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It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.

Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.

No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.

A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.

Generation Z in Germany – born after 1995 – follows in many ways similar trends to be seen in other countries. Contrary to Generation Y, it is less career-focussed, less keen on financial rewards and less willing to work flexible in a competitive world with total work–life blending. They look for structure, security and feeling good. What is different: Germany is one of the few countries in the world in which Generation Z in many cases can live up to their dreams. Germany has a prospering economy, a stable society and still a good educational system. Most important, for young people, it has an unemployment rate of virtually zero per cent. Therefore, companies definitely must engage in the war for talents and provide Generation Z with a fitting employer value proposition: Generation Z looks for meaningful and exciting work but seeks also meaning and excitement in private lives. In particular, they demand a clear separation of their private lives from their job. All this stands in contrast to the ambitions of the industrial sector in Germany promoting a more Generation Y-type environment with flexibility, agility and work–life blending. This conflict is not dealt with in an open way, since politics and media stand on the side of the large companies. Still, the power of Generation Z is not to be underestimated. Therefore, the chapter leaves it for the future to find out whether the Generation Z or other forces will win.

The purpose of this study is to understand the multiple aspects of readjustment of repatriates and to identify determinants relating to the readjustment, to enable MNEs (multinational enterprises) to utilize the advantages and retain the valuable knowledge that repatriates offer to the organization for talent management.

This study conducted a quantitative work involving questionnaire responses of 192 repatriates who returned to Japan after international assignments in MNEs.

Based on the results of the analysis using this Japanese data, the discussion is summarized in the following three points. First, it is important to seek determinants for the readjustment by focusing on all the aspects of ‘repatriation adjustment’ because the determinants of subordinate aspects are not always identical. Second, ‘organizational factors — work duties’ play a vital role in the readjustment to the organization different from the readjustment to daily life. Further, organizations benefit from providing assistance to both the repatriates and the family of the repatriates to ensure that they are able to successfully readjust to life in the home country.

This study performed a comprehensive analysis of the subordinate concepts of the ‘repatriation adjustment’ dividing it into four aspects of job and private life. Factors related to the readjustment were classified into three factors by using a framework that analyses issues repatriates face by classifying these into changes occurring over time and changes due to cultural differences, and show a logical framework that elucidates the repatriation adjustment factors.

Puts the focus on the possible relations between part‐time work and organisational commitment. An empirical study, using data from ten Norwegian institutions caring for the elderly, concludes that part‐time work has both direct and indirect effects on different types of commitment. First, and contrary to what was expected, it seems as though affective commitment decreases as the hours worked approach that of a full‐time job. Second, part‐time arrangements have an indirect effect on several types of commitment through the degree of participation in the organisation’s decision processes. Part‐time workers participate less, and seem to exhibit less affective, and higher continuance commitment. Effects of these findings on outcomes, such as plans to leave the organisation, the voicing of criticism, loyalty to the organisation, and withdrawal and apathy among workers, are discussed. Implications for human resource management are also discussed.

The paper seeks to analyze empirically the consequences of family responsibilities for career success and the influence of career context variables and gender on this relationship.

The sample consists of 305 business school graduates (52 percent male) from a major Central European university who finished their studies around 2000 and who were in their early career stages (i.e. third and fourth career years).

The paper reports a negative relationship between family responsibilities and objective and subjective career success via work centrality. There is also substantive support for the effect of contextual factors on the relationship between family situations and career success, emphasizing the importance of a multi‐level perspective. Finally, evidence of gender effects exists.

The empirical generalizability of the results is limited by the structure of the sample. Qualitative in‐depth studies are needed to further understand the relationships found.

The results underscore the importance of the work‐family‐interface for employee retention measures. Tailored HR policies are crucial.

Theoretically, the paper develops a multi‐level causal model of specific aspects of work‐family relations including variables ranging from meso (career context) to more micro (family, individual). Empirically, the study focuses on young business professionals prior to having a family or in the early stages of their family life.

This study aimed to focus on developing a career competency model by examining the relationships among career competencies and career success from a career development viewpoint.

This study adopted questionnaire survey to collect data from a sample of 277 respondents at 36 international tourist hotels and used the AMOS statistical software package to perform structural equation modeling (SEM) for analysis.

