Peter; Smolinski, Remigiusz; Speakman, Ian

    2012-01-01

    The goal of this conceptual paper is to apply the insights of recent routine research in the area of conflict and conflict management. As a result, the authors identify four different types of conflict sources that are rooted in routines and the specific difficulties connected with their change......: the repetitive character of routine, disagreement over the “validity” of the existing routines, disagreement concerning the definition of new targets, and resistance towards change processes. Further the authors point to the inherent tendency to routinize conflict management strategies and the risks...... that are associated with this process. As a result, this paper offers new insights into the causes and structure of conflicts triggered by change processes as well as into the management of repetitive conflicts....

  1. Peer Conflict and Intrafamily Conflict: Are They Conceptual Bridges?

    Science.gov (United States)

    Maccoby, Eleanor E.

    1996-01-01

    Reviews the articles on peer and intrafamily conflict in this issue, focusing on ways in which conflict in these two different settings might be related to one another. Notes that although conflict-resolution styles may carry over to some extent from conflict among family members to conflict among peers, there are some important differences. (MDM)

  2. Realizing Work-Life Balance for Career Women from the Perspective of Leadership Development%领导力发展视角下的职业女性工作-生活平衡策略研究

    Institute of Scientific and Technical Information of China (English)

    蒋莱

    2012-01-01

    职业女性诞生之初就遭遇到家庭角色与社会角色冲突的挑战。尽管知识经济时代两性在体力上的差异对职业选择和发展的影响越来越小,职业女性的规模与影响力都在持续上升,但由女性双重角色冲突而导致的工作与生活平衡困难并未明显减弱,不仅阻碍职业女性的高层发展道路,甚至束缚了年轻女性的职业选择。本文提出从领导力发展的视角探索职业女性工作与生活的平衡策略,从个人层面和组织层面两个角度分析了如何借助领导力效应帮助职业女性走出角色冲突困境、建构工作与生活的平衡机制,同时享受生活的快乐与工作的成就。%At the beginning of career women's appearance, they had to face the conflicts of their family roles and social roles. In the age of knowledge economy, gender difference in physical strength has less and less impact on vocational choice and development. Career women's community and influence are in constant rise as well. However, difficulties in work-life balance, which are caused by the female dual role conflicts, have not been weakened. This, obviously, has not only hindered career women from reaching a high-level development path but also fettered young women's vocational choices. This paper proposes strategy to improve work-life balance for career women from the perspective of leadership development. It encourages the efficacy of leadership at both personal and team levels to institute mechanisms to balance work-and-life to help career women step out of conflicts and enjoy family happiness and work at the same time.

  3. The attitude and perceptions of work-life balance: a comparison among women surgeons in Japan, USA, and Hong Kong China.

    Science.gov (United States)

    Kawase, Kazumi; Kwong, Ava; Yorozuya, Kyoko; Tomizawa, Yasuko; Numann, Patricia J; Sanfey, Hilary

    2013-01-01

    The objective of the present study was to explore how women surgeons manage their work-life balance in three environmental and cultural settings. Members of the Japan Association of Women Surgeons (JAWS), the United States of America (US) based Association of Women Surgeons (AWS), and the Women's Chapter of the College of Surgeons of Hong Kong (WCHK) were surveyed. Among 822 women surgeons contacted, 252 responded (response rate 31.8 %; 55.5 % JAWS, 28.2 % AWS, and 25.3 % WCHK). Japanese women surgeons think that work is the number one priority, whereas US and Hong Kong China (HK) respondents think the number one priority is home life. Work satisfaction level was generally high among women surgeons in all countries; however, 19 % of US surgeons are somewhat dissatisfied with their work and 76.1 % think that men are treated more favorably than women at work. Whereas 51.6 % of Japanese women surgeons think that men are treated more favorably than women at home, at the same time they placed more importance on the role of women in the family. More than half of Japanese women surgeons are "uncertain" about their career path in the future, whereas 55.2/87.1 % of US/HK respondents are optimistic. All surgeons recommended expanding support for child rearing or nursing care during work hours, promoting a flexible work schedule and changing some of the older conventional ideas about gender role. It is essential to address women surgeons' concerns to enable them to have a clearer vision and a challenging career, and to be more certain about their personal and professional goals.

  4. Can Quality of Work Life Affect Work Performance among Government Agriculture Extension Officers? A Case from Malaysia

    Directory of Open Access Journals (Sweden)

    O. Jamilah

    2010-01-01

    Full Text Available Problem statement: The importance of agriculture industry in enhancing the country economy cannot be denied. Recently, a total of USD 1.7 billion has been allocated by the government to boost this industry. Beside of this huge allocation, do the policy implementers which are the agriculture extension officers have adequate work performance to carry out the responsibility given to them? Approach: This study would like to discover whether quality of work life among the agriculture extension employee do have impact their work performance or not. It is necessary to estimate quality of work life function in enhancing work performance, analyze the most important factor and variables on this work performance. The instruments used for collecting data were: A scale on individual and family life, a scale on safety and security on the organization, a scale on interpersonal relationship in the organization, a scale on job satisfaction, a scale on organizational policies and management style, a scale on personnel health and well being, a scale on work environment, a scale on remuneration and a scale on organizational support. The data were analyzed PASW software. Results: Results depict that all of the nine qualities of work life studied have significant and positive relationship with work performance where the highest relationship occurred between individual and family life with work performance. Multiple regression analysis demonstrated that five factors which are individual and family life, job satisfaction, organization policy and management style, work environment and remuneration are the main contributors to work performance among government agricultural extension employees. Conclusion/Recommendations: From the results gained, it can be concluded that aspect of individual and family life is the highest contributor to work performance among government agriculture extension officer. It can be noted that more courses on how to manage individual and family

  5. Assessment of Predictable Productivity of Nurses Working in Kerman University of Medical Sciences' Teaching Hospitals via the Dimensions of Quality of Work Life.

    Science.gov (United States)

    Borhani, Fariba; Arbabisarjou, Azizollah; Kianian, Toktam; Saber, Saman

    2016-10-01

    Despite the existence of a large community of nurses, specific mechanisms have not been developed yet to consider their needs and the quality of their work life. Moreover, few studies have been conducted to analyze the nature of nursing, nursing places or nurses' quality of work life. In this regard, the present study aimed to assess predictable productivity of nurses working in Kerman University of Medical Sciences' teaching hospitals via the dimensions of Quality of Work Life. The present descriptive-correlational study was conducted to assess predictable productivity of nurses via the dimensions of Quality of Work Life. The study's population consisted of all nurses working in different wards of teaching hospitals associated with Kerman University of Medical Sciences. Out of the whole population, 266 nurses were selected based on the simple random sampling method. To collect data, the questionnaires of 'Quality of Nursing Work Life' and 'Productivity' were used after confirming their reliability (test-retest) and content validity. Finally, the collected data were analyzed through the SPSS software (version 16). Although the quality of work life for nurses was average and their productivity was low but the results showed that quality of life is directly related to nurses' productivity. Quality of life and its dimensions are predictive factors in the in the nurses' productivity. It can conclude that by recognizing the nurses' quality of work life situation, it can realize this group productivity and their values to the efficiency of the health system. For the quality of working life improvement and increasing nurses' productivity more efforts are needed by authorities. The findings can be applied by managers of hospitals and nursing services along with head nurses to enhance the quality of health services and nursing profession in general.

  6. How to balance hearing loss and work life – when individual and organizational action go hand in hand

    DEFF Research Database (Denmark)

    Lund, Katja; Rosenstand, Claus Andreas Foss

    2015-01-01

    stressors and resistance builders in hearing-impaired employees during everyday life. An ecological momentary storytelling method was applied in order to investigate, on the one hand, the narratives related to the hearing loss, and on the other hand, the narratives related to work-life in order to reach...... an understanding of the research question: How is it possible for a hearing-impaired employee to keep up a strong narrative about self and at the same time make sure that the needs related to hearing loss are met? By applying the method, we also obtained information on everyday stressors in the lives of six......Sick leave and early withdrawal from the labour market is more frequent among the hearing-impaired population than people with normal hearing. The focus of this study is to gain a deeper understanding of the determinants that lead to a fragile and a strong labour market attachment by investigating...

  7. Quality of Working Life and Job Behavior of Workers in IT Industry: A Comparative Study of Private and Public Sectors

    Directory of Open Access Journals (Sweden)

    A.V. Roopa

    2014-09-01

    Full Text Available The success of any organization is highly dependent on how it attracts recruits, motivates and retains its workforce. Today's organizations need to be more flexible so that they are equipped to develop their workforce and enjoy their commitment. Therefore, organizations are required to adopt a strategy to improve the employees 'Quality of Work Life' (QWL to satisfy both the organizational objectives and employee needs. This study reviews the meaning of QWL, analyses constructs of QWL based on models and past research from the perspective of IT Industry in India. The Constructs of QWL discussed are Job satisfaction, Compensation, Human Relation, Working Condition, Grievance, competency development, Stress and well­being. The study concludes that QWL from the perspective of IT Industry employees is challenging both to the individuals and organizations. The implications of this meaning and constructs for future research in QWL from the perspective of IT Industry employees are discussed.

  8. How Positivity Links With Job Satisfaction: Preliminary Findings on the Mediating Role of Work-Life Balance.

    Science.gov (United States)

    Orkibi, Hod; Brandt, Yaron Ilan

    2015-08-01

    The positive characteristics that can help people juggle their work and personal roles and experience greater job satisfaction are attracting increased research attention. This study presents a conceptual model to account for the association between employees' positive orientation (i.e., the tendency to evaluate self, life, and the future in a positive way) and their job satisfaction (N = 108). As theorized, the results indicate that employees' ability to manage their work-life balance fully mediates the relation between their positive orientation and job satisfaction. This suggests that a positive orientation serves as an adaptive personal resource that can facilitate employees' ability to balance work and non-work demands and hence can foster job satisfaction. The practical implications for positive psychological interventions in organizational settings are discussed.

