scholarly journals Work-Life Integration in Academia: From Myth to Reality

2021 ◽  
pp. 189-201
Author(s):  
Sophie J. Barbu ◽  
Karen McDonald ◽  
Binnie Singh ◽  
Laura Grindstaff
Keyword(s):  
Work Life ◽  
Life Goals ◽  
Work Culture ◽  
Academic Environment ◽  
Resource Network ◽  
Women In Academia ◽  
Opportunity Program ◽  
Work And Life

AbstractWork-life integration is often considered the stuff of myth, especially for women in academia. The inherent conflict between an identity as a mother or parent and that as a working professional effectively limits diversity efforts in STEM. Addressing this conflict is therefore crucial to creating a more inclusive academic environment. Work-life integration has two fundamental components—structural and cultural. Workplace polices need to enable attainment of work and life goals; at the same time, the work culture is important in assuring individuals take advantage of existing policies. In this chapter, we review several work-life integration interventions at UC Davis, including the Partner Opportunity Program and Capital Resource Network. We discuss the challenges associated with these and other efforts during the implementation of our ADVANCE programs. We also make recommendations for improving work-life integration in academia and beyond—to turn myth into reality.

HRD Interventions that Offer a Solution to Work-Life Conflict

2021 ◽  
Vol 23 (2) ◽  
pp. 142-152
Author(s):  
Emily Hammer
Keyword(s):  
Organizational Support ◽  
Well Being ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Work Life ◽  
Performance Expectations ◽  
Employee Support ◽  
Support Mechanisms ◽  
Work And Life ◽  
Work Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.

scholarly journals Dimension of Work Life Balance in Software Companies

2017 ◽  
Vol 5 (2) ◽  
Author(s):  
Deivasigamani J. ◽  
Dr. Shankar
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Social Changes ◽  
Life Balance ◽  
Software Companies ◽  
The Media ◽  
Convenience Sampling ◽  
Work Family ◽  
Significant Attention ◽  
Work And Life

Work-Life balance is a concept with several connotations and varied consequences within and among different stakeholders. Over the past two decades the issue work-family and work-life balance have received significant attention from employers, workers, politicians, academics and the media. Concerns about work-life balance have become salient for number of reasons. Demographic and social changes have resulted in more women entering the workforce, working mothers becoming the norm rather than the exception. In this view, the researcher has done a study to understand the employees work life balance with reference to software companies in Chennai.This study was conducted based on the objectives to know the work life balance of the employees in the software companies. There were 110 sample of respondents were chosen based on convenience sampling. Questionnaire was administered to collect the responses which have been formulated in such a way to meet the objectives of the study.The results of the study brought out various interesting findings. However, this study also had thrown few suggestions for managing the work and life in software companies.

Managing Work-Life Commitments in Legal Prostitution

2019 ◽  
pp. 171-194
Author(s):  
Sarah Jane Blithe ◽  
Anna Wiederhold Wolfe ◽  
Breanna Mohr
Keyword(s):  
Management Practices ◽  
Work Life ◽  
Community Based ◽  
Life Management ◽  
Legal Prostitution ◽  
Work And Life

In this chapter, the authors present data from participants about how legal prostitutes manage work and life boundaries. They argue that work-life management practices are different for stigmatized workers because they must cope with occupational stigma by segmenting work and life realms in acutely distinct ways. The data revealed that work-life boundaries are disciplined by legal mythologies and ambiguities surrounding worker restrictions, occupational ideologies of “work now, life later,” and perceived and experienced effects of community-based stigma. These legal, occupational, and community constructs ultimately privilege organizations’ and external communities’ interests, while individual dirty workers carry the weight of stigma.

Beyond gender: reconceptualizing understandings of work–life balance and the extreme work model for 21st-century high-potential top earners

2020 ◽  
Vol 33 (6) ◽  
pp. 1071-1084
Author(s):  
Kimberly DeSimone
Keyword(s):  
21St Century ◽  
Work Life ◽  
Work Culture ◽  
Barriers To Advancement ◽  
Upper Echelon ◽  
Life Balance ◽  
Content Type ◽  
Advancement Opportunities ◽  
Women’S Perceptions ◽  
Work Model

