Дисертації з теми "Satisfaction with work-life balance"
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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.
Повний текст джерелаCookson, Charles. "The Role of Work-Life Balance Programs in Job Satisfaction." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1962.
Повний текст джерелаAyadurai, Viya Kumari. "Work-Life Balance, Work-Study Interface, Gender, Stress, and Satisfaction of Online Students." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5445.
Повний текст джерелаParker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.
Повний текст джерелаIncludes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.
Rowland, Kendra Horn. "Work Life Balance for Agricultural Educators in Kentucky." UKnowledge, 2016. http://uknowledge.uky.edu/cld_etds/28.
Повний текст джерелаShiels, Rosie Sara. "Changes in Work-Life Balance Over Time: Implications for Job and Family Satisfaction." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367244.
Повний текст джерелаThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
Full Text
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.
Повний текст джерелаGarber, Jordan Slabaugh. "Work Centrality as a Moderator of the Job Satisfaction-Life Satisfaction Relationship." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier150634077569986.
Повний текст джерелаLajom, Jennifer Ann. "Driven towards a middle-ground: Passion and work-life balance among Filipino professionals." Phd thesis, Canberra, ACT : The Australian National University, 2016. http://hdl.handle.net/1885/101781.
Повний текст джерелаMetz, Jeremy Daniel. "The Impact of Achievement Motivation, Job Satisfaction and Work-life Balance among Retail Managers." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10934726.
Повний текст джерелаAchievement motivation has been identified as an important element of organization behavior due to the impact it can have on an individual’s performance, job satisfaction and organizational commitment. At the same time, work-life balance has become increasingly valuable to employees. There is much literature supporting the positive impacts of achievement motivation, job satisfaction and work-life balance. In addition, theories exist which detail the relationships between the studied variables, but little research has been completed studying the results in corporate and retail settings.
This study evaluated the relationship between an individual’s achievement motivation and job satisfaction, the relationship between an individual’s achievement motivation and work-life balance, and the relationship between an individual’s job satisfaction and work-life balance.
A quantitative study was conducted using three survey instruments. The Achievement Motivation Inventory (AMI) instrument will measure achievement motivation in this study via a modified short version featuring 30 questions. The 18 question Job in General (JIG) scale will be utilized to measure job satisfaction in this study. The 5 question Work-Family Conflict Scale (WFC) will be the instrument used to measure work-life balance in this study. A non-random, as a convenience sample was used to select participants for this study. The population consisted of salaried store management employees who work in multiple store locations for a large corporation who were willing to voluntarily participate in the study.
Research question one tested achievement motivation and job satisfaction via the Achievement Motivation Inventory and Job in General scale. The analysis indicated that there is a weak positive linear relationship between the two studied variables. This relationship between a salaried retail manager’s level of achievement motivation and their level of job satisfaction was found to be a statistically significant relationship. This was the only research question to feature a relationship between the studied variables that was statistically significant.
Korpunen, Päivi, and Andrea Nápravníková. "Work to live, don’t live to work! : A cross-sectional study of the work-life balance of higher managers." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1239.
Повний текст джерелаThe work-life balance is currently in vogue among governments, organizations as well as researchers. Higher managers in organizations all over the world are exposed to significant pressures in their jobs, which further influence the balance between their work and private lives, job satisfaction and overall well-being. In this thesis, we apply a different perspective on the topic of work-life balance than most of the previous scientific research. We have focused on the governmental, organizational and individual factors that affect the work-life balance of higher managers and the consequent influence on their job satisfaction and overall well-being.
The objective of this study is to contribute to the work-life balance research by exploring the fit between companies’ human resource practices and higher managers’ actual perceptions and needs. In order to gain different perspectives, our empirical research consists of a series of interviews with both HR managers and members of higher management.
The key findings in terms of the factors influencing higher managers are reported. They suggest that the individuals are influenced by several aspects. The responsibility for personal work-life balance does not only lie on individuals themselves, but the organizations and governments play an important role in treating this issue as well.
Ervin, Shaina M. "A Comparative Analysis of Work-Life Balance in Intercollegiate Athletic Graduate Assistants and Supervisors." Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/kin_health_theses/4.
