Nathalie Georges; Dominique Méda; Danièle Trancart
Over the past several years, many studies have highlighted the strategic nature of working hours, the way they are determined, their regularity and their predictability to judge the qualities of a job and how family life and work life are reconciled. Our results confirm those obtained by previous studies and clarify them, while also showing that both the working hours of the persons questioned and those of their spouse constitute a central variable. We will first review the results from the a...
Sarah Holly; Alwine Mohnen
To examine the influence of working hours on employees' satisfaction, this article uses a large, representative set of panel data from German households (GSOEP). The results show that high working hours and overtime in general do not lead to decreased satisfaction. Rather, increasing working hours and overtime have positive effects on life and job satisfaction, whereas the desire to reduce working hours has a negative impact on satisfaction. In 2009, nearly 60% of employees wanted to reduce t...
This study helps integrate the work-life and work hours literatures by examining competing predictions about the relationship between work-life conflict and the desire for paid work. Using data from the 1997 National Study of the Changing Workforce (N = 2,178), I find that work-life conflict makes women want to decrease the number of hours they…
McNamara, Maria; Bohle, Philip; Quinlan, Michael
Precarious or temporary work is associated with adverse outcomes including low control over working hours, work-life conflict and stress. The rise in precarious employment is most marked in the service sector but little research has been done on its health effects in this sector. This study compares permanent and temporary workers in the hotel industry, where working hours are highly variable. Survey data from 150 workers from eight 3-Star hotels in urban and regional areas around Sydney were analyzed. Forty-five per cent were male and 52 per cent were female. Fifty four per cent were permanent full-time and 46 per cent were temporary workers. The effects of employment status on perceived job security, control over working hours, and work-life conflict are investigated using PLS-Graph 3.0. The effects of control over working hours, on work-life conflict and subsequent health outcomes are also explored. Temporary workers perceived themselves as less in control of their working hours, than permanent workers (β = .27). However, they also reported lower levels of work intensity (β = .25) and working hours (β = .38). The effects of low hours control (β = .20), work intensity (β = .29), and excessive hours (β = .39) on work-life conflict (r² = .50), and subsequent health effects (r² = .30), are illustrated in the final structural equation model. Copyright © 2010 Elsevier Ltd and The Ergonomics Society. All rights reserved.
The purpose of this paper is to investigate the nature of Dutch approach to achieving Work Life Balance (WLB) and to draw policy implications for Japan. It is argued that flexibility of working hours and flexibility offered at one's working place are essential elements of WLB. In this respect, the Netherlands has attained relatively advanced policies and practices. For instance, workers in the Netherlands enjoy a strong degree of flexibility in terms of working hours, a system that strives to...
Bohle, Philip; Willaby, Harold; Quinlan, Michael; McNamara, Maria
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. Copyright © 2010 Elsevier Ltd and The Ergonomics Society. All rights reserved.
Bohle, Philip; Quinlan, Michael; Kennedy, David; Williamson, Ann
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. 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. 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. 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.
Hill, E Jeffrey; Erickson, Jenet Jacob; Holmes, Erin K; Ferris, Maria
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.
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
Matilla-Santander, Nuria; Lidón-Moyano, Cristina; González-Marrón, Adrián; Bunch, Kailey; Martín-Sánchez, Juan Carlos; Martínez-Sánchez, José M
To describe the satisfaction with working hours and satisfaction with work-life balance and their association in the European Union (EU-28). This is a cross-sectional study based on data from the Flash Eurobarometer 398 among workers of the EU-28 from 2014 (n=13,683). We calculated percentages and their 95% confidence intervals (95%CI). We also applied a multi-level generalised linear model using the Poisson family, to calculate the adjusted prevalence ratios (aPR) of satisfaction with work-life balance based on working hours. All analyses were stratified by individual, employment and welfare regime country classification. The satisfaction with working hours and work-life balance was 80.62% and 74.48%, respectively, and was significantly higher among women. The highest percentages of satisfaction were found in the Nordic welfare regime countries (90.2% and 85.3%, respectively). There was a statistically significant association between satisfaction with working hours and work-life balance (aPR: 2.63; 95%CI: 2.28-3.04), and the magnitude of the association differed in individual, employment and welfare regime country classifications. The main reasons declared for dissatisfaction were "excessive working hours" (48.7%), "shift work" (27.9%), and "inability to influence the work schedule" (28.3%). Differences were observed according to sex and type of welfare regime. The differences found in the association between satisfaction with work-life balance and working hours according to sociodemographic characteristics and welfare regime show that there are inequalities in the working conditions in the EU countries. Copyright © 2017 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.
大洞, 公平; 田畑, 顕
This paper studies the role played by the social norms of working hours in a household labor- leisure and fertility decision model. We suppose that social norms enforce workers not to deviate from the ideal level of working hours, which depends on past and current observations of working hours in workplaces. We show that the social norms lead to multiple equilibria: one with long working hours and a low fertility rate and another with short working hours and a high fertility rate. Our results...
Karhula, Kati; Puttonen, Sampsa; Ropponen, Annina; Koskinen, Aki; Ojajärvi, Anneli; Kivimäki, Mika; Härmä, Mikko
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 (work (OR 1.44, 95% CI 1.31-1.58) were associated with work-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
Burke, Ronald J.
Defines the concept "quality of working life," why interest in this has increased, and why guidance counselors and students should understand it. Quality of working life means more than job satisfaction or flexible working hours. It helps guidance teachers understand attitudes and expectations of students embarking on their first job.…
The subject of this thesis is Work-Life Balance - the reconciliation of professional and personal lives. The primary objective of this work is to analyze employee satisfaction in achieving a balance between the professional and personal life and to develop recommendations for employer on that basis. The theoretical portion of this work defines the issues surrounding Work-Life Balance and tools that employees can use to harmonize the two with an analysis of applications in the Czech Republic a...
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...
Gay Renouf has opted for a work/life balance; with a chemistry degree she joined the Saskatchewan Research Council out of graduate school in 1986. She first worked on understanding surfactants in emulsions and then dealt more with petroleum engineering issues like pipeline specifications. She is looking at waterfloods in heavy and medium gravity pools and has discovered factors helping to produce heavy oil waterfloods. But all Renouf's life is not devoted to her work: she has been working part-time, spending her free time being a parent, training for marathons and being a running coach. Renouf believes that her passion for running is consistent with her work as a scientist.
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
Andersen, Hans H. K.; Westerling, Allan
, medical professionals and food processing workers. Several of the studies included pointed at life style behavior, well-being, fatigue and dys-functional sleep patterns as mediating factors while none of the studies had looked at work-family life interaction. The panel study is based on a randomized......A recent systematic literature review by Wagstaff and Sigstad Lie (2011) of shift and night work and long working hours found that those involved might have a higher risk of being involved in occupational accidents especially within safety critical occupations like long-distance lorry drivers...... sample (n=1600) of people born in 1968, living in Denmark in 2003. The panel has participated in two waves of data collection. One in 2003, collected via Computer Assisted Telephone Interviews, and one in 2014, based on a web-based survey. The study shows that significant more people are working more...
Karhula, Kati; Koskinen, Aki; Ojajärvi, Anneli; Ropponen, Annina; Puttonen, Sampsa; Kivimäki, Mika; Härmä, Mikko
To investigate whether changes in objective working hour characteristics are associated with parallel changes in work-life conflict (WLC) among hospital employees. Survey responses from three waves of the Finnish Public Sector study (2008, 2012 and 2015) were combined with payroll data from 91 days preceding the surveys (n=2 482, 93% women). Time-dependent fixed effects regression models adjusted for marital status, number of children and stressfulness of the life situation were used to investigate whether changes in working hour characteristics were associated with parallel change in WLC. The working hour characteristics were dichotomised with cut-points in less than or greater than 10% or less than or greater than25% occurrence) and WLC to frequent versus seldom/none. Change in proportion of evening and night shifts and weekend work was significantly associated with parallel change in WLC (adjusted OR 2.19, 95% CI 1.62 to 2.96; OR 1.71, 95% CI 1.21 to 2.44; OR 1.63, 95% CI 1.194 to 2.22, respectively). Similarly, increase or decrease in proportion of quick returns (adjusted OR 1.45, 95% CI 1.10 to 1.89) and long work weeks (adjusted OR 1.26, 95% CI 1.04 to 1.52) was associated with parallel increase or decrease in WLC. Single days off and very long work weeks showed no association with WLC. Changes in unsocial working hour characteristics, especially in connection with evening shifts, are consistently associated with parallel changes in WLC. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.
Messing, Karen; Tissot, France; Couture, Vanessa; Bernstein, Stephanie
Increasingly, work schedules in retail sales are generated by software that takes into account variations in predicted sales. The resulting variable and unpredictable schedules require employees to be available, unpaid, over extended periods. At the request of a union, we studied schedule preferences in a retail chain in Québec using observations, interviews, and questionnaires. Shift start times had varied on average by four hours over the previous week; 83 percent had worked at least one day the previous weekend. Difficulties with work/life balance were associated with schedules and, among women, with family responsibilities. Most workers wanted: more advance notice; early shifts; regular schedules; two days off in sequence; and weekends off. Choices varied, so software could be adapted to take preferences into account. Also, employers could give better advance notice and establish systems for shift exchanges. Governments could limit store hours and schedule variability while prolonging the minimum sequential duration of leave per week.
Eijnatten, van F.M.; Vos, J.P.; Eijnatten, van F.M.
This conceptual contribution resembles the central theme of the 2002 SUSTAIN meeting and is about tautologies of Work Life Balance. It will be argued, that in Open-Systems Thinking the tautological character of work and non-work is obscured because the system and its environment are defined in an
This paper analyses gender-specific differences in working time mismatches by using three different measures for representing satisfaction and work life balance. Results show that, while male satisfaction with life or work is in general not affected by working for more or less hours, over-time is found to significantly lower male work life balance. Women are more sensitive to the amount of working hours as they prefer part-time employment and they are dissatisfied with changes ...
Sandqvist, Gunnel; Hesselstrand, Roger; Scheja, Agneta; Håkansson, Carita
To explore how individuals with SSc manage their work life. We conducted four focus group interviews, which included 17 patients currently working at least 20 h per week. The interviews were recorded and transcribed verbatim. The transcribed texts were analysed according to thematic content analysis. Relevant statements that generated preliminary categories were identified, after which themes and underlying subthemes were generated. The participants perceived their work role as being important, giving them a structure in everyday life and a sense of being useful members of society. Work and private life were interacting, and different adjustments had been developed to create a satisfactory balance of activities in daily life. Three themes emerged: adjustment of work situation, adapting to own resources and disclosing limitations. Reduced working hours, flexibility in the workplace concerning time schedule, room and tasks were all valuable adjustments, and were dependent on the employer, fellow workers as well as the individual's attitude towards informing employer and colleagues about his/her limitations. The participants had simplified and rationalized a lot of household chores and pointed to the importance of prioritizing meaningful activities, as well as the necessity of having time for rest and recovery. Reduced working hours, work flexibility and prioritizing meaningful activities and recovery were important factors in order to manage work life. Intervention, including problem-solving techniques and re-designing of activities in daily life, could be useful to coach individuals towards finding a balance in their work life.
Over the last six decades work-life balance emerged as an important human resource management aspect for employers. Globally, a wide gamut of work-life balance facilities is being provided by a large number of organisations. The recent economic downturn has witnessed a sudden interruption in the spread and growth of work-life balance facilities at the organisational level. This paper presents the key recessionary reasons which have negatively influenced employee work-life balance. Further, im...
Mattock, Sarah L
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.
Williams, Joan C; Berdahl, Jennifer L; Vandello, Joseph A
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.
Jacobsen, Stine; Bramming, Pia; Holt, Helle
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...... of the perspectives are applied at the same time in the same study. Our results show that while the perspectives share a common interest in solving the problems of the overlapping working life (OWL), they do so with different methods and criteria for success, and offer different solutions. We propose the concept “OWL...... 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...
Hvid, Helge Søndergaard; Bergholm, Tapio; Gonäs, Lena
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...... in the Nordic countries, and this research has always been involved in the development of the Nordic welfare societies in which the development of work has been one important factor. In this article working life research is presented in its historical contexts, emphasizing the welfare challenges to which...... 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...
Working life occupies a considerable part of life for most people and is therefore of great importance to public health. Besides work environment factors, employment conditions and the possibilty to balance work and leisure are of importance to individual health. Working environment conditions and the health of individuals are also important issues for the development and growth of organizations and regions. Health in working life is therefore a special target in several European and Swedish ...
Bossche, S. van den; Dhondt, S.; Genabeek, J. van; Goudswaard, A.; Hooftman, W.; Houtman, I.; Klein Hesselink, J.; Korte, E. de; Kraan, K.; Oeij, P.; Pot, F.; Smulders, P.G.W.; Vaas, F.; Wevers, C.; Willems, D.
The nature of work is changing, not only in the Netherlands but throughout Europe. There is a growing demand for different types of products and services. These demands are influenced by technological developments and innovations, but also by globalization, which indicates the integration of
Buch, Anders; Andersen, Vibeke; Klemsdal, Lars
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......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...
Beile, Judith; Jahnz, Sebastian
Um die Frage zu beantworten, welche Maßnahmen einer Work-Life-Balance von Unternehmen im einzelnen umgesetzt werden, berichten die Autoren aus einschlägigen Studien der Hertie-Stiftung, des Instituts der deutschen Wirtschaft und einer eigenen Unternehmensbefragung. Sie skizzieren zunächst die Ziele, Chancen und Risiken von Work-Life-Balance als Personal- und Führungskonzept sowie als Wettbewerbsstrategie. Sie erörtern ferner die Frage, ob durch die Implementation von Work-Life-Balance bestehe...
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...
Jan Ch. Karlsson
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 (...
Work-Life-Balance und Frauenbiographien. - In: Bildungs- und Karrierewege von Frauen / Anne Schlüter (Hrsg.). - Opladen : Budrich, 2006. - S. 17-32. - (Reihe: Frauen- und Geschlechterforschung in der Erziehungswissenschaft ; 2)
Evans, Lois; Young, Greg
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.
Full Text Available This paper presents Australian and international research on work-life interaction. We review the work-life policies and practices that are likely to have the greatest impact on work-life outcomes, specifically reducing the negative impact of work on other life domains (work-life interference, and enhancing the positive effect (work-life facilitation. The review addresses four policy areas common in work-life studies of the general workforce: employee-centered flexible work practices; working hours (e.g. access to part-time work; paid and unpaid leave (e.g. parental leave; and access to childcare. It then considers the work-life literature related to two specific industries – the Australian public sector, and health and social services – to identify work-life issues and practices specific to each industry. We then conclude with a general discussion of challenges associated with the policy-practice gap, focusing particularly on work intensification and the role of organisational culture as the catalyst for policy uptake and effectiveness.
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.
This chapter provides an overview of the relative roles played by time and money in debates around work-life balance. It shows how time trumps money in dominant understandings of what ‘work-life’ means and in what parts of our lives are presumed to be in need of balance. Working ‘too many’ hours is seen to be the major challenge for achieving a work-life balance. This is an incomplete account. It is largely about the work-lives of the middle classes and it neglects the priorities of working c...
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.
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 specific condition for engaging in lifelong learning. The aim of the study was to examine how an unskilled work-life presents certain conditions for the formation, maintenance and transformation of a learner identity, enabling workers to position themselves as educable subjects and engage in formal...
Harvey, A; Durrance, D; Couger, G
Changes in the American workforce have intensified the need for veterinary medical education regarding staff relations and work-life balance. A 20-hour, one-week elective course was offered to junior veterinary students in order to provide a forum for lecture and discussion covering topics such as team building, conflict resolution, stress management, and work-life balance. Instructors are master's level counselors.
Jamieson, Lynn; Morton, Sarah
In Summer 2004, CRFR held an international conference to explore work-life balance across the lifecourse. This briefing outlines some of the main issues from the conference, explores what we might learn from international comparisons, and makes recommendations for policy and for further research.
Selvarani; Kamalanabhan; Sakthivel Rani
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 b...
Seston, Elizabeth; Hassell, Karen
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.
Janine Chapman; Natalie Skinner
This paper presents Australian and international research on work-life interaction. We review the work-life policies and practices that are likely to have the greatest impact on work-life outcomes, specifically reducing the negative impact of work on other life domains (work-life interference), and enhancing the positive effect (work-life facilitation). The review addresses four policy areas common in work-life studies of the general workforce: employee-centered flexible work practices; worki...
Bragard, I; Dupuis, G; Razavi, D; Reynaert, C; Etienne, A-M
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.
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
Richert-Kaźmierska, Anita; Stankiewicz, Katarzyna
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.
Work-life balance means something different for each faculty member, but the overarching goal is to create a welcoming and supportive environment for all faculty members so they can succeed and are not required to make unacceptable choices between family and career. Retention of a talented faculty workforce is not just a matter of good start-up packages and opportunities for professional development, but also programs and policies that allow faculty members the flexibility to manage family an...
Brooks, Beth A; Anderson, Mary Ann
As the largest single employee component of hospitals, nurses are critical to the functioning of the organization, and improving employee productivity continues to be a common theme in the health care literature. However, any increased productivity will be transitory if achieved at the expense of the quality of nurses' work life (QNWL), since improvement in the QNWL is prerequisite to improved productivity. The conceptual components of the concept of QNWL that differentiate QNWL from the concept job satisfaction are explored.
Dulk, Laura den; Peper, Bram
In this paper, we examine working parent’s use of work-life policies in three financial sector organizations in the Netherlands. We analyse the barriers and support regarding the actual take up of work-life policies by working parents and to what extent this in turn influence their experienced work-life balance. We collected survey data in three Dutch financial sector organizations: one public sector organization and two private firms. All three differ considerably regarding their organizatio...
Mily Velayudhan, T. K., Dr.; Yameni, M. D.
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.
Cherniack, Martin; Henning, Rob; Merchant, James A.; Punnett, Laura; Sorensen, Glorian R.; Wagner, Gregory
The National Institute for Occupational Safety and Health (NIOSH) WorkLife Initiative (WLI) [http://www.cdc.gov/niosh/worklife] seeks to promote workplace programs, policies, and practices that result in healthier, more productive employees through a focus simultaneously on disease prevention, health promotion, and accommodations to age, family, and life stage. The Initiative incorporates the Institute’s foundational commitment to workplaces free of recognized hazards into broader consideration of the factors that affect worker health and wellbeing. Workplace hazards, such as physical demands, chemical exposures, and work organization, often interact with non-work factors such as family demands and health behaviors to increase health and safety risks. New workplace interventions being tested by the first three NIOSH WLI Centers of WorkLife Excellence are exploring innovative models for employee health programs to reduce the human, social, and economic costs of compromised health and quality of life. Many parties in industry, labor, and government share the goals of improving employee health while controlling health care costs. NIOSH convened a workshop in 2008 with representatives of the three Centers of Excellence to develop a comprehensive, long-range strategy for advancing the WorkLife Initiative. The recommendations below fall into three areas: practice, research, and policy. Responding to these recommendations would permit the WorkLife Center system to establish a new infrastructure for workplace prevention programs by compiling and disseminating the innovative practices being developed and tested at the Centers, and elsewhere. The WLI would also extend the customary scope of NIOSH by engaging with multiple NIH Institutes that are already generating research-to-practice programs involving the working-age population, in areas such as chronic disease prevention and management. Research to Practice (r2p) is a concept focused on the translation of research
Soo, Chin Hock
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...
Chittenden, Eva H; Ritchie, Christine S
Balancing the personal and the professional is an ongoing struggle for most professionals, and palliative care clinicians are no exception. A sustained lack of balance can lead to feelings of frustration, inadequacy, and guilt. Palliative care physicians may find this balance particularly difficult due to the nature of their work: caring for patients and families who are often suffering and in crisis. In this article, we describe challenges to work-life balancing and strategies that may promote balance, including "timeshifting," goal setting, cognitive reframing, and self-care. We argue that the search for balance is a lifelong endeavor that entails self-reflection and continuing examination of one's values and goals.
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...... for individual interviews and informal talks with employees. The interviews and conversations were based on a critical hermeneutic approach. The analysis of observations and interviews constituted a knowledge base as the project went in to the last phase: action research workshops. In the workshops findings from...
L. den Dulk (Laura); A. Peper (Bram)
textabstractIn this paper, we examine working parent’s use of work-life policies in three financial sector organizations in the Netherlands. We analyse the barriers and support regarding the actual take up of work-life policies by working parents and to what extent this in turn influence their
Working hours The aim of this thesis that I set was a comprehensive analysis of the working hours issue. The main purpose was to summarize this area of labor law while taking into account the Labour Code amendment which came into force on 1st January 2012. The changes in the related legal terms were also included into this thesis because of the mentioned changes. The thesis is composed of three chapters. Chapter One deals briefly with history of Labour Law and regulatory development. Author`s...
Ryo Yamada; Miyuki Yoshida
In recent years, developed countries are increasing their focus on policies that improve the balance between work and life. Japan established a "work-life balance" charter at the end of 2007; the Japanese government, workers, and employers have agreed to collaborate in the belief that creating a society that balances work and life for all generations is desirable. Behind the trend is the fact that long working hours are a big reason for Japan's falling birthrate, which has threatened the sust...
Larsen, Trine Pernille
forms of numerical flexibility, income support and active labour market and educational policy. Indeed, flexicurity studies often neglect other forms of flexibility and security, which appears crucial for individual employees, mainly women's, work/life balance, although Wilthagen and colleagues stress......., 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...... balance literature, this paper argues that inadequate workplace policies and in particular insufficient child- and elder care services often account for employees' work/life balance problems and in some instances force them to reduce their weekly working hours, seek new employment or prevent them from...
