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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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Marešová, Marcela. "Work life balance z genderového hlediska." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193225.
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The aim of this Diploma Thesis is besides theoretical clarification of the concept of Work-life balance, in particular to show how much time people spend to their hobbies a families and on the contraty how much time they spend at work, and partly from a women's perspective and from the perspective of men. To fulfil these objectives, the synthesis was used, especially in the theoretical part. The other methods used in the Thesis were quantitative and qualitative research through questionnaire survey and individual personal interviews. Using these methods work came to conclusion, how to the respondents manage to harmonize their personal and professional lives, and if there is a difference in the results from a gender perspective.
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Letsch, Thomas. "Rechtliche Aspekte von Work-Life-Balance." Bern : Stämpfli, 2008. http://www.uni.recht.ch/uni/lpext.dll/uni/ebook/Dissertation/SSA/SSA67/inhssa67?f=templates&fn=index.html&2.0&vid=10.1082/Deu.
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Johnson, Jaime Mecholle. "Life in Balance: The Work-Life Balance Stories of Black Female School Leaders." ScholarWorks@UNO, 2018. https://scholarworks.uno.edu/td/2529.
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The purpose of this study is to examine the work-life balance experiences of Black females school leaders. Due to the inherent intersectionality of race and gender that is experienced by Black females, a study of their unique experiences with work-life balance is valuable to the field of educational leadership. The responsibilities associated with school leadership positions are extensive and those school leaders who also have spouses and children must figure out a way to fulfill responsibilities associated with each role. Work-life balance is important to understand for school leaders whose career responsibilities may interact with those associated with their personal lives. The theoretical framework, Black Feminist Thought, guided the data collection and analysis processes, and provided the basis for the resulting narrative findings. This study gave voice to an otherwise silenced, marginalized group, Black female school leaders. All data was synthesized into narratives and from these narratives came six themes: (1) Familial Sacrifice; (2) Servant Leadership; (3) Informal and Formal Work-life Balance Policies; (4) Notion of Self-Care; (5) Upbringing and Black Females’ Prideful Identity; and (6) Black Females having to prove themselves. While this study does not show evidence of school leaders having achieves work-life balance, the findings will inform the practices of perspective Black female school leaders and add the voices of Black female school leaders to the literature on Black female school leader’s experiences with work-life balance.
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Bruton, Alison Elizabeth. "Work-life balance and the workforce reforms." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4116/.
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Work-life balance is a relatively unexplored topic in the educational field, yet it was a significant element of the National Agreement (2003) which sought to enable teachers, including head teachers, to achieve a reasonable work-life balance. Subsequently the workforce reforms were introduced into schools in a phased manner in order to implement the Agreement’s principles. This study seeks to establish the meaning of work-life balance and goes on to examine the effectiveness of the workforce reforms in achieving their goal to support teachers in achieving such a balance. This is a qualitative study using multiple case study methodology. Data was gathered via semi-structured interviews with twelve teachers and six leaders from three secondary schools in the same locality. The differing perspectives of teachers and leaders in the schools are highlighted in order to identify the key factors which affect the ability of an individual to achieve a work-life balance. Following an analysis of the findings it is suggested that the workforce reforms had not been effective in this respect. Further, it is proposed that personal capacity and personal control are pivotal in enabling staff in secondary schools to manage the work and non-work aspects of their lives in order to achieve an acceptable balance.
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Philippe, Sarah Nicole. "Millenials and Attitudes Towards Work-Life Balance." Thesis, The University of Arizona, 2013. http://hdl.handle.net/10150/297731.
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Students who are soon to be college graduates are approaching a transitional period in their life, filled with uncertainty and high demands. Graduating college is a huge transitional period, going from full-time student to the real workplace. Millennials that are soon to be graduates are custom to juggling many facets of their lives and making time for school, work, clubs, and friends. But do these soon-to be graduates understand the demands of the "real world" and are they taking in to consideration the conflicts that may arise concerning work-life balance? The purpose of this study is to investigate the attitudes of soon-to-be college graduates, part of the Millennial generation, and their attitudes towards work-life balance. The study captures the attitudes of soon-to-be graduates towards work-life balance in consideration with pursued industry, pursued career path and how much students value work-life balance before entering in to the workplace. This thesis provides understanding of these attitudes and the disconnect between pursued industry and valuation of work-life balance. It also describes suggestions for students and employees in order to foster practices of work-life balance in the workplace.
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Arnstål, Lina. "Jobbmobilens påverkan på individens work life balance." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-74949.
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Powell, Alisha Diane. "African-American Women and Work-Life Balance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4941.
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African American women have high rates of depression and anxiety and are more likely to experience marital instability. Work-life balance (WLB) has been a topic of growing discussion and research as the number of women in the workplace has increased significantly. Researchers have demonstrated that women who work full time outside of the home have the unique challenge of fulfilling work obligations while taking care of household responsibilities. Work-life balance (WLB) has been a topic of discussion and research as the numbers of women in the workplace have increased significantly in the United States. The purpose of this qualitative phenomenological study was to better understand the experiences of married African American women and how they manage the demands of both work and family. The theoretical framework was black feminist theory and work life border theory. Participants consisted of married African American women (n =11) who worked full time outside of their home. Data from interviews consisting of open-ended questions and a thematic analysis was conducted for common themes and meanings. Findings reinforce that of current empirical literature on the importance of having a flexible job and a supportive spouse in order to obtain a work-life balance. Using study findings, social psychologists, employers, and the general public may be more culturally competent in their knowledge of the specific challenges facing African American women, which may lead to potential positive social change. For instance, employers may be better able to meet the needs of their African American female employees, which may help to promote greater WLB, better emotional health, and increased life satisfaction for these women.