  9. How Positivity Links With Job Satisfaction: Preliminary Findings on the Mediating Role of Work-Life Balance

    Directory of Open Access Journals (Sweden)

    Hod Orkibi

    2015-08-01

    Full Text Available The positive characteristics that can help people juggle their work and personal roles and experience greater job satisfaction are attracting increased research attention. This study presents a conceptual model to account for the association between employees’ positive orientation (i.e., the tendency to evaluate self, life, and the future in a positive way and their job satisfaction (N = 108. As theorized, the results indicate that employees’ ability to manage their work-life balance fully mediates the relation between their positive orientation and job satisfaction. This suggests that a positive orientation serves as an adaptive personal resource that can facilitate employees’ ability to balance work and non-work demands and hence can foster job satisfaction. The practical implications for positive psychological interventions in organizational settings are discussed.

  10. Manual therapy for tension-type headache related to quality of work life and work presenteeism: Secondary analysis of a randomized controlled trial.

    Science.gov (United States)

    Monzani, Lucas; Espí-López, Gemma Victoria; Zurriaga, Rosario; Andersen, Lars L

    2016-04-01

    The objective of this research is to evaluate the efficacy of manual therapy for tension-type headache (TTH) in restoring workers quality of work life, and how work presenteeism affects this relation. This study is a secondary analysis of a factorial, randomized clinical trial on manual therapy interventions. Altogether, 80 patients (85% women) with TTH and without current symptoms of any other concomitant disease participated. An experienced therapist delivered the treatment: myofascial inhibitory technique (IT), articulatory technique (AT), combined technique (IT and AT), and control group (no treatment). In general, all treatments as compared to our control group had a large effect (f≥.69) in the improvement of participants' quality of work life. Work presenteeism interacted with TTH treatment type's efficacy on participant's quality of work life. The inhibitory technique lead to higher reports of quality of work life than other treatment options only for participants with very low frequency of work presenteeism. In turn, TTH articulatory treatment techniques resulted in higher reports of quality of work life for a high to very high work presenteeism frequency. Articulatory manipulation technique is the more efficient treatment to improve quality of work life when the frequency of work presenteeism is high. Implications for future research and practice are discussed. Copyright © 2016 Elsevier Ltd. All rights reserved.

  11. Exploring how Conflict Management Training Changes Workplace Conflicts

    DEFF Research Database (Denmark)

    Mikkelsen, Elisabeth Naima

    2012-01-01

    as a catalyst for the development of new sensemakings about workplace conflicts. These included increasing acknowledgement of workplace conflicts, recognition of interdependent and context embedded relationships in interpersonal conflicts, and enactment of active resistance in a subordinated occupational group...

  12. Climate shocks and conflict

    NARCIS (Netherlands)

    Papaioannou, Kostadis J.

    2016-01-01

    This paper offers a historical micro-level analysis of the impact of climate shocks on the incidence of civil conflict in colonial Nigeria (1912-1945). Primary historical sources on court cases, prisoners and homicides are used to capture conflict. To measure climate shocks we use the deviation f

  13. Multicultural team conflict management

    Directory of Open Access Journals (Sweden)

    Krystyna Heinz

    2014-06-01

    Full Text Available The article presents the potential problems related to conflict resolution while cooperating in multicultural teams. Special attention is paid to specific character of such teams as well as to the concept of productive conflict and the ways of resolving it. The experiences gained in the Erasmus Intenstive Programme - Effective Working in Multicultural Teams were used.

  14. Multicultural team conflict management

    OpenAIRE

    Krystyna Heinz

    2014-01-01

    The article presents the potential problems related to conflict resolution while cooperating in multicultural teams. Special attention is paid to specific character of such teams as well as to the concept of productive conflict and the ways of resolving it. The experiences gained in the Erasmus Intenstive Programme - Effective Working in Multicultural Teams were used.

  15. Conflicts as Aversive Signals

    Science.gov (United States)

    Dreisbach, Gesine; Fischer, Rico

    2012-01-01

    Theories of human action control deal with the question of how cognitive control is dynamically adjusted to task demands. The conflict monitoring theory of anterior cingulate (ACC) function suggests that the ACC monitors for response conflicts in the ongoing processing stream thereby triggering the mobilization of cognitive control. Alternatively,…

  16. High-Conflict Divorce.

    Science.gov (United States)

    Johnston, Janet R.

    1994-01-01

    Reviews available research studies of high-conflict divorce and its effects on children. Factors believed to contribute to high-conflict divorce are explored, and a model of their interrelationships is proposed. Dispute resolution, intervention, and prevention programs are discussed, and implications for social policy are outlined. (SLD)

  17. Conflicts as Aversive Signals

    Science.gov (United States)

    Dreisbach, Gesine; Fischer, Rico

    2012-01-01

    Theories of human action control deal with the question of how cognitive control is dynamically adjusted to task demands. The conflict monitoring theory of anterior cingulate (ACC) function suggests that the ACC monitors for response conflicts in the ongoing processing stream thereby triggering the mobilization of cognitive control. Alternatively,…

  18. Managing Conflict during Divorce

    Science.gov (United States)

    ... managed conflict between parents increases children’s risk of behavior problems, depression, substance abuse and dependence, poor social ... doctor, a change in the parenting plan, or involvement of a new stepparent. This ... AAMFT Consumer Update "Managing Conflict During Divorce" pamphlets to market ...

  19. Conflicts in Anna Karenina

    Institute of Scientific and Technical Information of China (English)

    杨恋

    2011-01-01

    Anna Karenina is a huge classic tragedy which is created by Tolstoy.This paper mainly talks about the conflict in the classic fictional story of Anna Karenina,which involves the conflicts between religious ethics,capitalistic new ideas,bravery and limitation,love for son and love for a lover,plus the variances between rural custom culture and urban culture.

  20. Conflicts in Anna Karenina

    Institute of Scientific and Technical Information of China (English)

    杨恋

    2011-01-01

    Anna Karenina is a huge classic tragedy which is created by Tolstoy. This paper mainly talks about the conflict in the classic fictional story of Anna Karenina, which involves the conflicts between religious ethics, capitalistic new ideas, bravery and limitation, love for son and love for a lover, plus the variances between rural custom culture and urban culture.

  1. Burnout and satisfaction with work-life balance among US physicians relative to the general US population.

    Science.gov (United States)

    Shanafelt, Tait D; Boone, Sonja; Tan, Litjen; Dyrbye, Lotte N; Sotile, Wayne; Satele, Daniel; West, Colin P; Sloan, Jeff; Oreskovich, Michael R

    2012-10-08

    Despite extensive data about physician burnout, to our knowledge, no national study has evaluated rates of burnout among US physicians, explored differences by specialty, or compared physicians with US workers in other fields. We conducted a national study of burnout in a large sample of US physicians from all specialty disciplines using the American Medical Association Physician Masterfile and surveyed a probability-based sample of the general US population for comparison. Burnout was measured using validated instruments. Satisfaction with work-life balance was explored. Of 27 276 physicians who received an invitation to participate, 7288 (26.7%) completed surveys. When assessed using the Maslach Burnout Inventory, 45.8% of physicians reported at least 1 symptom of burnout. Substantial differences in burnout were observed by specialty, with the highest rates among physicians at the front line of care access (family medicine, general internal medicine, and emergency medicine). Compared with a probability-based sample of 3442 working US adults, physicians were more likely to have symptoms of burnout (37.9% vs 27.8%) and to be dissatisfied with work-life balance (40.2% vs 23.2%) (P bachelor's degree (OR, 0.80; P = .048), master's degree (OR, 0.71; P = .01), or professional or doctoral degree other than an MD or DO degree (OR, 0.64; P = .04) were at lower risk for burnout. Burnout is more common among physicians than among other US workers. Physicians in specialties at the front line of care access seem to be at greatest risk.

  2. The career intentions, work-life balance and retirement plans of dental undergraduates at the University of Bristol.

    Science.gov (United States)

    Puryer, J; Patel, A

    2016-02-26

    Aim To investigate the career intentions, work-life balance and retirement plans of dental undergraduates at the University of Bristol in 2015.Method Cross-sectional survey of 210 clinical undergraduates using an anonymous self-report questionnaire.Results The response rate was 79%. The majority (81.7%) were 'satisfied' or 'extremely satisfied' with their choice of career. The majority (78.7%) felt men and women are equally likely to succeed in dentistry, although 42.9% felt men had an advantage over women with regards to career success. The majority (81.6%) intend on working within general practice, 11.3% within hospital dental services and 2.1% within community dental services. The majority (70.5%) intend to specialise within dentistry. Only 1.8% of participants intend on providing only National Health Service (NHS) dental treatment whereas the 86.5% would provide both NHS and private dental treatment. Fifteen years after qualifying, 52.2% plan to work part-time, and 37.8% intend on retiring at the age of 60 or below. The majority (86.6%) felt that childcare should be shared equally between both parents. Female students intend to take more time out of their career to concentrate on childcare and felt that having a child would affect their career more than males.Conclusion The anticipated career plans, work-life balance and retirement plans of undergraduates change over time, and further research should be carried out to monitor future career intentions of dental students in order to help with dental workforce planning.

  3. Early-return-to-work in the context of an intensification of working life and changing employment relationships.

    Science.gov (United States)

    Seing, Ida; MacEachen, Ellen; Ståhl, Christian; Ekberg, Kerstin

    2015-03-01

    Many Western welfare states have introduced early-return-to-work policies, in which getting sick-listed people back to work before they have fully recovered is presented as a rather unproblematic approach. This reflects a belief in the ability of employers and the labour market to solve sickness absence. Against this background, the aim of this study was to analyse return-to-work practice in local workplace contexts, in relation to Swedish early-return-to-work policy. Semi-structured interviews were conducted with 18 matched pairs of workers and managers. The material, comprising a total of 36 interviews, was analysed using qualitative content analysis. Three main themes were identified: (1) intensive workplaces and work conditions (2) employer support-a function of worker value and (3) work attachment and resistance to job transition. The results reflected the intensity of modern working life, which challenged return-to-work processes. Managers had different approaches to workers' return-to-work, depending on how they valued the worker. While managers used the discourse of 'new opportunities' and 'healthy change' to describe the transition process (e.g. relocation, unemployment and retirement), workers regularly experienced transitions as difficult and unjust. In the context of early-return-to-work policy and the intensity of modern working life, a great deal of responsibility was placed on workers to be adaptable to workplace demands in order to be able to return and stay at work. Overall, this study illustrates an emerging social climate where sick-listed workers are positioned as active agents who must take responsibility for sick leave and return-to-work process.

  4. [Relationship of job stress with job burnout and quality of work life in workers for offshore oil platforms].

