Thematische Bibliographien / Work and private life balance

Inhaltsverzeichnis

  1. Zeitschriftenartikel
  2. Dissertationen
  3. Bücher
  4. Buchteile
  5. Konferenzberichte
  6. Berichte der Organisationen

Auswahl der wissenschaftlichen Literatur zum Thema „Work and private life balance“

Autor: Grafiati
Veröffentlicht am 30. Juni 2021
Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "Work and private life balance"

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Kuchařová, Věra. „Work-life Balance: Societal and Private Influences“. Czech Sociological Review 45, Nr. 6 (01.12.2009): 1283–310. http://dx.doi.org/10.13060/00380288.2009.45.6.06.

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Anuradha und Mrinalini Pandey. „Impact of work-life balance on job satisfaction of women doctors“. Problems and Perspectives in Management 14, Nr. 2 (13.06.2016): 319–24. http://dx.doi.org/10.21511/ppm.14(2-2).2016.07.

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In the competitive era of today, women have to battle hard to establish their individuality in the society, as well as in professional life. Work-life balance is the major problem in the life of working women. The study covers work-life balance of women doctors of private hospitals of Jharkhand. This study helps to understand the impact of work-life balance on job satisfaction. Regression analysis and ANOVA Test have been used to test the relationship between the variables. The study has found that work-life balance has positive impact on job satisfaction
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Bhende, Pravin, Nandakumar Mekoth, Varsha Ingalhalli und Y. V. Reddy. „Quality of Work Life and Work–Life Balance“. Journal of Human Values 26, Nr. 3 (31.07.2020): 256–65. http://dx.doi.org/10.1177/0971685820939380.

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The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gathered from 89 managers of public and private sector banks in India using a convenience sampling method and analysed using principal component analysis and multiple regression analysis. Both qualities of work life and work–life balance are multidimensional constructs. Results indicate that the productivity dimension of a work–life balance was influenced by all dimensions of quality of work life except grievance redress. Further, the skill deployment dimension was predicted by all three dimensions of quality of work life. However, none of the quality of work life dimensions had any relation with the efficiency dimension of work–life balance. The study will help managers to ensure employee productivity and skill deployment by enhancing the quality of work life. The study has relevance for employee welfare and organizational output. The study has unearthed new dimensions in quality of work life and work–life balance and has established new relationships.
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Nakra, Rashmi. „Globalization, Work Intensification and Work-life Balance“. Ushus - Journal of Business Management 4, Nr. 1 (10.06.2005): 73–84. http://dx.doi.org/10.12725/ujbm.5.8.

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The performance and change challenges experienced by organizations in the global village are unprecedented and there is every reason to believe that these will continue to grow. In the incessant quest for higher performance, the pressures felt by organizations are being deflected on to their employees. This has resulted in a profound change in the employment relationship, making it more transitory and flexible. This paper looks at the impact of globalization on the employment relationship and work intensification. The results based on a sample of 77 employees from 34 private sector organizations indicate that work intensification is prevailing at significant levels. These findings suggest that it is time for a rigorous empirical look at work intensification and work-life balance. Finally, the managerial implications of the suggestions made by the respondents for moderating the work intensification are discussed.
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Al Harbi, Mutaz Minwer Halal. „INFLUENCE OF WORK LIFE BALANCE ON PERFORMANCE OF EMPLOYEES IN JORDAN HOSPITALS“. International Journal of Research -GRANTHAALAYAH 8, Nr. 1 (03.06.2020): 53–58. http://dx.doi.org/10.29121/granthaalayah.v8.i1.2020.247.

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This paper examines the impact of WLB on performance of employees in Jordan hospitals. This study is a quantitative research and made use primary data using a research questionnaire as instrument was administered to a total number of 500 respondents selected from four governments and four privates hospitals namely: Al-Bashir hospital (Government), Al Mafraq Government Hospital (Government), Ram Manohar Lohia Hospital (Government),Jawaharlal Nehru Medical College (Government),Philadelphia hospital (private), Haramain Hospital (Private), Jordan hospital (private) and Fortis Hospital (Private) from Jordan. The result of the study reveals that impact of WLB on performance of employees was significant and joint impact of WLB and motivation significantly influence performance of employees. In conclusion, motivation plays an important role in encouraging employees to perform; a well-motivated employee has a possibility of performing better than an employee that is not well motivated.
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Miryala, Dr Ramesh Kumar, und Nagapriya Chiluka. „An Empirical Study Of Work-life-balance With Special Reference To Government & Private Teachers In India“. Indian Journal of Applied Research 1, Nr. 2 (01.10.2011): 61–64. http://dx.doi.org/10.15373/2249555x/nov2011/20.

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Hancke, Katharina, Wilmar Igl, Bettina Toth, Astrid Bühren, Nina Ditsch und Rolf Kreienberg. „Work–life balance of German gynecologists: a web-based survey on satisfaction with work and private life“. Archives of Gynecology and Obstetrics 289, Nr. 1 (17.07.2013): 123–29. http://dx.doi.org/10.1007/s00404-013-2949-y.

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Riforgiate, Sarah E., und Michael W. Kramer. „The Nonprofit Assimilation Process and Work-Life Balance“. Sustainability 13, Nr. 11 (26.05.2021): 5993. http://dx.doi.org/10.3390/su13115993.

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Nonprofit organizations are a context where workers’ passion and commitment to their work may make it more difficult to negotiate between professional work and private life demands. Challenges in navigating work and life are important issues for individual sustainability and influence organizational sustainability in terms of retention and organizational commitment. As new employees join an organization, they are socialized into the rhythm and norms of the workplace; therefore, early employment provides an important juncture to study how new employees come to understand work-life expectations. This qualitative study considers 55 interviews with new employees (employed six months or less) at a nonprofit social welfare organization which was concerned with high employee turnover. Participants described how they came to the organization, how they learned the expected behaviors for their positions and messages received from organizational members (e.g., supervisors and coworkers) and social groups outside of the organization (e.g., family and friends) pertaining to managing work and life responsibilities. Findings highlight the importance of communication, extend organizational assimilation concepts, and offer practical implications to enhance sustainability for organizations and employees.
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Laß, Inga, und Mark Wooden. „Temporary employment and work‐life balance in Australia“. Journal of Family Research 32, Nr. 2 (09.09.2020): 214–48. http://dx.doi.org/10.20377/jfr-357.