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Priddis, DeAnne. "The search for work-life balance at SECURA." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006priddisd.pdf.
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Cedergren, Daniel. "Work- Life Balance : En fallstudie på Pfizer AB." Thesis, Uppsala University, Department of Business Studies, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-9033.
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Begreppet work –life balance syftar till det arbete kring sponsring av förmåner och arbetssituationen som hjälper den anställde att balansera sitt arbetsliv och sitt privatliv. Då uppfattningen om vad som skapar balans är subjektiv, torde det från företagets sida vara viktigt att veta vad medarbetarna upplever, stödjer och hindrar upplevelsen av balans. Dessutom torde en klar bild över vad som stödjer och vad som hindrar, säkerställa en maximal avkastning av de satsningar som företaget ger personalen. Utifrån detta utformades studiens syfte, vilket var att öka förståelsen för vilka faktorer individer anser stödjer och hindrar upplevelsen av balans. För att besvara syftet utfördes en fallstudie på marknadsavdelningen på läkemedelsföretaget Pfizer AB. Där genomfördes nio stycken djupgående intervjuer med personalen. I de genomförda intervjuerna återfanns 11 stycken faktorer som endera stödjer eller hindrar upplevelsen av balans. Vid en analysering av faktorerna fann jag tre huvudindelningar som dessa kan sägas tillhöra. Den första förklarar de faktorer individen själv i största grad kan påverka för att uppleva balans, så kallade individuella faktorer. Den andra benämns som yttre faktorer och förklarar de faktorer som företaget kan påverka för att öka individens balans. Den tredje och sista benämns som mellanliggande faktorer och förklarar de faktorer som kan påverkas av både individen själv och företaget där individen arbetar. Genom en indelning av faktorerna som personalen anser stödjer och hindrar, möjliggörs ett effektivare arbete med balans från företagets sida. Företaget får i och med denna indelning en tydligare bild över vad företaget kan påverka och vad individen själv kan påverka. Detta torde leda till att företagets arbete med balans ger en bättre avkastning, vilket leder till en ökad balans bland personalen.
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Rowland, Kendra Horn. "Work Life Balance for Agricultural Educators in Kentucky." UKnowledge, 2016. http://uknowledge.uky.edu/cld_etds/28.
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Research indicates that Kentucky agricultural educators are overworked and experience job related stress. Balancing work and home can be a struggle and stress induces burnout and teacher attrition. Shortages in the agriculture classroom could result in loss of agricultural education programs and negatively affect the profession. The purpose of this study was to 1) describe the demographics of Kentucky high school agricultural educators; 2) describe the work and home life balance for Kentucky agricultural educators; 3) determine the level of job satisfaction among Kentucky agricultural educators; 4) determine the perceived busiest time of the school year for Kentucky agricultural educators. The study was conducted on a census of the 2015-2016 Kentucky agriculture teacher directory and the survey was distributed online. Results indicate that agricultural educators work 52 hours per week, can balance work and home responsibilities with assistance from spouse/partner and experience job related stress on a regular basis. It was concluded that Kentucky agricultural teachers are satisfied with their job, but stressed about meeting the needs of work and family balance based on barriers including FFA activities, nightly meetings, childcare and time with spouse/partner.
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Magnusdotter, Nilsson Amanda, and Holst Maria von. "Work-life balance i managementkonsultbranschen : en organisatorisk utmaning." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-356411.
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Managementkonsultbranschen kännetecknas av högt tempo, långa arbetsdagar och prestationsdrivna individer. Trots det har balans mellan arbetsliv och privatliv blivit en viktig fråga. Genom att intervjua anställda på tre managementkonsultföretag har studien undersökt hur företagen arbetar med work-life balance samt vad som påverkar konsulternas möjlighet att nyttja arbetsgivarens insatser. Studien bekräftar att företags insatser för work-life balance påverkas av institutionella normer. Resultatet visar att managementkonsulters möjlighet att nyttja dessa insatser påverkas av förutsättningar i den professionella miljön; kulturellt stöd i form av ledarskap och stöd från kollegor, projektens karaktär genom förväntningar från kunder samt graden av autonomi och senioritet. Studien bidrar även med insikten att individen har det största ansvaret för sin work-life balance. Utöver det konstateras att work-life balance är en subjektiv upplevelse, vilket innebär att det inte nödvändigtvis krävs en jämvikt mellan arbete och privatliv för att nå tillfredsställelse. Sammanfattningsvis verkar det finnas en konflikt mellan institutionella och professionella normer som gör det svårt att lyckas med insatser för work-life balance. Studiens resultat kan därför vara relevant för professionella tjänsteföretag och andra organisationer verksamma i branscher som utmärks av hög arbetsbelastning.
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Schenkel, Aubree A. "Perceptions of Supervisor Support for Work-Life Balance." Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396713191.
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Sarah, Hawke M. "EFFECTS OF SELF-DETERMINATION ON WORK/LIFE BALANCE." Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1550951078365041.
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Mattsson, Rebecca. "Småbarnsföräldrars upplevelse av work-life balance under Coronapandemin." Thesis, Karlstads universitet, Handelshögskolan (from 2013), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-84891.