    Science.gov (United States)

    Zhang, Y; Liu, X L; Wei, T D; Lan, Y J

    2017-03-20

    Objective: To evaluate the current status of job burnout and qual ity of work life (QWL) in workers for offshore oil platforms, and to analyze the relationship of job stress with job burnout and QWL and the direct and indirect effects of job stress on QWL. Methods: Cluster random sampling was used to select 382 work-ers for 8 oil platforms of China National Offshore Oil Corporation in October 2015. A self-designed questionnaire was used to collect the individual characteristics of subjects. The Quality of Work Life Scale (QWL7-32) , Occupa-tional Stress Inventory-Revised Edition (OSI-R) , and Maslach Burnout Inventory-General Survey (MBI-GS) were used to investigate the QWL, job stress, and job burnout of subjects. Results: Among all the workers for offshore oil platforms, 87.2% had mild job burnout. The total QWL score was 116.01 ± 16.73; 8.3% of the workers had poor QWL, and 68.5% had moderate QWL. QWL was reduced with heavier task, vaguer task, and increasing mental stress and physical stress (P<0.05) , and increased with more social support (P<0.05) . Job stress had di-rect and indirect effects on QWL; stress reaction had the most effect on QWL (total effect size -0.509) , followed by social support (total effect size 0.444) . Conclusion: Most workers for offshore oil platforms have mild job burn-out and moderate QWL. Job stress is associated with job burnout and QWL, and stress reaction and social support have relatively high influence on QWL.

  5. Excel VBA 24-hour trainer

    CERN Document Server

    Urtis, Tom

    2015-01-01

    Master VBA automation quickly and easily to get more out of Excel Excel VBA 24-Hour Trainer, 2nd Edition is the quick-start guide to getting more out of Excel, using Visual Basic for Applications. This unique book/video package has been updated with fifteen new advanced video lessons, providing a total of eleven hours of video training and 45 total lessons to teach you the basics and beyond. This self-paced tutorial explains Excel VBA from the ground up, demonstrating with each advancing lesson how you can increase your productivity. Clear, concise, step-by-step instructions are combined wit

  6. Conflict and memory

    DEFF Research Database (Denmark)

    Wagoner, Brady; Brescó, Ignacio

    2016-01-01

    This introduction to the special issue on conflict and memory aims to underscore the importance of memory (whether individual and collective) in relation to intergroup conflicts. We argue that the way in which societies reconstruct and bring the past into the present—especially, the historical past......—is crucial when it comes to the study of intergroup conflict dynamics. In this regard, we also highlight the growing importance of memory studies within the area of social sciences as well as the multiple ways of approaching memory. Drawing from this wide theoretical framework, we introduce the articles...... of this issue, eight articles that tackle the role of memory in different conflicts, whether currently under way, in progress of being resolved, in postwar settings, or in contexts conflicts expected to happen do not arise....

  7. Interpersonal Conflicts and Styles of Managing Conflicts among ...

    African Journals Online (AJOL)

    conflict, conflict management, student experience, diversity, ethnicity, gender, undergraduate studies, ... it causes disagreements, stress, social chaos, destruction and violence between groups. ... to constructive in the mode of interaction.

  8. Hourly temporal distribution of wind

    Science.gov (United States)

    Deligiannis, Ilias; Dimitriadis, Panayiotis; Koutsoyiannis, Demetris

    2016-04-01

    The wind process is essential for hydrometeorology and additionally, is one of the basic renewable energy resources. Most stochastic forecast models are limited up to daily scales disregarding the hourly scale which is significant for renewable energy management. Here, we analyze hourly wind timeseries giving emphasis on the temporal distribution of wind within the day. We finally present a periodic model based on statistical as well as hydrometeorological reasoning that shows good agreement with data. Acknowledgement: This research is conducted within the frame of the undergraduate course "Stochastic Methods in Water Resources" of the National Technical University of Athens (NTUA). The School of Civil Engineering of NTUA provided moral support for the participation of the students in the Assembly.

  9. Work-Life Integration Through the Use of Communication Technology With the Right Organisation Culture and Leadership

    OpenAIRE

    Choo, Phey Key

    2014-01-01

    Work and career are important aspects of a person's life. In addition to providing fulfilment at a personal level, work puts one in an environment where one could develop relationships and receive social support. But these days, work hours are getting progressively longer and the boundary between work and life has become blurred. What was once gratifying and enjoyable has evolved to become progressively consuming and unpleasant. The prevailing corporate culture of long hours and an organisati...

  10. OPENING HOURS FOR CARDS OFFICE

    CERN Multimedia

    Human Resources Division

    2001-01-01

    Due to the extra workload generated by the global renewal of French cards and in order to preserve the level of service offered by the cards office, please note that this office will in future be open every morning from 8.30 a.m. to 12.30 p.m. until further notice. The service can be contacted by telephone during the same hours. Thank you for your understanding.

  11. Ethnic Conflicts and Governmental Conflict Management

    Science.gov (United States)

    2006-12-01

    manipulation by ethnic leaders. Thus, there are bidirectional relationships between hegemonic aspirations and ethnic leaders. Most of the time ethnic...perhaps the strongest and clearest statement of national identity. In essence, they serve as modern totems that bear a special relationship to the...Assessment of Interracial /Interethnic Conflict in Los Angeles,” 2002, Center for Research in Society and Politics, University of California. Serwer, Daniel

  12. Approaches to Conflict and Conflict Resolution in Toddler Relationships

    Science.gov (United States)

    Ashby, Nicole; Neilsen-Hewett, Cathrine

    2012-01-01

    The importance of conflict and its resolution for children's short- and long-term adjustment has been well established within the research literature. Conflict and conflict resolution differs according to a number of constructs, including age, gender and relationship status. The purpose of this study was to explore conflict origins, resolution…

  13. Resolving Marital Conflicts

    Directory of Open Access Journals (Sweden)

    Islami Hatixhe

    2017-06-01

    Full Text Available Couple relations are characterized as relations of an intimate nature dominated by constant interaction or strong interdependence and mutual influence of intense feelings between spouses. In marriages where there is conflict, there are typical examples of interaction, which result in high proportion of negative communicative acts that affect the quality of marital relationships such as: loss of confidence, the emergence of frustration, feelings of anxiety, discomfort, leading to escalation of marital conflicts. Communication as a variable has a large impact on the resolution of marital conflicts. The obtained results of our research indicate that the choice of different strategies of behavior in conflict situations among our respondents primarily depend on: the degree of persistence in the pursuit of its own interests and level of cooperation in addressing the interests of others.

  14. High-conflict divorce.

    Science.gov (United States)

    Johnston, J R

    1994-01-01

    This article reviews available research studies of high-conflict divorce and its effects on children. Interparental conflict after divorce (defined as verbal and physical aggression, overt hostility, and distrust) and the primary parent's emotional distress are jointly predictive of more problematic parent-child relationships and greater child emotional and behavioral maladjustment. As a group, children of high-conflict divorce as defined above, especially boys, are two to four times more likely to be clinically disturbed in emotions and behavior compared with national norms. Court-ordered joint physical custody and frequent visitation arrangements in high-conflict divorce tend to be associated with poorer child outcomes, especially for girls. Types of intervention programs and social policy appropriate for these kinds of families are presented.

  15. Conflicts and Negotiations

    Institute of Scientific and Technical Information of China (English)

    2010-01-01

    Israel adopts a two-pronged strategy to dominate the Middle East situation Recently, Israel has had several conflicts with its Middle East neighbors. At the same time, however, it has prepared to begin direct negotiations with the Palestinians.

  16. Stress in highly demanding IT jobs: transformational leadership moderates the impact of time pressure on exhaustion and work-life balance.

    Science.gov (United States)

    Syrek, Christine J; Apostel, Ella; Antoni, Conny H

    2013-07-01

    The objective of this article is to investigate transformational leadership as a potential moderator of the negative relationship of time pressure to work-life balance and of the positive relationship between time pressure and exhaustion. Recent research regards time pressure as a challenge stressor; while being positively related to motivation and performance, time pressure also increases employee strain and decreases well-being. Building on the Job Demand-Resources model, we hypothesize that transformational leadership moderates the relationships between time pressure and both employees' exhaustion and work-life balance such that both relationships will be weaker when transformational leadership is higher. Of seven information technology organizations in Germany, 262 employees participated in the study. Established scales for time pressure, transformational leadership, work-life balance, and exhaustion were used, all showing good internal consistencies. The results support our assumptions. Specifically, we find that under high transformational leadership the impact of time pressure on exhaustion and work-life balance was less strong. The results of this study suggest that, particularly under high time pressure, transformational leadership is an important factor for both employees' work-life balance and exhaustion. PsycINFO Database Record (c) 2013 APA, all rights reserved.

  17. Achieving work-life balance in the National Collegiate Athletic Association Division I setting, part II: perspectives from head athletic trainers.

    Science.gov (United States)

    Goodman, Ashley; Mazerolle, Stephanie M; Pitney, William A

    2015-01-01

    Work-life balance has been examined at the collegiate level from multiple perspectives except for the athletic trainer (AT) serving in a managerial or leadership role. To investigate challenges and strategies used in achieving work-life balance from the perspective of the head AT at a National Collegiate Athletic Association Division I university. Qualitative study. Web-based management system. A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered. Participants journaled their thoughts and experiences in response to a series of questions. To establish data credibility, we included multiple-analyst triangulation, stakeholder checks, and peer review. We used a general inductive approach to analyze the data. Two higher-order themes emerged from our analysis of the data: organizational challenges and work-life balance strategies. The organizational challenges theme contained 2 lower-order themes: lack of autonomy and role demands. The work-life balance strategies theme contained 3 lower-order themes: prioritization of commitments, strategic boundary setting, and work-family integration. Head ATs are susceptible to experiencing work-life imbalance just as ATs in nonsupervisory roles are. Although not avoidable, the causes are manageable. Head ATs are encouraged to prioritize their personal time, make efforts to spend time away from their demanding positions, and reduce the number of additional responsibilities that can impede time available to spend away from work.

  18. Quality of Work Life, Nurses' Intention to Leave the Profession, and Nurses Leaving the Profession: A One-Year Prospective Survey.

