Based on a thorough review of the literature we introduce an integrated conceptualization of work-life balance involving two key dimensions: engagement in work life and nonwork life and minimal ...conflict between social roles in work and nonwork life. Based on this conceptualization we review much of the evidence concerning the consequences of work-life balance in terms work-related, nonwork-related, and stress-related outcomes. We then identify a set of personal and organizational antecedents to work-life balance and explain their effects on work-life balance. Then we describe a set of theoretical mechanisms linking work-life balance and overall life satisfaction. Finally, we discuss future research directions and policy implications.
Physicians must balance career and home responsibilities, yet previous studies on work-life balance are focused primarily on work-based tasks. We examined gender discrepancies and factors related to ...household responsibilities and work-life balance among pediatricians.
We used 2015 data from the American Academy of Pediatrics Pediatrician Life and Career Experience Study, a longitudinal study of early-career pediatricians. χ
tests and multivariable logistic regression were used to examine the effects of gender on household responsibilities, satisfaction, and work-life balance attainment. We formally reviewed responses from 2 open-ended questions on work-life balance challenges and strategies for common themes.
Seventy-two percent of participants completed the survey (1293 of 1801). Women were more likely than men to report having primary responsibility for 13 of 16 household responsibilities, such as cleaning, cooking, and routine care of children (all
< .001). All gender differences except budget management remained significant when controlling for part-time work status and spouse or partner work status (
< .05). Women were less satisfied with their share of responsibilities relative to others (52% vs 62%;
< .001), and few women and men report being very successful at achieving balance between their job and other life areas (15% vs 19%, respectively;
= .05). Open-ended responses (
= 1145) revealed many barriers to achieving work-life balance. Strategies to increase work-life balance included reducing work hours, outsourcing household-related work, and adjustments to personal responsibilities and relationships.
Female pediatricians spend more time on household responsibilities than male pediatricians, and gender is a key factor associated with work-life balance satisfaction.
This special brings together innovative and multidisciplinary research (sociology, economics, and social work) using data from across Europe and the US to examine the potential flexible working has ...on the gender division of labour and workers’ work–life balance. Despite numerous studies on the gendered outcomes of flexible working, it is limited in that the majority is based on qualitative studies based in the US. The papers of this special issue overcome some of the limitations by examining the importance of context, namely, family, organisational and country context, examining the intersection between gender and class, and finally examining the outcomes for different types of flexible working arrangements. The introduction to this special issue provides a review of the existing literature on the gendered outcomes of flexible working on work life balance and other work and family outcomes, before presenting the key findings of the articles of this special issue. The results of the studies show that gender matters in understanding the outcomes of flexible working, but also it matters differently in different contexts. The introduction further provides policy implications drawn from the conclusions of the studies and some thoughts for future studies to consider.
This article critically assesses the assumption that more and more work is being detached from place and that this is a ‘win‐win’ for both employers and employees. Based on an analysis of official ...labour market data, it finds that only one‐third of the increase in remote working can be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make‐up of the employed labour force. This suggests that the detachment of work from place is a growing trend. This article also shows that while remote working is associated with higher organisational commitment, job satisfaction and job‐related well‐being, these benefits come at the cost of work intensification and a greater inability to switch off.
These are challenging times for health care executives. The health care field is experiencing unprecedented changes that threaten the survival of many health care organizations. To successfully ...navigate these challenges, health care executives need committed and productive physicians working in collaboration with organization leaders. Unfortunately, national studies suggest that at least 50% of US physicians are experiencing professional burnout, indicating that most executives face this challenge with a disillusioned physician workforce. Burnout is a syndrome characterized by exhaustion, cynicism, and reduced effectiveness. Physician burnout has been shown to influence quality of care, patient safety, physician turnover, and patient satisfaction. Although burnout is a system issue, most institutions operate under the erroneous framework that burnout and professional satisfaction are solely the responsibility of the individual physician. Engagement is the positive antithesis of burnout and is characterized by vigor, dedication, and absorption in work. There is a strong business case for organizations to invest in efforts to reduce physician burnout and promote engagement. Herein, we summarize 9 organizational strategies to promote physician engagement and describe how we have operationalized some of these approaches at Mayo Clinic. Our experience demonstrates that deliberate, sustained, and comprehensive efforts by the organization to reduce burnout and promote engagement can make a difference. Many effective interventions are relatively inexpensive, and small investments can have a large impact. Leadership and sustained attention from the highest level of the organization are the keys to making progress.