Hvid, Helge; Hasle, Peter
A discussion of the perspectives in a working life policy with development of both a humane working life and productivity.......A discussion of the perspectives in a working life policy with development of both a humane working life and productivity....
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...
The influence of work-life balance on employees' commitment among bankers in Accra, ... balanced their work and family roles better than their married counterparts. ... There was a weak positive relationship between work-life balance and ...
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...
As exemplified by the long working hours, it is well known that the working style of Japanese workers makes it difficult to harmonize work and personal life. On the basis of the current situation, the purpose of this study is to clarify the challenges—particularly in corporate-level and workplace-level—seen while aiming to achieve a work-life balance for employees in Japan. In the study, we compared the working situation, workers' perceptions of their working style, and workplace performance ...
Ishak Siti Intan Diyana
Full Text Available Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, tourism, service sector, manufacturing, banking sector and other. Quality of work life it about work environment, reward, organizational commitment, recognition, participative management, work life balance, welfare facilities, proper grievances handling, job satisfaction and other. High quality of work life can give a result in better organizational performance, effectiveness and innovativeness. Quality of work life also affects the social responsibility. This is because quality of work life can improves the family life as well as work life of the individual. This paper focuses and analyse the literature review on the quality of teacher work life.justified.
Ishak Siti Intan Diyana; Abd Razak Nordin; Hussin H.; Fhiri @ Daud Nur Suriaty; Ishak Aida Shakila
Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, tourism, service sector, manufacturing, banking sector and other. Quality of work life it about work environment, reward, organizational commitment, recognition, participative management, work life balance, welfare facilities, proper grievances handling, job satisfaction and other. High quality of work life can give a result in better organizational performanc...
Work-life balance, job satisfaction and turnover intention amongst ... Employee turnover has signifi cant costs and negative consequences for ... However, no interaction effect was observed between overall work-life balance and job ...
Wilk, Kelly E.
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.
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.
M.Comm. (Business Management) Changes in the corporate landscape and an increase in female participation rates in corporate workforces necessitate a better understanding of female career paths and how organisations can accommodate them better. The purpose of this study is to identify the most appropriate work-life balance benefits organisations can offer to female employees to assist them in achieving greater work-life balance. The study further aims to identify learning and development op...
Hvid, Helge; Hasle, Peter
A study of a large number of company cases with focus on development of both production and working life. A number of management oriented concepts as well as employee oriented concepts for development are analysed.......A study of a large number of company cases with focus on development of both production and working life. A number of management oriented concepts as well as employee oriented concepts for development are analysed....
Alice Coulter; Hartley Dean
'Work-life balance' generally refers to how people may combine paid employment with family responsibilities. The UK government's attempts to promote work-life balance are connected to wider concerns to maximise labour-force participation and include policies on tax credits, child care and employment rights. Employers favour work-life balance if it promotes the flexibility of labour supply and enables them to retain valued staff. There are concerns about the extent to which work-life balance p...
Judy De Villiers; Elize Kotze
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 ...
Moradi, Tayebeh; Maghaminejad, Farzaneh; Azizi-Fini, Ismail
Nurses as the largest group of health care providers should enjoy a satisfactory quality of working life to be able to provide quality care to their patients. Therefore, attention should be paid to the nurses' working life. This study aimed to investigate the quality of nurses' working life in Kashans' hospitals during 2012. This cross-sectional study was conducted on 200 nurses during 2012. The data-gathering instrument consisted of two parts. The first part consisted of questions on demographic information and the second part was the Walton's quality of work life questionnaire. Data were analyzed using the SPSS software. For statistical analysis T test and one way ANOVA were used. The results of the study showed that 60% of nurses reported that they had moderate level of quality of working life while 37.1% and 2% had undesirable and good quality of working life, respectively. Nurses with associate degrees reported a better quality of working life than others. A significant relationship was found between variables such as education level, work experience, and type of hospital with quality of working life score (P quality of working life score of nurses with employment status (P = 0.061), salary (P = 0.052), age, gender and marital status (P > 0.05). Nurses' quality of work life was at the moderate level. As quality of work life has an important impact on attracting and retaining employees, it is necessary to pay more attention to the nurses' quality of work life and its affecting factors.
Kahnweiler, William M.
Although the scholarly and popular literature on work-life has grown tremendously in the past several decades, and as more and more individuals and organizations grapple with work-life issues, it appears that HRD's involvement in work-life has been modest. It is hoped that this article will serve as a catalyst for discussion and debate among HRD…
Carlstrom, Aaron H.; Hughey, Kenneth F.
The current article builds on "Living the Good (Work) Life: Implications of General Values for Work Values" (Carlstrom, 2011) by presenting ways to address work values in career advising. The following questions are addressed in the current article: When should students explore work values in career advising? What career development and…
HARIWIBOWO, HERWINDO; ROSALINDA, IRMA; KHAIR, ADE SHABRINA
Motivation work temporary teachers are needed in education. With a high work motivation is expected teachers will have quality in transferring knowledge to learners. One study to measure work motivation is related to quality of work life. This study aims whether there is influence of quality of work life on the motivation of teachers work honorary. Researcher used scale quantitative methods psychology. Researcher used adapted instrument, namely Motivation Teacher Work and Quality of Work Life...
Jørgensen, Christian Helms
While working life in the Nordic countries generally has a high quality, the question examined in this chapter is how accessible working life is for young people. The chapter examines how upper secondary vocational education (VET) is connected to working life and how it supports young peoples......’ transitions to the labour market in Norway, Denmark and Sweden. The examination includes a conceptual discussion of the links between education and working life in comparative research on VET and transition systems. It explores how the VET systems match the educational demand of young people with the skills...... requirements in working life. In addition, it examines young peoples’ transitions to working life in two selected industries, health care and construction. Also, three new, innovative institutions to mediate between VET and working life are investigat-ed....
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...... 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...... their jobs have developed and how they have obtained the skills required in their jobs. I have thus examined the specific work life experiences of people working in unskilled jobs, most likely to be marginalised in a labour marked characterised by skill bias, and how these experiences constitutes a certain...
Niharika Doble; M.V. Supriya
This paper addresses work-life balance across genders. Both men and women reported experiencing work life imbalance. Organisational efforts at providing a supportive work environment are appreciated as they goes a long way towards enhancing worklife balance. In the post liberalisation context, Indian organisations are trying to enable work life balance through initiatives including flex times, part time work, provision of child care facilities. These initiatives are quite similar to those tha...
Spencer, Byron G.
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
MEHTA, Dr. PALLAVI; KUNDNANI, NEERA
The literature review on Work Life Balance has been done with a view keeping in mind the momentum with which the concept has become pervasive due to changing work-life style and with major aim to bring an insight into various forces surrounding it which hinders its equilibrium and solutions to overcome thisdisequilibrium. The current synthetic review helps in identifying the effects of organization support, work-family conflict, workplace stress and personality on work-life equilibrium. In th...
Moradi, Tayebeh; Maghaminejad, Farzaneh; Azizi-Fini, Ismail
Background: Nurses as the largest group of health care providers should enjoy a satisfactory quality of working life to be able to provide quality care to their patients. Therefore, attention should be paid to the nurses’ working life. Objectives: This study aimed to investigate the quality of nurses' working life in Kashans' hospitals during 2012. Materials and Methods: This cross-sectional study was conducted on 200 nurses during 2012. The data-gathering instrument consisted of two parts. T...
Evaluating Work - Life Balance in the Department of Defense Erin A. Moeser Defense Equal Opportunity Management Institute (DEOMI) Kizzy M. Parks...for service members’ family lives may increase satisfaction with work - life balance . Examples of family-friendly organizational policies include...1,500 active duty military personnel were surveyed on the value of work / life balance initiates. More specifically, this study assessed respondents
; Culture Work-Life Balance Special Programs Students and Postdocs Benefits and Perks Hiring Process Life at -Life Balance Careers Work-Life Balance People in park Your life is not just work We understand your healthy, multidimensional lifestyle and achieve a personal balance between home, work, and community life
Thompson, Cynthia A.
In an exercise to raise business students' awareness of work-family/work-life dilemmas, students undertake small-group discussions and role playing of employees' and managers' concerns. The objective is to demonstrate that employees' and organizations' needs are not necessarily opposed and that working together to resolve work-life conflicts can…
Krishnan, P; Penning, M; Kurian, L
This paper attempts to construct some working life tables (WLTs) for females in Canada, 1971. Attention is directed to methodological problems in female WLT construction, a suggested methodology, and loss due to mortality. The working life expectancy (WLE), which refers to the average number of years that a person is likely to spend in the labor force during his/her lifetime, reveals the extent of his/her contribution to the national economy. Although working life tables have been prepared for Canadian males, no attempt has been made previously to develop a WLT for the Canadian females. In some countries, such as Canada, the long census questionnaire collects additional pieces of information on labor force participation (LFP), even though the coverage is only on a part (but sizable) of the population. It is suggested that the information on "weeks worked" (Canadian Census wording) can be used to smooth out the bimodality problem in the female LFP. If a working woman works for an entire year, i.e., 52 weeks inclusive of paid holidays and vacation, she is said to contribute 1 woman year of working (or economically active) life to the economy. On the basis of this concept of a woman year of working life, all females who are working full time, part time, and not working can be considered in regard to their respective contributions of working lives to the national economy. An age limit is not indicated in the definition. The number of hours worked per day cumulated for the year and scaled down to the base of 1 woman year of working life would make the analysis more realistic. If the census data on weeks worked are tabulated by single years of age, or age groups for the female population, the average number of weeks worked specific for the various age categories can be computed. Those who are unemployed are taken as contributing zero weeks worked in the computation of the mean. Then the age specific participation rate is obtained as the percent of the average number of
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…
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…
Solutions for finding a satisfactory balance between home life and work lie in the organisation of work and the work environment. Line managers in particular have a key role to play in helping their staff maintain this balance.
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?
Visser, Miranda; Mills, Melinda; Heyse, Liesbet; Wittek, Rafael; Bollettino, Vincenzo
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
Turner, Niall; O'Mahony, Paul; Hill, Michelle; Fanning, Felicity; Larkin, Conall; Waddington, John; O'Callaghan, Eadbhard; Clarke, Mary
Conducting research on the work outcomes of first episode psychosis (FEP) samples may extend our understanding of the factors associated with the work outcome of people with schizophrenia and other psychotic illnesses. To conduct a detailed study of the work outcome of an FEP sample. Members of a FEP cohort, who had completed a 12-year clinical outcome assessment, were invited to participate in an adjunctive work outcome study. Engagement in paid and non-paid work was first established and the relationship with potentially influential baseline characteristics investigated. Subsequently the influence of work outcome to participants' level of quality of life, mental health, recovery, and social inclusion were examined. Among the 38 participants the mean percentage of time spent in work was 62% of which 50% was in paid work and 12% was in non-paid work. Being employed at inception was the only independent predictor of the duration of the follow-up period spent in work. Relationships between work outcome and all measures of wellbeing were found. The paid and non-paid work attained by people affected by a psychotic illness played an important role in the extent of their wellbeing, recovery, and social inclusion.
'The origin of the formula work-life balance (WLB) can be seen in at least three social contexts: the increasing labour market participation of women, demographic changes and corporate interests in flexible labour. WLB seems to be attractive for all stakeholders, despite the resulting tensions between corporate driven flexibility and the need for individual balancing and self-organisation. It reflects changes in the sphere of paid labour on the one hand and the increasing demand for individua...
Zavala, María Olga Quintana; Klijn, Tatiana Maria Paravic
This article deals with aspects that are related to work, quality of life, and its relationship with the nursing staff within the Mexican context. Professionals in health areas present alterations that are commonly overlooked and barely dealt with, especially when the person is a woman and, the care they give to patients, families, and/or friends, or community members, precede their own self care. In the case of institutions or work areas, even when the job provides human beings with several benefits, it usually lacks the proper conditions to perform the job, carries negatives aspects or pathological conditions, all which can relate to poor levels of Quality of Life at Work. Members of the nursing team need to perform their work in the best possible conditions in order to maintain their physical and mental health.
Albertsen, Karen; Garde, Anne Helene; Nabe-Nielsen, Kirsten
PURPOSE: 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. METHODS: A quasi-experimental interventio...... 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....
The purpose of this analysis was to study multivariate relations between the mobility experiences of immigrant workers and their present work attitudes and behavior. The review of existïng research evidence, of the intricate mobility structure and of wark attitudes and behavior found in the data,
H.D. Pruijt (Hans)
textabstractAn examination of the deep structure of the discourse on the organization of work shows that the most successful texts share a common structure: they construct an ideal model in which performance and quality go hand in hand. They provide explanations for the self-constructed gap between
Vagharseyyedin, Seyyed Abolfazl; Vanaki, Zohreh; Mohammadi, Eesa
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.
Lunau, Thorsten; Bambra, Clare; Eikemo, Terje A; van der Wel, Kjetil A; Dragano, Nico
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.
Sianturi, Elisabet Damayanti
121301107 Work-life balance merupakan suatu keadaan dimana individu merasa terikat dan puas terhadap kehidupan pekerjaan dan kehidupan keluarganya. Salah satu faktor yang mempengaruhi work-life balance adalah organizational support (dukungan organisasi). Dalam hal ini, dukungan organisasi sangat penting karena ketersediaan dukungan terhadap karyawan dalam menjalankan perannya di tempat kerja dan keluarga akan membuat karyawan merasa bahwa organisasi memperhatikan kesejaht...
... the work and home domains and psychological health (Geurts, Rutte & Peeters 1999); WHI mediates ... research of work-life balance differences in different socio-demographic groups. ..... For the current study, the Cronbach alpha coefficient.
Fesslová, Tereza Anežka
This bachelor thesis is focused on the importance of work-life balance, which means balance between work and life. The aim of this thesis is to find out current status of satisfaction with work-life balance for students of universities. In the theoretical part is explained the concept of work-life balance and another concepts related to this topic. The focus is drawn on four individual parts of human life, where people must be able to allocate their time. The practical part is devoted to char...
Full Text Available This paper addresses work-life balance across genders. Both menand women reported experiencing work life imbalance. Organisationalefforts at providing a supportive work environment areappreciated as they goes a long way towards enhancing worklifebalance. In the post liberalisation context, Indian organisationsare trying to enable work life balance through initiatives includingflex times, part time work, provision of child care facilities.These initiatives are quite similar to those that are providedin other countries. No doubt, this is a promising trend. Yet, therespondents in this sample have reported their inability to balancework and home. In the light of this observation, the papersuggests the need to improve work life balance practices to enableemployees to balance their lives. This will ensure a congenialwork place for employees and make work more meaningfulto them.
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...
Understanding who you are in terms of your values, skills, passions and motivations will help you to make the most of your abilities and improve your work-life balance. This article sets out steps to achieve this.
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.
Nørreslet, L B; Ebbehøj, N E; Bonde, J P Ellekilde
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...
Sharmini Gopinathan; Murali Raman
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’...
Livi Pangemanan, Friane; Johnly Pio, Riane; Tumbel, Tinneke M
The purpose of this study is to examine the influence of work-life balance and burnout on job satisfaction of the employees in PT. Jasa Raharja (Persero) Branch of Sulawesi Utara. Data were collected from questionnaires completed by 32 participants and analysed using multiple regression analysis. The findings reveal that work-life balance had a positive and significant impact to job satisfaction. Further, burnout had a negative impact to job satisfaction but the result was insignificant. Thi...
Zhang, Qin; Lan, Ya-Jia; Chen, Hong-Mei
To assess occupational stress and quality of working life (QWL) and their association in workers with different jobs. The Occupational Stress Inventory Revised Edition (OSI-R) and Quality of Working Life Scale (QWL7-32) were administered to 194 workers in the Liaohe Oilfield. The association between occupational stress and quality of working life was analysed by controlling job types and other confounding variables. Office workers had significantly lower scores in occupational role questionnaire (ORQ) and personal strain questionnaire (PSQ) and higher scores in personal resources questionnaire (PRQ) and QWL than physical laborers (P<0.05). The PSQ scores were positively correlated with the ORQ scores and negatively correlated with the PRQ scores. The QWL scores were negatively correlated with the ORQ and PSQ scores, and positively correlated with the PRQ scores (P<0.001). The QWL scores changed with job types. The QWL scores declined with the increase of stress levels (P<0.01). ORQ, role boundary (RB), role insufficiency (RI), physical environment (PE), PSQ, vocational strain (VS), interpersonal strain (IS) and PRQ had a significant impact on quality of working life (P<0.01). Occupational stress is associated with quality of working life. Quality of working life can be improved through control of occupational stress.
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.
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.
Kimberly Fisher; Richard Layte
This paper examines how time diaries facilitate the study of work-life balance. We first compare aggregate time spent in paid work, unpaid work, attending to personal needs, and free time across seven countries using the Multinational Time Use Study. We then measure the overlap of work with other activities in two ways. First, we map the timing of episodes of work over the day, and overlay these maps onto maps of leisure time. A social group can be said to have a work-life balance if their pe...
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
Hsu, Ming-Yi; Kernohan, George
This paper is a report of a study describing the quality of working life of nurses in Taiwan. The purpose of the study was to gather data on which to base a questionnaire to be used in further research. Nurses often complain of overwork and underpay. Problems persist with nurses' job satisfaction, stress, organizational commitment and intent to leave. 'Quality of working life' is a system of analysing how people experience work: it relates to job satisfaction, intent to leave, turnover rate, personality and work stress. However, reliable information on hospital nurses' quality of working life is limited. A descriptive study was carried out with a convenience sample. A total of 16 focus groups in one medical centre and five regional hospitals informed a quality of working life framework. Each group had three to five participants who were Registered Nurses in medical or surgical wards with at least 2 years' nursing experience, and who held a position below assistant nurse manager. The data were collected in 2000. A total of 56 nurses' quality of working life categories were identified and fitted into six dimensions: socio-economic relevance, demography, organizational aspects, work aspects, human relation aspects and self-actualization. In this paper, we focus on issues emphasized by focus group participants. These were managing shift work within the demands of family life; accommodation; support resources; and nurses' clinical ladder system and salary system. Further research is needed with other groups of nurses in a wider variety of settings in order to examine strengths and weaknesses in the total healthcare work environment and to develop appropriate strategies for nurses' quality of working life.
Today the features of the workers and changes in newly founded working areas bring about new demands in the physical appearance of body and dressing. From this point of view, this article will focus on the changing appearances of body in working life. It will be attempted to relate consumption and fashion with the physical appearance of body in working life and employment application period. The reasons why specifically the bodies who work for service sector are rendered as distintive and ...
Ford, J; Collinson, D L
Work-life balance debates continue to proliferate but give relatively little critical attention to managerial workers. This article draws on research into the experiences of managers in a local government organization revealing an intricate, multifaceted and heterogeneous picture of fragmentation, conflicting demands, pressures and anxieties. The study highlights the importance of paid work for public sector managers; the concomitant difficulties in controlling working hours for those in mana...
Brummelhuis, L.L. ten; Lippe, T. van der
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,
Roč. 44, č. 3 (2012), s. 385-401 ISSN 0049-1225 Institutional support: RVO:68378025 Keywords : Job Satisfaction * Quality of Working Life * Work Satisfaction Subject RIV: AO - Sociology, Demography Impact factor: 0.240, year: 2012 http://www.sav.sk/journals/uploads/06251222Vinopal%203-2012.pdf
Yeo, Roland K.; Li, Jessica
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…
Hantrais , Linda; Ackers , Peter
Abstract The article presents evidence from interviews in France, Spain and Poland to explore how individual actors make choices about their work-life balance. It shows that choice is a complex, contingent, and relative concept, which is both facilitated and obstructed by public policies and working regulations. Despite differences in national and sub-national policy contexts, ...
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...... on the working conditions within the practice of Knowledge Management, and the organizing of the knowledge work. The overall objective is to analyse the possibilities for knowledge-intensive companies to integrate working environment management and ensure improved working conditions. The methodology employed...
Work-life balance is a very actual subject for every companies and every employees. France and Canada might seems to be similar in some point but the culture of each country influence employee’s vision. Whereas new technologies are more and more present, employees have to manage their personal use and their professional use. The different theories about values such as Maslow’s one and Inglehart’s one can partly explain some differences of perception. In order to improve employee’s work-life b...
Nick Bloom; Tobias Kretschmer; John Van Reenen
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...
Raja, Siva; Stein, Sharon L
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.
his study is devoted to the balance between work and life the Eastern European migrants manage to obtain. Work and life balance is considered as one of the core factors for the quality of life of the individual. Processes of migration and integration of migrants make the attainment of the work-life balance even more complicated and involve more resources. In this work the work and personal life balance of migrants is being analysed from the following perspectives: occupation, f...
Gropper, Aaron; Gartke, Kathleen; MacLaren, Monika
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.
Ma, Li; Yin, Jie-lin
This study examined the relation between work and life orientation and work interfere with personal life or personal life interfere with work of employees in China. Cluster analysis results showed that there are four profiles of orientation: work orientation, life orientation, integration and disengagement orientation. There are significant differences in work interfere personal life and personal life interfere work between different profiles.
Nabong, Tristán; Trønnes, Hannah
The purpose of this study is to identify the relationship among work-life balance, work-life enrichment, and work-life conflict by looking into the status, condition, and experiences of management consultants in Norway. The need to develop methods to achieve an optimal balance between employees’ productivity, work habits and personal life has sparked numerous studies investigating work-life balance in recent years. Because very few previous studies have dealt with work-life balance in the man...
Fereday, Jennifer; Oster, Candice
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.
Organizational changes are carried-out to increase organizational performance. Nevertheless, and most importantly, they entail changes to an employee’s work experience. Organizational changes have consequences at an individual and organizational level, due to their common increase in work demands, concerns and feelings of uncertainty about one’s work life. Due to the increased permeability of the frontier between work and personal life, these consequences of organizational changes in turn hav...