    Science.gov (United States)

    Lee, Ya-Wen; Dai, Yu-Tzu; Chang, Mei Yeh; Chang, Yue-Cune; Yao, Kaiping Grace; Liu, Mei-Chun

    2017-07-01

    To examine the associations among quality of work life, nurses' intention to leave the profession, and nurses leaving the profession. A prospective study design was used. Participants were 1,283 hospital nurses with a purposive sampling in Taiwan. The self-reported questionnaire consisted of three questionnaires: the Chinese version of the Quality of Nursing Work Life scale, an intention-to-leave profession questionnaire, and a demographic questionnaire. Records of nurses leaving the profession were surveyed 1 year later. Data were analyzed by descriptive statistics and inferential statistics. As many as 720 nurses (56.1%) had tendencies to leave their profession. However, only 31 nurses (2.5%) left their profession 1 year later. Nurses' intention to leave the profession mediated the relationship between the milieu of respect and autonomy, quality of work life, and nurses leaving the profession. The milieu of respect and autonomy describing the quality of work life predicts the nurses' intention to leave the profession, and together these predict nurses leaving the profession. This study illustrates that nurse managers could provide effective interventions to ameliorate the milieu of respect and autonomy aspect of quality of work life to prevent nurses from leaving their profession. © 2017 Sigma Theta Tau International.

  19. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    Science.gov (United States)

    Wagenaar, Alfred F; Kompier, Michiel A J; Houtman, Irene L D; van den Bossche, Seth; Smulders, Peter; Taris, Toon W

    2012-10-01

    We hypothesise that due to a lower quality of working life and higher job insecurity, the health and work-related attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contract, temporary contract with prospect of permanent work, fixed-term contract, temporary agency contract and on-call contract) in the quality of working life, job insecurity, health and work-related attitudes and (2) investigate whether these latter contract group differences in health and work-related attitudes can be explained by differences in the quality of working life and/or job insecurity. Data were collected from the Netherlands Working Conditions Survey 2008 (N = 21,639), and Hypotheses were tested using analysis of variance and cross-table analysis. Temporary work was associated with fewer task demands and lower autonomy and was more often passive or high-strain work, while permanent work was more often active work. Except for on-call work, temporary work was more insecure and associated with worse health and work-related attitude scores than permanent work. Finally, the quality of working life and job insecurity partly accounted for most contract differences in work-related attitudes but not in health. Especially agency workers have a lower health status and worse work-related attitudes. Job redesign measures regarding their quality of working life and job insecurity are recommended.

  20. The relationship between quality of work life and location of cross-training among obstetric nurses in urban northeastern Ontario, Canada: A population-based cross sectional study

    Directory of Open Access Journals (Sweden)

    Behdin Nowrouzi

    2015-06-01

    Full Text Available Objectives: The purpose of this mixed methods study was to examine the quality of work life of registered nurses working in obstetrics at 4 hospitals in northeastern Ontario and explore demographic and occupational factors related to nurses’ quality of work life (QWL. Material and Methods: A stratified random sample of registered nurses (N = 111 selected from the 138 eligible registered nurses (80.4% of staff in the labor, delivery, recovery, and postpartum areas at the 4 hospitals participated. Logistic regression analyses were used to consider QWL in relation to the following: 1 demographic factors, and 2 stress, employment status and educational attainment. Results: In the logistic regression model, the odds of a higher quality of work life for nurses who were cross trained (nurses who can work across all areas of obstetrical care were estimated to be 3.82 (odds ratio = 3.82, 95% confidence interval: 1.01–14.5 times the odds of a higher quality of work life for nurses who were not cross trained. Conclusions: This study highlights a relationship between quality of work life and associated factors including location of cross-training among obstetrical nurses in northeastern Ontario. These findings are supported by the qualitative interviews that examine in depth their relationship to QWL. Given the limited number of employment opportunities in the rural and remote regions, it is paramount that employers and employees work closely together in creating positive environments that promote nurses’ QWL.

  1. Achieving Work-Life Balance in the National Collegiate Athletic Association Division I Setting, Part I: The Role of the Head Athletic Trainer

    Science.gov (United States)

    Mazerolle, Stephanie M.; Goodman, Ashley; Pitney, William A.

    2015-01-01

    Context: Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. Objective: To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Design: Qualitative study. Setting: Web-based management system. Patients or Other Participants: A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Data Collection and Analysis: Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Results: Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Conclusions: Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted. PMID:25343530

  2. Achieving work-life balance in the National Collegiate Athletic Association Division I setting, part I: the role of the head athletic trainer.

    Science.gov (United States)

    Mazerolle, Stephanie M; Goodman, Ashley; Pitney, William A

    2015-01-01

    Supervisor support has been identified as key to the fulfillment of work-life balance for the athletic trainer (AT), yet limited literature exists on the perspectives of supervisors. To investigate how the head AT facilitates work-life balance among staff members within the National Collegiate Athletic Association Division I setting. Qualitative study. Web-based management system. A total of 18 head ATs (13 men, 5 women; age = 44 ± 8 years, athletic training experience = 22 ± 7 years) volunteered for an asynchronous, Web-based interview. Participants responded to a series of questions by journaling their thoughts and experiences. We included multiple-analyst triangulation, stakeholder checks, and peer review to establish data credibility. We analyzed the data via a general inductive approach. Four prevailing themes emerged from the data: modeling work-life balance, encouraging disengagement from the AT role, cooperation and community workplace, and administrative support and understanding. Head ATs at the Division I level recognized the need to promote work-life balance among their staffs. They not only were supportive of policies that promote work-life balance, including spending time away from the role of the AT and teamwork among staff members, but also modeled and practiced the strategies that they promoted.

  3. Managing conflicts of interest.

    Science.gov (United States)

    Sade, Robert M; Akins, Cary W; Weisel, Richard D

    2015-04-01

    The more extensive conflict of interest information will permit reviewers and editors to ensure the accuracy, balance,and lack of bias of papers accepted for publication.Therefore, a brief conflict statement will be published on the cover page and a more extensive description will be published at the end of the paper to allow concerned readers to make their own judgments about the quality of the information reported.

  4. Conflict, Space and Architecture

    Directory of Open Access Journals (Sweden)

    Marc Schoonderbeek

    2017-02-01

    Full Text Available Footprint 19 focuses on the more recent roles of architecture in the contemporary spaces of conflict. Departing from a spatial understanding of geopolitical, climatological and economical conflicts, the various contributions highlight the large scale and phenomenal transitions in the physical world and in society by extrapolating, through examples, the abundance of relations that can be traced between conflict, territory and architecture. Conflict areas often prove to be fertile grounds for innovation and for the emergence of new spatial forms. The issue reports on the state of perpetual global unrest in architecture through a series of articles and case studies that highlight the consequences of conflicts in the places and spaces that we inhabit. In the introduction, these are discussed as an interlinked global reality rather than as isolated incidents. In doing so, the contemporary spaces of conflict are positioned in the context of emerging global trends, conditions, and discourses in the attempt to address their indicative symptoms while reflecting on their underlying causes.

  5. Physical occupational exposures during working life and quality of life after labour market exit: results from the GAZEL study

    Science.gov (United States)

    Platts, Loretta; Netuveli, Gopalakrishnan; Webb, Elizabeth; Zins, Marie; Goldberg, Marcel; Blane, David; Wahrendorf, Morten

    2013-01-01

    Objective To investigate variations in quality of life at older ages we take a life course perspective to analyse long-term effects of physical working conditions upon quality of life after retirement. In doing so, we study to what extent these associations are explained by individuals’ health at older ages. Method We use administrative data and self-administered questionnaire responses from the French GAZEL cohort. Quality of life was assessed with CASP-19 in 2009 and related to three types of physical working conditions during previous working life: (1) ergonomic strain, (2) physical danger and (3) exposures to chemicals. Health was assessed in 2007 with the SF-36 Health Survey. Multiple regressions were calculated in retired men only, controlling for important confounders including social position. Results In contrast to men, few women were exposed to strenuous and dangerous working conditions in this cohort and were not included in subsequent analyses. Negative effects on retired men’s quality of life were found for the physical occupational exposures of ergonomic strain and physical danger, but not for chemical exposures. Effects were attenuated after the introduction of physical and mental health to the models, indicating an indirect effect of physical working conditions upon quality of life via health. Conclusion Adverse physical working conditions have long-term consequences for health and quality of life at older ages. Improvements to physical working conditions may improve individuals’ quality of life over the long term. PMID:23560563

  6. In search of work/life balance: trainee perspectives on part-time obstetrics and gynaecology specialist training

    Directory of Open Access Journals (Sweden)

    Henry Amanda

    2012-01-01

    Full Text Available Abstract Background Part-time training (PTT is accessed by approximately 10% of Australian obstetrics and gynaecology trainees, a small but increasing minority which reflects the growing demand for improved work/life balance amongst the Australian medical workforce. This survey reports the attitudes and experiences of both full-time and part-time trainees to PTT. Methods An email-based anonymous survey was sent to all Australian obstetrics and gynaecology trainees in April 2009, collecting demographic and training status data, data on personal experiences of PTT and/or trainees, and attitudes towards PTT. Results 105 responses were received (20% response rate. These indicated strong support (90% from both full-time (FT and part-time (PT trainees for the availability of PTT. PT trainees were significantly more likely than FT trainees to be female with children. Improved morale was seen as a particular advantage of PTT; decreased continuity of care as a disadvantage. Conclusions Although limited by poor response rate, both PT and FT Australian obstetric trainees were supportive of part-time training. Both groups recognised important advantages and disadvantages of this mode of training. Currently, part-time training is accessed primarily by female trainees with family responsibilities, with many more trainees considering part-time training than the number that access it.

  7. [Caught between economic pressure and work-life balance--perspectives on emigration of German health professionals to Austria].

    Science.gov (United States)

    Schmidt, A E; Klambauer, E

    2014-05-01

    Given the increasing lack of medical doctors in Germany, this study aimed to investigate the professional situation and the push and pull factors of German medical specialists working in Austrian hospitals. This explorative study is based on semi-structured interviews with 14 specialists working in Austria, who completed their education partly or fully in Germany. The material has been interpreted using qualitative content analysis. Better work-life balance, higher quality of life and more favourable working conditions represent major reasons for German specialists to stay in Austria. Moreover, the higher density of medical doctors in Austrian hospitals can have an impact on the distribution of responsibilities among health-care personnel, and on hospital performance. In the light of recent reforms in the German health-care system, the study underlines the importance of qualitative factors for the satisfaction of German medical doctors. These factors should be further analysed in order to avoid a brain drain of high-qualified health care staff in the future. © Georg Thieme Verlag KG Stuttgart · New York.

