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Book part
Publication date: 5 February 2024

Samantha Evans and Madeleine Wyatt

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in…

Abstract

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.

Details

Work-Life Inclusion: Broadening Perspectives Across the Life-Course
Type: Book
ISBN: 978-1-80382-219-8

Keywords

Open Access
Article
Publication date: 31 October 2023

Johan Ingemar Lorentzon, Lazarus Elad Fotoh and Tatenda Mugwira

This paper aims to explore the impacts of remote auditing on auditors’ work and work-life balance.

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Abstract

Purpose

This paper aims to explore the impacts of remote auditing on auditors’ work and work-life balance.

Design/methodology/approach

This paper adopted a qualitative online survey approach using open-ended reflections from 98 highly experienced auditors. The survey design aligns with a “Big Q” approach to qualitative data. The reflections were interpreted through the theoretical lens of the social presence theory.

Findings

Auditors underscore that remote auditing has improved their work-life balance since it offers flexibility, greater autonomy and efficient use of time. However, they believe less social contact due to remote auditing can hurt their work.

Research limitations/implications

This study aimed to holistically comprehend the concept of work-life balance in a remote auditing setting. Therefore, the study refrained from making comparisons based on demographic information (e.g. gender, experience and type of audit firm).

Practical implications

The findings highlight the need for adopting flexible work arrangements that prioritise auditors’ well-being. This is critical for making the audit profession attractive and enhancing overall audit quality. Updated regulatory guidance and controls are needed concerning the use of technologies in remote auditing to ensure high-quality audits.

Social implications

The findings of this study can positively reshape public perception of the audit profession. Firstly, enhanced work-life balance can improve audit quality. Secondly, incorporating emerging technologies in auditing can result in society perceiving auditors as adaptive to innovation and technological advancement that has been touted for their potential for enhancing the efficiency and effectiveness of audit and audit quality, potentially enhancing societal trust in auditing.

Originality/value

The findings of this study complement the auditing literature that has mainly focused on the traditional work paradigm, requiring in-person presence. The authors identify potential challenges emanating from auditors’ remote work and propose solutions for audit firms to improve work-life balance in a remote work setting.

Details

Accounting Research Journal, vol. 37 no. 1
Type: Research Article
ISSN: 1030-9616

Keywords

Case study
Publication date: 20 September 2023

Pavitra Mishra and Amit Gupta

This case study is best suited for courses in career management, stress management, worklife management or science of well-being in organization behavior (OB) or human resources…

Abstract

Learning outcomes

This case study is best suited for courses in career management, stress management, worklife management or science of well-being in organization behavior (OB) or human resources management (HRM). This case study is targeted at the MBA or executive development programs. The learning outcomes of this case study are as follows: to analyze the challenges in balancing Suraj Kumar’s (the protagonist) worklife balance situation and identifying the main causes of such a conflict. What are some strategies that could be used to address these issues? To develop a plan to balance work responsibilities with family and personal life. What specific actions could he take to achieve this balance? To design a training program for employees that addresses worklife balance issues. What topics would you cover in the training, and what methods would you use to deliver the content? To create a proposal for a flexible work arrangement program that an organization could offer to its employees. What would be the benefits of this program, and how would it be implemented and managed? To develop a business case for why an organization should prioritize worklife balance for its employees. What are the potential benefits of doing so, and how can the organization measure the impact of its efforts?

Case overview/synopsis

This case study discusses conflicts due to competitive priorities that people face in balancing the pressures, roles and responsibilities between their professional life (careers) and their personal life, and the trade-offs that they make across these multiple aspects of their lives. This case study revolves around Suraj Kumar, a successful consultant, who was offered a promotion as the executive director for the social sector. This promotion would require extensive travel and time away from his family. Kumar was struggling to balance his work responsibilities with his family life and his involvement with the Smile and Shine Foundation, which supports the education of children from economically weaker sections of society. He was reflecting on his past and present and trying to figure out how to prioritize his commitments while also achieving his personal and professional goals.