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Syftet med denna kvalitativa undersökning har varit att skapa en förståelse för småbarnsföräldrars upplevelse av work-life balance vid distansarbete. För att genomföra studien har sex halvstrukturerade intervjuer utförts med individer från olika städer i Sverige, från olika arbetsplatser med olika typer av kontorsbaserade yrken. Den gemensamma nämnaren för intervjupersonerna är att de alla är småbarnsföräldrar som till någon grad arbetar hemifrån under Coronapandemin. För att hitta deltagare till undersökningen gjordes ett strategiskt urval i kombination med ett snöbollsurval, där jag blev tipsad om individer som levde upp till kraven för studien. Studien grundar sig i en teoretisk referensram som innefattar teorier om work-life balance, fysisk- och psykosocial arbetsmiljö samt lojalitet, som sedan kom att användas för att tolka det insamlade empiriska materialet. Resultatet påvisar en övervägande positiv upplevelse av work-life balance vid distansarbete. Deltagarna menar på att distansarbetet resulterat i mer tidseffektivitet, som i kombination med en större frihet att kunna planera sina dagarframkommer vara det mest fördelaktiga enligt deras upplevelse. Vidare visar resultatet att nackdelarna med distansarbetet är den fysiska arbetsmiljön, avsaknad av social samhörighetsamt konflikter mellan arbetssfären och familjesfären. Slutligen visade resultatet på att det finns en vilja bland deltagarna att segmentera de olika sfärerna för att ha bästa möjliga förutsättningar att tillgodose kraven och förväntningarna i respektive sfär. Men rent lojalitetsmässigt visade sig lojaliteten mot familjen vara starkare än mot arbetsgivaren.
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Fekete, Krisztína. "Work-life balance and its role in organizations." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-191709.
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This thesis analyses the Diversity and Inclusion (D&I) practices in international organizations, especially in the Hilti Group with a special focus on the Czech and Slovak market organizations. The goal is to develop recommendations for the improvement of Hilti's existing practice in gender, generational, global diversity and inclusion. The theoretical part provides an overview of the academic background of D&I, its management, evolution and trends with a special focus on gender and generational diversity. It is followed by best case practices for selected D&I benefits. As a next step, in cooperation with Hilti, a thorough analysis of gender, generational, global diversity and inclusion was conducted with the purpose of comparing global, regional and local outcomes. Moreover, this empirical part aims to get a deeper understanding of the current situation regarding D&I for the market organizations in the Czech and Slovak Republics. The hypothesis that Hilti has developed appropriate initiatives to further implement D&I into its culture, has been confirmed. For further improvement, some suggestions have been proposed. The recommendations for each diversity dimension (gender, generations, global) are based on the literature described in the theoretical part of this paper, best case practices, and also the own ideas of the author.
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Sheppard, George. "Work-Life Balance Programs to Improve Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2058.
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Although work-life balance programs in the United States have become increasingly popular through the years, there is still a need to understand the contributions of these programs on employee performance. The purpose of this case study was to explore the work-life balance programs that nonprofit school leaders utilize to improve employee performance at a charter school organization. The job demands-resources model formed the conceptual framework for this study. Data were collected through semistructured interviews from a purposeful sample of 10 managers and 10 non-managerial employees working at a charter school organization in Harlem, New York. Data collection also included organizational performance track indicator documents on employee absenteeism, turnover, motivation, productivity, job satisfaction, and retention, archived organizational records on WLB programs, and current WLB programs and policies guidelines. Through methodological triangulation, a number of themes emerged. These themes included work-life balance programs' effectiveness, the importance of a supportive work environment, employee commitment and motivation, employee well-being and productivity, employee job satisfaction and quality work life, organizational culture change, and low utilization of the job sharing program. According to the study results, work-life balance programs could help improve organizational culture and employee overall performance. The results of this study may contribute to social change by preparing employers for success while simultaneously positioning individuals to attain optimum balance between work and life responsibilities.
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Johnson-Hoffman, Vernessa Lashawn. "Employer Strategies for Improving Employee Work-Life Balance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7304.
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Senior leaders who fail to implement work-life balance strategies may experience reduced profits and sustainability challenges. This single case study explored employers' strategies for improving employee work-life balance. The population for the study included 4 senior leaders of a hospice care agency in North Carolina who successfully implemented employee work-life balance strategies. Data were collected from semistructured interviews and from the review of company documents, website, and social media pages. The conceptual framework for the study was the transformational leadership theory. The trustworthiness of interpretations was supported by member checking. Four themes emerged from inductive analysis of the data: a supportive work environment promotes employee work-life balance, leadership trust is key to the success of employee work-life balance, work-life balance programs minimize stress and improve employee job satisfaction, and flexibility and remote work options increase employee work-life balance. Implementing work-life balance strategies in an organization may increase employee morale, employee productivity, and quality of work life. The application of the findings of this study may contribute to positive social change by providing insights for senior leaders on the implementation of strategies to achieve work-life balance to increase workplace sustainability and meet the physiological and psychological needs of employees as well as contribute positively to the communities and the organizations served.
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Afrianty, Tri Wulida. "Work life balance policies in the Indonesian context." Thesis, Curtin University, 2013. http://hdl.handle.net/20.500.11937/82.
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The impact of Indonesian work life balance policies and family supportive supervisor behaviours (FSSB) on employee work attitudes and behaviours, including organisational citizenship behaviours (OCB), in-role performance, organisational commitment, job satisfaction and work family conflict (WFC) was investigated. Data from 30 Indonesian higher education institutions were analysed using regression analysis. Work life balance experiences in Indonesia differ from Western societies, as FSSB is more important in improving employees’ work attitudes and behaviours and resolving WFC.
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Chang, Ruby Yi-Ju. "The relationship between work and non-work support and work-life balance in Taiwan." The University of Waikato, 2009. http://hdl.handle.net/10289/2789.
