Relevant bibliographies by topics / Work life balance crafting

Academic literature on the topic 'Work life balance crafting'

Author: Grafiati
Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Work life balance crafting"

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Gravador, Luz Nario, and Mendiola Teng-Calleja. "Work-life balance crafting behaviors: an empirical study." Personnel Review 47, no. 4 (June 4, 2018): 786–804. http://dx.doi.org/10.1108/pr-05-2016-0112.

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Purpose The purpose of this paper is to address gaps in the work-life balance (WLB) literature by identifying WLB crafting behaviors employed by individuals, empirically testing which of these behaviors significantly affect WLB, and examining the relationship between the identified WLB crafting behaviors, WLB, and subjective well-being (SWB). Design/methodology/approach The study utilized a quantitative approach. In total, 314 employees participated in the online survey. Structural equation modeling was used to test the hypothesized relationships among the variables. Findings Results show that protecting private time and working efficiently significantly relate with WLB and that WLB mediates the relationships between these two WLB crafting behaviors and SWB. Findings also suggest a significant direct relationship between behaviors that foster family relationships and SWB. Research limitations/implications The study is correlational in nature. Future studies may make use of experimental designs or conduct a longitudinal study. Other variables can be examined in future research such as life circumstances (i.e. life cycle stage change, objective health status) or other constructs within the self-concordance model (i.e. goal concordance, need satisfaction fulfillment). Practical implications The results suggest the importance of organization support in employees’ mastery of significant crafting behaviors through offering socialization, productivity, and time management employee programs. Originality/value The present research, unlike previous studies on employees’ proactive behaviors to attain WLB, empirically tested the identified behaviors and was able to identify the WLB crafting behaviors with significant relationships with WLB and SWB.
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Noerchoidah, Noerchoidah, and Ratih Indriyani. "Hasil Work Engagement dari Work Life Balance karyawan: Peran Mediasi Job Crafting." Jurnal Manajerial 9, no. 03 (September 15, 2022): 264. http://dx.doi.org/10.30587/jurnalmanajerial.v9i03.4265.

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Background - Competition between companies is very competitive to be the best organization must manage human resources and pay serious attention to the behavior, attitudes, and psychological state of employees. The company is expected to only employ competent human resources with a positive work attitude. However, the work-life balance of employees in hotels has not been felt evenly by hotel employees in Surabaya. Therefore, it is necessary to study the factors of work-life balance and work engagement by mediating job crafting for hotel employees in Surabaya. Objectives - To provide empirical evidence related to the direct effect of work-life balance on work engagement, and the indirect effect of using job crafting mediation on hotel employees in Surabaya. Design/method/approach - Quantitative research that is explanatory research is used in this study. A total of 152 hotel employees in Surabaya were used as samples using the purposive sampling technique. The data that has been collected and tabulated is then analyzed using the PLS program. Findings - This study provides evidence that work-life balance has a significant effect on job crafting, work-life balance does not affect work engagement. After that, job crafting influences work engagement. Furthermore, job crafting has a fully mediating role in work-life balance and work engagement. Conclusion - Work life balance can improve work engagement. job crafting is able to mediate between work life balance and work engagement of hotel employees in Surabaya. work life balance allows employees to build a balance between work and family roles. Research Implications - Hospitality management needs to increase work engagement which is much needed for employees in completing their job responsibilities to be better and give their best contribution in achieving organizational goals. Paying attention to the work-life balance of employees between work and family makes employees happy so they are motivated to give their best performance in providing services to hotel guests satisfactorily. Provide support by facilitating employee job crafting to modify the way of working according to the needs of the job. Research Limitations - This research is not free from limitations. This study only examines hotel employees in Surabaya, so further research needs to be carried out in different sectors that have different characteristics. The results of the study which were found to be insignificant between work-life balance and work engagement need further empirical evidence. In addition, it is necessary to further develop factors that affect work engagement, such as work stress and psychological contracts.
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Chaudhuri, Manodip Ray, Kausik Chakraborty, and Smita Chatterjee. "Insights of Work-Life Balance: Crafting Enterprise Success." Asian Journal of Managerial Science 9, no. 1 (May 5, 2020): 25–29. http://dx.doi.org/10.51983/ajms-2020.9.1.1634.