Brummelhuis, L.L. ten; Lippe, T. van der
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, employees with a partner, and employees with a partner and children. Using a sample of 482 employees at 24 organizations, the results showed that the organization’s work-family culture improved work perf...
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. ...
Takiya, Seema; Archbold, Jennifer; Berge, Zane
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…
Flores, Noelia; Jenaro, Cristina; Orgaz, M. Begona; Martin, M. Victoria
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…
Dulk, Laura den; Ruijter, Judith de
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
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…
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…
Charles, Nickie; Harris, Chris
This paper explores the ways in which the work-life balance choices made by heterosexual couples differ in different generations, how such choices are gendered, and the extent to which 'individualization' provides an adequate conceptualization of the effects of social change on heterosexual couples. It argues that processes of individualization need to be seen in the context of changing social institutions, and that it is the de-institutionalization of 'the family' and the life course that is leading to a de-gendering of work-life balance choices. The paper draws on findings from a restudy of the family and social change and a study of the gender dimensions of job insecurity both of which were carried out in the same geographical location. The studies provide evidence of generational change in work-life balance choices and increasing occupational differentiation between heterosexual partners. This leads to a situation where increasingly choices are made which blur gendered boundaries and which has been made possible by a process of de-institutionalization of the male breadwinner family. Our findings support the contention that processes of individualization are more apparent amongst younger than older generations and that, because of changes external to the family, there is more negotiation and pragmatism amongst younger generations about work-life choices.
Moe, Carl Erik; Rye, Stale Angen
The article discusses blended learning and how various delivery formats affect the way learning is situated in work-life practices. The authors approached this issue through an empirical study of an in-service training programme for middle-level managers in a number of case organisations. The programme used a combination of e-learning, textbooks…
Al-Zboon, Eman K.; Al_Dababneh, Khuloud A. H.; Ahmad, Jamal
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…
Been, Wike M.; van der Lippe, Tanja; den Dulk, Laura; Das Dores Horta Guerreiro, Maria; Kanjuo Mrčela, Aleksandra; Niemistö, Charlotta
Top managers—defined as CEOs, CFOs and members of boards of directors—decide to what degree their organization offers employees work-life arrangements. This study focuses on the conditions under which they support such arrangements. A factorial survey of 202 top managers in five European countries
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.
Bajaj, Anureet K
Graduating surgeons are constantly told to be "available, affable, and able." Frequently, the need to put patients first can result in an imbalance between work and life. Ultimately, the consequence of work/life imbalance is burnout, which can manifest itself in atypical behavior toward patients, colleagues, and family. It is imperative that all surgeons learn to take care of themselves and develop a better integration of work and life.
Increasing demands on academic work have resulted in many academics working long hours and expressing dissatisfaction with their working life. These concerns have led to a number of faculties and universities adopting workload allocation models to improve satisfaction and better manage workloads. This paper reports on a study which examined the…
Qvist, Hans-Peter; Munk, Martin David
This article examines the individual economic returns to volunteering during different stages of working life. 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 2004 to 2012....... Applying a two-way fixed effects regression model that controls for both period-specific and individual-specific effects, the article finds that for labour market entrants and for people in the early stages of their working life, an additional year of volunteer work experience yields a significant positive...... return. However, the economic returns to volunteer work experience decrease as a function of professional labour market experience. For people with more than six years of professional labour market experience, the economic returns to volunteer work experience are insignificant. On these grounds...
Collewet, Marion; Sauermann, Jan
This paper studies the link between working hours and productivity using daily information on working hours and performance of a sample of call centre agents. We exploit variation in the number of hours worked by the same employee across days and weeks due to central scheduling, enabling us to estimate the effect of working hours on productivity. We find that as the number of hours worked increases, the average handling time for a call increases, meaning that agents become less productive. Th...
Mahmoud Abubaker; Christopher Bagley
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 countr...
The aim of this Diploma Thesis is besides theoretical clarification of the concept of Work-life balance, in particular to show how much time people spend to their hobbies a families and on the contraty how much time they spend at work, and partly from a women's perspective and from the perspective of men. To fulfil these objectives, the synthesis was used, especially in the theoretical part. The other methods used in the Thesis were quantitative and qualitative research through questionnaire ...
Reece, Katherine T; Davis, Jane A; Polatajko, Helene J
Work-life balance has become a topic of increasing interest in the media as well as a concern among working Canadians. Since print media discourse can both reflect and shape societal values, cultural norms and ideals of workers in this country, it is important to understand this representation and its potential influence on the occupational engagement and life transitions of Canadian workers. Articles from four major Canadian newspapers published between 2003 and 2005 were used as data sources to examine the media construction of "work-life balance". Thematic analysis of 100 articles was performed using a modified affinity diagramming process. Representations within the Canadian print media conveyed both themes pertaining to the perceived experiences of imbalance and balance, as well as, a process of life balance. Obtaining balance was portrayed as an ongoing process during which an individual negotiates and sacrifices in an attempt to achieve his or her ideal level of balance. Environmental expectations and individual practices and perceptions were conveyed as reasons for the success or derailment of balance. The representations of work-life balance found in the Canadian print media were predominantly of professionals, focused on the demands of work and family, and did not appear to be a broad representation of the multiple realities that all Canadians face.
Amabile, Teresa M; Kramer, Steven J
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.
Kinman, G; McDowall, A
This article reports on a symposium presented in EAWOP, 2009 that examined work-life balance issues in different occupational contexts. During a global recession where developing work-life balance policies may not be considered organizational priorities; we argue that the need for systematic research into work-life balance has never been greater. The findings of the four papers included in the symposium suggest that work-life balance initiatives that are firmly grounded in workplace context a...
Al-Junaid, S M; Hodges, S J; Petrie, A; Cunningham, S J
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).
With the very limited policy intervention, work-life balance (WLB) enhancing programs available at workplaces in the US are not as prevalent as those observed in most continental European countries. Nevertheless, starting in the late 80s, firms began to introduce WLB enhancing programs, mostly in terms of flexible schedules, as ways to help workers and improve firm performance. The availability of workplace flexibility, however, has been mostly limited to highly skilled workers. This paper sh...
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...
Glass, Valerie Q.
The AdvanceVT Faculty Work-Life Survey, distributed to all teaching and research faculty in January 2005, addressed, among other things, leadership issues at Virginia Tech. This report presents findings from tenured and tenure- track faculty members (N=816) about items on the questionnaire related to leadership including: aspirations of Virginia Tech faculty members towards leadership positions, their views about the possibility of maintaining a balance between leadership and other responsibi...
Nitzsche, Anika; Jung, Julia; Kowalski, Christoph; Pfaff, Holger
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.
Collewet, Marion; Sauermann, Jan
This paper studies the link between working hours and productivity using daily information on working hours and performance of a sample of call centre agents. We exploit variation in the number of hours worked by the same employee across days and weeks due to central scheduling, enabling us to
Weert, van J.C.M.; Dulmen, van A.M.; Spreeuwenberg, P.M.M.; Bensing, J.M.; Ribbe, M.W.
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
Pocock, Barbara; Skinner, Natalie; McMahon, Catherine; Pritchard, Suzanne
This monograph is the culmination of a three-year research program undertaken by the University of South Australia's Centre for Work+Life. It considers the barriers, support and benefit of vocational education and training (VET) for workers in the low-paid occupations (that is, those earning around $17 per hour). The research considered a wide…
Weert, J.C.M. van; Dulmen, A.M. van; Spreeuwenberg, P.; Bensing, J.M.; Ribbe, M.W.
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
Peters, P.; Dulk, L. den; Lippe, T. van der
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
Sulaiman, Nur Suffia; Choo, Wan Yuen; Mat Yassim, Abdul Rahim; Van Laar, Darren; Chinna, Karuthan; Majid, Hazreen Abdul
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. © 2015 APJPH.
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).
Meged, Jane Widtfeldt
and adding a critical perspective, we understand the guides’ agency, and how they craft scope, tasks and relations in order to sustain a positive self-image and a meaningful working life. Comparing certified guides’ job-crafting practices, we learn that guides are alike across the three countries......Certified guides are exemplary, well-educated, self-employed, casual labourers in a liberal and competitive job market. Applying grounded theory, this exploratory study builds on in-depth qualitative interviews with Danish, Italian and French certified guides. Informed by the theory of job crafting...
AdvanceVT’s 2008 Faculty Work/Life Survey showed that 59% of tenured and tenure-track faculty members at Virginia Tech believe it is difficult to have a personal life and earn tenure and 48% feel that their family responsibilities have slowed their career advancement. Female faculty members indicated that they have considered leaving the university in order to obtain better career opportunities for their spouse or partner (43%), as well as to achieve a better personal/professional balance (50...
Shanafelt, Tait D; West, Colin P; Poland, Gregory A; LaRusso, Nicolas F; Menaker, Ronald; Bahn, Rebecca S
Substantial evidence suggests that difficulty balancing their personal and professional life is a major contributor to physician distress. Limited evidence suggests that the mission and policies of health care organizations may relate to physician satisfaction. In this article, we describe principles to promote professional satisfaction and work-life integration developed by the Mayo Clinic department of medicine. These principles can be used to measure and align policies. It is hoped they will serve as a model that can be used by other health care organizations.
Lee, Ya-Wen; Dai, Yu-Tzu; Park, Chang-Gi; McCreary, Linda L
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.
Streu, Rachel; McGrath, Mary H; Gay, Ashley; Salem, Barbara; Abrahamse, Paul; Alderman, Amy K
Plastic surgery demographics are transforming, with a greater proportion of women and younger physicians who desire balance between their career and personal lives compared with previous generations. The authors' purpose was to describe the patterns and correlates of satisfaction with work-life balance among U.S. plastic surgeons. A self-administered survey was mailed to a random sample of American Society of Plastic Surgeons members (n = 708; 71 percent response rate). The primary outcome was satisfaction with work-life balance. Independent variables consisted of surgeon sociodemographic and professional characteristics. Logistic regression was used to evaluate correlates of satisfaction with work-life balance. Overall, over three-fourths of respondents were satisfied with their career; however, only half were satisfied with their time management between career and personal responsibilities. Factors independently associated with diminished satisfaction with work-life balance were being female (odds ratio = 0.63; 95 percent CI, 0.42 to 0.95), working more than 60 hours per week (versus work-life balance.
G.Suguna; C.Eugine Franco
At present every successful employee has to pass through the dilemma of work life balance in personal and professional life. For the sake of leading a successful life, people do not hesitate to give extra time for achieving the objectives of life. In the process of getting extra mileage in their professional life they have to make a lot of compromise and sometimes mental piece also gets distorted. We have 24 hours at our disposal to deal with and it is up to us how to schedule and plan the sa...
Wirtz, Anna; Nachreiner, Friedhelm; Rolfes, Katharina
Several attributes of the work schedule can increase the risk of occupational injuries and accidents, health impairments, and reduced social participation. Although previous studies mainly focused on the effects of shiftwork and long working hours on employee health and safety, there is little evidence of a potential negative impact of working Sundays on the incidence of occupational accidents, health impairments, and work-life balance. A representative sample of employed workers in 31 member and associated states of the European Union (n = 23,934) served as the database for a cross-sectional analysis. The sample was collected via face-to-face interviews in the year 2005. The association of the risks of occupational accidents, health impairments, and decreases in work-life balance with working Sundays was calculated using logistic regression models, controlling for potential confounders, such as shiftwork, workload, and demographic characteristics. The results indicated that working one or more Sundays/month was associated with increase both in the risk of reporting one or more health impairments (odds ratio [OR]: 1.17, 95% confidence interval [CI]: 1.06-1.29) and poorer work-life balance (OR: 1.15, 95% CI: 1.02-1.28). These effects remained after controlling for potentially confounding factors, such as other work schedule attributes, intensity of physical and mental workload, and individual characteristics. Furthermore, working Sundays was also related to increased risk of occupational accidents within the last year (OR: 1.34, 95% CI: 1.03-1.73). Controlling again for individual, workload, and working-time characteristics, a significant association with accident risk, however, remained only in work sectors with low a priori risk of occupational accidents (OR: 1.40, 95% CI: 1.02-1.91), although the increased risk could be observed for both medium and high a priori risk sectors working Sundays (without controlling for additional confounders). The results thus
Keeton, Kristie; Fenner, Dee E; Johnson, Timothy R B; Hayward, Rodney A
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%, Pwork-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, Pwork-life balance and burnout was having some control over schedule and hours worked (standardized beta 0.28, Pwork-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.
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......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...
Josep M. Blanch
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.
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. Copyright © 2012 Elsevier Inc. All rights reserved.
Consideration is given to the background behind the Radiochemical Centre's decision to introduce values of recommended working life (RWL) of 5, 10 or 15 years for the majority of its radiation sources. Criteria used in assessing RWL included toxicity, half-life and total initial activity of the nuclide, source construction, typical application environments, experience of safety in use and test performance data. The introduction of the concept of RWL has meant that users are becoming aware of the need for regular inspection and assessment of sources, but it is emphasized that the RWL does not constitute a guarantee of performance. It represents an effort by the Radiochemical Centre to ensure the proper use of its products. (U.K.)
Mosadeghrad, Ali Mohammad
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. 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. 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. 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.
Pedersen, Vivi Bach
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...
McGinnity, Frances; Calvert, Emma
Recent debates on time-use suggest that there is an inverse relationship between time poverty and income poverty (Aguiar and Hurst, 2007), with Hammermesh and Lee (2007) suggesting much time poverty is ?yuppie kvetch? or ?complaining?. Gershuny (2005) argues that busyness is the ?badge of honour?: being busy is now a positive, privileged position and it is high status people who work long hours and feel busy. Is this also true of work-life conflict? This paper explores the relationship betwee...
This paper presents survey-based evidence on the "fair" compensating wage differentials for insecurity of employment and lack of work-life balance (WLB). We present facts about individual perceptions of the desirable compensating differentials and then estimate the effects of working hours and wages on job satisfaction. The fair wage premiums for insecurity of employment and lack of WLB are both around 10% to 20%. The actual relative wages of nonstandard workers seem to be lower than those in...
Dr. Devendra S. Verma; Atul Kumar Doharey
Quality of work life is a policy to increase the strategies and focus is on the potential of these policies to influence employees. Quality of work life is useful for workers to use their potential to maximum extend. Quality of work life helps the employees to maintain work life balance with equal attention on their performance and commitment to work. Quality of work life helps to employees for their job satisfaction and work place environment. Quality of work life helps to the employees to ...
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.
Hämmig, O; Bauer, G F
Work-life conflict has been poorly studied as a cause of ill-health in occupational medicine. To study associations between physical and psychosocial working conditions, including work-life conflict on the one hand and general, physical and mental health outcomes on the other. Cross-sectional data were used from an employee survey among the workforces of four medium-sized and large companies in Switzerland. Physical work factors included five demands and exposures such as heavy loads, repetitive work and poor posture. Psychosocial factors included 14 demands and limited resources such as time pressure, overtime, monotonous work, job insecurity, low job autonomy, low social support and work-life conflict. Health outcomes studied were self-rated health, sickness absence, musculoskeletal disorders, sleep disorders, stress and burnout. There was a response rate of 49%; 2014 employees participated. All adverse working conditions were positively associated with several poor health outcomes in both men and women. After mutual adjustment for all work factors and additional covariates, only a few, mainly psychosocial work factors remained significant as risk factors for health. Work-life conflict, a largely neglected work-related psychosocial factor in occupational medicine, turned out to be the only factor that was significantly and strongly associated with all studied health outcomes and was consistently found to be the strongest or second strongest of all the studied risk factors. Even in an industrial work environment, psychosocial work factors, and particularly work-life conflict, play a key role and need to be taken into consideration in research and workplace health promotion.
Cohen, Deborah Shaw
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)
The relationship between the perception of Quality of Work life (QWL) and work effectiveness ... work life balance, group cohesiveness, motivation, communication, decision- making, conflict management, and organizational culture and ethics.
Shah, Shalaka Sharad
The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analys...
Mattessich, S; Shea, K; Whitaker-Worth, D
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.
T. S. Nanjundeswaraswamy
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.
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.
Antai, D; Oke, A; Braithwaite, P; Anthony, D S
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.
Working conditions, work life and quality of life of the temporary support staff ... and expectations of the temporary support staff with regard to their working ... conditions mainly as unpleasant, but that they adapted because of the team spirit.
Sundstrup, Emil; Hansen, Åse Marie; Mortensen, Erik Lykke
-regression analyses estimated the relative risk of register-based long-term sickness absence (LTSA) and disability pension with cumulative occupational mechanical exposures throughout working life. Analyses were censored for competing events and adjusted for multiple confounders. Results: During the follow-up period......Objectives: The aim of this study was to determine the prospective association of cumulative mechanical exposure during working life with health-related labor market outcomes. Methods: This prospective cohort study combines data from 5076 older workers (age 49-63 years) from the Copenhagen Aging...... from a JEM for ton-years (lifting 1000 kg each day in one year), lifting-years (lifting loads weighing ≥20 kg >10 times each day in one year), kneeling-years (kneeling for one hour each day in one year) and vibration-years (whole-body vibration for one hour each day in one year). Cox...
Lee, Wanhyung; Hong, Kwanyoung; Lim, Sung-Shil; Yoon, Jin-Ha
Many aging workers wish to continue working as long as they can for a better life in the future. However, symptoms of pain are a key obstacle in the continuation of work among older workers. The impact of pain on work is understudied. Thus, we investigated the relationship between pain characteristics (total site and severity) and aging workers' working life expectancy scale (WoLES) in Korea. We included 1,979 participants (1,175 men and 804 women) from a well-established survey of a nationally representative population: the Korean Longitudinal Study of Ageing. A self-questionnaire was used to assess pain characteristics and WoLES. Odds ratios (ORs) and 95% confidence intervals (CIs) for the lower-WoLES group were calculated using multiple logistic regression models. Compared with the absence of pain, ORs and 95% CIs of the lower-WoLES group were increased, as follows: 1 pain site, 1.75 (1.20-2.55); 2 pain sites, 1.99 (1.32-3.03); 3 or more pain sites, 2.28 (1.51-3.42); mild pain, 1.74 (1.32-2.61); moderate pain, 2.02 (1.28-3.22); and severe pain, 2.12 (1.46-3.08). The statistical trend was significant in both total sites and severity of pain (p<0.001). There was a significant association between WoLES and both total pain sites and severity of pain, even after adjusting for potential confounding factors.
Pedersen, Vivi Bach; Lewis, Suzan
The changing nature and demands of work raise concerns about how workers can find time for activities such as friendship and leisure, which are important for well-being. This article brings friendship into the work-life debate by exploring how individuals do friendship in a period characterised by time dilemmas, blurred work-life boundaries and increased employer- and employee-led flexible working. Interviews with employees selected according to their working time structures were supplemented...
Yolandi van der Berg
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.
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
DeFraine, William C; Williams, Wendy M; Ceci, Stephen J
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
de Jong, Merel; Tamminga, Sietske J; Frings-Dresen, Monique H W; de Boer, Angela G E M
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.
T. Alexandra Beauregard; Lesley C. Henry
The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case ma...
A debate within the hospitality industry currently centres around the question as to whether human resource policies are progressing and developing. In the context of work flexibility and work-life balance programmes, the question arises as to whether work flexibility is a mutual gains enterprise for employers and employees. The thesis extends the debate on the flexible firm to incorporate the work-life balance agenda. The extent of numerical and functional flexibility is correlated with the ...
Ashar, Arlinda; Harsanti, Intaglia
Kehadiran kaum wanita dalam dunia kerja memiliki manfaat yang besar dan diperlukan dalam dunia kerja. Kemajuan dan peningkatan kaum wanita yang sangat pesat di dunia kerja memang sudah bukan persoalan baru lagi. Semakin banyaknya tenaga kerja wanita yang bekerja, maka banyak pula wanita yang menjalani peran ganda yang dapat mengalami work family conflict dan quality of work life. Penelitian ini bertujuan untuk menguji hubungan antara work family conflict dengan quality of work life pada karya...
Kim, Young-Mee; Cho, Sung-Il
Employed workers often have family responsibilities such as childcare or homemaking. This dual burden may increase work-related health problems, particularly if there are conflicts between work and family responsibilities. This study assessed whether difficulty in work-life balance is associated with musculoskeletal disorders (MSD) among Korean employees. Data from the population-based Korean Working Conditions Survey of 2011, including 28,640 male and 21,392 female workers, were used. Men and women were analyzed separately to investigate gender differences. MSD were defined as pain in the back, neck, shoulder, or extremities during the past year. Self-assessed difficulty in work-life balance was defined as a work-life conflict (WLC). Adjustments for physical factors, as well as other occupational and socio-demographic variables, were made using multiple logistic regression analysis. Interaction terms including WLCs and key covariates were also incorporated. WLC was significantly associated with increased frequency of MSD in both men (OR: 1.49) and women (OR: 1.50). There were significant interaction effects between WLC and some key covariates (job stress for men and job stress, work hours, physical demand, and frequent overtime work for women). We suggest that having the flexibility to coordinate work and family life is important to prevent MSD among employees.
Munn, Sunny L.; Hornsby, Eunice Ellen
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…
Tower, Leslie E.; Dilks, Lisa M.
Work/life satisfaction policies are seen as key to recruiting, retaining, and advancing high quality faculty. This article explores the work/life policies prevalent at NSF ADVANCE institutions (PAID, Catalyst, and IT). We systematically review ADVANCE university websites (N = 124) and rank 9 categories of work/life policy including dual career…
In most of the industrialised world, the proportion of older and retired people in the population is continuously increasing. This will have budgetary implications for maintaining the welfare state, because the active working section of the population must fund the non-active and old population. Aim: The overall aim of this thesis was to obtain knowledge about older workers’ work and life situation in association with their planning and decision to retire from working life. Method: Th...