Complexity academic level

This research has shown that a case discussion and role-play can be effective for a less experienced audience. Instructors can provide multiple perspectives to stimulate reflection and debate. For executive MBA or executive development programs, a self-reflection exercise is recommended. Participants in these programs may have personal experience dealing with or may know others who have dealt with worklife balance issues, making self-reflection a valuable tool.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 6: Human resource management.

Details

Emerald Emerging Markets Case Studies, vol. 13 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

Article
Publication date: 9 October 2023

Faustino Calzón-Menéndez, María Sacristán-Navarro and Laura Cabeza-García

To empirically study the determinant factors of adopting worklife balance measures at the firm level.

Abstract

Purpose

To empirically study the determinant factors of adopting worklife balance measures at the firm level.

Design/methodology/approach

After reviewing the main theories that explain worklife balance practices, IBEX-35 Spanish companies during 2015–2019 are studied to see whether the firm sector, the presence of female employees, qualified personnel, a company agreement and an equality plan determine these types of practices.

Findings

The results indicate a negative relationship between the firm activity sector and adopting worklife balance practices. Industrial companies offer fewer worklife balance measures than service companies. A company agreement implies more extensive adoption of work-life practices. Older companies are characterized by greater adoption of work-life practices, in contrast to their level of profitability that is associated negatively with these practices.

Practical implications

Since it is difficult for industrial companies to change their idiosyncrasies, it is necessary to incorporate other measures that promote worklife balance, such as timetable flexibility. Companies and policymakers should promote the advantages of a company agreement to contribute to the implementation of worklife balance practices.

Originality/value

The empirical evidence is scarce, especially in Spain and at the company level, given that most previous studies have focused on workers and the Anglo-Saxon sphere. Given the growing interest in this topic in the business world, the authors intend to contribute to this scarce literature by incorporating variables considered in previous studies, as well as other more innovative ones (agreement, equality plan) in a single model through a longitudinal study.

Objetivo

Estudiar empíricamente los factores determinantes de la adopción de medidas de conciliación a nivel de empresa.

Diseño/metodología/enfoque

Tras revisar las teorías que explican la adopción de prácticas de conciliación, se estudia para las empresas españolas del IBEX-35 durante el periodo 2015–2019, si el sector de actividad, la presencia de mujeres y de personal cualificado, así como la existencia de un convenio de empresa y de un plan de igualdad, determinan este tipo de prácticas.

Resultados

Los resultados sugieren una relación negativa entre el tipo de sector al que pertenece la empresa y el índice de conciliación. Las compañías industriales poseen un menor índice de conciliación que las de servicios. La existencia de un convenio de empresa permite un mayor índice de conciliación. El índice de conciliación tiene mayor nivel de implantación en las empresas con mayor antigüedad si bien un mayor nivel de rentabilidad está asociado de modo negativo con las prácticas de conciliación.

Recomendaciones

En las empresas industriales es necesaria la incorporación de otras medidas que fomenten la conciliación, como, por ejemplo, la flexibilidad de entrada y salida. Animar a las empresas y policymarkers a incidir en las ventajas de un convenio de empresa puede contribuir al fomento de la implantación de medidas de conciliación.

Originalidad

La evidencia empírica es escasa para el caso español, y a nivel de empresa, dado que la mayoría de estudios previos han analizado al trabajador como objeto de estudio y pertenecen al ámbito anglosajón. Considerando el creciente interés de este tema en el mundo empresarial, se pretende contribuir a esta escasa literatura en España, incorporando tanto variables consideradas en estudios previos como otras más novedosas (convenio, plan de igualdad) a través de un estudio longitudinal.

Details

Academia Revista Latinoamericana de Administración, vol. 36 no. 3
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 14 June 2023

Mahmoud Ramadan Al-Azab and Bassam Samir Al-Romeedy

This paper aims at explore the intervening role of servant leadership in tourism businesses' outcomes, in the context of travel agencies. Drawing on servant leadership theory, the…

Abstract

Purpose

This paper aims at explore the intervening role of servant leadership in tourism businesses' outcomes, in the context of travel agencies. Drawing on servant leadership theory, the authors develop a multimediation model exploring the relationships between servant leadership and person–job fit, worklife balance, work engagement, innovative work behavior and job crafting.