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While it is often believed that temporary forms of employment, such as fixed-term contracts, casual work and temporary agency work, provide workers with more flexibility to balance work and private commitments, convincing empirical evidence on this issue is still scarce. This paper investigates the association between temporary employment and work-life balance in Australia, using longitudinal data from the Household, Income and Labour Dynamics in Australia Survey for the period 2001 to 2017. In contrast to previous studies, we compare results from pooled cross-sectional and fixed-effects regressions to investigate the role of time-constant unobserved worker characteristics in linking temporary employment and work-life outcomes. The results show that, after accounting for job characteristics and person-specific fixed-effects, among women only casual employment is unequivocally associated with better work-life outcomes than permanent employment. For men, we mostly find negative associations between all forms of temporary employment and work-life outcomes, but the magnitudes of these associations are much smaller and mostly insignificant in fixed-effects models. This result suggests that male temporary employees have stable unobserved traits that are connected to poorer work-life balance.
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Dinakar, R. „Effectiveness of Work Life Balance (WLB) on Job Satisfaction of Employees working in Banks“. International Journal of Management and Humanities 5, Nr. 7 (30.03.2021): 22–26. http://dx.doi.org/10.35940/ijmh.g1256.035721.

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The passage of new private banks improves operational effectiveness and intensity in the Indian financial system. The new private area banks have presented state-of-theart and inventive administrations and products to catch the high market share of the overall banking industry. This progression the working example of the employees in the financial sector. The findings of the study shows that equilibrium work life balance, responsibility, Institutional help, and monetary help are determinants of the WLB of representatives in new private area banks. The outcomes demonstrate that there is a critical distinction between the financial status of employees and determinants of WLB in new private area banks. The outcomes likewise suggest that WLB, Organizational help, monetary help, and responsibility are fundamentally and emphatically affecting the work fulfillment of representatives in new private area banks. The new private area banks should offer work-family uphold programs in particular youngster care uphold and adaptable working timings to diminish employee pressure and encourage to the administration of family and work viably. Moreover, new private banks should actualize arrangements of anticipation of lewd behavior, yearly health checkups, and sick leaves successfully so that employees can satisfy with their roles and in turn increase the productiveness of their operations.
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Dissertationen zum Thema "Work and private life balance"

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Eriksson, Johan. „Work-life balance utifrån ett arbetsgivarperspektiv : Om arbetsgivares arbete och inställning mot work-life balance“. Thesis, Karlstads universitet, Handelshögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-32298.

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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 inställning gentemot begreppet. Med andra ord ville jag förutom att ta reda på deras inställning även ta reda på vilka olika sätt arbetsgivare arbetar med work-life balance på och vilka nyttor de såg i att göra detta. Detta gjorde jag genom att ta del av litteratur och forskning som berör ämnet work-life balance utifrån ett arbetsgivarperspektiv. Dessutom tog jag del av forskning rörande områden som tillgänglighet och flexibilitet och inte minst kommunikationsteknologi. Själva undersökningen var av en kvalitativ art där jag intervjuade sex respondenter från sex olika organisationer. Samtliga respondenter valdes utifrån uppsatta kriterier där jag ville att respondenten skulle ha personalansvar eller personalinsyn samt ha varit anställd minst ett år på organisationen. Undersökningens resultat visar att samtliga organisationer tycker att work-life balance är en viktig fråga. Dessutom verkar de ta på sig visst ansvar för individernas work-life balance, då de menar att det är en gemensam angelägenhet för organisation och individ. Således ses inte work-life balance som individens ensamma problem. Anledningar till att arbeta med work-life balance visade sig bland annat beröra rekrytering, där arbetsgivarna menade att det organisatoriska arbetet med work-life balance kan attrahera nya medarbetare. Arbete med work-life balance beskrevs som ett konkurrensmedel som dessutom har ett starkt samband med att vara en attraktiv arbetsgivare. Vidare anledningar till att arbeta med work-life balance visade sig ha med individens välmående och prestanda att göra. Arbete med work-life balance kunde dessutom enligt arbetsgivarna medföra att de anställda mår bättre och att exempelvis sjukfrånvaro och sjukskrivning kan undvikas. Vad gäller hur organisationerna arbetar med work-life balance handlar det helt klart främst om flexibilitet, där just arbetsarrangemanget flextid visade sig vara klart dominerande. Distansarbete som heltidslösning visade sig vara ovanligt och arbetsgivarnas inställning gentemot detta arbetsarrangemang visade sig vara mycket negativ. Inte heller var deltidsarbete en uppskattad arbetsform då arbetsgivarna menade att deltidsarbete är sämre än heltidsarbete. Vad gäller arbetsdelning visade sig detta arbetsarrangemang endast tillämpas av några organisationer och i princip vara helt okänt hos andra. Vad gäller tillgänglighet visade sig kraven variera mellan och inom organisationerna. Tillgänglighetskraven hänger tätt samman med vilket yrke individen innehar. Organisationer arbetar inte särskilt mycket med begränsningar av användandet av kommunikationsteknologi utanför arbetstid då inte en enda organisation hade några formella bestämmelser avseende detta. Slutligen tyckte arbetsgivarna att en förmån som facilitet för barnomsorg i anslutning till arbetsplatsen kan vara en god idé för såväl arbetstagare som arbetsgivare, men ingen organisation visade sig erbjuda detta för närvarande.
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Gabayi, Simiselo Albert. „The role of organisational culture in fostering work life balance in business and private banking“. Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/15204.