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The aim of this study is to explore the relationship between employees' supportive resource (workplace support and non-work support) and their work-life balance in Taiwan. The roles of work-life balance's four components (work-to-life conflict, life-to-work conflict, work-to-life facilitation, and life-to-work facilitation) in the relationship between support and employee outcomes (psychological wellbeing, turnover intention, affective- and continuance organizational commitment) were examined. Eight-hundred surveys were distributed to for-profit and non-profit sectors. After eliminating the invalid questionnaires, 658 valid questionnaires were used for further analysis. The findings of this study suggested that three kinds of support (organizational support, supervisor support, and non-work support) were positively related to employees' work-life balance. However, no significant relationship was found between the availability and usage of the work-life balance policies and employees' work-life balance. More importantly, it was found that work-life balance and four components mediate the relationship between supervisor support and all employee outcomes. The relationship between employees' awareness of the policies that organization offered and favourable employee outcomes is also mediated by work-life balance. Interestingly, the availability and usage of the policies were not found to be related to either employees' better work-life balance or favourable employee outcomes. It is thus recommended that emphasizing supervisor support might be a better option than introducing various work-life balance policies for employees to achieve a better work-life balance. Otherwise, the work-life balance policies offered have to meet employees' needs.
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Rayat, Ben, and Ahmed Masoud. "Chefers upplevelser avwork-life balance." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-32719.
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Studien undersökte upplevelsen av work-life balance för personer med chefsbefattning inom en organisation. Denna studie genomfördes baserat på en kvalitativ induktiv design genom semistrukturerade intervjuer med sex stycken chefer. Dessa intervjuer genererade tre huvudteman samt underteman. Intervjumaterialet analyserades enligt en induktiv tematisk metod. Urvalet har begränsats till personer med chefsbefattning med syftet att undersöka hur ledarskap kan påverka den upplevda balansen mellan arbete och fritid. Resultatet visade att respondenterna upplevde god work-life balance som varierar periodvis med hänsyn till individuella förutsättningar. Den mest förekommande anledning till negativ utveckling i work-life balance var intressekonflikt mellan arbetsliv samt privatliv. Detta kan öka risken för hälsoproblem som kan orsaka begränsningar för tillfredställelse i både arbetsliv samt privatliv. Samtliga respondenter upplevde att struktur har stor betydelse för god work-life balance även om struktur kunde se olika ut för de olika chefsrollerna. Tillgänglighet samt flexibla arbetsarrangemang i chefsrollen ansågs vara givet för yrkesrollen med risk för negativ påverkan på work-life balance.
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Stolz, Martin Lothar [Verfasser]. "Work-Life-Balance in Professional Service Firms : Eine empirische Untersuchung der Wirkung von Work-Life-Balance-Initiativen und der arbeitsbezogenen Konsequenzen des Work-Life-Konflikts / Martin Lothar Stolz." Frankfurt : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2012. http://d-nb.info/1042460655/34.
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Jennings, Karlene Noel. "In the balance work/life balance of senior development professionals within higher education /." [Ames, Iowa : Iowa State University], 2007.
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Persson, Martina, and Else Håkansson. "Work Life Balance - a question of income and gender? : A qualitative study about Work Life Balance and affecting factors in the Philippines." Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-67563.
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Nilsson, Aspengren David, and Hilding Herrström. "Work Life Balance ur ett chefsperspektiv : En kvalitativ fallstudie om chefers upplevelser om Work Life Balance i en kontext av Covid-19." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53021.
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Bakgrund: Ett allt mer gränslöst arbetsliv breder ut sig över flera branscher på svensk arbetsmarknad. Organisationers flexibilitetsformer och flexibla arbetsätt, skapar nya utmaningar för en pressad organisatorisk nyckelgrupp, cheferna. Under hög arbetsbelastning och stress, kan cheferna vara i behov av Work Life Balance för att uppräthålla god hälsa och fortsatt produktivitet samt få ett HR-stöd för att hantera arbetslivet. I en kontext av Covid-19, har det gränslösa arbetslivet accelerarat och skapar den nuvarande kontexten där kunskapen om chefers Work Life Balance behöver bli mer omfattande i Sverige. Syfte: Tiilsammans med induktivt och tolkande perspektiv, beskriva hur chefer upplever Work Life Balance i en kontext av Covid-19. Metod: Studien har bedrivits med en induktiv ansats där empirin och inte toerin, ligger till grund för studien. Iklädda endast våra förkunskaper under vår tid på HR-programmet, har studien genomförts i en ingående fallstudie med nio chefer som genom kvalitativa semistrukturerade intervjuer åskådliggjort varierande upplevelser av chefer Work Life Balance. Slutsatser: Utifrån studiens syfte, påvisar vi att merparten av cheferna i studien, upplever en god Work Life Balance utifrån varje chefs egen verklighet som genomsyras av unika individualiteter. Därutöver, har vi brutit ner faktorer som påverkar chefers av Work Life Balance genom en individuell och organisatorisk kontext samt påvisat att HR inte är en primär källa av stöd för chefers Work Life Balance och slutligen, identifierat hur chefer hanterar Work Life Balance. Överlag har Covid-19 inte haft en större inverkan på cheferna i vår studie. Vidare, kan vi konstatera att cheferna har genom sina erfaranheter och egen medvetenhet, personfierat sin egen Work Life Balance genom exempelvis brist på stöd av HR-avdelningarna och således hittat andra vägar för att skapa Work Life Balance.Background: An increasingly more bounderless type of work-life are expanding over multiple industries on the Swedish labour-market. New organization-forms of flexibility and new ways of structuring work, creates new challenges for a pressured key organizational group, the managers. With high workload and stress, managers may be in the need of Work Life Balance to maintain good health and continued productivity as wells as HR support to manage their work-life. In the context of Covid-19, the bounderless work-life accelerates and creates the current context where the knowledge about manager´s Work Life Balance needs to be more extensive in Sweden. Purpose: Combined with an inductive and interpretative perspective, describe how managers experiences Work Life Balance in a context of Covid-19. Method: This study has been conductecwith an inductive approach where the empirical and not the theoretical, is the basis for this study. Dressed in only our prior knowledge during our time on the HR-program, the study was conductted in a case-study with nine manager´s who thorugh qualitative sem-structured interviews illustrates varying experiences of manager´s Work Life Balance. Conclusions: Based on the purpose of this study, we demonstrate that a major part of the managers have an overall good Work Life Balance based on each manager´s own reality which is permeated by the uniqueness of each manager. Moreover, we have broken down factors that affects manager´s experiences of Work Life Balance from an individual and organizational context as well as examined that HR is not a primary resource of support to manager´s Work Life Balance and finally, identified how manager´s manage their Work Life Balance. Overall, there is no impending effect that Covid-19 has had on manager´s Work Life Balance. Furthermore, we can state that managers have thorugh their experience and own awareness, personfied their own Work Life Balance caused by example lack of support from HR, find other ways into create Work Life Balance.