Ahmad Zahar, Nur Yuha Zulaikha
This research examines the important factors that play significant parts in the life of expatriates as they attempt to gain work-life balance. If reaching work-life balance is important for an employee, it is even far more important for expatriates as they face a lot of challenges living thousands of miles away from their family members and friends whom they always seek support from. Understanding the true meaning of work-life balance is essential as it mirrors how the expatriate’s performanc...
Ramos Romualdo; Brauchli Rebecca; Bauer Georg; Wehner Theo; Hämmig Oliver
OBJECTIVE 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. METHODS 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...
Lisson, Selene; Mee, Laura; Gilbert, Kristen
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.
Robertson, Sandy L; Robinson, Mark D; Reid, Alfred
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.
Reddy, N Krishna; Vranda, M N; Ahmed, Atiq; Nirmala, B P; Siddaramu, B
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. to study various factors which could lead to WFC and FWC among married women employees. 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. 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.
Collins, Mary Ellen
People who choose careers in advancement know they're not entering a 9-to-5, 40-hours-a-week profession. Staffers juggle personal lives with their commitment to stressful jobs that involve travel, long hours, weekend events, and deadlines. Work-life balance means different things to different people, but flexibility seems to be a priority for…
Sylvia Diana Purba
Full Text Available This research proposes to find out the influence of availability of career information on career satisfaction of career woman in Jakarta, Participants in this study are 199 women, consist of lecturers, doctors, police women, bank employees, etc. Work-life balance, awareness of organizational plans for self, and match between individual and organizational career plans are used as mediating variables on the impact of availability of career information toward career satisfaction. Research finding shows that work-life balance and awareness of organizational plans have no significant effects as mediating variables on the impact of the availability of career information toward career satisfaction. Meanwhile, the match between individual and organizational career plans have a significant effect as a weak mediating variable. Work-life balance issues seem not to be a concern informing career satisfaction among career women in Indonesia.
Gander, Philippa; Briar, Celia; Garden, Alexander; Purnell, Heather; Woodward, Alistair
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 life (odds ratio: 3.83; 95% CI: 2.79-5.28), home life (3.37; 2.43-4.67), personal relationships (2.12; 1.57-2.86), and other commitments (3.06; 2.23-4.19).Qualitative analyses indicated a common desire among men and women for better 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.
Umene-Nakano, Wakako; Kato, Takahiro A; Kikuchi, Saya; Tateno, Masaru; Fujisawa, Daisuke; Hoshuyama, Tsutomu; Nakamura, Jun
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.
Mihelic, Katarina Katja; Aleksic, Darija
With creativity being recognised as a key driver of organizational success, organizations emphasize the need for their employees to be creative and to work long hours. This article takes a step toward understanding the factors contributing to the creativity of millennials, a generation pursuing meaningful work and cherishing a work-life balance.…
Saltmarsh, Sue; Randell-Moon, Holly
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…
Tunji-Olayeni, Patience F; Afolabi, Adedeji O; Adewale, Bukola A; Fagbenle, Ayoola O
Work-life conflict can have a detrimental effect on family life, particularly for women who have to work in order to support their families financially. The data set presents the views of 50 female construction professionals in Lagos, Nigeria through a purposive sampling technique with the aid of questionnaire. Categorical Regression was used to assess the effect of work pressure on family expectations. The features of the respondents in terms of profession, years of experience, office location and household characteristics were presented in bar chart. Analysis of the data can provide information on the work experiences of women in the construction industry particularly work load, hours worked per day, work on weekends and work on holidays. The data can also provide insights on the family expectations that are significantly affected by work pressure.
Yang, Jae Won; Suh, Chunhui; Lee, Chae Kwan; Son, Byung Chul
It is challenging to balance work and life, and little attention has been paid to the work-life balance and psychosocial well-being of South Koreans. We assessed the association between work-life balance and psychosocial well-being among paid Korean workers. This study was based on data from the fourth Korean Working Conditions Survey. We evaluated only paid workers, which constituted 30,649 of the total of 50,007 subjects surveyed. Poor work-life balance was defined based on the goodness of fit between working hours and social commitments. Well-being was measured using the World Health Organization WHO-5 index. Poisson regression with robust variances was used to calculate the estimated prevalence ratios (PRs) with confidence intervals. Poor work-life balance was associated with poor psychosocial well-being (PR = 1.25; 95% CI 1.21 to 1.28) even after adjusting for work-related and individual characteristics. Poor well-being was associated with low-level job autonomy (PR = 1.06; 95% CI 1.03 to 1.09), working for ≥53 h per week (PR = 1.10; 95% CI 1.06 to 1.14), blue-collar status (PR = 1.16; 95% CI 1.11 to 1.21), low-level support at work (PR = 1.32; 95% CI 1.29 to 1.36), age ≥ 50 years (PR = 1.21; 95% CI 1.15 to 1.26), the female gender (95% CI PR = 1.04; 95% CI 1.01 to 1.07), and cohabitation (living with somebody) (PR = 1.08; 95% CI 1.04 to 1.12). Good well-being was associated with high-intensity work (PR = 0.96; 95% CI 0.94 to 0.99), being the secondary earner in a household (PR = 0.82; 95% CI 0.79 to 0.85), and higher income (PR = 0.75; 95% CI 0.71 to 0.79). Work-life balance was associated with psychosocial well-being after adjusting for both work-related and individual characteristics.
B. Arul Jenifer; S. Vengatesh
The main goal of this paper is to understand the relationship between work life balance & Employee Engagement. Further this paper highlights contextual factors affecting Employee Engagement and Work Life Balance. This paper is built on relevant literature and recent studies on Work Life Balance Also, the results of the study show inverse relationship between pleasure & work. There has been an increased focus on balancing multiple life roles and managing the boundary between work and family. T...
Peters, P.; Dulk, L. den; Lippe, T. van der
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 reduces negative work-home interference, and if so, whether this also holds true for the category of ‘New Employees’ working under so-called ‘New Working Conditions’ which are characterised by prof...
Smeltzer, Suzanne C; Sharts-Hopko, Nancy C; Cantrell, Mary Ann; Heverly, Mary Ann; Jenkinson, Amanda; Nthenge, Serah
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.
Schueller-Weidekamm, Claudia; Kautzky-Willer, Alexandra
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.
As part of a broader descriptive study of nurse educators' well-being at work in Finland, the quality of working life was assessed by the nurse educators themselves and by their spouses (or another adult living with them). Data were analysed from 477 (68% of 706) educators from 25 institutes throughout Finland and from 409 (58% of 706) spouses. Nurse educators evaluated their working life as being good. Background factors that improved one or several features of working life were: young age, being married, permanent employment in a small institute in the countryside, and highschool education. Lack of freedom to choose the teaching field and tasks at work reduced the quality of working life. Nurse educators estimated that they did an average of 9.6 hours overtime a week; according to their spouses the figure was 12.7 hours. More than moderate amounts of negative stress, derived mainly from work, were reported. Interactions with people at work and the support obtained for their work were generally judged to be good. Participants reported that they were not very satisfied with relationships with college directors, while they were, generally, satisfied with relationships with students. The spouses estimated nurse educators' working life more negatively than did the educators themselves, with the exception of the balance between work and leisure time, which both groups estimated similarly.
Bateman, Lindsey E; Collins, Joanne M; Cunningham, Susan J
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.
V. Manjula Devi; M. Saranya
Employee Work Life Balance is a major driver in the organisation that helps to achieve higher productivity. It is a healthy blend of both employee’s work life and personal life. Employees with work-life balance feel their lives area unit consummated each within and out of doors of labour (Byrne, 2005), and that they expertise lowest conflict between work and non-work roles. From an employer’s viewpoint, encouraging work-life balance might attract new hires, facilitate reduce turnover and abse...
Lundgaard Andersen, Linda
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...... 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...... 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....
Chong, Ming Ki; Whittle, Jon; Rashid, Umar; Ang, Chee Siang; Whiting, Rebecca; Roby, Helen; Chamakiotis, Petros; Symon, Gillian
Digital technologies - smart phones, email, social networking, etc. - are fundamentally changing our relationship with work. Digital technologies enable us to be always connected. However, the question remains as to how digital technologies affect our work-life balance. In this position paper, we report on some methods we are using to study how to continuously monitor and observe work-life balance, and discuss the advantages/disadvantages of these methods. Work-life balance is a relatively un...
Factors influencing work-life balance are evolving at a very fast pace, thus creating a fecund ground for innovative work-life balance tools and techniques. The increasing significance of expatriates in the global workforce necessitates a targeted set of work-life balance initiatives to help expatriate workers contribute more effectively in the competitive work environment. Health and recreation are the two important life spheres which play a very important role in success or failure of an ex...
IOAN LAZAR; CODRUTA OSOIAN; PATRICIA RATIU
Well known in the literature as work life balance, the quality relationship between paid work and unpaid responsibilities is critical for success in today’s competitive business world. The issue of work-life balance has been developed in response to demographic, economic and cultural changes. The purpose of this paper is to establish whether work-life balance initiatives and practices can be considered as strategic human resource management decisions that can translate into improved individua...
Bhatia, Yogeeta; Srilatha, S
Studies on work-life balance (WLB) in India and South East Asian countries have mostly used western scales for evaluating work/life conflict and work/life balance. This research used an Indian questionnaire to look at WLB and gender differences in Indian perspective. 24 item scale developed by Singh (2014), was used in this study for assessing WLB in middle level managers in India. Findings suggested significant difference between men and women, in work spillover in personal life and personal...
de Jong, M.
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
Keeney, Jessica; Boyd, Elizabeth M.; Sinha, Ruchi; Westring, Alyssa F.; Ryan, Ann Marie
Despite frequent reference to "work-life" issues in the organizational literature, little theoretical or empirical attention has been paid to nonwork areas beyond family. The purpose of the research described here is to move beyond work-family conflict to a broader conceptualization and measurement of work interference with life. A measure of work…
Five major categories resulted: experiences of the organisational structure; work life; interpersonal relationships; occupational development and quality of life while working at TLS. Conclusions were that staff experienced working conditions mainly as unpleasant, but that they adapted because of the team spirit.
Ramos, Romualdo; Brauchli, Rebecca; Bauer, Georg; Wehner, Theo; Hämmig, Oliver
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.
Stephens, Casheena A.
The purpose of this study was to explore working single mothers' work-life balance in order to better understand how employers can assist them. Role theory, role conflict theory, and spillover theory were utilized to examine how working single mothers experience work-life balance and how they perceive it. In this study, the researcher sought to…
Pitsenberger, D Jeanne
As the American work force ages, the demands of caring for aging relatives increase. Family caregiving often interferes with workplace responsibilities, creating physical, emotional, and financial stress for caregivers. Employers must address the productivity losses created by absenteeism of workers who struggle with work-life issues created by caregiving roles. Occupational health nurses must understand the factors that affect workers in their caregiving roles and make appropriate nursing interventions. They are in key positions to help aging employees and their employers face the increased demands on work-life balance created by elder caregiving.
George, Dr Elizabeth
Purpose The study aims at finding out the overall Quality of work life of Generation Y and Generation Z employees in Private Sector Organizations in India. The study further investigates the relationship between Job Satisfaction and Quality of work life. The study also checks whether there is any relationship between demographic variables viz. experience, gender and Quality of work life. Design/methodology/approach Sixty Generation Y and Generation Z employees from various private sector org...
Dan Dumitru Ionescu; Alina Mariuca Ionescu
The paper aims to investigate the predictors of work life balance of women entrepreneurs in the North East Region of Romania. It emphasizes features of interaction between professional and personal life in case of women and reviews main disturbance or enhancing factors that impact work life balance of women entrepreneurs. A sample of 50 female entrepreneurs from the North East Region of Romania was surveyed in order to assess their work life balance and the factors that correlate with it. The...
Murali Raman; Sharmini Gopinathan
The ability of employees to effectively recognize, practice, and apply knowledge management (KM) and learning system principles accessible to them is a vital issue in improving work-life balance and providing strategies to enhance it. This issue has become obvious in efforts to apply information technology in the development of work-life balance policies through various learning systems. The victory and letdown of KM and work-life balance initiatives certainly depend on the deliberation of ho...
Knecht, Michaela K; Bauer, Georg F; Gutzwiller, Felix; Hämmig, Oliver
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. 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. 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. 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.
Knecht, Michaela; Bauer, Georg F; Gutzwiller, Felix; Hämmig, Oliver
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 ...
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. PMID:21529345
van Engen, M.L.; Hailu Gudeta, Konjit
Purpose The purpose of this paper is to explore the work-life boundary management experiences and challenges women entrepreneurs face in combining their work-life responsibilities. Design/methodology/approach In-depth interviews were conducted with 31 women entrepreneurs in Ethiopia using a grounded theory approach to investigate how they manage the boundaries between their work-life roles, the challenges they face and how these challenges affect their boundary management experiences. Finding...
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.
Au, Wee Chan
Work-life balance is an issue of increasing importance to organizations in their attempt to build sustainable competitive advantage through effective management and leverage of human capital. As Malaysia progresses along its path of economic transformation, the issue of work-life balance is becoming highly critical in its aim of becoming a developed economy. This study aims to explore the antecedents and consequences of work-life balance among the Malaysian workforce. Two opposing theori...
that food and beverage managers should try to improve the working .... employee's work life. Therefore, the Quality of Work Life of employees contributes to the satisfaction they experience, both from the workplace and from the work itself ...... strategic direction and the performance of the establishment, and finally, allowing.
Creamer, Elizabeth G.; Amelink, Catherine T.
Two hierarchical regression analyses were conducted to analyze questionnaire data gathered from married or partnered, tenured and tenure-track faculty at a research university to identify personal, institutional, and nonwork factors that explain perceptions about work-life spillover and, secondly, the relationship of spillover, personal, institutional, and nonwork factors to overall job satisfaction. A combination of personal and environmental climate variables explained 48% of the variance in work-life spillover and 60% of the variance in job satisfaction. A direct, positive relationship was found between work-life spillover and job satisfaction. Findings challenge conceptions of work-life spillover as a negative dimension of faculty life.
Beauregard, T. Alexandra
This study examined the impact of employees’ fairness perceptions regarding organizational work-life balance initiatives on their performance of counterproductive work behaviour (CWB). Moderating effects of adaptive and maladaptive perfectionism were also explored. Quantitative data collected from 224 public sector employees demonstrated significant main and moderating effects of informational justice, adaptive perfectionism and maladaptive perfectionism on CWB. Adaptive perfectionism weakene...
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…
Çetinkanat, Ayse Canan; Kösterelioglu, Meltem Akin
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…
Ramonda, Roberta; Marchesoni, Antonio; Carletto, Antonio; Bianchi, Gerolamo; Cutolo, Maurizio; Ferraccioli, Gianfranco; Fusaro, Enrico; De Vita, Salvatore; Galeazzi, Mauro; Gerli, Roberto; Matucci-Cerinic, Marco; Minisola, Giovanni; Montecucco, Carlomaurizio; Pellerito, Raffaele; Salaffi, Fausto; Paolazzi, Giuseppe; Sarzi-Puttini, Piercarlo; Scarpa, Raffaele; Bagnato, Gianfilippo; Triolo, Giovanni; Valesini, Guido; Punzi, Leonardo; Olivieri, Ignazio
The aim was to establish how patients experience the impact of spondyloarthritis (SpA) on work disability and working life. The survey was performed in 17/20 regions in Italy (1 January to 31 March 2013). A multiple-choice questionnaire was published on the official website of the sponsor - the National Association of Rheumatic Patients (ANMAR) - and hard-copies were distributed at outpatient clinics for rheumatic patients. Respondents (n = 770) were of both sexes (56 % men), educated (62 % at high school or more), of working age (75 % aged ≤60 years), and affected by SpA. The most common types diagnosed were ankylosing spondylitis (AS) (39 %) and psoriatic arthritis (PsA) (36 %). Respondents were working full-time (45 %), part-time (8 %) or had retired (22 %); 15 % were unemployed (for reasons linked to the disease or for other reasons, students or housewives). Patients reported disability (39 %), were receiving disability benefits (34 %), were experiencing important limitations that were hindering their professional development/career (36 %) and some had to change/leave their job or lost it because of SpA (21 %). Employed respondents (n = 383) had worked on average 32.2 h in the last 7 days. More hours of work were lost over the last 7 days due to SpA (2.39 h vs 1.67 h). The indirect costs of the disease amounted to €106/week for patients reporting well-being/good physical conditions/improvement and €216/week for those reporting permanent impairment. Most patients were in the midst of their productive years and were experiencing considerable difficulties in carrying out their job because of the disease: half of them reported disability and one third were experiencing important limitations in their career perspective.
Linda Lundgaard Andersen
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
Valcour, Monique; Ollier-Malaterre, Ariane; Matz-Costa, Christina; Pitt-Catsouphes, Marcie; Brown, Melissa
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…
This paper explores the strategies for reconciling family and work in different union types. The focus here is on investigating how cohabiting and married individuals perceive the work-life conflict in different European countries. To test the union type impact on work-life balance in the context of different societal conditions, this paper draws…
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…
Akram, Muhammad; Ilgan, Abdurrahman; Ozu, Oyku; Shah, Ashfaque Ahmad
The Quality of Work life (QWL) is the employees' feeling or perception of being comfortable with their work. The objective of the present study was to compare Quality of School Work Life (QSWL) of public school teachers from Turkey and Pakistan. A QSWL scale developed by Ilgan, Ata, Zepeda and Ozu-Cengiz (2014) having 30 items was used as the…
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.
Umene-Nakano, Wakako; Kato, Takahiro A.; Kikuchi, Saya; Tateno, Masaru; Fujisawa, Daisuke; Hoshuyama, Tsutomu; Nakamura, Jun
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. PMID:23418435
Smeltzer, Suzanne C; Cantrell, Mary Ann; Sharts-Hopko, Nancy C; Heverly, Mary Ann; Jenkinson, Amanda; Nthenge, Serah
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.
Phillips, Julie; Hustedde, Carol; Bjorkman, Sarah; Prasad, Rupa; Sola, Orlando; Wendling, Andrea; Bjorkman, Kurt; Paladine, Heather
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.
SKINNER, Natalie; DORRIAN, Jill
This study examines sleep and fatigue through a work-life lens. Whilst most often thought of as an issue for shift workers, this study observed that self-reported insufficient sleep and fatigue were prevalent for workers on standard daytime schedules. Using a representative sample of 573 daytime workers (51.3% men; 70.7% aged 25−54 yr) from one Australian state, it was observed that 26.4% of daytime workers never or rarely get the seven hours of sleep a night that is recommended for good health. Those with parenting responsibilites (29.4%) or working long (45+) hours (37.4%) were most likely to report insufficient sleep. Whereas mothers in full-time work were most likely to report frequent fatigue (42.5%). This study highlights the common experience of insufficient sleep and fatigue in a daytime workforce, with significant implications for health and safety at work and outside of work. Stronger and more effective legislation addressing safe and ‘decent’ working time is clearly needed, along with greater awareness and acceptance within workplace cultures of the need to support reasonable workloads and working hours. PMID:26027709
The purpose of this paper is to present survey-based evidence on the compensating wage differentials for the instability of employment and the lack of work-life-balance in Japan. First, we present facts on the individual evaluation of the size of fair compensating differentials. Then we estimate the effects of working hours and wages on the job satisfaction index. The fair compensating wage differentials for the instability of employment and lack of work-life-balance are both between 10% and ...
Sylvia Diana Purba; Levi Nilawati
This research proposes to find out the influence of availability of career information on career satisfaction of career woman in Jakarta, Participants in this study are 199 women, consist of lecturers, doctors, police women, bank employees, etc. Work-life balance, awareness of organizational plans for self, and match between individual and organizational career plans are used as mediating variables on the impact of availability of career information toward career satisfaction. Research findin...
A greater acknowledgment of relational interdependence between individual and social agencies is warranted within conceptions of learning throughout working life. Currently, some accounts of learning tend to overly privilege social agency in the form of situational contributions. This de-emphasises the contributions of the more widely socially…
Sabnam EA; Neena Merina; Dr Vineeth KM
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have a balance between work and personal responsibilities and thus strengthening employee loyalty and productivity. Evidence suggests that improvements in people management practices, especially work time and work location flexibility and the development of supportive managers, contribute to increased work-life balance. The present study concludes that Work Place Suppor...
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, moral...
van Engen, M.L.; Hailu Gudeta, Konjit
Purpose The purpose of this paper is to explore the work-life boundary management experiences and challenges women entrepreneurs face in combining their work-life responsibilities. Design/methodology/approach In-depth interviews were conducted with 31 women entrepreneurs in Ethiopia using a grounded
Kutilek, Linda M.; Conklin, Nikki L.; Gunderson, Gail
A national survey of Extension employees identified the most critical work/life challenges as a heavy workload, evening and weekend commitments, and lack of control or job autonomy. Only 40% were aware of benefits and programs offered concerning work/life balance. Recommendations included reducing the workload and time requirements of county-based…
Kitratporn, Poonsook; Puncreobutr, Vichian
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…
de Jong, Merel; de Boer, Angela G. E. M.; Tamminga, Sietske J.; Frings-Dresen, Monique H. W.
To assess issues that contribute to the Quality of Working Life (QWL) of employees with a chronic physical disease. A systematic literature search was conducted using the databases PubMed, PsycINFO and EMBASE. Experiences and perceptions during the working life of employees with a chronic physical
Nick Bloom; Tobias Kretschmer; John Van Reenen
Does good management and higher productivity come at the expense of work-life balance? Or is good work-life balance an important component of the management of successful firms? New research by Nick Bloom, Tobias Kretschmer and John Van Reenen finds evidence for a hybrid view between these two polar extremes.