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The current socio-economic climate has induced stress on organisations and employees, since they are expected to double their efforts with limited resources. Organisational culture poses a challenge to employees, especially in a high-pressure environment. A highly competitive environment demands organisations that have the ability to change constantly to ensure sustainability. This has resulted in employees feeling that organisational culture has changed to that of sales culture with disregard for people resulting in a lack of work-life balance (WLB). This study intends to contribute to developing a framework of how organisational culture could support work-life balance. When negative in nature, organisational culture can impact negatively on organisational performance and quality of work-life causing best workers to leave. The problem identified by this study is a poor organisational culture in banking that may discourage work-life balance practices. When an organisations’ primary focus is on sales and less on people, this leads to work-life imbalances. A comprehensive questionnaire was developed for this study to establish the perception of employees towards organisational culture and work-life as an aspect of employee wellness. The total sample was forty-four (44) respondents who are from business and private banking space of the four major banks. The results showed that the type of organisational culture that is prevalent in business and private banking is a combination of market and hierarchy culture. Job satisfaction is also positively correlated to organisational culture. Management must ensure that the workforce is satisfied in order to create a positive culture. A positive organisational culture has a positive influence on employees, attaining the desired work-life balance in business and private banking space.
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Zeiselmeier, Barbara, und Leonie Bartz. „Perspectives on the compatibility of work and private-life : A qualitative study of managers' work-life balance in the Swedish retail sector“. Thesis, University Pforzheim, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-3176.

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Sandberg, Lina. „Att hitta balansen mellan arbete och privatliv : En intervjustudie med arbetande kvinnliga föräldrar“. Thesis, Högskolan i Gävle, Psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32343.

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Syftet med denna studie var att undersöka kvinnliga föräldrars allmänna upplevelse av sin arbetssituation och balans mellan arbete och privatliv samt om upplevelsen förändrats efter genomgången utbildning i personlig effektivitet ”Arbeta Smartare”. Ett ytterligare syfte var att undersöka vilka förbättringsmöjligheter och begränsningar respondenterna kunde identifiera för att möjliggöra ett föräldravänligt arbetsliv. Semistrukturerade intervjuer med sju respondenter med hemmavarande barn under 12 år, anställda på en stor statlig myndighet, analyserades enligt induktiv tematisk analys som genererade fyra huvudteman: Flexibilitet genom förtroende, Aspekter av betydelse för balans mellan arbete och privatliv, Förändringar efter utbildning ”Arbeta Smartare” och Möjliga förändringar och hinder med tillhörande underkategorier. Resultatet visade att utbildningen bidragit till bättre arbetsstruktur, men att dess påverkan på balansen mellan arbete och privatliv upplevdes som liten. Gällande förbättringsmöjligheter och begränsningar framfördes önskemål om ökade planeringshänsyn, tydligare riktlinjer, bättre fördelning av ansvaret i hemmet och möjlighet till friskvård.
The purpose of this study was to examine female parents´ general experience of their work situation and work-life balance and whether the experience changed after undergoing training in personal efficiency "Work Smarter". A further aim was to investigate what opportunities of improvement and limitations the respondents could identify, in order to enable a parent-friendly working life. Semi-structured interviews with seven respondents, with children under 12 years of age living at home, employees of a large state agency, were analyzed according to inductive thematic analysis, which generated four main themes: Flexibility through trust, Aspects of importance for work-life balance, Changes after training ”Work Smarter” and Possible changes and obstacles, with associated subcategories. The results showed that the training had contributed to a better work structure, but that its impact on the balance between work and private life was perceived as small. With regard to improvement opportunities and limitations, requests were made for increased planning considerations, clearer guidelines, better division of responsibilities in the home and exercise possibility.  Title: Finding work-life balance. An interview study with working female parents.
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Hedlund, Daniel, und Karl Kegö. „Upplevelser av WLB - arbetsrelaterad kommunikation på fritiden och privat kommunikation under arbetstid“. Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32722.

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Syftet med undersökningen var att undersöka hur arbetsrelaterad kommunikation utanför arbetstid samt privat kommunikation under arbetstid upplevs påverka tjänstemäns WLB. Studien genomfördes genom en kvalitativ metod där åtta semi-strukturerade intervjuer genomfördes med anställda på ett företag i Mellansverige. För att analysera materialet användes en induktiv tematisk metod. Utifrån resultatet hittades tre teman: Diffus gränsdragning mellan arbetsliv och privatliv (underteman Vilja att vara informerad samt Flexibilitet), Strategier för att begränsa sin exponering för arbetsrelaterad kommunikation och Privat kommunikation under arbetstid. Resultatet visade att arbetsrelaterad kommunikation utanför arbetstid möjliggör en god balans i skärningspunkten mellan respondenternas privatliv och arbetsliv förutsatt att kommunikationen kunde begränsas att inte störa familjelivet. Privat kommunikation under arbetstid hjälpte respondenterna att känna sig uppdaterade om vad som sker i privatlivet vilket hjälper till att skapa en god WLB hos respondenterna förutsatt att kommunikationen inte var för intensiv.
This study focused on individual experiences of work-life balance as it related to white-collar workers occurrence of work-related communication outside of regular office hours and communication from the outside world during the workday. The study was conducted using a qualitative method, eight participants participated in a semi-structured interview that focused on their individual experience of work-life balance. All participants worked at a company based in Sweden. The material was analyzed using an inductive thematic method. From the results three themes were constructed: Blurred lines between working-hours and private life (with Desire to stay informed and Flexibility as subheadings). The other two themes were: Strategies to limit exposure to work-related communication outside working-hours and Private communication during the workday. The results showed that work-related communication outside of regular working-hours improved the respondents work-life balance provided the communication could be controlled to not interfere with family-related responsibilities. Private communication during work hours created a sensation of feeling informed of the happenings in the respondents private-life which helped with their work-life balance provided the communication was not too intense.
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Davidsson, Julia, und Olivia Remmerth. „Förhållanden mellan privat användning av ICT på arbetet, work-­life balance och produktivitet“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15227.