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Some say that “Managers are born and not made” whereas few are of the opinion that “Some are born with it and some imbibe it”. Gone are the days when education was treated as a mere product and not a wholesome process. In today’s rapidly changing world, the emphasis is on how the budding managers and students can tackle a situation and can apply their knowledge through an effective teaching and learning process. In today’s managerial world, the element of work-life balance is one of the key factors for the employees to achieve success. Keeping this in mind, we can see that organizations have devised various policies, programs and initiatives to help their employees to achieve the work-life balance between the work commitments and family responsibilities. The effectiveness of such programs and initiatives depends upon the extent of usage by the employees to achieve work-life balance. It has been found that outcome-based education will play a major role in establishing a proper work-life balance in the days to come. Taking these aspects into consideration; this paper tries to study the effect of the outcome- based education on the professional world; to find out how the various skills acquired through outbound learning systems can be effective in professional practice. The paper would deal with the concept of work-life balance in this regard.
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Merinda, Siti, Nurdasila, and M. Shabri Abd Majid. "Nurse Performance in Dr. Zainal Abidin Hospital Banda Aceh with Job Crafting as a Mediation Variable." International Journal of Scientific and Management Research 05, no. 06 (2022): 194–212. http://dx.doi.org/10.37502/ijsmr.2022.5617.

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This study aims to examine the job satisfaction and performance models of nurses with job crafting as a mediating variable, with work-life balance, and emotional intelligence as antecedents. This study was conducted on the people of Banda Aceh City who had been patients at the Zainal Abidin Regional General Hospital (RSUDZA) located in the city of Banda Aceh, Indonesia. The population was RSUDZA nurses totaling 520 people who are distributed in 23 treatment rooms. The sampling technique was probability sampling and the number was determined with the Slovin formula providing 226 respondents and it was following the requirements for using the SEM statistical method through AMOS software. Data were collected by distributing questionnaires. The results prove that work-life balance and emotional intelligence affect job crafting at RSUDZA nurses, work-life balance, emotional intelligence, and job crafting affect job satisfaction of RSUDZA nurses, work-life balance, emotional intelligence, and job crafting affect the performance of RSUDZA nurses, work-life balance and emotional intelligence affects the job satisfaction of RSUDZA nurses through job crafting as a mediating variable, and work-life balance and emotional intelligence affect the performance of RSUDZA nurses through job crafting as a mediating variable.
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Firdauz, Qotrunnada, and Dian Ratna Sawitri. "HUBUNGAN ANTARA JOB CRAFTING DAN WORK-LIFE BALANCE PADA KARYAWAN TEKNIK PERUMDAM TIRTA SATRIA KABUPATEN BANYUMAS." Jurnal EMPATI 10, no. 4 (August 31, 2021): 234–39. http://dx.doi.org/10.14710/empati.2021.35288.

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Tugas pekerjaan karyawan teknik yang menuntut karyawan untuk lebih banyak mengalokasikan waktu dan fokusnya terhadap pekerjaannya kerap membuat karyawan mengesampingkan kegiatan pribadinya dan hal tersebut menyebabkan karyawan berpotensi untuk tidak mencapai work-life balance. Job crafting merupakan salah satu upaya yang dapat dilakukan karyawan untuk mencapai work-life balance. Penelitian ini bertujuan untuk mengetahui hubungan antara job crafting dan work-life balance pada karyawan teknik PERUMDAM Tirta Satria Kabupaten Banyumas. Populasi penelitian ini adalah 130 orang karyawan teknik PERUMDAM Tirta Satria. Jumlah sampel pada penelitian ini sebanyak 97 karyawan dan diambil menggunakan teknik cluster random sampling (92% laki-laki dan 4% perempuan, rentang usia 21 tahun-56 tahun). Alat ukur yang digunakan dalam penelitian ini adalah Skala Job Crafting (37 aitem, α = 0,954) dan Skala Work-life Balance (22 aitem, α = 0,941). Uji korelasi yang dilakukan menggunakan Spearman’s Rho dan menunjukkan nilai rxy = 0,763. dengan p = 0,000. (p < 0,05), yang menunjukkan adanya hubungan positif yang signifikan antara job crafting dan work-life balance pada karyawan teknik PERUMDAM Tirta Satria. Artinya, semakin tinggi tingkat job crafting pada karyawan maka semakin tinggi pula tingkat work-life balance pada karyawan.
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Kang, Hyejung, Hyesun Kang, Jasook Koo, and Hyosun Kim. "Collective Work Crafting as Successful Mechanism for Work - Life Balance in Organization -." Korean Journal of Resources Development 20, no. 1 (March 31, 2017): 305–36. http://dx.doi.org/10.24991/kjhrd.2017.03.20.1.305.

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The, Hery Verianto, and Nova Arestia. "Hasil Work Engagement Dari Work Life Balance Karyawan Peran Mediasi Job Crafting." Jurnal Manajerial 9, no. 03 (September 29, 2022): 282. http://dx.doi.org/10.30587/jurnalmanajerial.v9i03.4119.