  8. Evaluation of satisfaction with work-life balance among U.S. Gynecologic Oncology fellows: A cross-sectional study.

    Science.gov (United States)

    Szender, J Brian; Grzankowski, Kassondra S; Eng, Kevin H; Odunsi, Kunle; Frederick, Peter J

    2016-04-01

    To characterize the state of satisfaction with work-life balance (WLB) among gynecologic oncology fellows in training, risk factors for dissatisfaction, and the impact of dissatisfaction on career plans. A cross-sectional evaluation of gynecologic oncology fellows was performed using a web-based survey. Demographic data, fellowship characteristics, and career plans were surveyed. The primary outcomes were satisfaction with WLB and career choices. p working fewer than 80 h per week (PR = 4.35, 95% CI: 1.34-14.10), and fatigue (PR = 0.31, 95% CI: 0.12-0.75). Career and WLB satisfaction were not associated with gender, marital status, and whether or not the fellow is a parent. Those satisfied with WLB planned to work an average of 3.5 years longer than those who were not (p studies are needed to determine the workforce impact of this lack of perceived balance.

  9. Public Health Nurses in Israel: A Case Study on a Quality Improvement Project of Nurse's Work Life.

    Science.gov (United States)

    Kagan, Ilya; Shachaf, Sara; Rapaport, Zofia; Livne, Tzipi; Madjar, Batya

    2017-01-01

    Public health nurses (PHNs) working in Well Baby Clinic in Israel's Haifa district were voicing great distress to inspectors-the impossibility of meeting their workload, feeling overwhelmed, poor physical, and technological conditions. They were feeling tired and frustrated and burn-out was rising. The district's nursing management took the decision, together with Tel Aviv University's nursing research unit, to conduct a quality improvement project based on issues that arose from meetings with focus groups on the nurses' difficulties. This paper is a case study of a quality improvement project targeting nurses daily working life. One of its chief contributions is as a study of meeting PHNs' frustration by integrating focus groups and round-table brainstorming (involving nurses, clinic managers and nursing inspectors) in order to identify targets for practical intervention. This strategy has been very successful. It has provided the district's nursing management a battery of forcefully argued and realistically grounded proposals for making the work of Well Baby clinics more relevant to their communities and giving nurses (a) the conditions to meet their assignments and (b) greater professional self-respect.

  10. Satisfaction with work-life balance among U.S. gynecologic oncologists, a cross-sectional study.

    Science.gov (United States)

    Szender, J Brian; Grzankowski, Kassondra S; Eng, Kevin H; Lele, Shashikant B; Odunsi, Kunle; Frederick, Peter J

    To evaluate the satisfaction with work-life balance (WLB) and career satisfaction of gynecologic oncologists. In August 2014, members of the Society of Gynecologic Oncology (SGO) were sent an anonymous, cross-sectional survey evaluating demographic variables, practice characteristics, career satisfaction, fatigue, and satisfaction with WLB. Fatigue was assessed using a visual-analog scale. Career satisfaction and WLB were assessed with a Likert scale. Inferential statistics were computed with type I error rates of 0.05. Out of the 1002 gynecologic oncologists surveyed, 290 (28.9%) responded. Only 18.6% of respondents were satisfied with WLB and there were significant associations between gender (P = 0.0157), time spent in work related activities at home (P = 0.0024), on weekends (P = 0.0017), and in the hospital (P = 0.0001). More than 84% of physicians reported they would choose medicine as a career again and of those 90% would choose to be a gynecologic oncologist again. Fatigue was strongly associated with dissatisfaction with WLB in univariate and multivariate analysis (P careers, most are not satisfied with their WLB. Given the forecast shortage of gynecologic oncologists and projected increased cancer rates, understanding the factors associated with career satisfaction may assist the SGO in meeting future gynecologic cancer care needs.

  11. A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

    2011-11-01

    Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

  12. Impact of Performance Obstacles on Intensive Care Nurses‘ Workload, Perceived Quality and Safety of Care, and Quality of Working Life

    Science.gov (United States)

    Gurses, Ayse P; Carayon, Pascale; Wall, Melanie

    2009-01-01

    Objectives To study the impact of performance obstacles on intensive care nurses‘ workload, quality and safety of care, and quality of working life (QWL). Performance obstacles are factors that hinder nurses‘ capacity to perform their job and that are closely associated with their immediate work system. Data Sources/Study Setting Data were collected from 265 nurses in 17 intensive care units (ICUs) between February and August 2004 via a structured questionnaire, yielding a response rate of 80 percent. Study Design A cross-sectional study design was used. Data were analyzed by correlation analyses and structural equation modeling. Principal Findings Performance obstacles were found to affect perceived quality and safety of care and QWL of ICU nurses. Workload mediated the impact of performance obstacles with the exception of equipment-related issues on perceived quality and safety of care as well as QWL. Conclusions Performance obstacles in ICUs are a major determinant of nursing workload, perceived quality and safety of care, and QWL. In general, performance obstacles increase nursing workload, which in turn negatively affect perceived quality and safety of care and QWL. Redesigning the ICU work system to reduce performance obstacles may improve nurses‘ work. PMID:19207589

  13. 24 Hours of Meaty Torture

    Institute of Scientific and Technical Information of China (English)

    Palesa; Temaswati; Mthethwa

    2011-01-01

    VEGETARIAN for a week! That was the plan.But it’s funny how side effects start kicking in so early when trying to let go of an everyday habit.The first morning of my experiment,I felt like I hadn’t eaten poultry in months(I had devoured a bucket of KFC the night before).Lunch was a disaster.I didn’t know whether to cook or spend an hour searching for a restaurant. That afternoon I received the worst phone call a first-time vegetarian can get:

  14. HTML5 24-Hour Trainer

    CERN Document Server

    Lowery, Joseph W

    2011-01-01

    Comprehensive written and interactive instruction for learning HTML5 HTML is the core technology for building websites. Today, with HTML5 opening the Internet to new levels of rich content and dynamic interactivity, developers are looking for information to learn and utilize HTML5. HTML5 24-Hour Trainer provides that information, giving new and aspiring web developers the knowledge they need to achieve early success when building websites. Covers the most basic aspects of a web page, including a brief introduction to Cascading Style Sheets (CSS) Provides lessons that are backed up by prof

  15. Java programming 24-hour trainer

    CERN Document Server

    Fain, Yakov

    2015-01-01

    Quick and painless Java programming with expert multimedia instruction Java Programming 24-Hour Trainer, 2nd Edition is your complete beginner's guide to the Java programming language, with easy-to-follow lessons and supplemental exercises that help you get up and running quickly. Step-by-step instruction walks you through the basics of object-oriented programming, syntax, interfaces, and more, before building upon your skills to develop games, web apps, networks, and automations. This second edition has been updated to align with Java SE 8 and Java EE 7, and includes new information on GUI b

  16. Analysis of the Story of an Hour from Feminist Approaches

    Institute of Scientific and Technical Information of China (English)

    任立立

    2014-01-01

    The Story of an Hour is a short story written by Kate Chopin in 1894. It is mainly about a wife’s unexpected response to the news of her husband’s death. In this paper, the plot, main characters, and conflicts will first be illustrated, and the author will analyze this story from feminist approaches. We see clearly that women in that time did not have the right to choose their own marriages, and the main character is just one of the victims.

  17. Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work

    Directory of Open Access Journals (Sweden)

    Christin Mellner

    2015-01-01

    Full Text Available Profound changes are taking place within working life, where established boundaries between work and personal life are challenged by increased global competition, ever-faster changing markets, and rapid development of boundary transcending information and communication technologies (ICT. The aim of this study was to investigate boundary management preferences in terms of keeping work and personal life domains separated or integrated, that is, segmenting or blending of domains, the perception of being in control of one´s preferred boundaries, and work-life balance among employees at a Swedish telecom company (N = 1,238, response rate 65%, men 73%, mean age 42 years. Psychosocial work factors, individual characteristics, sociodemographic factors, and work-life balance were investigated in relation to boundary management preferences and perceived boundary control. For high boundary control among segmenters, nearly all the studied psychosocial work factors were significant. Among integrators, this was the case only for clear expectations in work. For both groups, the individual capacity for self-regulation was associated with high boundary control. Regarding sociodemographic factors, cohabiting women with children who preferred segmentation had low boundary control. Finally, there was a main effect of boundary control on work-life balance. In particular, male segmenters perceiving high boundary control had better work-life balance than all others. Conclusions of the study are that segmenters need external boundaries in work for succesful boundary management. Moreover, self-regulation seems a crucial boundary competence in knowledge- intensive, flexible work. Results are of value for health promotion in modern work organizations in supporting employees achieving successful boundary control and subsequent work-life balance.

  18. Higher risks when working unusual times? A cross-validation of the effects on safety, health, and work-life balance.

    Science.gov (United States)

    Greubel, Jana; Arlinghaus, Anna; Nachreiner, Friedhelm; Lombardi, David A

    2016-11-01

    Replication and cross-validation of results on health and safety risks of work at unusual times. Data from two independent surveys (European Working Conditions Surveys 2005 and 2010; EU 2005: n = 23,934 and EU 2010: n = 35,187) were used to examine the relative risks of working at unusual times (evenings, Saturdays, and Sundays) on work-life balance, work-related health complaints, and occupational accidents using logistic regression while controlling for potential confounders such as demographics, work load, and shift work. For the EU 2005 survey, evening work was significantly associated with an increased risk of poor work-life balance (OR 1.69) and work-related health complaints (OR 1.14), Saturday work with poor work-life balance (OR 1.49) and occupational accidents (OR 1.34), and Sunday work with poor work-life balance (OR 1.15) and work-related health complaints (OR 1.17). For EU 2010, evening work was associated with poor work-life balance (OR 1.51) and work-related health complaints (OR 1.12), Saturday work with poor work-life balance (OR 1.60) and occupational accidents (OR 1.19) but a decrease in risk for work-related health complaints (OR 0.86) and Sunday work with work-related health complaints (OR 1.13). Risk estimates in both samples yielded largely similar results with comparable ORs and overlapping confidence intervals. Work at unusual times constitutes a considerable risk to social participation and health and showed structurally consistent effects over time and across samples.