Work-Life Balance among academic staff of the University of Lagos. ... Abstract. Work-life balance is associated with the maintenance of stability in both one's professional and personal life. It is key to the welfare and, subsequently, job satisfaction and productivity of employees. It is against this understanding that this study ...
Denson, Nida; Szelényi, Katalin; Bresonis, Kate
Very few studies have examined issues of work-life balance among faculty of different racial/ethnic backgrounds. Utilizing data from Harvard University's Collaborative on Academic Careers in Higher Education project, this study examined predictors of work-life balance for 2953 faculty members from 69 institutions. The final sample consisted of…
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…
Corder, Paige Frances
Work/life balance issues exist for all people who navigate both professional and personal responsibilities, regardless of profession, gender, marital status, or number of children. This research sought to better understand the specific work/life balance challenges faced by female physicians and how medical education can better prepare future…
McMillan, Heather S.; Morris, Michael Lane; Atchley, E. Kate
The purpose of this paper is to identify construct definitions and measurement tools for the work/life interface concepts: balance, conflict and facilitation. An understanding of these concepts is critical to HRD (human resource development) professionals because interventions designed to counter work/life interface issues can not be created, and…
This document serves as a support paper to the "Work-Life Issues and Participation in Education and Training" report. This support document contains tables that show: (1) participation in education and training; (2) participation in education and training and work-life interaction; (3) future participation in education or training; (4) perceptions…
from their spouses were four (3.5%) while the widowed were five (4.3%). It can be deduced ..... Work-family conflict, self-efficacy, job satisfaction, and gender: Evidences from Asia. ... Considering the role of personality in the work-family experience: Relationships of the big five to work-family conflict and facilitation. Journal of ...
Ng, Lee-Peng; Chen, I-Chi; Ng, Hui-Fuang; Lin, Bo-Yen; Kuar, Lok-Sin
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.
Umene-Nakano, Wakako; Kato, Takahiro A.; Kikuchi, Saya; Tateno, Masaru; Fujisawa, Daisuke; Hoshuyama, Tsutomu; Nakamura, Jun
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 depart...
Pallvi Vedehra; Dr. S. C. Chitkara
Workâ€“Life Balance (WLB) is a broad concept including proper prioritizing between â€œworksâ€ on the one hand and â€œlifeâ€ on the other. Related, though broader terms, include a â€œlifestyle balanceâ€ and â€œlife balanceâ€ . The purpose of this paper is to study the styles that have been used for balancing work and family by the professionals working in Indian IT and BPO sectors and the kind of support they are getting from their organizations. Professionals may face many problems in balanci...
The role of part-time employment in the balancing of women's employment and family lives has generated an immense literature. Using data on women working part-time and full-time in different level occupations in the British Household Panel Survey, this paper argues that it is now vital to move these balancing debates on from their location within work-family rhetoric and to re-position the study of women's working time in broader work-life discussions. Work-family debates tend to neglect a number of key domains that women balance in their lives, in addition to family and employment, including their financial security and their leisure. The paper shows that examining the financial situations and the leisure lives of female part-timers in lower level jobs reveals a less positive picture of their 'life balancing' than is portrayed in much work-family literature. Instead, they emerged as the least financially secure employees and, linked to this, less satisfied with their social lives too. It is concluded that since the work-life system is multi- and not just two-dimensional, it is important to examine how all life domains interrelate with each other. In this way, we would be in a better position to begin to assess all the benefits and disadvantages associated with working part-time and with other work-life balancing strategies.
Having worked in general practice, Josep Subirana decided to broaden his experience in animal welfare and get involved in international development. Since then, he has worked across the world helping charities, universities and organisations with animal welfare issues. British Veterinary Association.
universities are located. Some – but few - return to the area where they grew up e.g. due to lack of jobs and career possibilities especially for those with a higher education. However, transformation of work culture driven by information and computing technology (ICT) enables working independently of time...
Rashida A. Banu
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 P...
Larsen, Trine Pernille
, such work—life balance constraints are rarely examined in most flexicurity studies and their effects on other forms of flexibility and security are therefore often overlooked. This article calls for a more nuanced concept of flexicurity, which takes the individual’s work—life balance perspective......Based on a comparative analysis of work and care situations of employees with caring responsibilities in Finland, Portugal and the UK, this article argues that workers with eldercare responsibilities seem more likely to face difficulties than working parents, although many working parents also...... struggle to combine work and childrearing. The constraints such employees face in their daily lives due to caring responsibilities have significant implications for their flexibility and employability in the labour market — mainly because of inadequate care services and inflexible employers. However...
Full Text Available This study aims to examine presenteeism problem encountered in businesses frequently and evaluate this issue for hotel enterprises. Presenteeism is defined as when an employee shows up for work even though he or she is sick and performs ineffectively. Thus, it causes great costs for companies due to ineffective work performance. This situation arises in hotel businesses due to labor-intensive features of industry. It is considered that the intensity of human relationships and long shifts in hotel businesses induce stressfull working conditions and that factors increase presenteeism. Businesses could produce solutions for presenteeism with practices that prioritise employees satisfaction and take precautions to remedy physical and mental health of employees.
DREW, EILEEN PATRICIA
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...
Eileen Drew; Gwen Daverth
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...
M. Halit YILDIRIM; Muhammet SAYGIN; Sevil YILDIRIM
This study is designed in order to deal with the impacts of presenteeism tendencyon work-life balance. The work-life balance indicates the consistency between thetime spent at work and in private life. Conflicts between these two dimensionshave become a major problem for businesses as wellas employees. Presenteeismrefers to the circumstances in which employees keepon working in spite of thefact that they are unable to work owing to their own unhealthy situa...
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Bricker-Katz, Geraldine; Lincoln, Michelle; Cumming, Steven
The experiential claims of nine people who stuttered were examined with the purpose of determining the impact of stuttering on their work lives and to further examine what meaning they derive from these experiences. Six male and three female participants aged 29-61 years (mean age, 41.4) who stuttered were interviewed and verbatim interview transcripts were analyzed using interpretative phenomenological analysis. Credibility was established by way of member checking, researcher comparison with only consensual themes and interpretations presented in the final analysis. Four Superordinate themes, "stuttering is always there; stuttering at work reveals a problem; stuttering limits communication; and stuttering limits occupational progression" were distilled by descriptive and interpretative treatment of the interview transcripts. The interpretative level of analysis identified self-stigma as central to the meaning derived from these experiences. Participants' expectation of stigmatizing public attitudes, together with their own self-validation of such attitudes perpetuated diminished feelings about self-esteem and self-efficacy. Fear of negative evaluation may be heightened in the work context and might mediate feelings of self-stigma in this context. Superordinate themes and their subthemes indicate that stuttering is problematic at work by way of perpetuating in the PWS an expectation of negative evaluation by others. Findings implicate issues of self-stigma as generating feelings of self-doubt and self-reproach in PWS in the workplace. The development and effects of self-stigma in PWS have broader implications than the workplace context alone and further examination of the issues of self-stigma in stuttering is recommended. At the end of this activity the reader will be able to: (a) describe how stuttering might affect workplace experiences; (b) describe the impact of stuttering on communication in the work context; (c) describe how qualitative methods can provide
pertain to the issue of work-family imbalance. That is, despite the high rate of female participation in the paid labour force, women still have...variety of work-related outcomes, including reduced job performance. Work interference with family, on the other hand, was related to absenteeism and
Full Text Available The ability of employees to effectively recognize, practice, and apply knowledge management (KM and learning system principles accessible to them is a vital issue in improving work-life balance and providing strategies to enhance it. This issue has become obvious in efforts to apply information technology in the development of work-life balance policies through various learning systems. The victory and letdown of KM and work-life balance initiatives certainly depend on the deliberation of how these elements can be effectively designed and deployed to the general public in various industries. Work-life balance has become an imperative area of research that analyzes how these elements can be understood and applied to improve the aspects involved in one’s work and life. Such concept has also significantly emerged in recent years. In this special issue, several papers that focus on the budding concept of KM and work-life balance are presented. These articles particularly look into the theoretical and methodological approaches for studying work-life balance. A special focus of the issue is how these notions are practiced and can be personalized to improve work-life balance through KM and learning systems.
The seminar was divided into three parts: a conceptual discussion; an examination of job satisfaction and work organisation; and an examination of job satisfaction and work–life balance. Session three: job satisfaction and work-life balance
Grawitch, Matthew J; Maloney, Patrick W; Barber, Larissa K; Mooshegian, Stephanie E
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). PsycINFO Database Record (c) 2013 APA, all rights reserved.
Dow-Clarke, R Anne
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.
Nurendra, Annisaa Miranty; Saraswati, Mega Putri
The purpose of this study is to measure the empirical model of work life balance, job stress and job satisfaction. Participants in this study were 119 employees who work on some hotels in Yogyakarta. Job satisfaction was measured using job satisfaction scale that was developed based on Luthans, b) work life balance was measured using work life balance scale that was developed based on Hudson and 3) job stress scale based on Beehr andNewman was used to measure job stress. Simple mediation anal...
Kubo, T; Takahashi, M; Togo, F; Liu, X; Shimazu, A; Tanaka, K; Takaya, M
High levels of control over working time and low variability in working hours have been associated with improved health-related outcomes. The potential mechanisms for this association remain unclear. To examine how work-time control and variability of working times are associated with fatigue recovery, sleep quality, work-life balance, and 'near misses' at work. Manufacturing sector employees completed a questionnaire that assessed work-time control, work-time variability, fatigue recovery, sleep quality, work-life balance and the frequency of near misses in the past 6 months. Mixed model analysis of covariance and multiple logistic regression analysis tested the main effects of work-time control and variability and their interaction, while adjusting for age, sex, work schedules, and overtime work in the past month. Subscales of work-time control were also investigated (control over daily working hours and over days off). One thousand three hundred and seventy-two completed questionnaires were returned, a response rate of 69%. A significantly higher quality of sleep and better work-life balance were found in the 'high control with low variability' reference group than in the other groups. Significantly better recovery of fatigue was also observed in the group having control over days off with low variability. While near misses were more frequent in the group with high control over daily working hours coupled with high variability compared with the reference group this was not significant. High work-time control and low variability were associated with favourable outcomes of health and work-life balance. This combined effect was not observed for the safety outcome addressed here.
During the second half of the 20th century, with work demands increasingly encroaching on family and personal time at a faster pace, employers acknowledged the need of work-life balance programmes to facilitate employees maintain a healthy balance between the conflicting demands of their work and personal life. Availability of work-life balance facilities to employees witnessed a phenomenal growth between the late eighties of the 20th century and early years of the 21st century. This growth h...
D Antai; A Oke; P Braithwaite; DS Anthony
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-lif...
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.
Full Text Available Come rispondono le politiche di conciliazione cura-lavoro alle esigenze delle lavoratrici e dei lavoratori di nuova generazione: sempre più precari, poveri e instabili dal punto di vista reddituale e/o professionale? Con un sostanziale immobilismo politico. Questo è il quadro che viene fuori da una rassegna delle principali politiche sociali italiane volte a supporto della genitorialità e alla garanzia dell’occupazione femminile. Il contributo mette in luce i limiti di tali politiche e coglie gli aspetti innovativi di pratiche che si sviluppano dal basso. Al contempo, una riflessione al margine lascia aperta una importante questione sul rapporto tra flessibilità e conciliazione, ovvero tra organizzazione del lavoro e tempi di cura per la famiglia. Nell’era della rivoluzione digitale, individuamo forti resistenze al cambiamento, sia da parte delle istituzioni, ma anche e soprattutto dal mondo produttivo, che vanta si modelli “agili” di forme di lavoro da un punto di vista formale (vedi il lavoro agile/ smart working ma che dal punto di vista sostanziale rimane radicato a modelli di contrattazione standar che non agevola né la condizioine lavorativa da un punto di vista di tutele né la conciliaizone cura lavoro e quindi l’occupazione femminile.
Observations on munition workers, most of them women, are organized to examine the relationship between their output and their working hours. The relationship is nonlinear: below an hours threshold, output is proportional to hours; above a threshold, output rises at a decreasing rate as hours increase. Implications of these results for the estimation of labor supply functions are taken up. The findings also link up with current research on the effects of long working hours on accidents and in...
Full Text Available Turnover intention has been an important issue in any organization; management has long recognized that low turnover intention of employees is helpful for consequently obtaining high organizational performance and avoiding the potential costs related to recruiting and training new employees. This study aims to examine the impact of work life policies, work life conflict, job stress dan loneliness on turnover intentions at a private university in Batam. A total of 101 completed responses were collected in the survey. The sampling method in this research is done with the approach of non-probability sampling with the convinience sampling. The data analysis technique used was the technique of multiple regression analyisis. The findings of this research showed that work life policies and job stress have negative and significant impact on turnover intentions. Work life conflict and loneliness have positive and significant impact on turnover intentions. The managerial implications of this research have several limitations such as taking only one university and some faculties of full time lecturer which become the object of research. Moreover, researcher was not able to spend a lot of time at the organisation for collecting the data from the respondents. This research suggest that further investigation needs to be expanded by taking some of the objects that are similar research at the education industry or other industries, and by increasing the sample size to improve the results of consistency.
Fan, Jialin; Smith, Andrew
Failure to manage the well-being and work-life balance of railway workers\\ud may result in an increased risk to train safety and employees’ health. This article\\ud reports the findings of a study that measured positive well-being and\\ud work-life balance, and identified the factors affecting these among UK railway\\ud staff. On the whole, staff who perceived high levels of control and support had\\ud a better work-life balance and an increased sense of well-being. A positive\\ud personality was ...
Nilsson, Marie; Blomqvist, Kerstin; Andersson, Ingemar
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.
Akter, N; Akkadechanunt, T; Chontawan, R; Klunklin, A
This study examined the level of quality of work life and predictability of years of education, monthly income, years of experience, job stress, organizational commitment and work environment on quality of work life among nurses in tertiary-level hospitals in the People's Republic of Bangladesh. There is an acute shortage of nurses worldwide including Bangladesh. Quality of work life is important for quality of patient care and nurse retention. Nurses in Bangladesh are fighting to provide quality care for emerging health problems for the achievement of sustainable development goals. We collected data from 288 randomly selected registered nurses, from six tertiary-level hospitals. All nurses were requested to fill questionnaire consisted of Demographic Data Sheet, Quality of Nursing Work Life Survey, Expanded Nursing Stress Scale, Questionnaire of Organizational Commitment and Practice Environment Scale of the Nursing Work Index. Data were analysed by descriptive statistics and multiple regression. The quality of work life as perceived by nurses in Bangladesh was at moderate level. Monthly income was found as the best predictor followed by work environment, organizational commitment and job stress. A higher monthly income helps nurses to fulfil their personal needs; positive work environment helps to provide quality care to the patients. Quality of work life and predictors measured by self-report only may not reflect the original picture of the quality of work life among nurses. Findings provide information for nursing and health policymakers to develop policies to improve quality of work life among nurses that can contribute to quality of nursing care. This includes the working environment, commitment to the organization and measures to reduce job stress. © 2017 International Council of Nurses.
Hovbrandt, Pia; Håkansson, Carita; Albin, Maria; Carlsson, Gunilla; Nilsson, Kerstin
Reforms are changing pension systems in many European countries, in order to both restrict early retirement and force people to extend their working life. From occupational therapy and occupational science perspectives, studies focusing on aspects of working life that motivate the older worker is urgent. The aim was to describe incentives behind an extended working life among people over age 65. Focus group methodology was used, with participants ages 66-71, from varying work fields: construction and technical companies and the municipal elderly care sector. Work was considered important and valuable to the degree of how challenging work was, the possibilities for inclusion in a team of colleagues and the chances for better personal finances. Amongst all, the participants expressed a feeling of a strengthened identity by being challenged and having the opportunity to manage working tasks. The finding showed the actual reasons behind an extended working life among older workers. However, a risk of rising social inequity may appear with increased working life if older people are forced to extend their working life due to a difficult financial situation as a pensioner. A variety of retirement options and initiatives in order to support older workers are justified.
Neuwirth, Norbert; Wernhart, Georg
"The discussion about reconciliation of work and family, respectively the so called work-life balance has grown considerably over the last two decades. Arguments and positions differ in many respects. Even the scope of 'work-life-balance' is not uniquely defined. This paper follows an analytical economic approach and shows the intra-personal and intra-partnership trade-offs between five core categories of productive and consumptive activities. This tradeoff is shown for the population of thre...
Full Text Available This conceptual paper looks into the definition of “working life research” in Sweden and poses two questions: (1 How has the definition of the concept working life research changed over time? (2 Why has it changed? The paper is based on two studies using two different empirical sources. The first source consists of government documents related to science policy in general and working life research in particular. The second source consists of interviews with Swedish researchers. According to the results of the first study, there has been a gradual decrease in attention to working life research in government science science policy documents since the 1990s. Furthermore, there was a conceptual change in the early 1990s when working life research went from referring to work organization research to a broader definition also including work environment and labor market research. The results from the second study show that work science decreasingly appears in university curricula and in titles of university departments. They also show that currently active researchers, especially the younger ones, tend not to refer to themselves as “work scientists” and “working life researchers.” The author argues that the root cause of the apparent disappearance of the concept working life research has been the influence of neoliberalism, which, since the 1980s–1990s, has affected science policy as well as labor market policy. The effects of policy change on working life research are the loss of its previously so privileged position in the public science system and the weakening of what used to be its most important political ally: the trade unions.
Bergqvist, Sofie; Vestin, Mikaela
Academics, practitioners and media agree that the topic of work-life balance is on the agenda and valued by the new business generation. Although Sweden might be considered a working friendly country, the management consultancy industry is not recognized to be the same. With an institutional perspective we will through a discourse analysis investigate the communication on Swedish management consultancies web pages in order to explore how consultancies relate to the work-life balance discourse...
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 perc...
Kalaiselvi Kandampalayam Thulasimani; Muruganandam Duraisamy; Sakthi Suganya Rathinasabapathi
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 balan...
Kim, Miyoung; Windsor, Carol
Purpose: 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. Methods: 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. Results: Analysis revealed that participants perceived work-life balance a...
Motamed-Jahromi, Mohadeseh; Fereidouni, Zhila; Dehghan, Azizallah
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.
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...
Rasmussen, Dorte M; Elverdam, Beth
BACKGROUND: Cancer survivors have diverse and complex patterns of return to work, but little attention has been given to individual experiences of returning to work. OBJECTIVES: To analyse the meaning of work and working life for cancer survivors over time. METHODS: Participant observation...... was carried out at a cancer rehabilitation centre. A total of 23 participants were interviewed twice. RESULTS: Cancer survivors try to get back to work after treatment and try to re-establish their former structure of everyday-life that is seen as a normal and healthy existence. Work contributes to creating...... the individual as a social being, partaking in social relations with others. Work plays a role in establishing the individual's identity. It is difficult for many to resume work. When they are unable to work, they establish new activities in everyday-life that give meaning to a life. In order to understand...
Mahmood Reza Esmeili
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.
Work Life plays in the perceived service delivery and productivity of food and beverage ... that job, creativity and aesthetics, actualisation, organisational support and employee commitment attributes each exert an influence on the perceived ...
This research explores the work-life balance of female accountants in Malaysia by understanding their motivation to strive in the corporate world, their perception on their employment and domestic role, and consequently discover how these affect the work-life balance issues that they face. Chapter one offers the introduction to this research, its significance, the research objectives, research questions and a brief description of the perceived role of women in Malaysia. The literature review ...
Drawing on Lewis et al’s (2007) critical treatment of ‘work-life balance’ (WLB) as a western, neo-liberal discourse with problematic assumptions of gender and culture neutrality; this study examines the ways in which WLB discourse(s) are translated and adopted within transnational call centres in India. Discursive understandings suggest that work-life balance negotiations are filtered through two dominant discourses: neo-liberalism/individualism and collectivism-paternalism. The contradiction...
The aim of this paper is to examine work-life balance in the Irish hotel sector from an employee perspective with implications for HRM. 246 questionnaires from employees were returned which was a 22% response rate. Company benefits were not associated with numerical flexibility, but company benefits were associated with functional flexibility and work-life balance supports. This would suggest an integrated approach to human resource management (HRM), whereby some companies engage in a contemp...
I Made Devan Ganapathi
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....
Eddieson Astodello Pasay-an; Petelyne Pacio Pangket; Juanita Yudong Nialla; Lynn B Laban
Work-Life balance is completely an imminent problem that needs to be addressed across all organizations. The nursing field, especially nurses in the Academe is not excused due to multiple roles they are facing. This study was intended to determine and explore the work life balance among nurse educators towards quality life. The respondents of the study were the nurse educators of the Schools of Nursing in the city Baguio and the province of Benguet, Philippines. The research utilized Mixed Me...
Haar, Jarrod M.; Suñé Torrents, Albert; Russo, Marcello; Ollier-Malaterre, Ariane
This study investigates work-life balance and its outcomes across collectivistic (Malaysia, China, and New Zealand Maori) and individualistic (Spain, France, Italy and New Zealand European) cultures. Using a sample of 1416 employees, SEM analysis showed that work-life balance was positively related to job and life satisfaction and negatively related to anxiety and depression across collectivistic and individualistic cultures. Respondents from collectivistic cultures reported lower levels of s...
Ojo Ibiyinka Stella; Salau Odunayo Paul; Falola Hezekiah Olubusayo
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 cas...
Zeynep OYURYÜZ; Aydın GÜREL
Today, there is an increase in the number of women participating in working life with the result of developing technology and industrialization. In our country, there are still many problems that prevent women to become business owners and business owners to continue their business. In this context; potential barriers and opportunities associated with women who could establish a business owner's work-life balance has been identified in Tekirdağ. Women business owners in the sector...