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Backround – The existence of human resources will determine the success of the organization. In every company activity, human resources play a major role. Purpose – This research aims at examining and analyzing the impact of communication on employee performance at Hotel My Home Pontianak with motivation as intervenning variables. Design/ Methodology/ Approach – Research method applied is causal approach survey in form of quantitative causal description. Census technic is used to collect the primary data, with repondents as many as 60 employees at Hotel My Home Pontianak. Finding – Secondary data was elicited from Website Hotel My Home Pontianak. Conclusion – The test results of the research shows that communication has positive and significant effect on motivation, motivation has positive and significant effect on employee performance, communication has positive and significant effect on employee performance, motivation mediates the effect of communication on employee performance, direct effect of communication on employee performance stronger than motivation mediates the effect of communication on employee performance. Research Implications - The application of intense and effective communication between management and employees will be able to increase motivation and have an impact on employee performance so that the sustainability of Hotel My Home Pontianak can be maintained. Limitations - Although this research contributes to the field of human resources, there are still limitations that require further research. First, the variables used are limited to communication, motivation and employee performance, even though there are many other variables that can affect employee performance, such as employee engagement, organizational commitment, job satisfaction and so on. Second, the number of samples used is still limited. Third, this research was only conducted on one hotel, so it needs to be done also on other hotels to get maximum results.
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Kinman, Gail. "The WLBWG Asks." Work Life Balance Bulletin: a DOP Publication 1, no. 7 (2015): 12–15. http://dx.doi.org/10.53841/bpswlb.2015.1.7.12.

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Yang, Kyunguk. "Digital Contents Creators’ Work-Life Balance and Boundary Work: Grounded Theoretical Analysis of Webtoonists’ Experience." Korean Academy of Organization and Management 46, no. 4 (November 30, 2022): 167–93. http://dx.doi.org/10.36459/jom.2022.46.4.167.

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This study tried to explore platform workers’ challenges in achieving work-life balance. While past studies have focused on typical employees, little attention has been paid to how irregular workers including platform workers experience work-life balance. This paper analyzed interview data created by 9 webtoonists using grounded theory. This study found that the distinctive characteristics of platform labor such as readers’ evaluation system and job insecurity cause work-life conflict. The readers’ evaluation system embedded in the webtoon websites leads webtoonists to extend their working hours and strengthen labor intensity. In addition, webtoonists tend to perform heavy tasks to relieve employment anxiety. This study also investigated how platform workers devise strategies to restore work-life balance using boundary theory. Webtoonists are not passive actors who accept the imbalance between work and life. Instead, they attempt to restore the balance between the two areas by establishing the boundaries of work and life. Recent studies have pointed out that people can distinguish between work and life domains or integrate the two areas. This study found that most webtonnists preferred the segregation of work and life domains. They performed job crafting, and spatial and temporal boundary management to segregate the work-life domains. Finally, this study proposes the policies that support platform workers’ successful boundary work.
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Lee, Jung Mi, Hee Kyung Kang, and Su Heyong Choi. "The Effect of Work-Life Balance Perception on Job Crafting - Mediating Role of Adaptive Behavior -." Journal of Human Resource Management Research 25, no. 5 (December 31, 2018): 81–101. http://dx.doi.org/10.14396/jhrmr.2018.25.5.81.

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Dissertations / Theses on the topic "Work life balance crafting"

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Ellis, Allison Marie. "Building Resources at Home and at Work: Day-Level Relationships between Job Crafting, Recovery Experiences, and Work Engagement." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2320.

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Work engagement is an increasingly popular construct in organizational and occupational health psychology. However, despite substantial advances in our understanding of work engagement at the between-person level, scholars have argued for increased investigation into what drives engagement on a daily level for individual employees. In the current study, a within-person, day-level design was employed to examine the relationships between nonwork mastery experiences, job crafting behaviors, and daily work engagement. Drawing on Conservation of Resources (Hobfoll, 1989) theory, nonwork mastery experiences and job crafting were operationalized as employee-driven, resource-building strategies that assist employees in generating important psychological and job resources that can be drawn upon in order to maintain high levels of work engagement during the day. Moreover, a reciprocal relationship between work engagement during the day and nonwork mastery experiences the same evening was tested. Employees from a U.S. technology firm provided responses in the morning, at lunchtime, and after work each day for five working days. Multilevel structural equation modeling was used to test the hypotheses in the current study. Findings revealed no support for the hypothesized model at the within-person level of analysis; however, ancillary analyses suggested support for an indirect relationship between job crafting and work engagement via increased positive affect. Moreover, nearly all the proposed relationships emerged at the between-person level of analysis providing some insight into the effects of resource building strategies and work engagement across participants. Finally, seeking structural resources was identified as a person-level factor that explained variance in employees' initial levels of work engagement at the start of the week, as well as the trajectory of engagement over the course of the week. The current findings contribute to our understanding of bottom-up, employee-driven behaviors that help to sustain engagement over time. Suggestions for future research and implications for practice are discussed.
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Kvasničková, Katarína. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.