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Kinman, Gail Francis. "Occupational stress and work-life balance in UK academics." Thesis, University of Hertfordshire, 2006. http://hdl.handle.net/2299/14325.
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The research presented in this thesis aimed to provide insight into the work-related wellbeing of a little-studied occupational group: academic employees working in universities in the UK. More specifically, it examined how aspects of the content and context of academic work were related to the health, job satisfaction, work-life balance, and turnover intentions of employees. The findings of an initial questionnaire study (Study 1) administered to a national sample of academic staff highlighted a number of features of work that were strong predictors of psychological distress and job satisfaction, and worthy of further investigation. Two main issues emerged from this initial research that were examined in greater depth in a subsequent national study of academic employees (Study 2). Firstly, the predictive validity Of two theoretical models of job stress (the Job Demand-Control-Support and the Effort-Reward Imbalance models) was tested in explaining strain outcomes. A model that comprised elements of both theoretical frameworks (most notably job control, rewards and overcommitment) was found to be a more effective predictor of some strain outcomes than either model independently. A combination of generic and job-specific demands was found to be a major predictor of job satisfaction. Secondly, the nature, predictors and outcomes of work-life conflict experienced by academics were investigated through the analysis of quantitative and qualitative data. A model that combined generic and job-specific job demands, working practices, supportive features of the working environment, and over-commitment predicted a considerable proportion of the variance in perceived conflict. Findings suggest that preferences for work-life integration are subject to considerable variation, as are the strategies utilised by academics to minimise conflict between work and home. Although certain practices might facilitate work-life balance, others pose a risk to wellbeing. The final study (Study 3) introduced a longitudinal element to this programme of research. Comparisons between the findings of Studies 1 and 2 (conducted six years apart) found no significant improvement in levels of specific stressors and strains in the study period. Comparisons were also made between the overall levels of psychological health of academic staff and those reported by other professional groups and the general population of the UK. The very poor level of psychological health found amongst academics in 1998 remained stable in 2004; this gave cause for concern, as did the discrepancy between levels of job demands and social support found, and those recommended by Health and Safety Executive benchmarks for the management of specific job stressors. The findings of this research programme highlight the important role of the working environment in shaping the antecedents, experience and expression of occupational stress. It is therefore argued that a job-specific approach to the study of workplace stress has greater potential to aid the development of interventions to promote the wellbeing of employees. Based on the findings reported in this thesis, a range of strategies and initiatives are recommended that have the potential to improve the wellbeing and job satisfaction of academic employees in the light of growing concerns about recruitment and retention in the sector.
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Green, Amanda Colleen. "Women in nonprofit leadership| Strategies for work-life balance." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3729355.
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The nonprofit sector is the third largest employing industry in the United States and impacts almost 10% of the economy (Roeger, Blackwood, & Pettijohn, 2012; Salamon, Sokolowski, & Geller, 2012). Women comprise over 75% of the nonprofit workforce, yet men hold over 80% of leadership positions (Bronznick & Goldenhar, 2009; McInnes, 2008). The purpose of this qualitative, phenomenological study was to examine the work-life balance practices of women leaders in nonprofit organizations and determine experiences impacting their life course. The ultimate goal was to gain insight from women leaders in nonprofit organizations to identify strategies for more women to advance into leadership roles. The researcher utilized a qualitative methodology with the life course theory developed by Giele (2008).
The research questions were: 1. What demographic factors, if any, are related to work-life balance issues for women leaders in nonprofit organizations? 2. How is the life course for women leaders in nonprofit organizations impacted, if at all, by experiences, identity, motivation, adaptive and relational style? 3. What strategies, if any, are women leaders in nonprofit organizations utilizing for work-life balance?
20 women leaders in nonprofit organizations served as the study population. The women held positions of vice president or above or positions equivalent to vice president if the organization did not use such titles. Participants provided socio-demographic data and responses to 5 sets of questions regarding early adulthood, childhood and early adolescence, current adulthood, future adulthood and coping strategies.
The key findings and conclusions revealed challenges with work-life balance associated with diverse demographic factors. Experiences related to identity, relational style, drive and motivation and adaptive style influenced life courses and are anticipated to influence the future life courses of participants, specifically regarding decisions on educational attainment, partnerships, family, careers, and social involvement. Work-life balance strategies were discovered in 4 areas: self-care, partners, professional skills, and social support.
Overall, the research provided a composite of the participants as women leaders in nonprofit organizations, including their backgrounds and life stories. The research demonstrated that work-life balance continues to be an issue and an interest for women leaders in nonprofit organizations.