Bragard, Isabelle; Fleet, Richard; Etienne, Anne-Marie; Archambault, Patrick; L?gar?, France; Chauny, Jean-Marc; L?vesque, Jean-Fr?d?ric; Ouimet, Mathieu; Poitras, Julien; Dupuis, Gilles
Background Information about recruitment and retention factors and quality of work life (QWL) in rural emergency departments (EDs) is limited. A pilot study was used to determine the feasibility of a large-scale study of these variables in Quebec EDs. Methods Two EDs, approximately 10,000 and 30,000 patients per year respectively, were selected as convenience samples. An online survey containing the Quality of Work Life Systemic Inventory (QWLSI; 34 items) and the Recruitment and Retention Fa...
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
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 hour, 0.977; P 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.
Pedersen, Vivi Bach
time not only defines the temporal structure of work, but also determines the individual’s social time. The theoretical framework is based on theories concerning influence, in particular Organizational Participation (e.g. Heller, Pusic, Strauss & Wilpert, 1998) and Self-Determination Theory (e.g. Deci...... & Ryan, 2002). Through theoretical analyses it is shown that a participatory influence approach reveals new perspectives in understanding the complexity of the work-life phenomenon and help counteracting the undesirable split-up between the existing conflict versus balance approaches. Participants from...
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...
T. M. Hemalatha; Dr. K. Shumugasundaram
In order to attract and retain employees, an Organization has to develop a high work life Balance. Organization by adopting Work Life balance programmes ensure to create excellent work condition and job for its employees. The psychological wellbeing, employee friendly working and Work time are positively and significantly influencing the level of work-life balance among employees in government hospital. To improve the work life balance of employees in government hospital, the government shoul...
Weale, Victoria P; Wells, Yvonne; Oakman, Jodi
Previous research identified an association between work-family conflict and musculoskeletal pain. This study explores how the work-life interface might affect pain experienced by residential aged care staff. A cross-sectional survey of 426 employees in residential aged care was analyzed to assess the impacts of workplace hazards, work-family conflict, and work-life balance on self-reported musculoskeletal pain. Work-family conflict acts as a mediator of the relationships between workplace hazards and the total number of body regions at which musculoskeletal pain was experienced. Work-life balance only acts as a mediator for particular hazards and only if work-family conflict is not taken into account. Addressing work-life interaction, and in particular work-family conflict, warrants further investigation as a legitimate means through which musculoskeletal disorder risk can be reduced. Policies and practices to improve work-life interaction and reduce work-family conflict should be considered as integral components of musculoskeletal disorder risk management strategies. © 2017 Wiley Periodicals, Inc.
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.
Rashida A. Banu
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.
M. Halit YILDIRIM
Full Text Available This study is designed in order to deal with the impacts of presenteeism tendencyon work-life balance. The work-life balance indicates the consistency between thetime spent at work and in private life. Conflicts between these two dimensionshave become a major problem for businesses as wellas employees. Presenteeismrefers to the circumstances in which employees keepon working in spite of thefact that they are unable to work owing to their own unhealthy situations. So,excessive workload and sense of responsibility of the employees, who feel as ifthey are required to be at work not mentally but physically, cause presenteeismand this tendency is described as a big problem interms of the work-life balancefor the organizations. Organizations, by taking control of work-life balance,contribute to not only employees’ health and performance but also organizationalproductivity and efficiency in general terms. For the purpose of the study,relationship between presenteeism and work-life balance is analyzed and impactof presenteeism is stated. The data have been collected from Aksaray province byusing the survey technique and the data are analyzed via SPSS.
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.
The main aim of this paper is to study to what extent a work-life balance (WLB) policy has been implemented in Sweden and to analyze the strategy that the country has put into practice, as the country—from a comparative perspective—is considered to be one of the leaders in this context. A review of the process for implementing such policy in Sweden shows that a WLB policy has been promoted from an egalitarian gender ideology for almost four decades. Comparing a quantitative data set collected...
Yıldırım, M. Halit; Saygın, Muhammet; Yıldırım, Sevil
This study is designed in order to deal with the impacts of presenteeism tendency on work-life balance. The work-life balance indicates the consistency between the time spent at work and in private life. Conflicts between these two dimensions have become a major problem for businesses as well as employees. Presenteeism refers to the circumstances in which employees keep on working in spite of the fact that they are unable to work owing to their own unhealthy situations. So, excessive workload...
Jitendra Kumar Sharma
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.
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.
Rasmussen, Dorte M; Elverdam, Beth
Cancer survivors have diverse and complex patterns of return to work, but little attention has been given to individual experiences of returning to work. To analyse the meaning of work and working life for cancer survivors over time. Participant observation was carried out at a cancer rehabilitation centre. A total of 23 participants were interviewed twice. Cancer survivors try to get back to work after treatment and try to re-establish their former structure of everyday-life that is seen as a normal and healthy existence. Work contributes to creating the individual as a social being, partaking in social relations with others. Work plays a role in establishing the individual's identity. It is difficult for many to resume work. When they are unable to work, they establish new activities in everyday-life that give meaning to a life. In order to understand the cultural meaning of work in capitalist society, we incorporate the theoretical perspective of Max Weber. Those who after cancer treatment are unable to work lose a part of their identity; they lose the personal challenge and satisfaction related to work. They are no longer part of the companionship related to work. Having had cancer means a disruption of the structure of everyday-life that is taken for granted. (c) 2008 John Wiley & Sons, Ltd.
Pisarski, Anne; Lawrence, Sandra A; Bohle, Philip; Brook, Christine
This study examined organizational factors affecting the impact of shiftwork on work life conflict and subjective health. A model was proposed in which support from supervisors, support from colleagues, and team identity influence time-based work life conflict through two mediating variables: team climate and control over the working environment. Reduced conflict, in turn, produces enhanced psychological well-being and diminished physical symptoms. A structural equation model based on survey data from 530 nurses supported the proposed model. It also identified unpredicted direct links between team identity and physical symptoms, and between supervisor support and both control over the work environment and psychological well-being. The results indicate that organizational interventions focused on social support, team identity, team climate, and control can diminish the negative effects of shiftwork on work life conflict and health in shiftworkers.
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.
Dorenkamp, Isabelle; Süß, Stefan
Aligning work and private life is a significant challenge for young academics because of demanding working conditions (e.g. high workload, low job security). It is particularly strong for young female academics due to growing family responsibilities. Our study aims to identify the factors influencing the work-life conflict of young academics and…
Full Text Available The article elaborates on the characteristics and indicators of work life balance (WLB. The focus is on the selected criteria of WLB as well as social life and time spent off work. The WLB factors chosen and discussed are: the amount of stress, exhaustion and lack of time for family activities and responsibilities in the context of WLB. The results of the European survey conducted by the Eurofond are compared with the authors’ questionnaire survey conducted in Slovakia in 2015. The survey results revealed stress and working hours to be statistically significant factors that can be seen as obstacles in the WLB and fulfilling family duties for many Slovaks. The survey also shows that the given sample of Slovak respondents performed much worse in the criteria of stress and lack of time results than the European average according to the Eurofond survey. The results could be partly influenced by the fact that the survey participants were mostly employed in the social sector.
Welch, Julie L; Wiehe, Sarah E; Palmer-Smith, Victoria; Dankoski, Mary E
Women lag behind men in several key academic indicators, such as advancement, retention, and securing leadership positions. Although reasons for these disparities are multifactorial, policies that do not support work-life integration contribute to the problem. The objective of this descriptive study was to compare the faculty work-life policies among medical schools in the Big Ten conference. Each institution's website was accessed in order to assess its work-life policies in the following areas: maternity leave, paternity leave, adoption leave, extension of probationary period, part-time appointments, part-time benefits (specifically health insurance), child care options, and lactation policy. Institutions were sent requests to validate the online data and supply additional information if needed. Each institution received an overall score and subscale scores for family leave policies and part-time issues. Data were verified by the human resources office at 8 of the 10 schools. Work-life policies varied among Big Ten schools, with total scores between 9.25 and 13.5 (possible score: 0-21; higher scores indicate greater flexibility). Subscores were not consistently high or low within schools. Comparing the flexibility of faculty work-life policies in relation to other schools will help raise awareness of these issues and promote more progressive policies among less progressive schools. Ultimately, flexible policies will lead to greater equity and institutional cultures that are conducive to recruiting, retaining, and advancing diverse faculty.
Full Text Available Today, there is an increase in the number of women participating in working life with the result of developing technology and industrialization. In our country, there are still many problems that prevent women to become business owners and business owners to continue their business. In this context; potential barriers and opportunities associated with women who could establish a business owner's work-life balance has been identified in Tekirdağ. Women business owners in the sectors of agriculture and agro-based entrepreneurship and participate in 22 different comments associated with being a woman in business levels were evaluated and findings were grouped by factor analysis. According to the reduced factor; ensuring women's work-life balance of barriers or opportunities that may be 6 groups of factors have been identified. In evaluating the distribution of the factor group analysis; "personality characteristics, time constraints, marital status, gender roles, social position and communicative features" titles were created. The factors of entrepreneurial women’s work-life balance have been interpreted to establish the feasibility of barriers or opportunities. For the continuity of business life of women, entrepreneurs are required to continuously improve themselves and their business. In this context, to establish a women's work-life balance training should be provided by the universities and professional chambers. Personal development trainings such as; management skills, motivation, organization, efficient use of time, gain control capability, produce a solution in the face of challenges should be given by the institutions.
Järvinen, Tiina; Eklöf, Niina; Salminen, Leena
The aim of this scoping literature review was to identify the factors related to nursing students' readiness to enter working life. The literature search was carried out in autumn 2017 in PubMed and CINAHL databases. The studies selected for this review (n = 17) were analyzed thematically with inductive content analysis. Four subthemes that were combined into two main factors related to nursing students' readiness to enter working life were found. The main factors found were 1) educational factors and 2) personal factors. Educational factors consisted of professional competence and clinical practice, while personal factors consisted of nursing students' background and feelings. Some nursing students tend to feel insecure about entering working life as a newly graduated nurse. This literature review also supports the importance of clinical practice periods in nursing education and for readiness for working life. Nurse education needs to ensure clinical practice periods which support nursing students' professional growth. Further research is needed on how the factors related to nursing students' readiness to enter working life correlate with each other. Particularly, the association between competence, readiness and positive feelings towards graduation needs further investigation. Copyright © 2018 Elsevier Ltd. All rights reserved.
Foss, Line; Gravseth, Hans Magne; Kristensen, Petter; Claussen, Bjørgulf; Mehlum, Ingrid Sivesind; Skyberg, Knut
In 2001, the Norwegian authorities and major labour market partners signed an agreement regarding 'inclusive working life' (IW), whereby companies that participate are committed to reducing sickness absence. Our main aim was to determine the effect of the IW program and work characteristics by gender on long-term (>8 weeks) sickness absence (LSA). Self-reported data on work characteristics from the Oslo Health Study were linked to registry-based data on IW status, education and LSA. From 2001-2005, 10,995 participants (5,706 women and 5,289 men) aged 30, 40, 45 and 60 years were followed. A Cox regression was used to compute hazard ratios (HR) for LSA risk. The cohort was divided into an IW group (2,733 women and 2,058 men) and non-IW group (2,973/3,231). 43.2% and 41.6% of women and 22.3%/24.3% of men (IW / non-IW, respectively) experienced at least one LSA. In a multivariate model, statistically significant risk factors for LSA were low education (stronger in men), shift work/night work or rotating hours (strongest in men in the non-IW group), and heavy physical work or work involving walking and lifting (men only and stronger in the non-IW group). Among men who engaged in shift work, the LSA risk was significantly lower in the IW group. Our results could suggest that IW companies that employ many men in shift work have implemented relevant efforts for reducing sickness absence. However, this study could not demonstrate a significant effect of the IW program on the overall LSA risk.
Karlberg, Julia; Lövgren, Felicia
The purpose of this thesis is to gain a deeper understanding of how the Chinese prioritize between work and family and how the culture can affect it. Nowadays, availability and work-life balance are often mentioned in a Western context, in this thesis we want to bring it into a Chinese context instead. China has the largest population in the world but there is not so much previous research in this field. Thus, it was of interest to us to do our research on the work-life balance and availabil...
Nowadays, one of the most important economic and social phenomena is population ageing. Due to the low activity rate of older people, one of the most important challenges is to take various actions involving active ageing, which is supposed to extending working life, and along with it-improve the competencies of older people. The aim of this paper is to evaluate the relevance of different competencies for extending working life, with limiting the analysis for Poland. The paper also assesses the competencies of mature Polish people (aged 50+, but still in working age). In the statistical analysis, I used logistic regression, as well as descriptive statistics and appropriate statistical tests. The results show that among the actions aimed at extending working life, the most important are those related to lifelong learning, targeted at improving the competencies of the older generation. The competencies (both soft and hard) of people aged 50+ are more important than their formal education.
This abstract is about rhythms and how professionals struggle to balance two categories of rhythms in a public school. The teachers at this school clearly expressed that they had a common denominator in regards to their work life, being that they did not have enough time to do their work....... Their understanding of time were always audible and they were very verbal about their frustrations in relation to time (pressure). The full article is about rhythms in a specific public school as a way to gather a new perspective on work life....
Shrestha, Durga; Joyce, Catherine M
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
Eslamian, Jalil; Akbarpoor, Ali Akbar; Hoseini, Sayed Abbas
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.
Strong, Erin A; De Castro, Rochelle; Sambuco, Dana; Stewart, Abigail; Ubel, Peter A; Griffith, Kent A; Jagsi, Reshma
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.
Golubović, Nataša; Golubović, Srđan
Reconciling work and family life is one of the key elements of the quality of work and employment. The concept of work-life balance refers to the creation and maintenance of such work environment that allows employees to achieve a balance between work and personal commitments, which create the basis for increase of employee loyalty and productivity growth. Exploring the ways in which an individual functions in the spheres of work and private life, as well as mechanisms of achieving balance be...
Full Text Available The quality of working life depends on the extent to which aspects of the job enable employees to satisfy important psychological needs. In this paper we describe two studies exploring the quality of working life in Croatia during the economic crisis that started in 2008. Within the first study, independent samples of employees recruited by psychology students were asked to self-report quality of their jobs on four occasions between 2008 and 2010. In the second study, we tried to replicate the findings of Study 1, using employees drawn from nationally representative samples of citizens between 2008 and 2011. Results of both studies showed that the quality of working life in Croatia deteriorated during the recession. The decline was mainly related to extrinsic job aspects such as adequate pay, fair pay, and job security. The most hardly hit by the recession were lower educated employees.
Mazerolle, Stephanie; Eason, Christianne
Context: 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. Objective: To determine the influence sport season timing (ie, preseason, in-season, off-season) can have on perceptions and experiences of WLB for ATs. Design: Qualitative, case-study design. Setting: Division I collegiate practice setting. Patients or Other Participants: 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. Data Collection and Analysis: 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. Results: 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. Conclusions: 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
Mazerolle, Stephanie; Eason, Christianne
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.
Schouteten, Roel L.J.; Witte, Marco C. de
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
Brunila, Kristiina; Ylöstalo, Hanna
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…
This survey analyses the political context, the legislative frameworks and the policy developments in an area that is now widely termed 'work-life balance' in both the United Kingdom and Germany. It also looks at the theoretical notions of time in relation to work and family life and gives examples of research in the public, private and voluntary sector.
Smith, Deborah N.; Roebuck, Deborah; Elhaddaoui, Terri
The literature has traditionally portrayed work-life balance as a women's issue. However, working men, specifically those classified as Generation X and Generation Y, are starting to speak up and share that they too are struggling with integrating all aspects of their lives. Workers, as well as organizations can benefit when employees have a…
Naz, Sadaf; Fazal, Shawana; Khan, Muhammad Ilyas
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…
Harrison, Mary Kate
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…
Jokisaari, Markku; Nurmi, Jari-Erik
Using longitudinal data on 343 young adults, the present study investigated the social ties involved in young adults' work-related goals, how these ties change during transition to working life, and whether social ties contribute to success in dealing with the transition. The results showed that goal-relevant social ties reflected changes in the…
Dabhade, Nishant; Yadav, Rajesh K.
In terms of Indian context, the concern over work-life balance is gradually becoming a common talk especially for women employees. Work life balance is a state of equilibrium in which the demand of both professional and personal life is equal. Each role having different set of demands and when such role demands overlap, multiple problems are faced. In reality life and work over-lap and interact. In designing the work life policies employer should think that the commitment of employees can mak...
Ejlertsson, Lina; Heijbel, Bodil; Ejlertsson, Göran; Andersson, Ingemar
There is a lack of information on positive work factors among health care workers. To explore salutogenic work-related factors among primary health care employees. Questionnaire to all employees (n = 599) from different professions in public and private primary health care centers in one health care district in Sweden. The questionnaire, which had a salutogenic perspective, included information on self-rated health from the previously validated SHIS (Salutogenic Health Indicator Scale), psychosocial work environment and experiences, recovery, leadership, social climate, reflection and work-life balance. The response rate was 84%. A multivariable linear regression model, with SHIS as the dependent variable, showed three significant predictors. Recovery had the highest relationship to SHIS (β= 0.34), followed by experience of work-life balance (β= 0.25) and work experiences (β= 0.20). Increased experience of recovery during working hours related to higher self-rated health independent of recovery outside work. Individual experiences of work, work-life balance and, most importantly, recovery seem to be essential areas for health promotion. Recovery outside the workplace has been studied previously, but since recovery during work was shown to be of great importance in relation to higher self-rated health, more research is needed to explore different recovery strategies in the workplace.
The article explores the work-life balance policy agenda as it has emerged in post-industrial societies, such as the UK, and it reports on a small-scale study of the experiences and expectations of work-life balance in a low-income inner-London neighbourhood. From the study certain general issues are identified relating to the inconsistency of employers' practices and the currently fragmented nature of childcare provision. And certain issues of particular relevance for low-earning parents are...
I Made Devan Ganapathi
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
Altoé, Stella Maris Lima
Resumo: Recentemente, work-life balance tem sido tema de algumas discussões que visam a integração entre o trabalho e a família, com o intuito de minimizar os conflitos de papéis inerentes a estas esferas. Observa-se que trabalho e família constituem-se como os domínios mais relevantes da vida das pessoas. Neste sentido, o presente estudo foi desenvolvido com o propósito de identificar os fatores que explicam a percepção de contadores paranaenses quanto ao seu work-life balance e verificar a ...
Gregory, Abigail; Milner, Susan; Windebank , Jan
Purpose – The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work-life balance practice and policy since the onset of the “Great Recession” of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK. Design/methodology/approach – The editorial analyses how the direction and pace of changes in work-life balance practice and policy varies between differen...
Direnzo, Marco S.; Greenhaus, Jeffrey H.; Weer, Christy H.
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...
Chiang Hui-Yu; Noriaki Mamiko Takeuchi
In this paper, we explore the relationship between work-life balance policies and three outcomes of interest to employers and employees: the job tenure of women employees, turnover rate of women employees and retention rate of new women graduates. In the cross sectional analysis, we find that firms with work-life balance policies such as the full amount of maternity pay practice and flextime system are positively associated with the job tenure of women employees. We also find that the full am...
Sørensen, Ole Henning; Hasle, Peter; Madsen, Christian Uhrenholdt
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...
Wattis, Louise; Standing, Joseph; Yerkes, Mara
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 manage their lives across the two spheres of work and family and achieve a work-life balance. Governments across the European Union have introduced various measures to address how families effectively ...
A.K.M.Mominul Haque Talukder
Purpose: The study examined the effect of various ‘work-life balance’ determinants such as employee benefits, work environment, workload, flextime and discrimination on work culture and job satisfaction. Introduction: In the second half of the last century, tremendous environmental, economic, political, and socio cultural changes contributed to the restructuring of couples in their relation to work. Literature review: Several fundamental changes in family and work structures, such as the part...
Kishino, Saki; Hirano, Mitsutoshi
Research in Japan, as elsewhere, has turned to work-life balance as indicating not only the conflict between work and family, but also "a relationship where work and family mutually interact for quality improvements." Such research, based on the novel concepts of positive spillover, enrichment, and facilitation, contemplates cases in which skills acquired at work are applied in the family, and feelings of significance and fulfillment fostered at work are transmitted to the family. This paper'...
Giauque, David; Anderfuhren-Biget, Simon; Varone, Frédéric
This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations. It contextualizes the job resources and demands model within international organizations’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work-life bal...
66 Abstract - Flexible forms of working hours This diploma thesis deals with the flexible forms of working hours and its goal is to describe this issue in intelligible and comprehensive way. It is being very interesting and current theme which is to a great extent not subject to direct legal regulations and provides its contracting parties with a big amount of freedom of contract. This fact assists in bigger flexibilization of labour market and represents a significant instrument in the fight...
Hämmig, Oliver; Bauer, Georg
To investigate the prevalence and mental health effects of an unequal work-life balance (WLB) including potential gender differences. A cross-sectional study based on a representative sample of the Swiss employed population aged 20 to 64 (women: n = 1661; men: n = 1591). Based on a single-item measure, more than every seventh employee in Switzerland indicated major difficulties combining work and private life. In certain socio-demographic categories, up to 30% showed such work-life conflict (WLC). For both genders, work-life imbalance turned out to be a risk factor affecting mental health. Employees with self-reported WLC presented a significantly higher relative risk for poor self-rated health (women: aOR = 2.6/men: aOR = 2.0), negative emotions and depression (aOR = 3.0/3.1), low energy and optimism (aOR = 2.1/1.6), fatigue (aOR = 2.4/2.6), and sleep disorders (aOR = 1.8/1.5) compared to employees with no WLC. Internationally, few data on the prevalence of WLC exist. In Switzerland, work-life imbalance is not a marginal phenomenon among the workforce and needs to be addressed as a notable public and mental health issue.