Повний текст джерелаMorgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction." NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.
Повний текст джерелаFrizzell, Rebecca E. "Manufacturing satisfaction with work-family balance: the effects of employee type, technology use, & life role salience." Diss., Kansas State University, 2015. http://hdl.handle.net/2097/20447.
Повний текст джерелаPsychological Sciences
Patrick A. Knight
Satisfaction with work-family balance is a relatively new construct that differs from other work-life constructs in several ways: it is not focused on conflict between work/family domains, does not include cross-domain transfer processes, has no directional implications, and is not multidimensional. The current study has three purposes: 1. Examine work-family balance issues for both blue-collar and white-collar employees, as the literature has focused mainly on white-collar employees. 2. Examine relationship between technology and satisfaction with work-family balance. 3. Assess how role salience influences satisfaction with work-family balance. Participants were recruited and compensated for completing a 60 item online survey via Qualtrics. Blue-collar participants were recruited from manufacturing industries, while no industry was specified for white-collar employees. The sample consisted of 210 participants (105 blue-collar, 105 white-collar). Several checks were included throughout the survey to ensure data quality. Two hierarchical regression analyses were conducted. The first regression revealed that boundary control and autonomy predict satisfaction with work-family balance, while employee type and boundary interruptions do not. Boundary control, family identity, and stress significantly predicted satisfaction with work-family balance in the second regression, while boundary interruptions, work identity, hours worked, and technology use did not. Results indicate white-collar workers have higher satisfaction with work-family balance, lower stress, and lower turnover intentions compared to blue-collar workers. Results also reveal that technology use to complete work outside of work hours is significantly and positively related to stress. Nearly half of participants report feeling expected to utilize technology to complete work outside of work hours. In addition, while it was hypothesized that those higher on family identity would have lower satisfaction with work-family balance when they used technology outside of work hours, worked longer hours, and had more frequent boundary interruptions than would those lower on family identity, the opposite effect was found for each of these variables. Implications of the study include: 1. Organizations may improve employee satisfaction with work-family balance by increasing autonomy and boundary control. 2. Employees may improve satisfaction with work-family balance by taking time to de-stress from work and limiting use of technology to complete work outside of work hours.
Roberts, Carlene M. "Perspectives of Work-Life Balance: The Path to Maximizing Individual Well-Being and Organizational Productivity." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1246.
Повний текст джерелаGovender, Dhevan. "Factors influencing job satisfaction of managers at state owned enterprises." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23807.
Повний текст джерелаDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
Quichocho, Davina, Mallory Lucier-Greer, Lucy R. Nichols, Nicky Frye, Catherine Walker O'Neal, and Allie Krumm. "What Human Services and Helping Professionals Need to Know about Employee Retention and Work-Life Balance." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/secfr-conf/2020/schedule/55.
Повний текст джерелаAwando, Maxwell Omondi. "Pre-tenured Faculty Job Satisfaction: An Examination of Personal Fit, Institutional Fit and Faculty Work-life." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47794.
Повний текст джерелаPh. D.
Chaney, Cynthia Annelle Ray. "Work-life variables influencing attrition among beginning agriscience teachers of Texas." Texas A&M University, 2003. http://hdl.handle.net/1969.1/5950.
Повний текст джерелаSingh, Charanjit. "An investigative study of burnout among university nurse academics in Australia." Thesis, Federation University Australia, 2021. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/177530.
Повний текст джерелаDoctor of Philosophy
Perry, MacKenna Laine. "Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study." PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2509.
Повний текст джерелаForsberg, Hanna, and Rebecka Junghagen. "Motivators of the Next Great Generation : A quantitative study conducted on Millennials employed in Sweden." Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149460.
Повний текст джерелаForsblom, Johan, and Filip Petersson. "Varför slutar revisorsassistenter före auktorisation? : En studie ur ett välmåendeperspektiv." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-148470.