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The diploma work addresses the Work-Life Balance concept and identifies the various tools that can help to successfully balance work and personal life. Alternative work arrangements and the actual implementation in the Czech Republic and abroad are introduced. It focuses on the availability of child care facilities, maternity and parental leave and on the reintegration of parents into the work process. The analytical part examines the extent of the support offered by financial institutions for the harmonization of work and personal life. Programmes from selected institutions are presented as well as an analysis of employee job satisfaction in these companies conducted via a survey.
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Tučková, Marianna. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.

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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 and across the European Union. The practical portion of the study analyzes employee satisfaction in real-world cases. On the basis of both components, the study offers recommendations for policy improvements to foster better Work-Life Balance.
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Wieckowska, Ewelina, and Markus Sandberg. "Work-life balance hos ambulanspersonal : Hur ambulanspersonal upplever och hanterar work-life balance." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-73184.

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Ydergren, Jan, and Oscar Ericson. "Work-life balance och verkstadschefer." Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-4498.

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En hel del tidigare forskning tyder på att ha en balans mellan arbetsliv och privatliv är viktigt för att uppleva ett psykiskt välmående samt för att kunna prestera bra på arbetsplatsen. Då verkstadschefer på ett industriföretag genomgår ett stort förändringsarbete undersöktes hur fem manliga chefer upplevde sin balans mellan privatliv och arbetsliv. Delsyften med studien var att undersöka hur chefens roll i privatlivet påverkade balansen, i vilken grad stöd hemifrån påverkade balansen samt vilka konsekvenser en balans eller konflikt skulle kunna få. Studien genomfördes kvalitativt, med en semistrukturerad intervjuguide, där samtliga respondenter var påverkade av förändringsarbetet. Resultatet visade att det fanns verkstadschefer som upplevde en konflikt mellan arbetsliv och privatliv men även de som upplevde en balans. Gemensamt upplevde samtliga chefer att de ojämna arbetspucklarna, som uppstod i högre grad med anledning av förändringsarbetet, var påfrestande samt påverkade work-life balance negativt. Dessa arbetspucklar medförde minskad kontroll för att hantera arbetskraven. Något som cheferna upplevde frustrerande var att de har begränsade möjligheter att leva upp till kravbilden eftersom resurser och befogenheter saknades.  Vidare visade studien att förhållandet cheferna hade hemma med olika krav beroende på vilken livsfas de befann sig i, hade en mycket stor påverkan på deras upplevda work-life balance.
Previous research suggests that to have a good relationship between work and private life it is important to experience a-good mental health and success at work. The industrial managers’ in this study were undergoing a major change at their workplace and this study found examined how five male managers’ perception of their work-life balance. One of the aims of this study was to examine how the managers’ roles at home affects work-life balance (WLB), to what degree support at home affects WLB, and the impact that a balance or a conflict could have. The study was conducted qualitatively with a semi-structured interview guide and every manager was affected by the change at the workplace. The results showed that some of the managers were experiencing work-life conflicts where others were on the other hand experiencing a good WLB. The most common reason for feeling conflict between work-life was the uneven amount of workload, which occurred to a greater extent due to the change. These periods of uneven workload caused the managers to feel less control. One of the things that caused the managers to feel frustration is that they had limited resources and authority to handle the demands at work. The situation at home also had a very big impact on whether the managers’ experienced a good WLB or not.
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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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Hallenberg, David, and Viktor Söderlund. "Work-life balance och arbetstillfredsställelse : Relationen mellan work-life balance och arbetstillfredsställelse hos distansarbetare och kontorsarbetare." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36499.