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Holmgren, Linn, and Jonsson Beatrice Nilsson. "Work-life balance hos enhetschefer inom vård och omsorg." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15333.
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Sheik, Muhammed, and Cornelia Berving. "Work-life balance : Livsbalansen för chefer med ett generationsperspektiv." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-358439.
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Arbetslivet har förändrats, vilket har skapat olika förutsättningar att utföra arbetet.Digitaliseringen och förändringen av deltagare på arbetsmarknaden är orsaker till att arbetslivoch privatlivet smälter samman. Chefsrollen är komplex och är en position som utsätts försvårigheter med att skapa livsbalans. Denna studie syftade till att utforska work-life balanceför högt uppsatta chefer inom olika organisationer i Sverige. Studien använde sig av etttidsperspektiv som sträcker sig från 1960-talet fram till idag. Syftet var att undersöka omförutsättningar för work-life balance varierat med tiden samt samla uppfattningar om worklifebalance för chefer från olika generationer. För att kunna genomföra studien, undersöktesäven innebörden av chefsrollen samt förändringar i arbetslivet under de senaste decennierna.Den metodologiska ansatsen i denna undersökning var en kvalitativ intervjustudie med högtuppsatta chefer. Resultaten visade att arbeta som högt uppsatt chef var en ansträngandeyrkesroll i ett högt arbetstempo. Förutsättningar för en livsbalans har ändrats under de senastedecennierna, bland annat av att kvinnor har börjat förvärvsarbeta och lanseringen av tekniskaredskap. Det framkom även att det fanns olika uppfattningar och synsätt på vad en livsbalansär bland cheferna.
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Jez, Chelsea G. "Work-Life Balance, Locus of Control, and Negative Spillover." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1496146613840986.
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Fransson, Josefine, and Wenke Moberg. "Dags att ta kontroll? : Work-life balance hos egenföretagare." Thesis, Södertörns högskola, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-33061.
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Studiens utgångspunkt var ett intresse för work-life balance (WLB) och vilka förutsättningar behövs för att nå en balans mellan privat- och arbetsliv. Enligt forskning har antal arbetstimmar en direkt inverkan på individens WLB. Egenföretagare arbetar i genomsnitt fler timmar per vecka än anställda men studier visar att de paradoxalt har högre arbetstillfredsställelse än anställda. Denna studie utgår ifrån tidigare forskning gällande WLB hos egenföretagare. Tidigare forskning beskriver att några av de viktigaste faktorerna för att kunna uppnå WLB är att kontrollera upplägget av sin tid, att vara flexibel i sitt arbete, att själv ha kontrollen samt att nå en jämn fördelning av tiden mellan privat- och arbetsliv. Krav som studien ställde på respondenterna var att de aktivt har valt eget företag som organisationsform efter att tidigare varit heltidsanställda i minst tre år, ha detta som primära inkomstkälla samt inga anställda i företaget. Intresset för studien lades på vilka WLB-faktorer som motiverar till att starta eget samt vilka WLB-faktorer egenföretagare når. Studien utgår ifrån en kvalitativ forskningsmetod med en fallstudie med semistrukturerade intervjuer. Resultatet visar att WLB-faktorerna som motiverar individer till att starta eget företag är att få kontroll över sin framtid, beslutsfattande, sina arbetsvillkor och sin tid samt flexibilitet, personlig och karriärmässig utveckling, potential till att tjäna mer pengar och att ett tillfälle gavs. Resultatet visar vidare att den enda WLB-faktorn egenföretagare når är kontroll.
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Kinser, Amber E. "At the Core of the Work/Life Balance Myth." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/1261.
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Martinez, Luisa Cunanan. "Work-Life Balance of Women Employed Within State Government." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5503.
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Women in the U.S. workforce have been a focus of scholars since the onset of the 21st century, when work-life balance skewed in favor of the term work-life integration because professional working mothers found that balance was an unachievable ideal in the fast pace of the contemporary world. Accordingly, this research study examined the work-life challenges and career choices of women working in the public sector through the framework of the Kaleidoscope Career Model (KCM). While research has been conducted on women in corporate America, there have been limited studies exploring the work-life challenges and career decisions of women working in government. The study design was phenomenological with convenience sampling of women working for state government agencies. Data were collected through a structured interview and demographic questionnaire. Data from the 7 participants were analyzed using the KCM theory and considering Mainiero and Sullivan's A-authenticity, B-balance, C-challenge parameters. Overall, findings indicated that women working in state government chose and remained in their jobs because of stability, security, and benefits. These women did not opt-out, as is common for corporate workers, because they received the flexibility and benefits required to integrate work-life balance. Corporate human resources might explore needs of their own workers using the KCM framework. Policies to retain workers might include more flexibility in scheduling and benefits for workers. This work extends applicability of the KCM to a population of which it has not been used.
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Branteström, Victoria, and Therése Alm. "Ombudsmäns upplevelser av work-life balance : En kvalitativ studie om upplevelsen av work-life balance bland ombudsmän vid ett fackförbund beläget i Mellansverige." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29613.