Повний текст джерелаIntroduction: More than half of newly graduated audit assistants leave the audit profession within three years. The audit industry is characterized by an intense peak season that adversely affects the well-being of auditors. Well-being is affected by work-life balance, job satisfaction and life satisfaction. Declined well-being contributes to turnover, according to prior research. As the audit firms invest a lot in the audit assistants, there are incentives to keep their employees. Purpose: The purpose of the study is to explore how former auditor assistants reason about their subjective well-being and how, in relation to other aspects, it contributed to the choice to leave the audit profession before authorization. Method: The study applies an interview method with a mainly deductive approach. Primary data has been collected through semi-structured interviews with eleven former audit assistants who have worked at Big 4 firms. The empirical data was analysed thematically. Conclusion: The study indicates that there are several reasons why audit assistants change professions. The study finds dissatisfaction with low salary in connection with high workload and many working hours during the peak season. In addition, occupations that require the same professional experience provide higher pay for less work, which contributes to changes in profession. The study also indicates that the audit profession is used as an entry to other career opportunities.
Chrástová, Veronika. "Flexibilní formy práce ve vybrané společnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399922.
Повний текст джерелаManne, Dina. "The relationship between the use of flexible workplace arrangements and satisfaction with work-family balance amongst working fathers." Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13796.
Повний текст джерелаSimmons, Alphonso. "Exploring Millennial Retention Strategies and Methods in the Workplace." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2503.
Повний текст джерелаFriberg, Josefine, and Nellie Gertsson. "Hur förklaras karriärbyten bland revisorsassistenter? : en jämförande studie av uppfattningar mellan nuvarande och före detta revisorsassistenter." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12288.
Повний текст джерелаThe audit profession needs to retain qualified staff with extensive expertise in order to maintain good audit quality. It is crucial that employee turnover in audit firms is considered an important aspect and hence thoroughly researched. An important question to ask is why auditors choose to leave their position. Entry barriers are high and it is considered a prestigious profession, yet many junior auditors leave after only a few years of working and choose not to become senior auditors. To develop a better understanding of what it is that makes junior auditors choose to leave before completing their auditor exam, we have combined theories and literature from turnover, job satisfaction and motivation. Through our research we have developed a model that illustrates the different factors likely to affect junior auditors in their decision to leave the field early. To test the model, a survey of perceptions and motivational factors was given to present and former junior auditors. Although our findings show that the three main reasons for junior auditors leaving are external job opportunities, low perceptions of the audit profession and work-life balance issues, turnover may be due to several different factors. We have come to the conclusion that some factors identified from previous literature can therefore be questioned and that more extensive research is necessary to further understand the reasons behind this gap in the field. The results also indicate a different moderating variable, namely season. Therefore we suggest that further research focuses on this by carrying out a similar study during a different time of the year. With a better understanding of junior auditor turnover, audit firms could reduce the high costs that are associated with recruiting and training junior auditors.
Mårtensson, Ronja, and Emma Tuwezén. "Hur påverkas välbefinnandet av tidspress som revisionsyrket medför? : en kvantitativ studie med inriktning på att utforska skillnader mellan hur revisorers och revisorsassistenters välbefinnande påverkas av tidspress." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22166.
Повний текст джерелаPrevious studies show that time pressure is associated with a negative well-being and that time pressure is common in the auditing industry. This study will examine the impact of time pressure on well-being. The study´s purpose is to explore whether there are differences between how the well-being of auditors and assistant auditors is affected by time pressure. Since previous studies only studied how auditors are affected by time pressure, the study´s purpose considered to fill a void as the purpose is a relatively unstudied context. To achieve the study´s purpose, a quantitative survey was conducted. The questionnaire was sent out to authorized / approved auditors and assistant auditors to obtain the widest possible response rate. A total of 164 responses were obtained, which were then statistically processed to test the study's model developed. The study's response rate was relatively low in relation to the proportion of mailings, but the current high season is considered to be the main reason. Well-being has been measured on the basis of three dimensions, namely balance in life, job satisfaction and life satisfaction. Time pressure has been measured on the basis of time deadline pressure and time budget pressure. The results of the study showed that time pressure has a negative relationship with well-being. Furthermore, the result was that title has no moderating effect on the relationship between time pressure and well-being. Thus, the conclusion is that the higher the degree of time pressure, the lower the degree of well-being experienced, regardless of title.
Beydogan, Basak. "Self-construal Differences In Perceived Work Situation And Well-being." Phd thesis, METU, 2009. http://etd.lib.metu.edu.tr/upload/3/12609332/index.pdf.