This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, ...New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.
•WLB was positively associated with job and life satisfaction.•WLB was negatively related with anxiety and depression.•Individualism/collectivism and gender egalitarianism moderated these relationships.•WLB was more beneficial on the study's outcomes in individualistic cultures.•WLB was more beneficial on the study's outcomes in gender egalitarian cultures.
This study evaluates a three-week online self-training intervention teaching mindfulness as a cognitive–emotional segmentation strategy. Daily effects on psychological detachment, affective ...well-being, psychological and strain-based work–family conflict, and satisfaction with work–life balance were assessed, with a particular focus on whether segmentation preferences moderate training responsiveness. A randomized wait-list control group design was used for administering daily questionnaires to 190 participants. Psychological detachment, affective well-being, and work–life interface measures were assessed daily. As expected, growth curve analyses revealed positive effects on psychological detachment, psychological work–family conflict, and work–life balance satisfaction. No effects were found for strain-based work–family conflict. Additionally, segmentation preferences moderated the intervention effect on psychological detachment, such that participants with low segmentation preference reported stronger intervention effects. Unexpectedly, affective well-being increased in both groups. Practitioner points Practicing mindfulness as a cognitive–emotional segmentation strategy enables detachment from work. Mindfulness training reduces psychological work–life conflict and enhances work–life balance satisfaction, irrespective of preferences for segmentation or integration. Mindfulness training increases detachment from work most successfully for integrators. Organizational practices and policies are advised to include brief mindfulness interventions in work–life balance programmes.
Why too much work and too little time is hurting workers and companies—and how a proven workplace redesign can benefit employees and the bottom line
Today's ways of working are not working—even for ...professionals in good jobs. Responding to global competition and pressure from financial markets, companies are asking employees to do more with less, even as new technologies normalize 24/7 job expectations. In Overload , Erin Kelly and Phyllis Moen document how this new intensification of work creates chronic stress, leading to burnout, attrition, and underperformance. Flexible work policies and corporate lip service about work-life balance don't come close to fixing the problem. But this unhealthy and unsustainable situation can be changed—and Overload shows how.
Drawing on five years of research, including hundreds of interviews with employees and managers, Kelly and Moen tell the story of a major experiment that they helped design and implement at a Fortune 500 firm. The company adopted creative and practical work redesigns that gave workers more control over how and where they worked and encouraged managers to evaluate performance in new ways. The result? Employees' health, well-being, and ability to manage their personal and work lives improved, while the company benefited from higher job satisfaction and lower turnover. And, as Kelly and Moen show, such changes can—and should—be made on a wide scale.
Complete with advice about ways that employees, managers, and corporate leaders can begin to question and fix one of today's most serious workplace problems, Overload is an inspiring account about how rethinking and redesigning work could transform our lives and companies.
Work–life balance and firms: A matter of women? Adame, Consolación; Caplliure, Eva-María; Miquel, María-José
Journal of business research,
April 2016, 2016-04-00, 20160401, Letnik:
69, Številka:
4
Journal Article
Recenzirano
The work–life balance (WLB) literature reports a positive relationship between the presence of female workers in firms and the implementation of WLB measures. Examining these findings from an ...alternative methodological perspective, this study adopts a fuzzy-set approach to analyze empirical data from 87 Spanish SMEs. The study's main finding is that the presence of women does not determine the level of implementation of WLB policies. Conversely, the absence of women does seem to determine the absence of such policies. Likewise, the absence of organizational commitment to WLB leads to the absence of WLB policies.
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