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Abstract The purpose of this quantitative study was to find out how employees self-evaluate work-life balance and their job satisfaction. The participants were divided into two groups, “remote workers” and “office workers.” A comparison was made between the two groups regarding their work-life balance and job satisfaction. Apart from this, a second purpose of the present was to investigate whether there was a relation between work-life balance and job satisfaction of the organisation’s remote workers and office workers. The Minnesota Satisfaction Questionnaire (MSQ) and Questionnaire for SelfAssessing Your Work-Life Balance were used. Also included were three background questions, 45 questions and 20 claims. There were 39 responders (office workers = 15; remote workers = 24). The result of the study showed no significant difference between the two groups regarding their work-life balance or their job satisfaction. However, results showed there was a significant positive correlation with work-life balance and job satisfaction for remote workers. The results of this study could be explained by the fact that all the participants worked at the same organization and had similar tasks.
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Waumsley, Julie A. "Work-life balance : a psychological perspective." Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418540.

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Råsbrant, Tika. "Employees’ experiences of work-life balance." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.

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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
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Josefová, Veronika. "Work-Life Balance v mezinárodním kontextu." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16232.

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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. Thesis deals with different work-life balance policies and programs, problems of gender differences and equal opportunities. It examines how the Czech Republic is able to juggle family and work life. It focuses on the status of women in the labour market, including historical context, the individual programs and policies that promote the harmonization of personal and professional sphere. The practical part analyzed the situation in selected countries and the paper is also engaged in various international companies in which I used structured interviews with HR representatives and other staff examined the possibility of work-life balance and the differences between the situation in the Czech affiliates and the mother country.
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Books on the topic "Work life balance crafting"

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

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

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

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Sui Pheng, Low, and 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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Baugh, S. Gayle, and Sherry E. Sullivan. Striving for balance. Charlotte, NC: Information Age Publishing Inc., 2016.

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Robert, Taylor. The future of work-life balance. Swindon: Economic and Social Research Council, 2001.

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

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

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Book chapters on the topic "Work life balance crafting"

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Pendleton, David, Peter Derbyshire, and Chloe Hodgkinson. "Job Crafting." In Work-Life Matters, 105–24. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-77768-5_8.

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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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Demant, Christian. "Work-Life-Balance." In Erfolgreich ein Software-Startup gründen, 217–22. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54097-4_21.

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Gross, W. "Work-Life-Balance." In Fehlzeiten-Report 2012, 147–56. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-29201-9_16.

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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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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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Goodman, Annekathryn. "Work–Life Balance." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 25–34. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_4.

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Bartlett, Dean. "Work-Life Balance." In Encyclopedia of Corporate Social Responsibility, 2721–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_57.

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McKenna, Bernard. "Work-Life Balance." In Encyclopedia of Business and Professional Ethics, 1–4. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_176-1.

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Conference papers on the topic "Work life balance crafting"

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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, and 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, and 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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Peters, Anicia, Susan Dray, and Jofish Kaye. "SIG: Work life balance in HCI." In the 2012 ACM annual conference extended abstracts. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2212776.2212430.

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INCZE, Cynthia, and Valentina Mihaela GHINEA. "Need for work-life balance educational programs." In The 4th International Conference on Economic Sciences and Business Administration. Fundatia Romania de Maine, 2017. http://dx.doi.org/10.26458/v4.i1.24.

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Jindal, Anjali, and Shivani Agarwal. "Role of Gender in Work-life Balance." In The International Conference on Research in Management & Technovation 2020. PTI, 2020. http://dx.doi.org/10.15439/2020km31.

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Westwood, James A., and Joseph A. Cazier. "Work-Life Optimization: Using Big Data and Analytics to Facilitate Work-Life Balance." In 2016 49th Hawaii International Conference on System Sciences (HICSS). IEEE, 2016. http://dx.doi.org/10.1109/hicss.2016.214.

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Burton, Sharon. "How We Attain and Sustain Work-life Balance?" In SPE Middle East Health, Safety, Security, and Environment Conference and Exhibition. Society of Petroleum Engineers, 2012. http://dx.doi.org/10.2118/152830-ms.

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Lupu, Valentina-Lidia. "TELEWORKING AND ITS BENEFITS ON WORK-LIFE BALANCE." In 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017. Stef92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/12/s02.087.

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Aziz, Asima, and Dr Y. Vinodhini. "Work Life Balance of Airhostess at Airlines Sector." In Proceedings of the First International Conference on Computing, Communication and Control System, I3CAC 2021, 7-8 June 2021, Bharath University, Chennai, India. EAI, 2021. http://dx.doi.org/10.4108/eai.7-6-2021.2308608.

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Reports on the topic "Work life balance crafting"

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Strategies for Successful Work/Life Balance. IEDP Ideas for Leaders, January 2013. http://dx.doi.org/10.13007/008.

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Does Work/Life Balance Help or Hurt Productivity? IEDP Ideas for Leaders, January 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, January 2015. http://dx.doi.org/10.13007/533.

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