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Användningen av ICT (Information and communication technology) är något som har ökat de senaste åren och mycket av kommunikationen, både privat och arbetsrelaterad, sker idag digitalt. Denna användning har gjort att gränserna mellan arbete och fritid har suddats ut (Cöster & Westelius, 2016). Den arbetsrelaterade användningen kan påverka fritiden i stor omfattning, vilken kan leda till överbelastning och stress (Gulliksen, Lantz, Walldius, Sandblad & Åborg, 2015). Den privata användningen kan å andra sidan påverka arbetet, vilket vissa tror kan leda till en försämring av produktiviteten, och därför har förbud mot privat ICT-användning införts på vissa arbetsplatser (Steen, 2014; Ehrlin & Wengberg, 2014). Det finns dock studier som visar att den privata användningen av ICT kan ha positiva effekter på work-life balance (WLB) (Sayah, 2013) och produktivitet (Nduhura & Prieler, 2017). Det finns däremot ingen studie som har försökt koppla ihop samtliga tre delar (ICT, WLB och produktivitet), för att se hur de samspelar. Problemet med denna kunskapslucka är att man då inte vet hur eventuella åtgärder mot privat ICT-användning, i syfte att förbättra produktiviteten, påverkar WLB och vice versa, vilket därmed skulle kunna leda till oönskade effekter. Det denna studie ämnade undersöka var därför hur privat användning av ICT, WLB och produktivitet, samspelar och förhåller sig till varandra. Frågeställningen besvarades med kvalitativ metod, via intervjuer med tolv arbetstagare inom kommunal verksamhet. Studien visade att den privata ICT-användningen kan skapa en större trygghet och flexibilitet, då arbetstagarna kan hantera privata ärenden och relationer även under arbetstid, vilket leder till en bättre WLB. Det finns dock flera variabler som påverkar detta förhållande, såsom personliga preferenser, yrke och personer i omgivningen. När det gällde produktivitetspåverkan sågs både positiva och negativa effekter. De negativa effekterna som nämndes var att det tar tid och fokus från arbetet. De positiva effekterna påminde mer om den påverkan ICT-användningen har på WLB, det vill säga arbetstagarna menade att de via en större trygghet och nåbarhet, även förbättrar sin produktivitet. Därmed drogs slutsatsen att den förbättrade produktiviteten, som en följd av privat ICT-användning under arbetstid, är en indirekt effekt av en förbättrad WLB. Denna effekt varierade beroende på familjesituation. Arbetstagare med yngre barn upplevde större positiva effekter på produktivitet, jämfört med arbetstagare utan barn, eller med äldre barn.
The use of ICT (Information and communication technology) has been increasing the last couple of years, and a huge part of today's communication is digital, either for private use or related to work. This type of use has made the borders between work and non-work/spare time less visible (Cöster & Westelius, 2016). The use related to work can affect the spare time to a large extent, which in turn can cause stress overload (Gulliksen et. al., 2015). Private use of ICT can have effects on work as well, and some claim that it can reduce workplace productivity (Steen, 2014; Ehrlin & Wengberg, 2014). There are however studies showing that private use of ICT at work can have a positive impact on WLB (work-life-balance) (Sayah, 2013) and productivity (Nduhura & Prieler, 2017). On the other hand, no study has attempted to connect all three parts (ICT, WLB and productivity), to understand the interplay between them. The issue with this gap of knowledge is the uncertainty of how eventual measures against private ICT-use, aiming to improve productivity, affects WLB and vice versa, possibly leading to negative impact. Therefore, this study intents to investigate the interplay between private use of ICT, WLB and productivity, and the relations between them. To answer the issue a qualitative method was used consisting of twelve interviews with employees working in the public sector. This study shows that private use of ICT could create a greater security and flexibility, as the employees are able to handle personal matters and relations during workhours, leading to improved WLB. There are however several variables influencing the outcome, such as personal preferences, career and persons in the surroundings. When it came to effects on productivity, both positive and negative effects were found. ICT-use being time consuming and stealing focus from work were mentioned as negative effects on productivity. Positive effects were more similar to the impact ICT-use has on WLB, such as employees feeling more secure due to being easier to reach, which in turn improves productivity. The conclusion drawn from this was that improved productivity, as a consequence of private use of ICT during workhours, is indirectly an effect of improved WLB. This effect could vary depending on family situation. Employees with younger children experienced greater positive effects on productivity, compared to employees with no children, or with older children.
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Cioffi, Daryl. „College President Perceptions of Personal Wellness| Exploring "Well-ish" and the Work-Life Balance of Mid-Career Private College Presidents“. Thesis, Johnson & Wales University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10746629.

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Leadership has entered an age of chronic unrest. Scholars have emphasized the impact of healthy and effective leaders on organizations (Crother-Laurin, 2006), yet recent studies reveal high stress and burnout in the contemporary workplace (Walsh, 2005, 2013). The academy faces their own organizational challenges, (Archibald & Feldman, 2010) calling into question the health and effectiveness of leaders, especially at the presidential level (Duderstadt, 2010). While the study of college president wellness has been explored through multiple lenses (McNair, Duree, & Ebbers, 2011; Tekniepe, 2014; Walker & McPhail, 2009), some researchers highlight the unique needs of mid-career presidents of private institutions. To date, minimal research has been conducted on wellness for this population. Using the presidential office as the pivotal point of inquiry, this qualitative interpretive constructivist study sought to answer the following research questions: RQ1: How do mid-career college presidents perceive personal wellness? • RQ1a: What value does wellness play in the lives of mid-career presidents? • RQ1b: How do mid-career college presidents apply wellness techniques in their lives? • RQ1c: Have these wellness practices changed throughout their time as president?