The results showed that career competency model is a multifaceted construct comprising four competency dimensions that influence the career success of food and beverage (F&B) department employees in international tourist hotels. In particular, the competencies related to “career adjustment and control” competency dimension were the most influential competencies for career success.

The career competencies detailed in this study are a potential reference for the planning of core or general education courses in the hospitality domain. Hospitality programs can offer a “hospitality career and employability” course that presents modules such as career recognition, career planning, self-management, job-seeking and mobility techniques, problem solving skills, ethics and safety in the workplace, workplace attitude, teamwork, and communication and networking skills.

This study examined the interceding influence of work–life balance (WLB) among library staff at the Kenneth Dike Library and its implication for the provision of information. The research sought to respond to the following questions: the effect of demographic variables on the WLB of librarians and their perceptions of WLB within the intimate environment.

This study adopted a positivist research paradigm because the nature of the research revealed a single social reality which can be measured quantitatively, using a reliable instrument such as a questionnaire. The total sampling technique was used to zero in on the staff of the library, in which the entire library population was included in the study.

The findings suggest that male librarians enjoy a better WLB than their female counterparts. Also, the results indicate that librarians, irrespective of their marital status, focused on job-related activities minding their marital status and therefore, marital status could influence the WLB of librarians. Similarly, priority is not being given to their work, to the detriment of caring for the family.

The study suggests that age causes the WLB to change, the implication being that an ageing workforce has an impact on adaptation, output and innovation.

This paper sheds light on the WLB among librarians at the Kenneth Dike Library (KDL); therefore, information acquired from this study is imaginative and valuable to understand better how information professionals react to official and personal engagement.

The purpose of this paper is to investigate aspects related to difficulty to retain nursing assistants at nursing homes in Sweden related to perceived work environment characteristics.

To reveal aspects related to difficulty to retain nursing assistants, the paper uses the BIKVA model, sense of coherence and New Public Management (NPM). In total, three focus groups with nursing assistants at three nursing homes are interviewed with corresponding individual interviews with their senior managers and users. The purpose is to analyze the situation from the affected group of nursing assistants. The focus of this study is how nursing assistants discuss related to recruit and retain nursing assistants at nursing homes and elderly care and the response from senior management related to those aspects.

The main conclusions are that nursing assistants consider their job as meaningful, but limited latitude and direct involvement in managing their daily tasks in a continuous communication with management affect negatively. Furthermore and combined with wage levels, aspects related to scheduling, working hours, shift work, split shifts and understaffing generate a burdensome and stressful environment affecting the possibility to retain staff in a negative direction.

The research uses a new approach utilizing the BIKVA model, sense of coherence and NPM. The study shows that central in retaining nursing assistants at nursing homes relates to aspects such as wages, staffing, shift work and split shifts and continuous communication between nursing assistants and management.

This study aims to explore cross-border and sedentary workers' job satisfaction, analyzing the role played by employability dimensions (occupational expertise, anticipation/optimization and personal flexibility), a job resource (autonomy) and job demands (job insecurity and toxic leadership), using the job demands–resources (JD-R) model as a theoretical framework. Moreover, this study tried to detect possible discrepancies between the two subsamples.

The study involved a sample of 250 employees, 40% of whom were frontier workers. Data were collected with a self-report questionnaire and analyzed with SPSS 25. A hierarchical regression analysis and t-test for independent samples were performed.

The findings evidenced differences between the two subsamples concerning the job satisfaction predictors. Specifically, for cross-border workers, optimization/anticipation appeared significantly positively related to job satisfaction. For sedentary workers, toxic leadership and job insecurity were significantly negatively related to job satisfaction. Autonomy was positively related to the outcome for both samples. Furthermore, cross-border workers reported a higher level of optimization/anticipation, personal flexibility and job satisfaction than sedentary workers.

This paper contributed to fill a gap currently present in the literature on the cross-border population, with a specific focus on job satisfaction. This study confirmed the existence of peculiar working dynamics for cross-border workers.

In this article the author suggests that our inability to manage time effectively is due not so much to any shortage of facts, methods and techniques but rather to our own attitudes and level of commitment. By bringing our goals clearly into focus and using all the information available about the human brain and its capabilities, we can do almost anything we set our mind on doing and save ourselves much time, frustration and stress.