  19. 7 positions in 2 hours

    Directory of Open Access Journals (Sweden)

    Jessica Ackerman

    2013-07-01

    Full Text Available 7 positions in 2 hours (2013 is a drawing that documents the process of making the short film Role Reversal Rehearsal. It became quickly apparent that the process of making the work was more dynamic and interesting than the finished piece itself. Relationships between the childcare arrangements of the participants and the collective working process brought about the necessity of collaboration for parent artists. Each participant gave their time, energy and creative insight towards filming a series of birthing positions with roles reversed. The male performer became the central figure in an attempt to prompt empathy, humour, and to embody the importance of the male role in childbirth. There were two hours to choreograph, rehearse, and film the sequence. The drawing by Ackerman encapsulates the 'rhizomatic' approach to producing creative work under the constraints of parenthood. The 'arborescent' structure of hierarchy encouraged in industrial filmmaking is subsumed in favour of a horizontal structure. This new structure allows for the creative input, and flow of collaboration between all people involved - including the 3 and 5 year olds, who contributed ideas for camera and soundtrack in situ.

  20. The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses.

    Science.gov (United States)

    Zhao, XiaoWen; Sun, Tao; Cao, QiuRu; Li, Ce; Duan, XiaoJian; Fan, LiHua; Liu, Yan

    2013-03-01

    To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment - three of the most important factors in employer-employee relations - and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. The effect of quality of work life is positive on job embeddedness and affection commitment

  1. Work-life Balance by Area, Actual Situation and Expectations – the Overlapping Opinions of Employers and Employees in Slovenia

    Directory of Open Access Journals (Sweden)

    Kozjek Tatjana

    2014-02-01

    Full Text Available Background: The question of work-life balance (WLB is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. Purpose: The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia. Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS was used. Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employees’ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a child’s first day of school. Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employees’ can achieve a good WLB with an emphasis on gender equality

  2. Working condition of nurses in Japan: awareness of work-life balance among nursing personnel at a university hospital.

    Science.gov (United States)

    Tanaka, Sachiko; Maruyama, Yukie; Ooshima, Satoko; Ito, Hirotaka

    2011-01-01

    The aim of this study was to examine the awareness of work-life balance (WLB) among the nursing personnel at a university hospital in Japan. Survey. A questionnaire was sent to 1236 nursing personnel working at a university hospital and 1081 (87·5%) responses received. The questions concerned the following: (1) respondent demographical characteristics, (2) living background, (3) wishes for working environments and (4) motivation to work and health condition. The data were analysed by simple and cross-tabulations. The results can be summarised as follows: (1) the concept and significance of WLB has not yet been established among nurses in Japan, (2) three factors were found, which nurses need as working environment, 1st quality-of-life benefits, 2nd flexible working style, 3rd lifelong learning and (3) nurses who reported good WLB also reported higher job satisfaction and job motivation. The concept and significance of WLB has not yet been established among nurses. Thus, it is needed to enlighten nurses on the concept and significance of WLB as well as how they should practise WLB. Approximately half of the nurses gave their jobs first priority in reality, although they had various needs for their private lives and household affairs, as well as jobs. WLB cannot be achieved only by individual attitudes; thus, organisational efforts are necessary. In the correlation between WLB and 'job satisfaction' and 'job motivation,' nurses who were satisfied with their job and those who were highly motivated showed higher WLB. There was a significant correlation between satisfaction and motivation. It is necessary that nurses understand and have any information about working policy to improve working conditions to get better conditions which they need. © 2010 Blackwell Publishing Ltd.

  3. Use of work-life balance benefits guaranteed by law in Poland - Do size of the enterprise and gender matter?

    Science.gov (United States)

    Merecz-Kot, Dorota; Drabek, Marcin; Stańczak, Aleksander; Andysz, Aleksandra; Jacukowicz, Aleksandra

    2017-07-26

    The paper is aimed at indicating the similarities and differences in use of benefits supporting work-life balance (WLB) between women and men working in Polish small/medium and large enterprises. The sample included 556 workers (311 women, 245 men), aged 20-68 years old employed on the basis of employment contracts for at least a year in Polish enterprises. The respondents completed a questionnaire on the use of benefits guaranteed by the Polish Labour Code, referring to their current workplaces. Women took maternity leaves and returned to the same work position after using childcare leaves more often than men. Men took leaves on demand more often than women. Our results also showed that in comparison to women working in smaller enterprises, those working in large enterprises were more likely to use almost all the analyzed WLB benefits - paid days off to take care of others, educational leaves, leaves on demand, maternity leaves and return to the same work position after childcare leave, reduction of business trips when pregnant or having young children and breastfeeding breaks. The size of enterprise, however, did not differentiate the take-up of benefits among the studied men. Our analysis brought unexpected results on the lack of common availability of the WLB benefits guaranteed by the law in the case of employees who worked on the basis of employment contracts. We also found that women used most of child rearing benefits guaranteed by the law more often than men, which might reflect still a traditional division of child care responsibilities in Poland. Med Pr 2017;68(5):575-581.

  4. Short hours, long hours: Hour levels and trends in the retail industry in the United States, Canada, and Mexico

    OpenAIRE

    Carré, Françoise; Tilly, Chris

    2012-01-01

    In settings where most workers have full-time schedules, hourly wages are appropriate primary indicators of job quality and worker outcomes. However, in sectors where full-time schedules do not dominate - primarily service-producing activities - total hours matter, in addition to hourly wages, for job quality and worker outcomes. In this paper we employ a sector-focused, comparative framework to further examine hours levels - measured as average weekly hours - and trends in Canada, the United...

  5. Conflict in Cyber Space

    DEFF Research Database (Denmark)

    Friis, Karsten; Ringsmose, Jens

    hostility from theoretical, political, strategic and legal perspectives. In doing so, and in contrast to current literature, cyber-security is analysed through a multidimensional lens, as opposed to being treated solely as a military or criminal issues, for example. The individual chapters map out...... the different scholarly and political positions associated with various key aspects of cyber conflict and seek to answer the following questions: do existing theories provide sufficient answers to the current challenges posed by conflict in cyberspace, and, if not, could alternative approaches be developed......?; how do states and non-state actors make use of cyber-weapons when pursuing strategic and political aims?; and, how does the advent of conflict in cyberspace challenge our established legal framework? By asking important strategic questions on the theoretical, strategic, ethical and legal implications...

  6. The NPD team conflict

    DEFF Research Database (Denmark)

    Ma, Zheng; Lin, Chih-Cheng; Tanev, Stoyan

    2012-01-01

    The complexities of new product development (NPD) teams present both opportunities and challenges to organizations. Very few researches have examined the combined effect of culture and geographical dispersion on teams. Especially, the role of distance still remains an open question. This paper...... elaborates on the role of culture diversity and geographical dispersion in NPD team conflict. A simulation is conducted where organizations may be regarded as complex systems to affect the team conflict with a variety of influences. The results firstly indicate that there are two dimensions of NPD team...... conflict: stable and unstable dimensions with four elements: task characteristics, group members’ relationship, cultural diversity and geographical dispersion; secondly, there are two phenomena whereby the geographical dispersion influences the NPD team interaction, and the influence between cultural...

  7. Education in conflict.

    Science.gov (United States)

    Smyth, I

    1999-11-01

    The provision of education is affected in many different ways by political and civil unrest and armed conflict. During armed conflict, the lack of adequate financial support for the maintenance of school buildings, supplies and teacher's salaries becomes particularly acute. Other factors include the destruction of school buildings and other infrastructures in time of war, and the targeting of teachers by acts of violence. This paper explores the impact of conflict on the educational opportunities of men and women. Interventions to address the educational needs of children are also discussed. Among these programs are the Oxfam programs in Bhutan, Sri Lanka, Nicaragua, Bosnia, and Eritrea which have provided psychosocial support and human rights education to refugee and displaced women and children through the provision of educational material and by training teachers.

  8. Qualidade de vida no trabalho: controle e escondimento do mal-estar do trabalhador Quality of work life: control and concealment of worker discontent

    Directory of Open Access Journals (Sweden)

    José Newton Garcia de Araújo

    2009-11-01

    Full Text Available Este texto tenta fazer eco à desconstrução dos programas de QVT, na ótica do artigo da professora Valquíria Padilha. O ponto de partida são as considerações de Castoriadis (1997, relativas à 'racionalidade' do capitalismo que, fundada na conformidade entre meios e fins, não se interroga sobre a própria racionalidade desses fins, supostamente inquestionáveis. Relembra-se também aqui a atualidade das análises de Marx sobre o modo de produção capitalista e seu sistema de trocas, fundado na mais-valia e que faz da alienação a essência do trabalho. Tal modo de produção continua sendo uma fonte permanente de acidentes, doenças e mortes no trabalho, fazendo milhões de vítimas, anualmente, em todo o planeta. As relações entre capital e trabalho se traduzem em um conflito inconciliável, que os ideólogos da gestão de recursos humanos tentam, no entanto, 'desconhecer' ou ocultar. As sucessivas inovações tecnológicas estão orientadas, segundo Castoriadis, para a redução e posterior eliminação do homem, nos processos de produção, embora isso só seja parcialmente possível. Assim sendo, a 'racionalidade' da gestão dos recursos humanos deve recorrer a sucessivas estratégias de manipulação-sedução do trabalhador, através dos recorrentes modismos gerenciais, entre os quais se inserem os programas de QVT.This text tries to echo the deconstruction of the programs of Quality of work life (QWL, from the perspective of the article by Valkyrie Padilha. We start with Castoriadis' (1997 considerations on the 'rationality' of capitalism which, based on the conformity between means and ends, does not question itself about the very rationale of these supposedly unquestionable ends. It also highlights the currentness of Marx's analyses on the capitalist mode of production and its exchange system, based on surplus value and that turns alienation into the essence of work. This mode of production remains a constant source of

  9. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    NARCIS (Netherlands)

    Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S. van den; Smulders, P.G.W.; Taris, T.W.

    2012-01-01

    Study aim: We hypothesise that due to a lower quality of working life and higher job insecurity, the health and workrelated attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contra

  10. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    NARCIS (Netherlands)

    Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J. van den; Smulders, P.G.W.; Taris, T.W.