Interviews with (N = 10) mid-career private college presidents were conducted, as well as an (N = 1) elite interview with an executive coach. These data were analyzed using Giorgi’s (2009) analytical strategy. Interview observation data and document analyses of various institutional documents (websites and presidential social media) supplemented the data set. Boyatzis’ (1998) data analysis strategy was applied to observation and document data. Hettler’s (1976) six dimensions of wellness were used to guide study design, develop instrumentation, and contextualize the definition of wellness used in this study. Five themes emerged from this study: mid-career college presidents identified the continuous challenges of their position, transitional issues and the need to mitigate stressors, their conscious acknowledgement of wellness, their need for social connections and family, and their efforts to pursue personal wellness in a taxing environment. These findings highlight the complexities of the mid-career college president’s quest for personal wellness. This study may assist academic leaders and board members with the knowledge to develop programs and resources for presidents, supporting wellness for future leaders.

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Eriksson, Jessica, und Nina Matkovic. „Distansarbetet, det nya normala : Distansarbetets påverkan på arbetsmotivation & balansen mellan arbetsliv och privatliv“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20076.

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Problembakgrund: I början av år 2020 började viruset Covid-19 spridas runt om i världen och i mars år 2020 klargjorde världshälsoorganisationen att vi befinner oss i en pandemi. Allt fler organisationer började med distansarbete som ett sätt att ta sitt ansvar för att försöka minska smittspridningen på arbetsplatser. Svårigheter kan uppstå med att motivera arbetstagare under den rådande situationen. Arbetsmotivationen samt distansarbetet kan komma att påverka både chefer och medarbetares balans mellan arbetsliv och privatliv. Syfte: Syftet med studien är att beskriva och analysera hur chefer och medarbetarnas arbetsmotivation påverkats av distansarbetet samt hur de hanterar balansen mellan privatliv och arbetsliv. Metod: Studien är baserad på en kvantitativ metod med en deduktiv ansats. Datainsamlingen har skett genom en webbaserad enkätundersökning besvarad av 219 st respondenter som arbetar på distans. Resultat: Distansarbetet har mestadels en positiv påverkan på arbetsmotivationen hos chefer och medarbetare som har deltagit i denna enkätstudie. Balansen mellan arbetsliv och privatliv har fungerat bra för många av de som arbetar på distans. Gränsen mellan privatlivet och arbetslivet kan lätt bli suddig när arbetstagare arbetar hemifrån. Majoriteten ansåg att en variation mellan att arbeta på arbetsplatsen och hemifrån skulle vara mest optimalt.
Problem: In the beginning of 2020, the Covid-19 virus began to spread around the world and in March 2020 the World Health Organization made it clear that we are in a pandemic. More and more organizations started with teleworking as a way of taking responsibility and trying to reduce the spread of infection in workplaces. It can be difficult for a company to motivate employees, especially in the current situation, work motivation and teleworking can affect both managers and employees' balance between work and private life. Purpose: The purpose of the study is to investigate how work motivation is affected by telework and how workers who work remotely handle the balance between private life and work life. Method: The study is based on a quantitative method with a deductive approach. The method that was used was a web-based survey answered by 219 respondents who work remotely. Results: Teleworking has mostly a positive impact on the work motivation of managers and employees who have participated in this survey. The balance between work and private life has worked well for many of those who work remotely. The boundary between private life and working life can easily become blurred when managers and employees work from home. The majority considered that a variation between working in the workplace and away from home would be most optimal.
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Bergkvist, Sofia. „"Det är lite ge och ta" : En kvalitativ studie om Work-Life Balance och utförandet av privata angelägenheter på arbetstid“. Thesis, Karlstads universitet, Avdelningen för arbetsvetenskap, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-13551.

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Syftet med denna undersökning är att öka förståelsen för hur anställda balanserar arbete och övrigt liv med fokus på de privata angelägenheter som görs på arbetstid. Jag vill ta reda på hur de anställda rättfärdigar dessa handlingar och även undersöka om det finns skillnader mellan män och kvinnor när det gäller vad man gör av privat karaktär på arbetstid och uppfattningen kring det. Teoriavsnittet utgörs av i huvudsak två teman. Det ena temat är Work-Life Balance och tar upp bakgrund till fenomenet, konflikter mellan livets sfärer, de alltmer oklara gränserna mellan arbete och övrigt liv samt ett avsnitt om uppdelningen av hushållssysslor i ett förhållande. Det andra temat berör utförandet av privata angelägenheter på arbetstid och behandlar forskning kring detta ämne samt teoretiska förklaringar kring detta beteende. Utgångspunkten är att dessa två fenomen hänger samman och påverkar varandra. Jag har valt en kvalitativ ansats och genomfört åtta intervjuer med lika många män som kvinnor för att kunna se om det finns några skillnader mellan könen. Analysen av resultatet visar att respondenterna utför privata angelägenheter på arbetstid till stor del för att kunna utnyttja tiden och göra saker när de passar bäst. Det kan handla om att ringa telefonsamtal för att det måste ske under dagtid, ta en extra lång lunch för att hinna gå till frisören eller att läsa privata mail på arbetstid. De privata ärendena rättfärdigas genom ett rättvisetänkande, att man tycker att det är okej att eftersom man har jobbat hemma. Respondenterna menar också att eftersom arbetsgivaren är beroende av att de anställda har en tillfredsställande balans utanför arbetet känns det okej att göra vissa privata saker under arbetstiden. Många menar också att det blir ett sätt att öka koncentrationen och därmed göra bättre arbetsprestationer. Vad gäller skillnader mellan män och kvinnor kunde jag inte finna några tydliga skillnader. Dock finns vissa tendenser till skillnader då det oftast verkar vara kvinnan som är den som är projektledaren och har lite mer koll i familjen och därmed har ansvar för att till exempel vissa samtal behöver ringas under arbetsdagen.
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Bejersten, Roxana. „Mamma och chef : Kvinnors upplevelse av karriärutveckling på grund av vård av barn“. Thesis, Mälardalens högskola, Hälsa och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55081.