Design/methodology/approach

Using SmartPLS3, data collected from 942 travel agencies operating in Egypt, a questionnaire was used to obtain data on how travel agency employees envisage their organization’s adoption of servant leadership, person–job fit, job crafting, worklife balance, work engagement and innovative work behavior.

Findings

The authors show that servant leadership correlates positively with person–job fit, worklife balance, work engagement, innovative work behavior and job crafting, while job crafting correlates positively with worklife balance, work engagement and innovative work behaviors. The partial mediating roles of both job crafting and person–job fit in the link between servant leadership and worklife balance, and the partial mediating role of work engagement in the link between servant leadership and innovative work behaviors.

Originality/value

Up to date, research on the effects of servant leadership on person–job fit, job crafting, worklife balance, work engagement and innovative work behavior has been inadequate. In terms of contextual applicability, an empirical investigation of the relationship between these factors in travel agencies is not available. By empirically examining these relationships in the context of Egyptian travel agencies, the current study has bridged a gap in the tourism and hospitality literature, human resources management and organizational behavior literature.

目的

本文旨在探讨仆人式领导在旅行社背景下对旅游企业成果的干预作用。借鉴仆人式领导理论, 我们开发了一个多重中介模型, 探索仆人式领导与人-工作契合度、工作-生活平衡、工作投入、创新工作行为和工作重塑之间的关系。

设计/方法/途径

使用 SmartPLS3, 从在埃及运营的 942 家旅行社收集的数据, 使用问卷调查获取有关旅行社员工如何设想他们的组织采用仆人式领导、人-工作匹配、工作重塑、工作与生活平衡、工作参与和和 创新工作行为。

结果

我们表明, 仆人式领导与人-工作契合度、工作-生活平衡、工作投入、创新工作行为和工作重塑呈正相关, 而工作重塑与工作-生活平衡、工作投入和创新工作行为呈正相关。工作重塑和个人-工作在仆人式领导与工作-生活平衡之间的联系中起部分中介作用, 工作投入在仆人式领导与创新工作行为之间的联系中起部分中介作用。

原创性/价值

该研究进行了一些开创性的检查。迄今为止, 关于仆人式领导对人-工作契合度、工作重塑、工作-生活平衡、工作投入和创新工作行为的影响的研究还不够充分。就情境适用性而言, 尚无对旅行社中这些因素之间关系的实证研究。通过在埃及旅行社的背景下对这些关系进行实证检验, 当前的研究弥合了旅游和酒店文献、人力资源管理和组织行为文献中的空白。

Propósito

El objetivo de este artículo es explorar el papel que desempeña el liderazgo de servicio en los resultados de las empresas turísticas, en el contexto de las agencias de viajes. Basándonos en la teoría del liderazgo de servicio, desarrollamos un modelo de mediación múltiple que explora las relaciones entre el liderazgo de servicio y la adecuación de la persona al trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral, el comportamiento laboral innovador y el diseño proactivo del puesto de trabajo.

Diseño/metodología/enfoque

Con SmartPLS3 se analizaron datos recopilados de 942 agencias de viajes que operan en Egipto mediante un cuestionario con el que se obtuvo información sobre cómo los empleados de agencias de viajes prevén que su organización adopte el liderazgo de servicio, el ajuste persona-trabajo, el diseño proactivo del puesto de trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral y el comportamiento laboral innovador.

Hallazgos

Mostramos que el liderazgo de servicio se correlaciona positivamente con el ajuste persona-trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral, el comportamiento laboral innovador y el diseño proactivo del puesto de trabajo, mientras que el diseño del puesto de trabajo se correlaciona positivamente con el equilibrio entre la vida laboral y personal, el compromiso laboral y los comportamientos laborales innovadores. Mostramos también el papel mediador parcial del diseño proactivo del puesto de trabajo y del ajuste persona-trabajo, en el vínculo entre el liderazgo de servicio y el equilibrio entre el trabajo y la vida personal, asi como el papel mediador parcial del compromiso laboral en el vínculo entre el liderazgo de servicio y los comportamientos laborales innovadores.