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Syftet med studien var att undersöka upplevelsen av work-life balance bland ombudsmän vid ett fackförbund beläget i Mellansverige. Studien utgick från en kvalitativ metod genom semistrukturerade intervjuer med 10 respondenter. Resultatet analyserades genom en induktiv tematisk analys som genererade tre huvudteman; Personliga förutsättningar, Flexibla arbetsarrangemang och arbetsbelastning samt Rollen som ombudsman. Resultatet påvisade att majoriteten av respondenterna upplevde att de hade en god work-life balance. De menade att arbetslivet och privatlivet inte påverkar varandra i stor utsträckning, men uppgav att de vid ett antal tillfällen framförallt tvingats prioritera åtaganden i arbetslivet. Samtliga respondenter påtalade att deras upplevelse av balans periodvis kan förändras beroende på arbetsbelastning och personliga förutsättningar som familjesituation och erfarenhet av yrket. De menade även att de flexibla arbetsarrangemang och den kultur som präglar ombudsmannarollen har en inverkan på deras upplevelse av balans.The purpose of the study was to investigate the experience of work-life balance among ombudsmen within a trade union located in the midst of Sweden. The study was based on a qualitative method conducted through semi-structured interviews with 10 respondents. The results were analyzed by an inductive thematic analysis that generated three main themes; Personal circumstances, Flexible work arrangements and work load and The profession of ombudsmen. The result demonstrated that the majority of the respondents felt that they had a good experience of work-life balance. They argued that their working life and private life do not have a major impact on each other but stated that they on numerous occasions primarily had to prioritize commitments in their working life. The respondents expressed that their experience of work-life balance may periodically change due to workload and personal circumstances such as family situation and experience of the profession. They also argued that the flexible working arrangements along with the culture that characterize their profession have an impact on the experience of work-life balance.
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von, Seth Katarina. "Work-Life Balance : En kvantitativ studie av könsskillnader bland civilekonomstudenter." Thesis, Linnéuniversitetet, Institutionen för pedagogik, psykologi och idrottsvetenskap, PPI, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-23396.
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Work-Life Balance (WLB) is defined as the ability to manage both work-life and non-work life successfully. WLB can be evaluated by examining individual’s experience of Work-Family Conflict (WFC) and Family-Work Conflict (FWC), both of which can be assessed by a questionnaire developed by Netemeyer, Boles and McMurrian (1996). The aim of this study was to explore if responses to the questionnaire, the amount of time spent on studies, household chores and sick leave, were gender related or not, among civil-accountants students. The survey included 138 respondents (74 woman and 64 men). The results confirmed previous findings of a gender difference in WFC, but disconfirmed a gender difference in FWC. Additionally, women scored higher in all variables (the amount of time spent on studies, household chores and sick leaves). The result also showed a correlation between time spent on studies and the WFC and FWC, respectively. Finally the result showed a weak correlation between the number of sick days during the semester and WFC and FWC. Thus, results may suggest that gender socialization could be a contributing factor of the observed gender differences.Work-Life Balance (WLB) definieras som förmågan att balansera arbetslivet och hemmalivet på ett framgångsrikt sätt. WLB kan utvärderas genom att undersöka individens upplevelse av Work-Family Conflict (WFC) och Family-Work Conflict (FWC), som båda mäts i Netemeyers, Boless och McMurrians (1996) enkät. Syftet med studien var att undersöka om det fanns några könsskillnader hos civilekonomsstudenter avseende WFC, FWC, tiden som spenderades på studier, på hushållsarbete samt sjukdagar per termin. Studien omfattade 138 respondenter (74 kvinnor och 64 män). Resultatet bekräftade tidigare upptäckt, att det fanns en könsskillnad i WFC, men motsatte att det skulle finnas en könsskillnad i FWC. Vidare framkom det att kvinnorna hade högre värden i samtliga variabler (antalet studietimmar per dag, hushållstimmar per dag och sjukdagar per termin). Resultatet visade även ett samband mellan antalet studietimmar per dag och WFC samt FWC. Slutligen visade resultatet en svag korrelation mellan sjukdagar per termin och WFC samt FWC. Möjligen kan köns- socialiseringen vara en bidragande faktor till de observerade könsskillnaderna.
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Gbajumo-Sheriff, Mariam. "Does work-life balance have a cultural face? : understanding the work-life interface of Nigerian working mothers." Thesis, University of Warwick, 2016. http://wrap.warwick.ac.uk/91316/.
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With the increase in the number of women working in the formal economy, there has been a growing literature on women handling multiple roles arising from work and the home. Currently there is a gap in the literature about the activities of working mothers in emerging economies, with theories and most findings concentrated on studies in advanced economies. This study therefore intends to fill part of the gap in the literature by investigating the lives of working mothers in the oil and gas sector in Nigeria, with a view of understanding their challenges, pains and gains as they navigate between the home and work spheres. This research adopted a qualitative approach through the administration of semi-structured interviews to working mothers, supervisors and Human Resources practitioners. Using the Greenhaus and Beutell’s (1985) sources of conflict model, this study explored the work and family lives of working mothers in Nigeria, thereby giving a detailed view of the time, strain and behaviour-based conflict they experience, as well as appropriate coping strategies that have been put in place to mitigate the effects of such conflicts. Findings complement earlier studies on work and family in Africa focusing on the experience of strain by working mothers in Nigeria. However, analysis from this study suggests that some of these stress-related conflicts were caused by the prevalent work culture of presenteeism. In comparing evidence of a more equal sharing of domestic tasks between couples in advanced economies, the embrace of equal sharing of housework by men and a demand for such by women in Nigeria is rather limited and slow. A striking difference on the strategies employed by working mothers in the west and in Nigeria is that what working mothers in Nigeria lose by way of government support, they gain in the form of family support.
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Müller, Ute [Verfasser]. "Work-Life Balance Strategien von Nachwuchswissenschaftlern - Eine empirische Analyse von Einflussfaktoren auf die Work-Life Balance Gestaltung in der Post-doc-Phase / Ute Müller." Wuppertal : Universitätsbibliothek Wuppertal, 2016. http://d-nb.info/1124473734/34.