Повний текст джерела2003) and Self-Determination Theory (SDT) (Deci and Ryan, 1985), this study aimed to explore possible determinants of Turkish employees&
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subjective (i.e., life satisfaction) and psychological well-being. Previous SDT research demonstrated that autonomus causality orientation and perceived autonomy supportiveness of context predicted need satisfaction at work and in turn, employee well-being (e.g., Baard et al., 2004
Ilardi et al., 1993). BID Model was tested in a work setting for the first time. Different from SDT research, relational aspects both as a form of self orientation and a contextual characteristic (i.e., perceived relatedness supportiveness) were included in this study, along with individuational orientation and perceived autonomy supportiveness dimension, to explore their possible influence on well-being. Three-hundred-eighty-three employees (154 women and 229 men) from various public and private sector organizations participated in the study. Onehundred- ninety-two of them were from public sector organizations, whereas 191 of them were from private sector organizations. Relational and individuational self orientations directly predicted need satisfaction and psychological well-being, whereas relational orientation directly predicted life satisfaction. Need satisfaction also predicted both types of wellbeing. Furthermore, relational orientation predicted both autonomy and relatedness supportiveness of work context and in turn, predicted need satisfaction and well-being in public sector organizations. Furthermore, individuational orientation predicted autonomy supportiveness and relational orientation predicted relatedness supportiveness and in turn, predicted need satisfaction and well-being in private sector organizations. The findings were discussed in terms of relevant literature.
Viñas, Bardolet Clara. "Work, knowledge and subjective wellbeing." Doctoral thesis, Universitat Oberta de Catalunya, 2021. http://hdl.handle.net/10803/671006.
Повний текст джерелаThis thesis examines how work characteristics affect life satisfaction. Specifically addressing the following question: How do jobs and current work characteristics associated with the increased use of ICTs affect job satisfaction and life satisfaction in Europe? The findings of this thesis provide insights that are relevant not only for academia, but also for company organizations, human resources management and policy makers. First, this thesis notes the importance of distinguishing by type of workers concerning wellbeing. Second, the findings show that income plays a relatively small role in all domains of satisfaction. Rather, factors related to working conditions and work organization should be incorporated in job contracts. Third, the effects of ICT are that they moderate the role of the determinants of job satisfaction. Finally, the thesis shows that working life characteristics affect satisfaction with most domains of life. For example, the increasing insecurity in the job market and the challenges experienced by EU workers in achieving a good work-life balance correlate negatively with satisfaction in every domain of life.
Esta tesis examina como las características del trabajo afectan a la satisfacción de los individuos. Más concretamente, intenta dar respuesta a la pregunta ¿Cómo afecta el trabajo y las características actuales del trabajo asociadas con la intensificación del uso de las TIC la satisfacción laboral y la satisfacción con la vida en Europa? Las conclusiones de esta tesis proporcionan información que es relevante no solo para el mundo académico, sino también para las organizaciones de empresas, para la gestión de los recursos humanos y para responsables políticos. En primer lugar, la tesis constata la importancia de distinguir el tipo de trabajadores en cuanto al bienestar. En segundo lugar, los resultados muestran que los ingresos tienen un papel relativamente pequeño en todos los ámbitos de satisfacción y que los factores más importantes, y los que deberían contemplarse en los contratos de trabajo, son los relacionados con las condiciones laborales y la organización del trabajo. En tercer lugar, los efectos de las TIC son que moderan el papel de los determinantes de la satisfacción laboral. Finalmente, la tesis muestra que las características de la vida laboral afectan la satisfacción con la mayoría de los dominios de la vida.
Kvasničková, Katarína. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.
Повний текст джерелаTučková, Marianna. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.
Повний текст джерелаŠauerová, Martina. "Slaďování pracovního a osobního života pracovníků." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319194.
Повний текст джерелаWieckowska, 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.
Повний текст джерелаFjellström, Maja, and Ida Irevall. "Behålla medarbetare inom revisorsprofessionen : En kvalitativ studie ur två perspektiv – hur revisionsbyråerna arbetar och vad revisorsassistenterna anser betydande." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85116.