Abbas Ghanbari; Morteza Ramazani; Majid Jalilinia
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 funct...
Aleksandra Andysz; Anna Najder; Dorota Merecz-Kot
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...
H; Z salak
Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental...
Brewer, M.; Crawford, C.; Dearden, L.
Since Labour came to power in May 1997, there have been substantial increases in spending aimed at helping families with formal childcare, early education and the work-life balance. We look at the effects of these reforms and at the proposals of the parties in this area.
Otto, Ann; Bourguet, Claire
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.…
Hashemi Dehaghi, Zahra; Sheikhtaheri, Abbas; Dehnavi, Fariba
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 The strongest correlations were found between implementation of knowledge management and participation of nurse managers in decision making (r = 0.82; P knowledge management. PMID:25763267
Hashemi Dehaghi, Zahra; Sheikhtaheri, Abbas; Dehnavi, Fariba
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 The strongest correlations were found between implementation of knowledge management and participation of nurse managers in decision making (r = 0.82; P knowledge management.
Dhondt, S.; Benders, J.G.J.M.
The Dutch version of sociotechnical systems design called “modern sociotechnology” stresses that the quality of working life is dependent on the choice for a certain “production structure”, i.e. the physical layout of operations. Two propositions about this relationship are derived from modern
This mini dissertation focuses on the effects of coping on job satisfaction when job insecurity is being experienced by a group of managers in a South African mining company. The second part of the dissertation deals with role conflict, goal clarity, and how social support affects work/life imbalance. Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.
Bristol, Mirar N; Abbuhl, Stephanie; Cappola, Anne R; Sonnad, Seema S
There exists a growing consensus that career flexibility is critical to recruiting and retaining talented faculty, especially women faculty. This study was designed to determine both accessibility and content of work-life policies for faculty at leading medical schools in the United States. The sample includes the top ten medical schools in the United States published by U.S. News and World Report in August 2006. We followed a standardized protocol to collect seven work-life policies at each school: maternity leave, paternity leave, adoption leave, extension of the probationary period for family responsibilities, part-time faculty appointments, job sharing, and child care. A review of information provided on school websites was followed by e-mail or phone contact if needed. A rating system of 0-3 (low to high flexibility) developed by the authors was applied to these policies. Rating reflected flexibility and existing opinions in published literature. Policies were often difficult to access. Individual scores ranged from 7 to 15 out of a possible 21 points. Extension of the probationary period received the highest cumulative score across schools, and job sharing received the lowest cumulative score. For each policy, there were important differences among schools. Work-life policies showed considerable variation across schools. Policy information is difficult to access, often requiring multiple sources. Institutions that develop flexible work-life policies that are widely promoted, implemented, monitored, and reassessed are likely at an advantage in attracting and retaining faculty while advancing institutional excellence.
Barrett, Jessica L.; Mazerolle, Stephanie M.; Eason, Christianne M.
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…
Latz, Amanda O.; Rediger, James N.
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…
Carlier, Sandra Idrovo; Llorente, Consuelo Leon; Grau, Marc Grau
Purpose: This paper aims to determine the level of awareness and implementation of family-responsible parameters: policies, enablers, practices, and culture, in Spanish and Latin-American companies, and how they impact work-life balance. Design/methodology/approach: The study uses data from different national IESE's Family-Responsible Employer…
Johari, Johanim; Yean Tan, Fee; Zulkarnain, Zati Iwani Tjik
Purpose: The purpose of this paper is to examine the influence of autonomy, workload, and work-life balance on job performance among teachers. A survey was carried out among teachers in public schools in the Northern Region of Peninsular Malaysia. Design/methodology/approach: This study adopted a quantitative approach to address the research…
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.
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…
Salonen, Anssi; Hartikainen-Ahia, Anu; Hense, Jonathan; Scheersoi, Annette; Keinonen, Tuula
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…
Baleghizadeh, Sasan; Gordani, Yahya
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…
Taher, Md. Abu
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.…
The purpose of this article is to examine the extent to which work-life balance policies/practices are a reality for employees of banking sector. The article is based on a mixed method approach utilising both qualitative and quantitative methods. Semistructured interviews were utilised for the qualitative and questionnaire used ...
Osterlund, Katherine; Robson, Karen
Email is now commonplace in the university environment, but little research has addressed the impact of this technology on the work-life experiences of Teaching Assistants (TAs). These workers are of interest as they are typically responsible for most day-to-day, routine interaction with undergraduates, for ensuring students understand lectures…
Salonen, Anssi; Hartikainen-Ahia, Anu; Hense, Jonathan; Scheersoi, Annette; Keinonen, Tuula
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 144 Finnish 7th graders (aged 13-14 years). Using a questionnaire and qualitative content analysis, we examined their perceptions of working life skills in 'careers in science' and 'careers with science'. Results reveal that although students have a great deal of knowledge about working life skills, it is often just stereotyped. Sector-specific knowledge and skills were highlighted in particular but skills related to society, organisation, time and higher order thinking, were often omitted. Results also indicate that students do not associate 'careers in science' with creativity, innovation, collaboration or technology and ICT skills. Conversely, according to the students, these careers demand more sector-specific knowledge and responsibility than 'careers with science'. We conclude that students need more wide-ranging information about scientific careers and the competencies demanded; such information can be acquired by e.g. interacting with professionals and their real working life problems.
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-market...
Fullerton, Howard N., Jr.; Byrne, James J.
Noting that data from 1970 working life tables indicate that since 1960 worklife expectancy has continued to edge downward for men and to lengthen for women, this report briefly discusses continuing trends in the worklife of men and women from 1900 through 1970. Women's worklife is presented in terms of single women; mothers; widowed, divorced,…
Kyndt, Eva; Janssens, Ine; Coertjens, Liesje; Gijbels, David; Donche, Vincent; Van Petegem, Peter
The current study reports on the process of developing a self-assessment instrument for vocational education students' generic working life competencies. The instrument was developed based on a competence framework and in close collaboration with several vocational education teachers and intermediary organisations offering various human…
Xia, Belle Selene; Liitiäinen, Elia
This article uses data from a major international survey to construct earnings functions in terms of learning outcomes and variables related to working life in different European countries. In order to complement the extended earnings regression model, the authors have used partial correlation analysis and the analysis of covariance (ANCOVA) to…
Hornung, Severin; Glaser, Jürgen; Rousseau, Denise M; Angerer, Peter; Weigl, Matthias
Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N = 159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.
Ter Hoeven, Claartje L; Miller, Vernon D; Peper, Bram; den Dulk, Laura
The Netherlands is characterized by extensive national work-life regulations relative to the United States. Yet, Dutch employees do not always take advantage of existing work-life policies. Individual and focus group interviews with employees and managers in three (public and private) Dutch organizations identified how employee and managerial communication contributed to acquired rules concerning work-life policies and the interpretation of allocative and authoritative resources for policy enactment. Analyses revealed differences in employees' and managers' resistance to policy, the binds and dilemmas experienced, and the coordination of agreements and actions to complete workloads. There are also differences between public and private contexts in the enactment of national and organizational policies, revealing how national (e.g., gender) and organizational (e.g., concertive control) mechanisms play out in employee and managerial communication that determine the use of work-life policies.
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.
Sorab Sadri; Conrad Goveas
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 sat...
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.
Gregory, Abigail; Milner, Susan
Purpose – This paper focuses on the role of organizations in mediating the impact of national work-life balance (WLB) policy on employees, in particular fathers. Design/methodology/approach – It presents existing research about WLB policy implementation in organizations as well as the findings of empirical work in insurance and social work in France and the UK (questionnaire survey, case study analysis, interviews with national and sector-level trade union officials). Findings – These indicat...
Tavassoli, Tara; Suñé Torrents, Albert
This paper examines the impact of work-life balance (WLB) on individual outcomes of full time employees in Iran. This research aims to identify the influence of WLB on job satisfaction, life satisfaction, and turnover intentions. Moreover, this paper aims to identify the influence of a selected group of antecedents (job autonomy, work demands and supervisor work-family support) on WLB. Structural equation modeling in AMOS is used to analyze data from a sample of 203 full time workers in I...
Chamakiotis, Petros; Symon, Gillian; Whiting, Rebecca; Roby, Helen
Information and communication technologies (ICTs), including mobile technologies, have significant implications for the management of work-life balance (WLB) (e.g. Perrons, 2003) and thus for sustainable work practices within organizations and society at large. Boundary theory (Clark, 2000) argues that individuals maintain boundaries between role identities (e.g. parent, worker) within different social domains (e.g. family, work), and that they regularly have to transition between these domai...
Dahl, Sigrun; Loge, Jon Håvard; Berge, Viktor; Dahl, Alv Andreas; Cvancarova, Milada; Fosså, Sophie Dorothea
The purpose of this study is to study the influence of radical prostatectomy (RP) for prostate cancer on work status and working life in men 3 years after surgery. In a prospective, questionnaire-based study on adverse effects after RP, 330 prostate cancer (PCa) patients who had been active in the workforce before RP described their work status 3 years after having surgery. We dichotomized their postoperative work status into "unchanged or increased" versus "reduced." The participants also reported whether their working life was influenced by the PCa trajectory to no, some, or a great extent. Univariate and multiple logistic regression models were established with sociodemographic and clinical characteristics as independent variables and "work status" or "influence of PCa trajectory on working life" as dependent variables. Twenty-five percent of the participants had retired. Of the remaining participants, approximately 20 % had a reduced work status, which in the multivariate analyses was significantly associated with increasing age. One third of the men still active in the workforce considered the PCa to negatively influence their working life. This was independently associated with bother related to urinary leakage, fatigue, and having undergone additional oncological therapy (pelvic radiotherapy and/or hormone treatment). Though RP does not affect work status in most men, approximately one third of them experience problems in their working life due to adverse effects related to RP and/or additional post-RP anti-cancer therapy. Most PCa survivors can expect to remain in the workforce for at least 3 years after RP, but for some, persistent adverse effects after RP and /or additional anti-cancer treatment negatively affect their working life. Pre-RP counseling of men within the workforce should cover possible post-RP changes concerning work status and working life.
Mazerolle, Stephanie M; Goodman, Ashley
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.
Mazerolle, Stephanie M; Goodman, Ashley
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.
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.
Andysz, Aleksandra; Najder, Anna; Merecz-Kot, Dorota
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.
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
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.
Sundstrup, Emil; Hansen, Åse Marie; Mortensen, Erik Lykke; Poulsen, Otto Melchior; Clausen, Thomas; Rugulies, Reiner; Møller, Anne; Andersen, Lars L
Objective To determine the prospective association between retrospectively assessed physical work environment during working life and prospectively assessed sickness absence and labour market exit among older workers. Methods Using Cox regression analyses we estimated the 4-year to 6-year prospective risk of register-based long-term sickness absence (LTSA), disability pension, early retirement and unemployment from exposure to different physical work environmental factors during working life among 5076 older workers (age 49–63 at baseline) from the Copenhagen Aging and Midlife Biobank cohort. Results Very hard physical work throughout working life was a risk factor for LTSA (HR 1.66,95% CI 1.32 to 2.07), disability pension (HR 2.21,95% CI 1.04 to 4.72) and early retirement (HR 1.57,95% CI 1.13 to 2.17). Both short-term (work during working life and exposure to several factors in the physical work environment, especially heavy lifting, were important for labour market exit and sickness absence. This study underscores the importance of reducing physical work exposures throughout the working life course for preventing sickness absence and premature exit from the labour market. PMID:28819019
Georgellis, Y; Lange, T
This paper examines how culture, defined in our analysis by reference to traditional versus secular values, affects the work-life balance across Europe. Specifically, we focus on the factors that affect the propensity of individuals across 30 European countries to exhibit behavioural patterns in the work and life domains consistent with the segmentation, spillover or compensation hypotheses. Testing the latter assertions, our empirical analysis replicates the study by Judge and Watanabe (1994...
Cunningham, S. J.; Bateman, L. E.; Collins, J. M.
Objective: To identify factors affecting work-life balance amongst male and female orthodontists in the United Kingdom. Design: A qualitative interview-based study with a cross-sectional design. Subjects: Specialist orthodontists working in specialist practice and the hospital service in the United Kingdom were selected by purposive sampling. Methods: In-depth semi-structured interviews were conducted with eighteen orthodontic specialists. Interview transcripts were analysed using Framework A...
Devin Hassan Fahim; Farbod Davood
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 (198...
Eva Živčicová; Kristína Bulková; Tatiana Masárová
The article elaborates on the characteristics and indicators of work life balance (WLB). The focus is on the selected criteria of WLB as well as social life and time spent off work. The WLB factors chosen and discussed are: the amount of stress, exhaustion and lack of time for family activities and responsibilities in the context of WLB. The results of the European survey conducted by the Eurofond are compared with the authors’ questionnaire survey conducted in Slovakia in 2015. The survey r...
Chamakiotis, Petros; Whiting, Rebecca; Symon, Gillian; Roby, Helen
Scholars in the field of work-life balance (WLB) argue that individuals perform different role identities (e.g. parent, worker) within the different domains (e.g. family, work) of their life; and that these domains are separated by boundaries (Clark, 2000). There is an emerging view in the literature that information and communication technologies (ICTs) may influence both the way these boundaries operate and individuals’ transitions across the different domains of their lives (Perrons, 2003)...
I och med att tid spenderad på arbetsplatsen verkar fortsätta öka blir allt mindre och mindre tid kvar till familj och fritid, eller det som i denna uppsats benämns som övrigt liv. Den vanligaste orsaken till att en individ upplever obalans är att arbetssfären är för dominerande och lämnar kvar för lite tid till övriga sfärer. Därför har syftet i denna uppsats varit att öka förståelsen för hur och varför olika arbetsgivare arbetar med work-life balance samt att ta reda på vad de har för instä...
Pedersen, Vivi Bach; Jeppesen, Hans Jeppe
Schedule flexibility defines an important generating resource for work-life enrichment; however, our knowledge about how such spillovers take place is limited. This multiple case study examines how workers from different working time contexts with varying levels of schedule flexibility experience work-life interplay. Given the adopted explorative design, it is important to interpret the findings in a tentative light. Nonetheless, the study offers important insight into work-life enrichment that may guide future research in this field. The findings indicate that schedule flexibility may act as a boundary-spanning resource owing to the agency potential it offers workers. Thus, it seemed that flexible schedule opportunities enabled workers to engage more fully in personal life activities, which in turn had a positive influence on their work involvement through positive affect. Such positive role engagements appeared, however, to be greatly determined by workers' boundary management and by time conditions of work and family. In conclusion, the major findings and limitation of the study are discussed against existing research and theory. © 2012 The Authors. Scandinavian Journal of Psychology © 2012 The Scandinavian Psychological Associations.
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.
Starmer, Amy J; Frintner, Mary Pat; Freed, Gary L
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.
Work life balance has been identified as a key challenge in expatriation which impacts both private and professional spheres. Especially for women work and private life issues have been found to be particularly exacerbated abroad. Up until today research on work life interface in the expatriation context has focused on expatriates relocating with a family. However single expatriates represent a non negligible proportion of the expatriate population and their work life experiences remain large...
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.
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.
Nygaard, Else; Thielen, Karsten; Diderichsen, Finn
. 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......Depressions and depressive symptoms play a major explanatory role to sickness absence and early retirement at the Danish labour market, and represent a general public health issue. Modern work life is borderless, transient and lack sense of community. Aim of study was to analyse the effect...... of psychosocial factors of modern work life on the incidence of depression. Methods Baseline data 2000 were collected from a sample of 7588 Danish men and women aged 40 and 50 years. By October 2006, a follow-up survey was sent to all respondents. Persons, who at baseline were unemployed, with current or prior...
Sneberg, Ann Kristin; Andersen, Amalie Elizabeth Thune
This project investigates why it is that an initiative such as 30 hour work weeks has not been morewidely implemented in organisations. The topic of stress and imbalance between work life andpersonal life seems to be growing more and more. Furthermore, the effects of the traditionalbusiness approach are being seen more and more on the environment. Therefore, there wouldappear to be a need for change. Yet, why is it, that when a suggestion such as reducing standardworking weeks to 30 hours, in...
Nitzsche, Anika; Pfaff, Holger; Jung, Julia; Driller, Elke
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.
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.
Kim, Miyoung; Windsor, Carol
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.
Feigon, Maia; Block, Cady; Guidotti Breting, Leslie; Boxley, Laura; Dawson, Erica; Cobia, Derin
The purpose of the current review paper is to identify and describe challenges to work-life integration in neuropsychology, and from this review extrapolate an initial set of recommendations and present a set of scenarios in which the recommendations might apply in the hopes of improving quality of life for current and prospective neuropsychologists. Specific areas of focus include diversity, early and mid-career transitions, and potential barriers to advancement in specific practice settings. A broad review was conducted of extant literature on work-life integration. There is scant scientific literature in this area that is specific to neuropsychologists, or even psychology as a whole. Subsequently, the majority of this review was collected from more developed literatures in business and medical fields. The authors then provided recommendations based on experiences in their respective careers. Attempts were made to promote generalizability of recommendations for neuropsychologists in different settings. Evidence supports a potentially adverse impact on quality of life and overall life satisfaction when work and personal lives conflict. This manuscript identifies some of the potential risks when work and life responsibilities are not well integrated. It is anticipated this will serve as a catalyst for future studies on work-life integration in the field of neuropsychology, specifically.
Kim, Miji; Ryu, Eunjung
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.
Sundstrup, Emil; Hansen, Åse Marie; Mortensen, Erik Lykke
OBJECTIVE: To determine the prospective association between retrospectively assessed physical work environment during working life and prospectively assessed sickness absence and labour market exit among older workers. METHODS: Using Cox regression analyses we estimated the 4-year to 6-year...... and exposure to several factors in the physical work environment, especially heavy lifting, were important for labour market exit and sickness absence. This study underscores the importance of reducing physical work exposures throughout the working life course for preventing sickness absence and premature exit...... from the labour market....
Full Text Available 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 research that is clearly distinguishable from similar research in other countries in terms of distinctness in topics, methods, empirical findings, or theoretical concepts. The aim of this paper is to answer this question by identifying, analyzing, and discussing selected key contributions from Nordic 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 voice and autonomy and an extensive use of empirical and actionoriented research methods. Employees are construed not only as workers resisting exploitations from management or as workers pursuing individual careers, but also as members of collectives who share ideas and aspirations and who legitimately influence the management (and research using cooperation and pressure.
Hancke, Katharina; Igl, Wilmar; Toth, Bettina; Bühren, Astrid; Ditsch, Nina; Kreienberg, Rolf
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.
Carmen Pérez Sánchez
Full Text Available In this article we discuss whether telework constitutes a useful work-life balance strategy for women teleworkers with dependants. From our analysis we show that the discourse of the women interviewed about telework is not homogeneous, compact or linear, but includes plenty of contradictions, paradoxes and tensions. This fact reinforces telework’s enormous polysemy: it liberates and enslaves, it is a trap and an opportunity, it fulfills and can mean self-sacrifice. But, despite this rich complexity, our women informants agree on one particular matter: telework’s risks and possibly pernicious effects cannot hide either its advantages for work-life balance or the benefits it brings, at least in some cases, to one's personal life.
Møller, Anne; Reventlow, Susanne; Hansen, Åse Marie
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...... 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.......-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...
Babatunde Oluwatoyin Akanji
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...
Potgieter, Sónia C.B.; Barnard, Antoni
ORIENTATION: Work-life balance, as a crucial aspect of employee and organisational wellness, remains an interesting field of research, especially due to the changing demographic employee profile. RESEARCH PURPOSE: The objective of the study was to explore Black employees' construction of work-life balance in a customer care environment. MOTIVATION FOR THE STUDY: The conceptual debate regarding the construct of work-life balance in general as well as limited qualitative research with regard to...
Sundstrup, Emil; Hansen, Åse Marie; Mortensen, Erik Lykke; Poulsen, Otto Melchior; Clausen, Thomas; Rugulies, Reiner; Møller, Anne; Andersen, Lars L
Objectives The aim of this study was to determine the prospective association of cumulative mechanical exposure during working life with health-related labor market outcomes. Methods This prospective cohort study combines data from 5076 older workers (age 49-63 years) from the Copenhagen Aging and Midlife Biobank with a job exposure matrix and a national register containing information on social transfer payment. By coding individual job histories from the Danish version of ISCO-codes (International Standard Classification of Occupations), we calculated cumulative occupational mechanical exposures from a JEM for ton-years (lifting 1000 kg each day in one year), lifting-years (lifting loads weighing ≥20 kg >10 times each day in one year), kneeling-years (kneeling for one hour each day in one year) and vibration-years (whole-body vibration for one hour each day in one year). Cox-regression analyses estimated the relative risk of register-based long-term sickness absence (LTSA) and disability pension with cumulative occupational mechanical exposures throughout working life. Analyses were censored for competing events and adjusted for multiple confounders. Results During the follow-up period, 970 persons (19.3%) had ≥1 episode of LTSA and 85 persons (1.7%) were granted a disability pension. Number of ton-, lifting- and kneeling-years showed an exposure-response association with increased risk of LTSA (Ppension (HR 1.75 95% CI 1.01-3.04). Conclusions Cumulative occupational mechanical exposures during working life - such as lifting and kneeling work - increased the risk of LTSA. Importantly, being exposed to lifting increased the risk of disability pension.