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Shah, Shalaka Sharad. "The role of work-family enrichment in work-life balance & career success." Diss., Ludwig-Maximilians-Universität München, 2014. http://nbn-resolving.de/urn:nbn:de:bvb:19-166344.
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The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analysed on a cross-cultural level using quantitative as well as qualitative methods. The findings uncovered the similarities and differences that lie between Germany & India; which give insights into (a) the enriching experiences related to work-family (b) career success and (c) work-life balance related aspects of German and Indian managers. A few gender differences were observed when the data for both countries was analysed collectively. The results partially support a relationship between work-life balance & career success as well as a relationship between work-family enrichment/family-work enrichment & career success.Weltweit wird Work-life Balance immer wichtiger, sowohl für Arbeitgeber als auch für Arbeitnehmer. Je klarer unser Verständnis für das Thema und die Einflussfaktoren wird; desto besser kann eine effektive und symbiotische Integration dieser dynamischen Lebensbereiche gelingen. Work-family enrichment ist bisher ein wenig erforschter positiven Ansatz zur Integration von Arbeit und Familie. Work-life Balance, Work-family enrichment, Work-family culture und beruflicher Erfolg werden auf interkultureller Ebene mithilfe von quantitativen auch qualitativen Methoden analysiert. Die Untersuchungsergebnissen ermöglichen einen Einblick in Ähnlichkeiten und Unterschiede des Zugangs zum Thema work-life Balance zwischen Deutschland & Indien. Die Ergebnisse zeigen die bereichernden Erfahrungen der deutschen und indischen Managers im Zusammenhang mit verschieden Aspekten der Integration von Beruf und Familie, von beruflichem Erfolg und Work-life Balance. Einige geschlechtsspezifische Unterschiede konnten bei der Analyse, der gemeinsamen Daten für beide Länder festgestellt werden. Die Ergebnisse unterstützen die Beziehung zwischen Work-life Balance und beruflichem Erfolg zum Teil und auch zwischen Work-family/Family-work enrichment und beruflichem Erfolg.
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Matsvororo, Kudzai Debra. "Exploring the work-life balance of professionals who work with special needs children." Diss., University of Pretoria, 2019. http://hdl.handle.net/2263/77844.
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The rise in popularity of work-life balance (WLB) as an essential determinant of one’s health, wellbeing and effectiveness in modern society has included research on the WLB of those caring for children with special needs. Most previous studies have however focused on investigating the WLB of parents of children with special needs and consequently, very few studies have looked into the WLB of the professionals who work with these children. The purpose of my study was therefore to close this gap in the literature by gaining some insight into the work-life experiences of professionals who work with special children.
The study sought to unearth how work-life balance plays out in these professionals’ lives and also to discover the factors that influence their work-life balance. Another objective was to ascertain the challenges that they face in integrating their work and life domains and to bring to light the strategies that they use to cope with their various work-life demands.
An inductive qualitative inquiry carried out through combined phenomenological and autoethnography research design was used to investigate the work-life experiences of a sample of professionals who work with special needs children in therapy, pre-primary and primary schools, in the Gauteng Province in South Africa. Purposive and snowball sampling methods were used to select participants for inclusion in the study. Data was collected through a series of unstructured in-depth interviews, unstructured observations, personal memory and photographs.
Seven themes emerged from the findings of the study. The results also indicated that the majority of the sampled professionals who work with special children were experiencing work-life conflict due to the time-based and strain-based conflict that emanated from their work domains. These professionals’ WLB was also found to be mostly influenced by work-related factors as the work domain appeared to be their major source of conflict. The study also unearthed some very interesting and unconventional micro-level WLB strategies used by these professionals in their attempt to achieve greater WLB. An example of such strategies include the use of prayer and faith in God to reduce perceptions of conflict and enhance capacity to deal with life’s adversities.
The findings from this study may therefore be used to develop and focus meso and macro level interventions to assist professionals who work with special needs children to better manage the various demands from their life domains. This will in turn ensure a healthier lifestyle for these professionals, which also has positive implications for the developmental outcomes of the children under their care. Moreover, enhancing these professionals’ ability to achieve WLB is anticipated to improve their motivation, satisfaction and retention.Dissertation (MCom)--University of Pretoria, 2019.
Human Resource Management
MCom
Unrestricted
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Ayadurai, Viya Kumari. "Work-Life Balance, Work-Study Interface, Gender, Stress, and Satisfaction of Online Students." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5445.
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There is a likelihood of stress in working students' struggles to manage work, family, studies, and personal life, yet little is known about differences in stress levels between male and female online students. Previous studies suggested that more men than women balanced work and family owing to women's asymmetrical family responsibilities. The purpose of this study was to examine the moderating effects of gender on the relationships of work-life balance and work-study interface of working online students and their perceived stress and satisfaction with life. In this quantitative study, the theoretical framework included social role theory and spillover theory. A convenience sample of 80 working online students (aged 20-60+ years) participated in an online survey. Particpants completed a demographic survey, work-life balance scale, work-study interface scale, perceived stress scale, and satisfaction with life scale. Collected data were analyzed using regression analysis. The results indicated that in both work-life balance and work-study interface, working female online students had higher levels of perceived stress than males, and women had a lower level of satisfaction with life than men in work-study interface. Understanding spillover experiences and gender social roles of working online students in their work-life balance and work-study interface may lead to positive social change by providing useful information for policy makers to support online students. The study may also provide an understanding of the dynamic of the work-life-study balance for the students themselves.
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Zeder, Melanie. "Die diskursive Konstruktion von "Work-Life-Balance" in Schweizer Printmedien." St. Gallen, 2006. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/03600509001/$FILE/03600509001.pdf.
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