    2012-01-01

    We hypothesise that due to a lower quality of working life and higher job insecurity, the health and work-related attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contract, tempor

  11. Labour contracts in the European Union, 2000-2005: Differences among demographic groups and implications for the quality of working life and work satisfaction

    NARCIS (Netherlands)

    Wagenaar, A.F.; Taris, T.W.; Houtman, I.L.D.; Bossche, S. van den; Smulders, P.G.W.; Kompier, M.A.J.

    2012-01-01

    Current theorizing holds that organizations may be less motivated to offer good work circumstances to temporary workers because the latter do not constitute the core of the organization. This implies that their quality of working life and work satisfaction could be lower than that of permanent worke

  12. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    NARCIS (Netherlands)

    Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J. van den; Smulders, P.G.W.; Taris, T.W.

    2012-01-01

    We hypothesise that due to a lower quality of working life and higher job insecurity, the health and work-related attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contract,

  13. Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

    NARCIS (Netherlands)

    Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S. van den; Smulders, P.G.W.; Taris, T.W.

    2012-01-01

    Study aim: We hypothesise that due to a lower quality of working life and higher job insecurity, the health and workrelated attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent

  14. Labour contracts in the European Union, 2000-2005: Differences among demographic groups and implications for the quality of working life and work satisfaction

    NARCIS (Netherlands)

    Wagenaar, A.F.; Taris, T.W.; Houtman, I.L.D.; Bossche, S. van den; Smulders, P.G.W.; Kompier, M.A.J.

    2012-01-01

    Current theorizing holds that organizations may be less motivated to offer good work circumstances to temporary workers because the latter do not constitute the core of the organization. This implies that their quality of working life and work satisfaction could be lower than that of permanent worke

  15. Gender Equality. Strategies from the Second Transition Programme. Working Document. Transition of Young People from Education to Adult and Working Life.

    Science.gov (United States)

    Smith, Janet

    This report focuses on the particular problems faced by girls and young women during the transition from school to adult and working life. It begins with a brief description of what these special problems are. Chapters 2-5 analyze different responses by pilot projects in Europe to these problems. Because their actions were normally an integral…

  16. How Do You Take Time? Work-Life Balance Policies versus Neoliberal, Social and Cultural Incentive Mechanisms in Icelandic Higher Education

    Science.gov (United States)

    Smidt, Thomas Brorsen; Pétursdóttir, Gyða Margrét; Einarsdóttir, Þorgerður

    2017-01-01

    It is suggested that the realization of work-life balance policies at the University of Iceland is compromised by an emphasis on neoliberal notions of growth and performance measurements in the form of new public management strategies. This is sustained by overt and covert incentive mechanisms, which in turn create a range of different gendered…

  17. Compelled to Be Connected: An Ethnographic Exploration of Organizational Culture, Work-Life Balance, and the Use of Mobile Workplace Technologies

    Science.gov (United States)

    Thomas, Kristopher J.

    2013-01-01

    This study is an ethnographic exploration of organizational culture, work-life balance, and the use of information and communication technology ("ICT") in the work and home settings. The researcher was embedded for nine weeks within the Information Technology ("IT") department at the corporate headquarters of a mid-sized…

  18. The experience of work-life balance across family-life stages in Switzerland: a cross-sectional questionnaire-based study.

    Science.gov (United States)

    Wepfer, Ariane G; Brauchli, Rebecca; Jenny, Gregor J; Hämmig, Oliver; Bauer, Georg F

    2015-12-24

    The division of paid and unpaid labor in families continues to be highly gendered with men doing more paid work and women doing more unpaid care work. This is especially true for life stages with young children. Our study investigates the subjective experience of demands in the work and the private domain and the experience of work-life balance across family-life stages as a consequence of this gendered division of labor. We used data from a survey study on work-life issues and health in four large companies in Switzerland (N = 3664). In line with our hypotheses, subjective work and private demands were predicted by an interaction of family-life stages and gender. Specifically, during the primary child-rearing family-life stages, women experience more private demands than men while men experience more work demands, regardless of level of employment. Furthermore, women who work part time experience more work-life balance than women who work full time and more than men who work part or full time during the primary child-rearing family-life stages. Results are discussed in terms of a gendered work-life experience across the life course and the need for part-time work for both genders. Finally, conclusions are drawn concerning our results' implications for public health considerations.

  19. Examining the Transition to a Four-Day School Week and Investigating Post-Change Faculty/Staff Work-Life Balance: A Community College Case Study

    Science.gov (United States)

    Cardinale, Nelly

    2013-01-01

    This single descriptive embedded case study examined the process of implementing a four-day work/school week at a community college and investigated post-change faculty/staff work-life balance. All of the students attending this college live at home. The change was implemented due to state funding shortfalls, increasing college utility expenses…

  20. Busyness around the Business : a cross-national comparative research of the work-life balance of self-employed workers

    NARCIS (Netherlands)

    S.M. Annink (Anne)

    2017-01-01

    markdownabstractWorkers increasingly struggle to combine work and other responsibilities. Self-employment might be a strategy to achieve greater autonomy and work-life balance in comparison to wage employment. However, autonomy does not always offset the responsibilities and uncertainties that come

  1. Compelled to Be Connected: An Ethnographic Exploration of Organizational Culture, Work-Life Balance, and the Use of Mobile Workplace Technologies

    Science.gov (United States)

    Thomas, Kristopher J.

    2013-01-01

    This study is an ethnographic exploration of organizational culture, work-life balance, and the use of information and communication technology ("ICT") in the work and home settings. The researcher was embedded for nine weeks within the Information Technology ("IT") department at the corporate headquarters of a mid-sized…

  2. Examining the Transition to a Four-Day School Week and Investigating Post-Change Faculty/Staff Work-Life Balance: A Community College Case Study

    Science.gov (United States)

    Cardinale, Nelly

    2013-01-01

    This single descriptive embedded case study examined the process of implementing a four-day work/school week at a community college and investigated post-change faculty/staff work-life balance. All of the students attending this college live at home. The change was implemented due to state funding shortfalls, increasing college utility expenses…

  3. Coordinating everyday life in the Netherlands: a holistic quantitative approach to the analysis of ICT-related and other work-life balance strategies.

    NARCIS (Netherlands)

    Hubers, C.G.T.M.; Schwanen, T.; Dijst, M.J.

    2011-01-01

    Due to women’s increased participation in the labour force, more and more family-households are now juggling paid labour and care-giving in space and time and do so in many different ways. Much research and policy about how households try to establish a satisfactory work-life balance singles out par

  4. Quality of working life and workload in home help services: a review of the literature and a proposal for a research model.

    NARCIS (Netherlands)

    Arts, S.E.J.; Kerkstra, A.; Zee, J. van der; Huyer Abu-Saad, H.

    2001-01-01

    In this literature review, several models for quality of working life and workload appropriate for home help services are presented. The aim was to develop a model for assessing the psychological and physical outcomes of working in home help services. Although the models described in this review in

  5. Spillover of interpersonal conflicts from work into nonwork: A daily diary study.

    Science.gov (United States)

    Martinez-Corts, Inés; Demerouti, Evangelia; Bakker, Arnold B; Boz, Marina

    2015-07-01

    [Correction Notice: An Erratum for this article was reported in Vol 20(3) of Journal of Occupational Health Psychology (see record 2015-15847-001). There was a misspelling in the figures. The legends for Figure 1 and Figure 2 should read "High Daily Resilience".] This study among a heterogeneous sample of employees expands the Job-Demands (JD-R) theory by examining how interpersonal conflicts at work-task and relationship conflict-spillover into the nonwork domain on a daily basis. We hypothesized that daily personal resources can buffer the daily negative spillover of interpersonal conflicts from work into the nonwork domain. A total of 113 employees (n = 565 occasions) filled in a daily diary questionnaire in the evening before bedtime over 5 consecutive working days. Results of multilevel analysis showed that the presence of daily personal resources is essential to buffer the spillover of interpersonal conflict at work to the nonwork domain. Specifically, on days that employees were not very optimistic or resilient, interpersonal conflicts resulted in higher strain-based work-life conflict experiences. These findings contribute to the JD-R theory and show how the unfavorable effects of daily interpersonal conflicts in the work domain may be avoided in the nonwork domain through enhancing personal resources. We discuss the implications for theory and practice. (PsycINFO Database Record

  6. Determination of the Relationship between the Quality of Working Life and Tendency for Continuing Education in the Nurses working in Selected Hospitals of Isfahan Medical University

    Directory of Open Access Journals (Sweden)

    Maryam Javidmoghadam

    2016-07-01

    Full Text Available In the past, the main role of nurses was providing care and comfort during nursing duties. However, today due to the changes in the health-related systems, more emphasis is put on the health promotion, disease prevention, and paying attention to the patient as a whole and considering all of his aspects (holistic care. Therefore, in the current societies, the nurses play a more varied roles and professional responsibilities which are expanding in line with the changes in society. The working life quality is among the important and effective factors on the nurses' productivity. Also, regarding the high sensitivity of the health-care fields which are directly related to the human life, their education, knowledge, and working ability for better performing the duties is vital. The current study aimed at evaluation and investigation of the working life quality on the tendency to continue education in the nurses working in Isfahan Medical University. the current study is of descriptive - cross sectional bivariate correlation type conducted on 123 nurses working in four departments as internal medicine, surgery, emergency and intensive care in five hospitals as Al-Zahra, Amin, Ayatollah Kashani, Noor, and Ali Asghar (pbuh, which were under supervision of Isfahan Medical University. The data collection instrument was a questionnaire including the demographic information, working life quality, job satisfaction, and tendency to continue education. For data analysis, In addition to the descriptive statistical indicators (mean and standard deviation, the Chi Square test was also used for qualitative variables as well as paired sample t-test for comparison between the means of the two groups. All the analysis were performed in SPSS with the significance level 0.05.there is significant relationship between the nurses' education and their working life quality however there were no relationships between the years in service and marital status with people working

  7. Kate Chopin's View on Death and Freedom in "The Story of an Hour"

    Science.gov (United States)

    Wan, Xuemei

    2009-01-01

    "The Story of an Hour," written by the American woman writer, Kate Chopin (1851-1904) fully shows us the tremendous conflict between life and death among those women who had the more self-awareness, the less social living space according to the established social norms 100 years ago in a dramatic way. The heroine's strong desire for…

  8. [Types of conflicts and conflict management among Hungarian healthcare workers].