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Idag är 45 procent av den arbetande befolkningen kvinnor. Dock harandel kvinnor i chefspositioner inte ökat. Detta eftersom kvinnor ihögre utsträckning avbryter karriären av familjeskäl. Studienundersökte om kvinnor upplevde att barnafödande och jämställdfördelning av ansvaret i hushållsarbete och barnomsorg haftinverkan på karriärutveckling. Undersökning har utgångspunkt i tvåområden; hemmet och arbetsliv. Kvalitativa intervjuer med åttakvinnor var grunden för datainsamling. Respondenterna hade enledande- eller chefsposition. Resultatet av en tematiskinnehållsanalys visade att ett jämställt hem med lika ansvar kan bidratill kvinnors karriärsutveckling. Respondenterna ambitioner omhögre lön och bättre arbetsposition ersattes med önskan om flexiblaarbetstider och möjligheten att jobba hemma vid behov efter de fickbarn. Statistiken som visar att ojämn fördelning avföräldraledigheten skulle ha en inverkan i kvinnors karriärutvecklingkan inte bekräftas i denna studie. Studien lyfter fram jämställdhetmellan könen genom att se på arbetsfördelningen i hemmet.Keywords: career, female managers, work and private life balance,home responsibility, equality
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Bücher zum Thema "Work and private life balance"

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Kaiser, Stephan, und Max Josef Ringlstetter, Hrsg. Work-Life Balance. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-11727-5.

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Hawks, Melanie. Life-work balance. Chicago: Association of College and Research Libraries, 2008.

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Wastie, Jane. Work life balance. Oxford: Oxford Brookes University, 2003.

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Great Britain. Equal Opportunities Commission. The work-life balance. Manchester: Equal Opportunities Commission, 1999.

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Sui Pheng, Low, und Benjamin K. Q. Chua. Work-Life Balance in Construction. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-1918-1.

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Drobnič, Sonja, und Ana M. Guillén, Hrsg. Work-Life Balance in Europe. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230307582.

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Lingard, Helen. Managing work-life balance in construction. London: Spon, 2009.

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Clayton, Don. Leadershift: The Work-Life Balance Program. Camberwell: ACER Press, 2005.

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Letsch, Thomas. Rechtliche Aspekte von Work-Life-Balance. Bern: Stämpfli, 2008.

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Bachmann, Kimberley. Work-life balance: Are employers listening? Ottawa: Conference Board of Canada, 2000.

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Buchteile zum Thema "Work and private life balance"

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Guillén, Ana M. „Concluding Thoughts on Tensions between Work and Private Life and Policy Responses“. In Work-Life Balance in Europe, 253–59. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230307582_11.

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Delfino, Gisela, und Camila Botero. „Towards Achieving a Meaningful Balance Between Work and Private Life: Insights from Argentine Workers“. In Work-Life Interface, 381–408. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-66648-4_13.

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Kamran, Asif, Shuana Zafar und Syed Nayyer Ali. „Impact of Work-life Balance on Employees Productivity and Job Satisfaction in Private Sector Universities of Pakistan“. In Lecture Notes in Electrical Engineering, 1019–29. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-40081-0_86.

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Tewes, Renate. „Work-Life-Balance Work-Life-Balance“. In Führungskompetenz ist lernbar, 17–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-45223-3_2.

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Wieden, Michael. „Work-Life-Balance“. In Liquid Work, 53–60. Wiesbaden: Springer Fachmedien Wiesbaden, 2012. http://dx.doi.org/10.1007/978-3-658-00195-7_4.

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Hougaard, Rasmus, Jacqueline Carter und Gillian Coutts. „Work-Life Balance“. In One Second Ahead, 117–22. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1057/9781137551924_17.

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Brown, J. Frank. „Work-Life Balance“. In The Global Business Leader, 107–14. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230579453_12.

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Demant, Christian. „Work-Life-Balance“. In Erfolgreich ein Software-Startup gründen, 379–96. Berlin, Heidelberg: Springer Berlin Heidelberg, 2020. http://dx.doi.org/10.1007/978-3-662-60954-5_21.

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Wiese, Bettina S. „Work-Life-Balance“. In Wirtschaftspsychologie, 227–44. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-43576-2_13.

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Caesar, Livingstone Divine, und Jiangang Fei. „Work–life balance“. In Managing Human Resources in the Shipping Industry, 107–28. First Edition. | New York : Routledge, 2018. | Series: Routledge maritime masters ; 4: Routledge, 2018. http://dx.doi.org/10.4324/9781315740027-7.

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Konferenzberichte zum Thema "Work and private life balance"

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Durna, Ufuk, und Ali Babayiğit. „Impact on Organizational Commitment of Attitudes towards Work-Life Balance of Employees“. In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01235.

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Work and family environment is the areas that individuals spend most of their time and gives the most importance comparatively. Despite the rules, different and perceived thoughts and behavior patterns they have, these fields represent the area continually interacting with each other. Work and family is two most important elements in every person’s life. For this reason, individuals have certain roles in their work and family life. These roles are the most significant roles undertaken in their lives. They have to strike a balance to play the roles in their work and family life and to get the expected yield. Work and life balance is the most important aim for individuals and family members interacting each other in work and family life. Having a balance in work and life is significant not only for working individual but also for the society he lives. Today, the subject how the expectations on work and private life can be balanced has become a specific discipline because of the radical changes on the responsibilities related to work and family. Examining the previous studies, it is seen that workers can’t achieve a healthy balance between work and private life and as a result they can’t work efficiently and can’t allow time to their families. Therefore, they face individually organizational and environmental problems. In this paper, the significance of the balance from the point of individuals and organizations and the extent of influence on work and family balance to employee’s organizational commitment will be studied.
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Blumberga, Solveiga. „WORK AND PRIVATE LIFE BALANCE DIFFERENCES BETWEEN VARIOUS GENERATIONS IN THE SERVICES SECTOR IN LATVIA“. In 4th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS Proceedings. STEF92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/32/s11.063.