Originalidad/valor

Hasta la fecha, la investigación sobre los efectos del liderazgo de servicio en la adecuación de la persona al trabajo, el diseño proactivo del puesto de trabajo, el equilibrio entre el trabajo y la vida personal, el compromiso laboral y el comportamiento laboral innovador ha sido insuficiente. En términos de aplicabilidad contextual, no se disponía de una investigación empírica de la relación entre estos factores en las agencias de viajes. Al examinar empíricamente estas relaciones en el contexto de las agencias de viajes egipcias, el presente estudio cubre un vacío en la literatura sobre turismo y hostelería, gestión de recursos humanos y comportamiento organizacional.

Content available
Article
Publication date: 23 June 2022

Gregory R. Thrasher, Kevin Wynne, Boris Baltes and Reed Bramble

Although there is a small body of empirical research on the working lives of managers, both the popular media and the academic literature tend to ignore the distinct ways that…

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Abstract

Purpose

Although there is a small body of empirical research on the working lives of managers, both the popular media and the academic literature tend to ignore the distinct ways that role identities such as age and gender intersect to create a complex worklife interface for diverse managers. This gap is especially surprising considering that managerial roles are defined by unique demands and expectations that likely intersect with the differential life course shifts experienced by men and women, which has the potential to create specific challenges across the work and life domains of managers. The current study aims to address this gap through an intersectional examination of the non-linear effects of age and gender on the worklife balance of managers.

Design/methodology/approach

Using a sample of 421 managers, the authors apply statistical tests of the incremental validity of non-linear interaction terms to examine the complex relationship between age, gender and worklife balance.

Findings

Results support a non-linear U-shaped main effect of age on leader worklife balance. This effect is moderated by gender, however, with a non-linear U-shaped effect of age on worklife balance being supported for male managers – with female managers displaying no effect of age on worklife balance.

Practical implications

Based on these findings, the authors highlight the need for increased availability of flexible schedules and employee empowerment for managers as well as general employees.

Originality/value

The current study offers one of the first tests of the intersection of age and gender on the work–family interface of managers.

Details

Journal of Managerial Psychology, vol. 37 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 August 2022

Attia Aman-Ullah, Hadziroh Ibrahim, Azelin Aziz and Waqas Mehmood

This study aimed to examine the direct impact of worklife balance on employee retention and turnover intentions among doctors in Pakistan. Further, it also aimed to test the…

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Abstract

Purpose

This study aimed to examine the direct impact of worklife balance on employee retention and turnover intentions among doctors in Pakistan. Further, it also aimed to test the mediating role of job satisfaction on these relationships.

Design/methodology/approach

This study's data were collected from 394 doctors working in public hospitals in Pakistan, using survey-based questionnaires and stratified random sampling technique. For data analysis, structural equation modelling was utilised to investigate the direct and indirect associations among the variables, while Statistical Software for the Social Sciences (SPSS) was used for data management.

Findings

Worklife balance was found to have a positive association with employee retention and a negative association with turnover intention. Results suggest that a fair worklife balance is a significant predictor of employee retention and turnover intention. Also, job satisfaction significantly mediated the relationship between worklife balance and employee retention and between worklife balance and turnover intention.

Research limitations/implications

This study's focus was limited to doctors working in public hospitals. Thus, future research can extend the scope to other segments such as nurses, paramedics and pharmacists from both public and private organisations.

Practical implications

Human resource (HR) executives can improve employee retention and turnover intentions through strategic implementation of worklife balance practices. Policymakers should stress upon hospitals to implement favourable working hours that are satisfactory to employees to reduce turnover intention.

Social implications

In the healthcare industry, suitable worklife balance strategies will help improve employees' lifestyle, which will positively impact their family and social relationships.

Originality/value

This study is expected to contribute to the existing healthcare literature in the context of Pakistan by explaining the process by which worklife balance affects employee retention and turnover intention. Specifically, job satisfaction is the mechanism that explains these relationships.

Details

Asia-Pacific Journal of Business Administration, vol. 16 no. 1
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 9 January 2023

Ning Sun, Sai Liang, Hui Li and Haiyan Song

This study aims to examine the effect of several types of ex post idiosyncratic deals (i-deals) on worklife balance and work well-being, focusing on the mediating effect of work

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Abstract

Purpose

This study aims to examine the effect of several types of ex post idiosyncratic deals (i-deals) on worklife balance and work well-being, focusing on the mediating effect of worklife balance on the relationship between ex post i-deals and work well-being as well as the moderating effect of gender on the relationship between ex post i-deals and worklife balance in the hospitality industry.