    Science.gov (United States)

    Csupor, Éva; Kuna, Ágnes; Pintér, Judit Nóra; Kaló, Zsuzsa; Csabai, Márta

    2017-04-01

    Efficient communication, conflict management and cooperation are the key factors of a successful patient care. This study is part of an international comparative research. The aim of this study is to unfold conflicts among healthcare workers. 73 healthcare workers were interviewed using a standardized interview protocol. The in-person interviews used the critical incident method. 30 interviews (15 doctors, 15 nurses) were analysed with the Atlas.ti 7 content analysis software. The sources, types, effects of conflicts and conflict management strategies were investigated. The content analysis unfolded the specificities of conflicts in healthcare based on personal experiences. Organizational hierarchy was a substantial source of conflict, especially among physicians, which originates from implicit rules. As a result of the avoiding conflict management the conflicts remain partly unresolved which has negative individual and group effect. Our conceptual framework helps to develop a proper intervention specific to healthcare. Orv. Hetil., 2017, 158(16), 625-632.

  9. The relationship between quality of work life and location of cross-training among obstetric nurses in urban northeastern Ontario, Canada: A population-based cross sectional study.

    Science.gov (United States)

    Nowrouzi, Behdin; Lightfoot, Nancy; Carter, Lorraine; Larivière, Michel; Rukholm, Ellen; Schinke, Robert; Belanger-Gardner, Diane

    2015-01-01

    The purpose of this mixed methods study was to examine the quality of work life of registered nurses working in obstetrics at 4 hospitals in northeastern Ontario and explore demographic and occupational factors related to nurses' quality of work life (QWL). A stratified random sample of registered nurses (N = 111) selected from the 138 eligible registered nurses (80.4%) of staff in the labor, delivery, recovery, and postpartum areas at the 4 hospitals participated. Logistic regression analyses were used to consider QWL in relation to the following: 1) demographic factors, and 2) stress, employment status and educational attainment. In the logistic regression model, the odds of a higher quality of work life for nurses who were cross trained (nurses who can work across all areas of obstetrical care) were estimated to be 3.82 (odds ratio = 3.82, 95% confidence interval: 1.01-14.5) times the odds of a higher quality of work life for nurses who were not cross trained. This study highlights a relationship between quality of work life and associated factors including location of cross-training among obstetrical nurses in northeastern Ontario. These findings are supported by the qualitative interviews that examine in depth their relationship to QWL. Given the limited number of employment opportunities in the rural and remote regions, it is paramount that employers and employees work closely together in creating positive environments that promote nurses' QWL. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  10. Do Family Responsibilities and a Clinical Versus Research Faculty Position Affect Satisfaction with Career and Work-Life Balance for Medical School Faculty?

    Science.gov (United States)

    Beckett, Laurel; Nettiksimmons, Jasmine; Howell, Lydia Pleotis; Villablanca, Amparo C

    2015-06-01

    Balancing career and family obligations poses challenges to medical school faculty and contributes to dissatisfaction and attrition from academics. We examined the relationship between family setting and responsibilities, rank, and career and work-life satisfaction for faculty in a large U.S. medical school. Baseline faculty surveys were analyzed from the first year of a 4-year National Institutes of Health-funded study to evaluate awareness, knowledge, attitudes, and use of family friendly policies and career satisfaction. The study focus was on the impact of family responsibilities and characteristics of the faculty position (rank, clinical vs. nonclinical, and academic series) in multivariate comparisons between primary predictors and outcomes of interest. Both clinical and family responsibilities for children under 18 play a major and interacting role in satisfaction with career and work-life balance. Clinical faculty respondents without children at home reported significantly greater career satisfaction and better work-life balance than their nonclinical counterparts. Nonclinical faculty respondents with children reported greater satisfaction and better balance than counterparts without family responsibilities. However, the advantage in career satisfaction and work-life balance for clinical faculty respondents disappeared for those with responsibility for young children. No gender-based differences were noted in the results or across faculty rank for respondents; however, for women, reaching associate professor resulted in greater career satisfaction. This study suggests that both work-related factors and family responsibilities influence satisfaction with career and work-life balance, but the predictors appear to interact in complex and nuanced ways. Further research is needed to delineate more clearly these interactions and to explore other factors that may play important additional roles.

  11. Qualidade de vida no trabalho e saúde/doença Quality working life and health/illness

    Directory of Open Access Journals (Sweden)

    Francisco Antônio de Castro Lacaz

    2000-01-01

    Full Text Available A partir da discussão das noções que assumiu a Qualidade de Vida no Trabalho (QVT, priorizou-se a que valoriza as mudanças na organização do trabalho, a participação dos trabalhadores, conforme o Programa Internacional para o Melhoramento das Condições e dos Ambientes de Trabalho (PIACT, da Organização Internacional do Trabalho (OIT, 1976. Diante da escolha, são apontados os limites da QVT na nossa realidade, em que a democracia nos locais de trabalho é ainda frágil. Ao lado disso, vis à vis o taylorismo/fordismo, discute-se as mudanças na organização do processo de trabalho que acompanham a QVT na reestruturação produtiva, apontando para a necessidade de pensar-se indicadores epidemiológicos que expressem as relações saúde/doença e as novas formas de gestão, divisão e organização da produção, representadas pelas doenças relacionadas ao trabalho, cujo nexo com ele têm causalidade mais complexa.Using as starting point the discussion of many concepts of the term Quality Working Life (QWL is assumed the idea of priority to changes in working organization and worker's participation, like pointed out the International Program on Bettering Working Conditions and Labor Environment, proposed by International Labor Organization (ILO, in 1976. Are pointed the limits of QWL in a reality like the Brazilian, where democracy in working places is still so fragile. Besides, vis-à-vis Taylorism/ Fordism, are discussed the changes in the organization of working process that occur in the QWL within the process of job redesign, pointing the necessity to think about epidemiological indicators that show the relationships health/ illness and the new ways of management and organization of the productive process, represented by the working related diseases, whose nexus with working process has a more complex causality.

  12. 24-Hour Relativistic Bit Commitment

    Science.gov (United States)

    Verbanis, Ephanielle; Martin, Anthony; Houlmann, Raphaël; Boso, Gianluca; Bussières, Félix; Zbinden, Hugo

    2016-09-01

    Bit commitment is a fundamental cryptographic primitive in which a party wishes to commit a secret bit to another party. Perfect security between mistrustful parties is unfortunately impossible to achieve through the asynchronous exchange of classical and quantum messages. Perfect security can nonetheless be achieved if each party splits into two agents exchanging classical information at times and locations satisfying strict relativistic constraints. A relativistic multiround protocol to achieve this was previously proposed and used to implement a 2-millisecond commitment time. Much longer durations were initially thought to be insecure, but recent theoretical progress showed that this is not so. In this Letter, we report on the implementation of a 24-hour bit commitment solely based on timed high-speed optical communication and fast data processing, with all agents located within the city of Geneva. This duration is more than 6 orders of magnitude longer than before, and we argue that it could be extended to one year and allow much more flexibility on the locations of the agents. Our implementation offers a practical and viable solution for use in applications such as digital signatures, secure voting and honesty-preserving auctions.

  13. Islamophobia, Conflict and Citizenship

    Science.gov (United States)

    Inman, Sally; Mc Cormack, Pip; Walker, Sarah

    2012-01-01

    This article discusses some preliminary findings of the English part of a European Commission Fundamental Rights and Citizenship funded project "Children's Voices" (2011-2013) concerned with exploring and understanding children and young people's experiences of interethnic conflict and violence in primary and secondary schools. This is a…

  14. Conflict exposure and competitiveness

    NARCIS (Netherlands)

    Cecchi, Francesco; Leuveld, Koen; Voors, Maarten

    2016-01-01

    We use data from a street football tournament and a series of lab-in-field experiments in postconflict Sierra Leone to examine the impact of exposure to conflict violence on competitive behavior. We find that football players who experienced more intense exposure to violence are more likely to get a

  15. Disengaging from Conflict Cycles

    Science.gov (United States)

    Long, Nicholas J.

    2014-01-01

    Youth in pain often show self-defeating and destructive patterns of behavior which should be seen as calls for help and positive support. Instead, deep-seated brain programs and cultural beliefs about discipline can trigger angry or avoidant behavior by adults who deal with these young people. This brief introduction to the Conflict Cycle…

  16. Conflict exposure and competitiveness

    NARCIS (Netherlands)

    Cecchi, Francesco; Leuveld, Koen; Voors, Maarten

    2016-01-01

    We use data from a street football tournament and a series of lab-in-field experiments in postconflict Sierra Leone to examine the impact of exposure to conflict violence on competitive behavior. We find that football players who experienced more intense exposure to violence are more likely to get a

  17. Conflict Resolution Unit.

    Science.gov (United States)

    Busselle, Tish

    This 7-day unit, intended for use with secondary students, contains a statement of rationale and objectives, lesson plans, class assignments, teacher and student bibliographies, and suggestions for instructional materials on conflict resolution between individuals, groups, and nations. Among the six objectives listed for the unit are: 1) explain…

  18. Spousal Conflicts of Interest

    Science.gov (United States)

    Lewis, Shana R.

    2005-01-01

    Romantic relationships bud and sometimes bloom in the school district workplace. When those relationships involve a sitting member of a school board or an administrator with responsibility for managing other employees, questions about a conflict of interest will be raised. Most states have laws prohibiting a public official from taking official…

  19. Conflicts in interpretation

    NARCIS (Netherlands)

    Bouma, G.; Hendriks, P.; Hoop, H. de; Krämer, I.; Swart, Henriëtte de; Zwarts, J.

    2007-01-01

    The leading hypothesis of this paper is that interpretation is a process of constraint satisfaction, conflict resolution, and optimization, along the lines of Optimality Theory. Support for this view is drawn from very different domains, and based on both experimental and theoretical research. We di

  20. Interpretation as conflict resolution

    NARCIS (Netherlands)

    Swart, Henriëtte de; Zwart, J.

    Semantic interpretation is not a simple process. When we want to know what a given sentence means, more is needed than just a simple ‘adding up’ of the meanings of the component words. Not only can the words in a sentence interact and conflict with each other, but also with the linguistic and