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Rendić, Tjaša, Andrej Kovačič und Andrej Raspor. „JUGGLING WORK AND PRIVATE LIFE IN TELEWORKING DURING THE EPIDEMIC COVID-19“. In Fourth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/itema.s.p.2020.125.

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In 2020, the world was hit by the Covid-19 epidemic and the countries made different decisions on when and how to adopt adequate measures. One of them was teleworking; many people stayed at home where they worked and at the same time took care of their family members and assisted their school-age children. After one month of working from home, the respondents assessed that their family members had a better understanding of the concept of working from home. Besides, the respondents were more organised for this type of work and took care of their school-age children. The fear of losing their job has also reduced, but they were more concerned about salary cuts. The selection of findings and measures could become a guide for employees in order to help them balance private life and work and thus manage stress when working from home.
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„Work-Life Balance of Employees in a Private Higher Education Institution: Basis for Institutional Policy Reformulation“. In Sept. 21-22, 2017 Cebu (Philippines). URUAE, 2017. http://dx.doi.org/10.17758/uruae.uh09171006.

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Dwarakanath, Rahul Chini, und Ralf Steinmetz. „A Decentralized System for Privacy-Preserving Context Exchange: Facilitating a Better Work-Life Balance“. In 2014 IEEE 22nd International Conference on Network Protocols (ICNP). IEEE, 2014. http://dx.doi.org/10.1109/icnp.2014.75.

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„Professional Life of Information System Graduates—Impressions and Experiences“. In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4325.

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Aim/Purpose: We explore impressions and experiences of Information Systems graduates during their first years of employment in the IT field. The results help to understand work satisfaction, career ambition, and motivation of junior employees. This way, the attractiveness of working in the field of IS can be increased and the shortage of junior employees reduced. Background: Currently IT professions are characterized by terms such as “shortage of professionals” and “shortage of junior employees”. To attract more people to work in IT detailed knowledge about experiences of junior employees is necessary. Methodology: Data from a large survey of 193 graduates of the degree program “Information Systems” at University od Applied Sciences and Arts Hannover (Germany) show characteristics of their professional life like work satisfaction, motivation, career ambition, satisfaction with opportunities, development and career advancement, satisfaction with work-life balance. It is also asked whether men and women gain the same experiences when entering the job market and have the same perceptions. Findings: The participants were highly satisfied with their work, but limitations or re-strictions due to gender are noteworthy. Recommendations for Practitioners: The results provide information on how human resource policies can make IT professions more attractive and thus convince graduates to seek jobs in the field. For instance, improving the balance between work and various areas of private life seems promising. Also, restrictions with respect to the work climate and improving communication along several dimensions need to be considered. Future Research: More detailed research on ambition and achievement is necessary to understand gender differences.
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Rapisarda, Sebastiano, Elena Ghersetti, Damiano Girardi, Nicola Alberto De Carlo und Laura Dal Corso. „SMART WORKING AND ONLINE PSYCHOLOGICAL SUPPORT DURING THE COVID-19 PANDEMIC: WORK-FAMILY BALANCE, WELL-BEING, AND PERFORMANCE“. In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact062.

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"During lockdown and the severe restrictions aimed to combat the COVID-19 pandemic, in Italy great consideration has been given to “smart working” (SW). This term refers to a form of work characterized by the absence of time or space restrictions and an organization by phases, cycles, and objectives. The requirements for SW are: work must be carried out electronically; the tools must be adequate; performance must be measurable and focused on objectives; employees must have a suitable place to get their work done. These requirements ensure that the essential objectives of SW are attained: replacing the logic of performing tasks with that of achieving objectives; allowing everyone to manage work actively and autonomously; stimulating more decisive accountability in work, and better performance. Since the COVID-19 outbreak, action-research interventions have been conducted by private and public organizations. The private sector has endeavored to meet the requirements described above. This has not always been the case in the public sector, where largely widespread and indiscriminate use of SW has been made, not always complying with the protocols. However, even within the “emergency” limits of these experiences, SW has generally been accepted. The main advantages reported by employees are time and money saved on travel and food, in addition to improved family life. However, some problems have also emerged. These include the perception of social isolation; difficulty in disconnecting from technology; inadequacy of the tools; inadequate communication with managers. We also found that the health conditions of some “smart workers” have worsened in terms of anxiety, sleep disorders, and emotional symptoms. The data clearly show the complexity of analyses and interventions in relation to the SW phenomenon. The protection of employees’ health, especially in terms of recovery and work-family balance, appears to be particularly complex. In this context, the authors’ experience shows that online psychology has become more significant because it allows to support employees at any time. The literature highlights the growing use of online psychological support also through smartphone apps that provide effective interventions anywhere. Therefore, if, on the one hand, the requirements, objectives, and good practices of SW are to be pursued to limit the critical issues that have arisen, on the other, organizations should provide psychological support to employees even at a distance and by using appropriate technologies."
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Afif, Muhammad Rizky. „Millennials Engagement: Work-Life Balance VS Work-Life Integration“. In Proceedings of the Social and Humaniora Research Symposium (SoRes 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/sores-18.2019.67.

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Žnidaršič, Jasmina, und Miha Marič. „WORK-LIFE BALANCE AS A LIFE QUALITY INDICATOR“. In 4th International Scientific – Business Conference LIMEN 2018 – Leadership & Management: Integrated Politics of Research and Innovations. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/limen.2018.404.

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Anindita, Rina, Lindawati, Taufiqur Rachman und Hasyim. „How Demographics Affect Quality of Work Life and Work-Life Balance“. In International Conference Recent Innovation. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009949226162627.