Design/methodology/approach

This study uses a questionnaire survey of 642 hotel managers from developed cities in China and analyze the data with structural equation modeling. This study also conducts on-site interviews among 20 hotel managers to support conclusions of the survey.

Findings

The results indicate that task i-deals as well as career and incentives i-deals significantly promote worklife balance, thereby indirectly improving work well-being. However, the impact of flexibility i-deals on worklife balance and work well-being is insignificant. The influence of career and incentives i-deals on worklife balance for males is slightly stronger than that for females.

Practical implications

This study has practical implications for hotel employers in terms of using various ex post i-deals to motivate and retain hotel managers by improving personal worklife balance and work well-being.

Originality/value

As one of early attempts to highlight the potential of i-deals to serve as solutions for worklife conflicts and unhappiness issues among hotel managers, this study provides novel insights into the mediating process between ex post i-deals and work well-being from the worklife balance perspective as well as distinct influences of various ex post i-deals on worklife balance for male and female managers.

Details

International Journal of Contemporary Hospitality Management, vol. 35 no. 9
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 21 September 2022

Elisa Mattarelli, Carlotta Cochis, Fabiola Bertolotti and Paula Ungureanu

This paper investigates how (1) a work environment designed to sustain creativity (i.e. through flexible arrangements and elements of the social-organizational work environment…

1446

Abstract

Purpose

This paper investigates how (1) a work environment designed to sustain creativity (i.e. through flexible arrangements and elements of the social-organizational work environment) and (2) the amount of enacted work interactions among employees, interpreted as facilitators of new idea generation (i.e. outdegree centrality in instrumental networks), differently impact creativity and worklife balance.

Design/methodology/approach

The authors conducted a quantitative study in a knowledge-intensive multinational company and collected data through a survey on a sample of 207 workers.

Findings

Findings highlight that flexible work arrangements are positively related to increased worklife balance but not to creativity, whereas having access to a social-organizational work environment designed to foster creativity is associated to an increased level of idea generation, but to a reduction in worklife balance. In addition, centrality in instrumental social networks is also associated to a reduction of worklife balance. Findings thus point to a potential trade-off between structures aimed at increasing creativity and initiatives aimed at engendering worklife balance.

Originality/value

The research contributes to the current debate on new organizational practices for innovation and creativity, highlighting their unexpected implications for workers. The research also contributes to the literature on worklife balance by unraveling previously unexplored antecedents, i.e. social networks and the social-organizational work environment designed for creativity.

Details

European Journal of Innovation Management, vol. 27 no. 2
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 16 January 2023

Sophia Xiaoxia Duan, Hepu Deng and Santoso Wibowo

Digital technologies have been transforming the traditional workplace and reshaping how work is designed, performed and managed in organizations. This makes understanding digital…

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Abstract

Purpose

Digital technologies have been transforming the traditional workplace and reshaping how work is designed, performed and managed in organizations. This makes understanding digital work and its impact on job performance critically important. This study investigates the impact of digital work on job performance in organizations from the perspective of technology affordance.

Design/methodology/approach

A comprehensive review of the related literature has been conducted, leading to the development of a conceptual model for exploring the impact of digital work on job performance from the perspective of technology affordance. Such a model is then tested and validated using structural equation modelling on the survey data collected in Australia.

Findings

The study shows that the use of digital technologies significantly improves coordination and knowledge sharing between individuals, leading to better worklife balance and improved job performance. Furthermore, the study reveals that the use of digital technologies that can enhance communication and decision-making does not significantly influence worklife balance and job performance in digital work.

Originality/value

This study presents a comprehensive investigation of the impact of digital work on job performance in organizations from the perspective of technology affordance. It explores the changing role of digital work in transforming existing working practices in organizations, and how different technology affordances in digital work can be actualized for improving worklife balance and job performance in a digitalized working environment.

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