Повний текст джерелаStarting your career as an audit associate at an auditing firm is sought after by many newly graduated students. The large auditing firms in Sweden annually employs many newly graduated students for junior roles such as audit associates. Hiring audit associates has therefore proved to be easy but retaining audit associates for a longer period has proved to be more problematic. This leads to a recognized high employee turnover in the profession, which means that the auditing firms need to work on retaining employees at the firm. Regarding the difficulties, the purpose of this study is thus to create an understanding of the work that the audit firms do to retain employees and what the audit associates consider significant for staying within the firm and the expectation gap that exists between them. In order to fulfill the purpose of this study and answer the research questions, a document study was conducted. Annual - and sustainability reports at two of the largest auditing firms in Sweden was studied, in order to create an understanding of how they work to retain employees. In addition to the document study, eight semi-structured interviews were conducted with current and former audit associates to create an understanding from their perspective and what they think is important to stay at the agency. The study's most important conclusions are that the expectation gap between what audit firms work with and what audit associates demand largely consists of work-life balance that goes hand in hand with a high-performing culture followed by more realistic expectations and to a lesser extent education and career. In addition, the study can also draw conclusions about why the identified expectation gap exists. The study has found that there is a different starting point to why there is a high employee turnover in the profession between auditing firms and auditing associates. This leads to different views on how the work of retaining employees should be constructed. In addition to this, there are also different interests between the groups, such as profit interest, results and work- life balance.
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.
Повний текст джерелаPrevious 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.
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.
Повний текст джерелаBento, Rute Isabel dos Santos. "As políticas organizacionais de conciliação como preditoras do equilíbrio trabalho-família e da satisfação no trabalho." Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/20893.
Повний текст джерелаHallenberg, 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.
Повний текст джерелаWaumsley, Julie A. "Work-life balance : a psychological perspective." Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418540.
Повний текст джерелаRåsbrant, Tika. "Employees’ experiences of work-life balance." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.
Повний текст джерелаJosefová, Veronika. "Work-Life Balance v mezinárodním kontextu." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16232.
Повний текст джерелаMarešová, Marcela. "Work life balance z genderového hlediska." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193225.
Повний текст джерелаLetsch, 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.
Повний текст джерелаJohnson, Jaime Mecholle. "Life in Balance: The Work-Life Balance Stories of Black Female School Leaders." ScholarWorks@UNO, 2018. https://scholarworks.uno.edu/td/2529.
Повний текст джерелаKilic, Sinem. "Analyse des perceptions d'équilibre travail-hors-travail et leurs effets sur la satisfaction au travail et l'intention de recours aux pratiques d'harmonisation en France." Thesis, Paris 1, 2013. http://www.theses.fr/2013PA010030.
Повний текст джерелаThe balance between personal and professional life is a recurring theme in our societies as well as the spillover phenomena, as well work on the personal life and the personal life on work, were seized by HR managers. As such, operational solutions have been proposed through, the researchers admit that family-friendly practices auch as flexible hours, childcare services on site, company conciergeries etc. However, these practices being relatively undeveloped in France so we can ask on which basis can they be implemented, and especially what their real role on employees’ work-life balance? This question requires an examination of perceptions of work-life balance and its possible effects on job satisfaction. A research model integrating perceptions of work-life balance, intentions to use harmonization practices, and job satisfaction, we. proposed. ln support of an empirical study on two samples of 210 and 224 French employees in the private sector, we have shown that these practices are considered as a real measure supporting work-life balance, and may be, in this sense, a lever for job satisfaction. It also appears that these practices and balance itself are subject to different assessments according to employees' profiles, and finally, while the these practices are in favor of work-life balance, the work-life balance may be a determinant of job satisfaction
Bruton, Alison Elizabeth. "Work-life balance and the workforce reforms." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4116/.
Повний текст джерелаPhilippe, Sarah Nicole. "Millenials and Attitudes Towards Work-Life Balance." Thesis, The University of Arizona, 2013. http://hdl.handle.net/10150/297731.
Повний текст джерелаArnstål, Lina. "Jobbmobilens påverkan på individens work life balance." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-74949.
Повний текст джерелаPowell, Alisha Diane. "African-American Women and Work-Life Balance." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4941.
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