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Berichte der Organisationen zum Thema "Work and private life balance"

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Chappell, Mark, Wu-Sheng Shih, Cynthia Price, Rishi Patel, Daniel Janzen, John Bledsoe, Kay Mangelson et al. Environmental life cycle assessment on CNTRENE® 1030 material and CNT based sensors. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/42086.

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This report details a study investigating the environmental impacts associated with the development and manufacturing of carbon nanotube (CNT)–based ink (called CNTRENE 1030 material) and novel CNT temperature, flex, and moisture sensors. Undertaken by a private-public partnership involving Brewer Science (Rolla, Missouri), Jordan Valley Innovation Center of Missouri State University (Springfield, Missouri), and the US Army Engineer Research and Development Center (Vicksburg, Mississippi), this work demonstrates the environmental life cycle assessment (ELCA) methodology as a diagnostic tool to pinpoint the particular processes and materials posing the greatest environmental impact associated with the manufacture of the CNTRENE material and CNT-based sensor devices. Additionally, ELCA tracked the degree to which optimizing the device manufacturing process for full production also changed its predicted marginal environmental impacts.
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Saville, Alan, und Caroline Wickham-Jones, Hrsg. Palaeolithic and Mesolithic Scotland : Scottish Archaeological Research Framework Panel Report. Society for Antiquaries of Scotland, Juni 2012. http://dx.doi.org/10.9750/scarf.06.2012.163.

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Why research Palaeolithic and Mesolithic Scotland? Palaeolithic and Mesolithic archaeology sheds light on the first colonisation and subsequent early inhabitation of Scotland. It is a growing and exciting field where increasing Scottish evidence has been given wider significance in the context of European prehistory. It extends over a long period, which saw great changes, including substantial environmental transformations, and the impact of, and societal response to, climate change. The period as a whole provides the foundation for the human occupation of Scotland and is crucial for understanding prehistoric society, both for Scotland and across North-West Europe. Within the Palaeolithic and Mesolithic periods there are considerable opportunities for pioneering research. Individual projects can still have a substantial impact and there remain opportunities for pioneering discoveries including cemeteries, domestic and other structures, stratified sites, and for exploring the huge evidential potential of water-logged and underwater sites. Palaeolithic and Mesolithic archaeology also stimulates and draws upon exciting multi-disciplinary collaborations. Panel Task and Remit The panel remit was to review critically the current state of knowledge and consider promising areas of future research into the earliest prehistory of Scotland. This was undertaken with a view to improved understanding of all aspects of the colonization and inhabitation of the country by peoples practising a wholly hunter-fisher-gatherer way of life prior to the advent of farming. In so doing, it was recognised as particularly important that both environmental data (including vegetation, fauna, sea level, and landscape work) and cultural change during this period be evaluated. The resultant report, outlines the different areas of research in which archaeologists interested in early prehistory work, and highlights the research topics to which they aspire. The report is structured by theme: history of investigation; reconstruction of the environment; the nature of the archaeological record; methodologies for recreating the past; and finally, the lifestyles of past people – the latter representing both a statement of current knowledge and the ultimate aim for archaeologists; the goal of all the former sections. The document is reinforced by material on-line which provides further detail and resources. The Palaeolithic and Mesolithic panel report of ScARF is intended as a resource to be utilised, built upon, and kept updated, hopefully by those it has helped inspire and inform as well as those who follow in their footsteps. Future Research The main recommendations of the panel report can be summarized under four key headings:  Visibility: Due to the considerable length of time over which sites were formed, and the predominant mobility of the population, early prehistoric remains are to be found right across the landscape, although they often survive as ephemeral traces and in low densities. Therefore, all archaeological work should take into account the expectation of Palaeolithic and Mesolithic ScARF Panel Report iv encountering early prehistoric remains. This applies equally to both commercial and research archaeology, and to amateur activity which often makes the initial discovery. This should not be seen as an obstacle, but as a benefit, and not finding such remains should be cause for question. There is no doubt that important evidence of these periods remains unrecognised in private, public, and commercial collections and there is a strong need for backlog evaluation, proper curation and analysis. The inadequate representation of Palaeolithic and Mesolithic information in existing national and local databases must be addressed.  Collaboration: Multi-disciplinary, collaborative, and cross- sector approaches must be encouraged – site prospection, prediction, recognition, and contextualisation are key areas to this end. Reconstructing past environments and their chronological frameworks, and exploring submerged and buried landscapes offer existing examples of fruitful, cross-disciplinary work. Palaeolithic and Mesolithic archaeology has an important place within Quaternary science and the potential for deeply buried remains means that geoarchaeology should have a prominent role.  Innovation: Research-led projects are currently making a substantial impact across all aspects of Palaeolithic and Mesolithic archaeology; a funding policy that acknowledges risk and promotes the innovation that these periods demand should be encouraged. The exploration of lesser known areas, work on different types of site, new approaches to artefacts, and the application of novel methodologies should all be promoted when engaging with the challenges of early prehistory.  Tackling the ‘big questions’: Archaeologists should engage with the big questions of earliest prehistory in Scotland, including the colonisation of new land, how lifestyles in past societies were organized, the effects of and the responses to environmental change, and the transitions to new modes of life. This should be done through a holistic view of the available data, encompassing all the complexities of interpretation and developing competing and testable models. Scottish data can be used to address many of the currently topical research topics in archaeology, and will provide a springboard to a better understanding of early prehistoric life in Scotland and beyond.
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Strategies for Successful Work/Life Balance. IEDP Ideas for Leaders, Januar 2013. http://dx.doi.org/10.13007/008.

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Does Work/Life Balance Help or Hurt Productivity? IEDP Ideas for Leaders, Januar 2015. http://dx.doi.org/10.13007/475.

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Millennials 4: Value Work-Life Balance But Are Willing to Work Hard for Their Caree. IEDP Ideas for Leaders, Januar 2015. http://dx.doi.org/10.13007/533.

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