This article employs linear regression techniques to model the variables associated with work‐life balance outcomes of employees. Using data from employee surveys carried out in four financial sector companies in Scotland, it was found that while the level of perceived availability did not have an impact on work‐life balance, organisational culture was significantly associated. This indicates that without a supportive work‐life organisational culture, the provision of arrangements in themselves will not necessarily lead to better work‐life balance outcomes. The analysis also shows that longer working hours, job status, take‐up and experiences of limited access to arrangements were significantly associated with work‐life outcomes. The findings are discussed in the context of recent government legislation and initiatives and further research examining the impact of work‐life initiatives on employees is recommended.
Bond, S. (2004), "Organisational culture and work‐life conflict in the UK", International Journal of Sociology and Social Policy, Vol. 24 No. 12, pp. 1-24. https://doi.org/10.1108/01443330410790795
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