Rumambie, Yuliana Fransisca
Employee Performance is an important part in a company or organization. It plays a very important role in an organization because performance of the company or organization largely depends on the performance of its employee. Recently, organizations realize that there are several factors that can affect employee performance. Several factors that can considered as the major determinants of employee performance, such as Performance Appraisal, Reward System, Job Stress, and Work life conflict. Th...
Full Text Available Introduction: Healthcare centers are one of main organizations which play important role in maintaining people s health by providing healthcare services. Therefore, paying attention to quality of work life (QWL & job performance in healthcare workers is very important. The aim of this study was assessment of quality of work life and job performance in health care workers and their relationship with demographic & contextual factors. Method: This cross sectional study conducted on 136 healthcare workers of healthcare centers in Islam Abad West city. Data collection tools were 3 questionnaires: demographics, Quality of work life and job performance questionnaire. In order to data analysis, descriptive statistics, independent sample t-test, one way ANOVA and Pearson correlation coefficient were used. Result: The Mean (Standard Deviation of age of healthcare workers was 36.42 (8 years. Most of practitioners in this study were female and married. The Mean (Standard Deviation score of QWL and job performance were 76.91 (13.25 & 52.5 (9, respectively. There was a significant relationship between QWL and job performance scores (p-value<0.001. Furthermore, the relationship between QWL with educational level and between job performance with sex and educational level were significant (p-value<0.05. Conclusion: Quality of work life was in a lower than average level and job performance was higher than average. Solutions such as increase of salary, encourage employees to continuing their educations, provide retraining course that are related to job can be useful to improve current situation.
This study borders on motivating female employees in Nigerian organisations in order to widen possibilities for business growth, high performance and organisational commitment. It is also about the impacts of work-life balance (WLB) on the commitment and motivation of women employees in Nigeria. Thus, the main thrust of this paper is to articulate how WLB affects these variables: women’s commitment and motivation in bringing about better organisational performance particularly at the turn of ...
Marina Romeo; Montserrat Yepes-Baldó; Rita Berger
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 ar...
Valo, Maarit; Hurme, Pertti
This study focuses on teamwork in Finnish working life. Through a wide cross-section of teams the study examines the causes to which team members attribute the outcomes of their teams. Qualitative data was collected from 314 respondents. They wrote 616 stories to describe memorable experiences of success and failure in teamwork. The stories revealed 1930 explanations. The findings indicate that both favorable and unfavorable team outcomes are perceived as being caused by ...
Süß, Stefan; Sayah, Shiva
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...
DREW, EILEEN PATRICIA; REDMOND, JENNIFER; VALIULIS, MARYANN
PUBLISHED Dublin A copy of the report can be obtained from the author or access at the web address below This report is a literature review of work-life balance, workplace culture and maternity/childcare issues. It draws on national and international research, policy and legislation, and looks particularly at the role each of these factors play in the decision-making strategies of those facing a crisis pregnancy Crisis Pregnancy Agency
The object of the research is observing the effects of socio-demographic factors and work-life balance on employees’ emotional exhaustion. The sample of the research consists of 261 participants in retailing, education, service, industry and logistics sectors. In line with the theoretical background, proper methods that are hierarchical regression analysis and analysis of variance (ANOVA) are implemented. The contribution of the research to the existing literature is exploring the relationshi...
Gawlik, Remigiusz; Jacobsen, Gorm
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 se...
De Lasson, Lydia; Just, Eva; Stegeager, Nikolaj W.M.
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....
López Gómez, María Andreé, 1985-; Duran Jordà, Xavier, 1974-; Zaballa, Elena; Sánchez Niubò, Albert; Delclòs i Clanchet, Jordi, 1956-; Benavides, Fernando G. (Fernando García)
PURPOSE: The global economy is changing the labour market and social protection systems in Europe. The effect of both changes on health needs to be monitored in view of an ageing population and the resulting increase in prevalence of chronic health conditions. The Spanish WORKing life Social Security (WORKss) cohort study provides unique longitudinal data to study the impact of labour trajectories and employment conditions on health, in terms of sickness absence, permanent disability and deat...
Pedersen, Rikke; Böwadt, Pia Rose
Recently, there has been a renewed interest in the concept of alienation in order to revitalize the concept within a late modern context (Jaeggi 2016). In this paper, we will examine the critical potential of alienation, applying the concept within a Danish public school context in order to raise...... questions on ethical implications of an accelerated work life. The analysis is based on a qualitative survey asking why teachers are leaving the Danish public school....
Carmen Pérez Sánchez; Ana María Gálvez Mozo
In this article we discuss whether telework constitutes a useful work-life balance strategy for women teleworkers with dependants. From our analysis we show that the discourse of the women interviewed about telework is not homogeneous, compact or linear, but includes plenty of contradictions, paradoxes and tensions. This fact reinforces telework’s enormous polysemy: it liberates and enslaves, it is a trap and an opportunity, it fulfills and can mean self-sacrifice. But, despite this ric...
Lewis, Suzan; Anderson, Deirdre; Lyonette, Clare; Payne, Nicola; Wood, Stephen; ,
The relative importance of economic and other motives for employers to provide support for work- life balance (WLB) is debated within different literatures. However, discourses of WLB can be sensitive to changing economic contexts. This article draws on in-depth interviews with senior HR professionals in British public sector organisations to examine shifting discourses of WLB in an austerity context. Three main discourses were identified: WLB practices as organisationally embedded amid finan...
Buddeberg-Fischer, B; Stamm, M; Buddeberg, C; Klaghofer, R
QUESTIONS UNDER STUDY: The present study aimed to investigate the differences between future family physicians, and physicians aspiring to other medical specialities, in terms of sociodemographic factors and variables concerning personality factors, career motivation, career success, importance of life goals and work-life balance; further, the stability in career choice of family physicians from medical school through to residency was evaluated. METHODS: Data reported are from four assessment...
The academic study of Quality of Working Life (QoWL) has a long tradition, vestiges of which are apparent in the classic job satisfaction and employee motivation research (see for example, Mayo and Warner, 1931; Maslow, 1943; 1932; Blauner 1964; Hertzberg, 1966). The intervening years have witnessed the accumulation of a broad, complex and, at times contradictory, literature relating to variables identified as impacting on QoWL. The potential value of investing in enhancing QoWL cannot be und...
Nagy, Beáta; Király, Gábor; Géring, Zsuzsanna
Work-life balance (WLB) is a key issue in our societies in which there is increasing pressure to be permanently available on demand and to work more intensively, and when due to technological change the borders between work and private life appear to be dissolving. However, the social, institutional and normative frames of a region have a huge impact on how people experience work and private life, where the borders between these spheres lie and how much control individuals have in managing th...
Ojo Ibiyinka Stella
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.
Danielly Silva de Aquino
Full Text Available The objective of this research was to analyze the quality of work life in the sewing sector of a clothing industry located in the Northwest of the Paraná. The research is characterized as an exploratory and descriptive case study. The instrument of data collection was an adaptation of the model considered for Walton. For data analysis descriptive statistics and the diagram of boxes were used (boxplot. The results had disclosed that the eight criterions of the quality of work life investigated had presented levels of satisfaction greater than 50%. A satisfactory general average can be evidenced (66.85% among the employees of the sewing sector in relation to the quality of work life. Although the presented levels of satisfaction, it would be interesting to take some measures aiming to improve them even more. These measures should be directed to the analysis of the criterion “proper and fair compensation”, which presented the worst average and greater dispersion among investigated criteria.
Full Text Available Background Nurses are the largest segment of professionals working in the healthcare industry, and a satisfactory quality of working life will empower them to provide the highest quality care to their patients. Aim To assess the quality of working life among nurses in a tertiary cancer care center in Qatar concerning the following variables; control at work, employee engagement, general well-being, home-work interface, job/career satisfaction, stress at work, and working conditions. Methods A cross-sectional, descriptive study was conducted to assess the QoWL among 146 Staff Nurses working in different units of a tertiary cancer center in Qatar. A Quality of Work life Scale, a seven-point Likert’s scale was used, were nurses self-reported their QoWL. Results The mean age of the study participants were 36.48 years ± 6.74, and mean total years of clinical experience in nursing and clinical experience at the center was 14.16 years and 7.65 years respectively. The majority (69.9% of the nurses who participated in the study were working in inpatient units. Around fifty-four percentage were graduate nurses. A vast majority (89.7% of the respondents were married and among them, 84.2% of nurses lived with their family. Nurses’ perception of the factors associated with QoWL including control and stress at work were found average, and others such as employee engagement, general well-being, homework interface, job/career satisfaction, working condition, and overall quality of work life were considered good. There was no statistically significant difference in the QoWL scores and participants’ characteristics (P>0.05. Conclusion The overall QoWL was found to be good for the Oncology Nurses working at a cancer center in Qatar. However, Nurses reported having varying degrees of stress at work. Nurses require highly specialized clinical competencies to accurately determine patients' states and predict and cope with difficulties that may occur during
Zülch, Gert; Stock, Patricia; Schmidt, Daniel
Many companies currently strive to support their employees' work-life balance through appropriate measures in order to improve employees' loyalty towards the company and to recruit new employees. In this context, flexibility in the area of working times is a measure that can influence employees' private lives immensely. This is why the individualisation of working time arrangements has been accorded high importance in current discussions on work-life balance. In this area, best practice examples can be found showing how working-time arrangements can improve the situation of the employees. It should be noted, however, that there is not one single perfect working-time model. A working-time model must always be adapted specifically to the actual situation of the company and the employees. Therefore, a targeted analysis of the challenges facing the company and the demands on the employees is essential for the creation of an appropriate working time policy. In particular, the employees' working-time preferences must be appropriately taken into account. Owing, however, to a combination of organisational complications and legal data protection restrictions, it is for the most part impossible to meet these working-time preferences in their entirety. This paper, which is based on an employee survey, illustrates the strain on employees in the retail sector and identifies different types of working-time preferences.
Unlike most of the work-related stress research, which emphasizes how to manage stressors and maximize the psychological well-being, the present article focuses on one particular kind of stressor: the experience of conflict or interference between demands at work and responsibilities and commitments outside of the work setting, especially in respect offamily life and one's personal life. Referred to as "work-family conflict" or (more recently) "work-life conflict", this stressor has been demonstrated in research since the 1990s to exert a considerable impact on individuals' well-being along with other areas such as family functioning and even performance on the job. In contrast to the intra-role conflict, which refers to interference between roles within a single domain (e.g., the work context), work-family (or work-life) conflict is a form of inter-role interference which occurs when there is conflict across domains. In the 1980s and 1990s, research and writing in this area focused predominantly on work versus family, but in recent years the "non-work" component has been expanded to include other aspects of people's lives. For simplicity, we will refer to the two major spheres as the "work domain" (i.e., a person's paid employment) and the "life domain" (which comprises all other dimensions of life, including family, recreation, community activities and personal life). Although this classification is not entirely appropriate, it enables differentiation between the two spheres.
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
Koch, Anna R; Binnewies, Carmen
This multisource, multilevel study examined the importance of supervisors as work-life-friendly role models for employees' boundary management. Particularly, we tested whether supervisors' work-home segmentation behavior represents work-life-friendly role modeling for their employees. Furthermore, we tested whether work-life-friendly role modeling is positively related to employees' work-home segmentation behavior. Also, we examined whether work-life-friendly role modeling is positively related to employees' well-being in terms of feeling less exhausted and disengaged. In total, 237 employees and their 75 supervisors participated in our study. Results from hierarchical linear models revealed that supervisors who showed more segmentation behavior to separate work and home were more likely perceived as work-life-friendly role models. Employees with work-life-friendly role models were more likely to segment between work and home, and they felt less exhausted and disengaged. One may conclude that supervisors as work-life-friendly role models are highly important for employees' work-home segmentation behavior and gatekeepers to implement a work-life-friendly organizational culture. PsycINFO Database Record (c) 2014 APA, all rights reserved.
The aim of this article is to examine work-life balance in the Irish hotel sector from an employee perspective with implications for HRM. This particular article presents part of a larger study on work flexibility and work-family balance (Farrell, 2012). The study included a survey of managers and employees. Two-hundred and forty-six questionnaires from employees were returned which was a 22% response rate from the original sample group. The research data show that company benefits were not ...
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
de Jong, Merel; de Boer, Angela G E M; Tamminga, Sietske J; Frings-Dresen, Monique H W
To assess issues that contribute to the Quality of Working Life (QWL) of employees with a chronic physical disease. A systematic literature search was conducted using the databases PubMed, PsycINFO and EMBASE. Experiences and perceptions during the working life of employees with a chronic physical disease were extracted and synthesized into issues that contributed to their QWL. We organized these synthesized QWL issues into higher order themes and categories with qualitative data analysis software. From a total of 4,044 articles identified by the search, 61 articles were included. Data extraction and data synthesis resulted in an overview of 73 QWL issues that were classified into 30 themes. The following five categories of themes were identified: (1) job characteristics with issues such as job flexibility and work-site access; (2) the social structure and environment containing issues about disclosure, discrimination, misunderstanding, and awareness by employers or colleagues; (3) organizational characteristics with issues such as requesting work accommodations; (4) individual work perceptions including issues about enjoyment and evaluating work or life priorities; and (5) effect of the disease and treatment including issues about cognitive and physical health and work ability. This systematic review offers an extensive overview of issues that might contribute to the QWL of employees with a chronic physical disease. This overview may function as a starting point for occupational support, such as monitoring and evaluating the QWL of employees with a chronic physical disease during return-to-work and work continuation processes.
MAKABE, Sachiko; TAKAGAI, Junko; ASANUMA, Yoshihiro; OHTOMO, Kazuo; KIMURA, Yutaka
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. PMID:25475095
Makabe, Sachiko; Takagai, Junko; Asanuma, Yoshihiro; Ohtomo, Kazuo; Kimura, Yutaka
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.
Cohen, I Glenn; Czeisler, Charles A; Landrigan, Christopher P
In July 2011, the ACGME implemented new rules that limit interns to 16 hours of work in a row, but continue to allow 2nd-year and higher resident physicians to work for up to 28 consecutive hours. Whether the ACGME's 2011 work hour limits went too far or did not go far enough has been hotly debated. In this article, we do not seek to re-open the debate about whether these standards get matters exactly right. Instead, we wish to address the issue of effective enforcement. That is, now that new work hour limits have been established, and given that the ACGME has been unable to enforce work hour limits effectively on its own, what is the best way to make sure the new limits are followed in order to reduce harm to residents, patients, and others due to sleep-deprived residents? We focus on three possible national approaches to the problem, one rooted in funding, one rooted in disclosure, and one rooted in tort law. © 2013 American Society of Law, Medicine & Ethics, Inc.
In the last six decades, work life and family life spheres of employees have undergone various changes. This paper presents an empirical study of major factors which have influenced employee work-life balance and popular work-life balance tools initiated at organisational level to help an employee balance different life segments such as work, family, personal finances, career and health. Current work-life balance approach, tools and programmes at organisational level primarily address those i...
Naithani, Pranav; Jha, A.N.
In the last six decades, work life and family life spheres of employees have undergone various changes. This paper presents an empirical study of major factors which have influenced employee work-life balance and popular work-life balance tools initiated at organisational level to help an employee balance different life segments such as work, family, personal finances, career and health. Current work-life balance approach, tools and programmes at organisational level primarily address those i...
Roberts, Daniel L; Shanafelt, Tait D; Dyrbye, Liselotte N; West, Colin P
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.
Sundstrup, Emil; Hansen, Åse Marie; Mortensen, Erik Lykke; Poulsen, Otto Melchior; Clausen, Thomas; Rugulies, Reiner; Møller, Anne; Andersen, Lars L
To determine the prospective association between retrospectively assessed physical work environment during working life and prospectively assessed sickness absence and labour market exit among older workers. Using Cox regression analyses we estimated the 4-year to 6-year prospective risk of register-based long-term sickness absence (LTSA), disability pension, early retirement and unemployment from exposure to different physical work environmental factors during working life among 5076 older workers (age 49-63 at baseline) from the Copenhagen Aging and Midlife Biobank cohort. Very hard physical work throughout working life was a risk factor for LTSA (HR 1.66,95% CI 1.32 to 2.07), disability pension (HR 2.21,95% CI 1.04 to 4.72) and early retirement (HR 1.57,95% CI 1.13 to 2.17). Both short-term (factors in the physical work environment, especially heavy lifting, were important for labour market exit and sickness absence. This study underscores the importance of reducing physical work exposures throughout the working life course for preventing sickness absence and premature exit from the labour market. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.
Neumann, Joyce L; Mau, Lih-Wen; Virani, Sanya; Denzen, Ellen M; Boyle, Deborah A; Boyle, Nancy J; Dabney, Jane; De KeselLofthus, Alexandra; Kalbacker, Marion; Khan, Tippu; Majhail, Navneet S; Murphy, Elizabeth A; Paplham, Pamela; Parran, Leslie; Perales, Miguel-Angel; Rockwood, Todd H; Schmit-Pokorny, Kim; Shanafelt, Tait D; Stenstrup, Elaine; Wood, William A; Burns, Linda J
A projected shortage of hematopoietic cell transplantation (HCT) health professionals was identified as a major issue during the National Marrow Donor Program/Be The Match System Capacity Initiative. Work-related distress and work-life balance were noted to be potential barriers to recruitment/retention. This study examined these barriers and their association with career satisfaction across HCT disciplines. A cross-sectional, 90-item, web-based survey was administered to advanced practice providers, nurses, physicians, pharmacists, and social workers in 2015. Participants were recruited from membership lists of 6 professional groups. Burnout (measured with the Maslach Burnout Inventory subscales of emotional exhaustion and depersonalization) and moral distress (measured by Moral Distress Scale-Revised) were examined to identify work-related distress. Additional questions addressed demographics, work-life balance, and career satisfaction. Of 5759 HCT providers who received an individualized invitation to participate, 914 (16%) responded; 627 additional participants responded to an open link survey. Significant differences in demographic and practice characteristics existed across disciplines (P burnout differed across disciplines (P burnout, whereas social workers had the lowest prevalence at less than one-third. Moral distress scores ranged from 0 to 336 and varied by discipline (P burnout varied by discipline; however, moral distress was a significant contributing factor for all providers. Those with burnout were more likely to report inadequate work-life balance and a low level of career satisfaction; however, overall there was a high level of career satisfaction across disciplines. Burnout, moral distress, and inadequate work-life balance existed at a variable rate in all HCT disciplines, yet career satisfaction was high. These results suggest specific areas to address in the work environment for HCT health professionals, especially the need for relief of
An essential element for children's quality of life is represented by the time spent together with their family, especially with their parents. However, for most of the families, the time spent together is quite limited by the work obligations on one side and on the other hand by the household living arrangements. In this paper I will approach the relationship between work-life balance and subjective well-being. The paper will focus on families from Romania in a comparative perspective with t...
Tubutienė, Vilma; Poškuvienė, Beatričė
Work-Life-Balance has become a long-term subject. In an economy which brings people to the limits of their possibilities it depends more than ever on creating a well-balanced relation between professional requirements and personal wishes by suitable measures and conditions. But it is not simply about the reduction of work and rise of spare time-oriented life. It is about the creation of a wellharmonized balance which connects efficiency with personal well-being. This division cannot hide some...
Özyer, Kubilay; Azizoğlu, Öznur
Women are participating more and more to the working life nowadays. But they couldn’t adequately take part in high management positions. There are too many reasons which effect this case. Especially; in some research it suggested that women couldn’t go beyond to a barrier, “glass ceiling”, which is an invisible obstacle for women, and they have to work under it. For these reason; in this study firstly, the terms of glass ceiling obstacle to women and perceived organizational justice and the i...
Wagenaar, A.F.; Kompier, M.A.J.; Houtman, I.L.D.; Bossche, S.N.J.van den; Taris, T.W.
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
Small, J.; Harris, C.; Wilson, J.; Ateljevic, I.
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
L. Wattis (Louise); J.F. Standing (Joseph); M.A. Yerkes (Mara)
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
Tini Elyn Herlina
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.
Lawless, Jane; Moss, Cheryle
In this paper the authors draw attention to the value of nurse dignity in the work-life of nurses. How does the profession currently understand this as a concept and construct? How might the valuing of worker dignity in the workplace affect the wellbeing of the workforce? A review of nursing literature and a theoretical lens on worker dignity derived from recent work by Hodson (2001) was used to explore these questions. In the context of current and international workforce issues associated with recruitment and retention, analysis of the construct of worker dignity within the profession takes on a strong imperative. The large existing body of research into nursing workplace environments highlights concern that nurses have in understanding and improving work-life quality. Findings of this inquiry reveal that while there is a degree of coherence between the nursing research and elements of Hodson's (2001) research on worker dignity, the dignity of nurses, as a specific construct and as an intrinsic human and worker right has received little explicit attention. Reasons for this may lie partly in approaches that privilege patient dignity over nurse dignity and which rely on the altruism and self-sacrifice of nurses to sustain patient care in environments dominated by cost-control agendas. The value of dignity in the work-life of nurses has been under-explored and there is a critical need for further theoretical work and research. This agenda goes beyond acceptance of dignity in the workplace as a human right towards the recognition that worker dignity may be a critical factor in sustaining development of healthy workplaces and healthy workforces. Directing explicit attention to nurse dignity may benefit the attainment of both nurse and organisational goals. Hodson's (2001) framework offers a new perspective on dignity in the workplace and leads to new insights and a slightly different view of a 'road well travelled' in nursing literature.
Kermansaravi, Fatihe; Navidian, Ali; Navabi Rigi, Shahindokht; Yaghoubinia, Fariba
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.
Lowe, Janet; Gayle, Vernon
This study explores the dimensions of the work/life/study balance and its influence on student participation in higher education, through a case study of the experience of higher education students, studying both full time and part time, in a Scottish further education college. The experience of the students and the work/life/study challenges that…