PurposeThe purpose of this study is to broaden an understanding of women's perceptions regarding advancement potential/barriers to success in upper echelon corporate roles in the S&P 500 in connection with understanding 21st-century family dynamics, rather than addressing gender in isolation.Design/methodology/approachData collection in this study is based on semi-structured phone interviews with 13 women who have been identified by organizational leadership in an S&P 500 company as having high advancement potential. The results are evaluated using interpretive phenomenological analysis.FindingsParticipants' responses support existing research showing that women feel more responsible than their male counterparts for subordinating their career prospects to those of their male partners. Further, participants express that work–life and work–family balance constitute problematic barriers to advancement and often lead them to “choose” to slow-track career advancement and to avoid advancement opportunities. This choice narrative propagates women's perceptions that barriers to advancement are self-imposed. Participants viewed the extreme work model as inevitable in upper-echelon corporate roles, signaling the need for an increased understanding of how a broad definition of familial roles and work culture – rather than gendered issues in isolation – affect advancement opportunities in a 21st-century workforce.Practical implicationsCurrent organizational diversity initiatives have focused too myopically on gender. For organizations to create a more inclusive model for success at the upper echelons, it is essential to broaden organizational initiatives to address 21st-century employees rather than gendered programs. Organizations can endeavor to implement more effective models that enable two partners in a home with dependent children to advance, and all employees, even top leaders, to balance current definitions of work–life in several ways discussed.Originality/valueThe findings of this study are significant, in that they move toward addressing a gap in knowledge concerning women's perspectives on the changing family paradigm, extreme work culture and an expanded understanding of work–life balance. This reconceptualization can help mitigate gendered research and organizational programs that reinforce entrenched binaries, and instead enable organizations to implement more effective initiatives to improve advancement opportunities.

scholarly journals ‘Working to Live, Not Living to Work’: Low-Paid Multiple Employment and Work–Life Articulation

2020 ◽  
pp. 095001702094264
Author(s):  
Andrew Smith ◽  
Jo McBride
Keyword(s):  
Qualitative Research ◽  
Working Hours ◽  
Work Life ◽  
Working Time ◽  
Precarious Employment ◽  
Low Pay ◽  
Work And Life ◽  
Employment Instability

This article critically examines how low-paid workers, who need to work in more than one legitimate job to make ends meet, attempt to reconcile work and life. The concept of work–life articulation is utilised to investigate the experiences, strategies and practicalities of combining multiple employment with domestic and care duties. Based on detailed qualitative research, the findings reveal workers with two, three, four, five and even seven different jobs due to low-pay, limited working hours and employment instability. The study highlights the increasing variability of working hours, together with the dual fragmentation of working time and employment. It identifies unique dimensions of work extensification, as these workers have an amalgamation of jobs dispersed across fragmented, expansive and complex temporalities and spatialities. This research makes explicit the interconnected economic and temporal challenges of low-pay, insufficient hours and precarious employment, which creates significant challenges of juggling multiple jobs with familial responsibilities.

scholarly journals A Research on Work Life Balance of Employees Aruneshwara Hi-Tech in in Thiruvanamalai

2019 ◽  
Vol 8 (2) ◽  
pp. 5291-5294
Keyword(s):  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Professional Work ◽  
Life Balance ◽  
Sensitive Issue ◽  
Proper Balance ◽  
Work And Life

Work Life balance of an Employee is very important for any Organisation. Proper balance of Work and Life will automatically lead to higher yield. This Work Life Balance is a sensitive issue and there are many factors which ultimately lead to proper balance of Professional Work and Personal Life. These factors can be segregated as Demographic and Psychographic. The challenge is to find out the extent of impact of these two variables on the Work Life balance of an Employee and meet him at the point of his need. The below study is an analysis of the Work Life Balance of Employees working in Arunsehwara Hi-Tech in Thiruvannamalai.

scholarly journals WORK-LIFE BALANCE KONSULTAN PAJAK DI KANTOR KONSULTAN “X” DI SURABAYA

2020 ◽  
Vol 13 (1) ◽  
Author(s):  
Thalia Febiola Putri ◽  
Yenny Sugiarti
Keyword(s):  
Work Environment ◽  
Structured Interview ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Work Culture ◽  
Life Balance ◽  
Financial Factors ◽  
Worker Satisfaction ◽  
Conditions Of Work

This study aims to determine the work-life balance and worker satisfaction for his work as a tax consultant. Factors that can affect the work-life balance are work environment, flexibility, financial factors, and work culture. The object of this research is “X” Tax Consultant Office in Surabaya. This study used qualitative methods using semi-structured interview and direct observation. Based on the result of interviews and observations obtained result that flexibility and work environment have a role in determining work-life balance this is also supported by work environment and work culture provided by “X” Tax Consultannt Office. The results showed that there were 2 conditions of work on tax consultants where there was a balance between work and personal life during the low season and imbalance during the peak season, however the consultants were satisfied with the overall work-life balance they were carrying out.

scholarly journals Marital Status & Work-Life Balance: A Case Study of Commercial Pilots of Pakistan

2020 ◽  
Vol 55 (4) ◽  
Author(s):  
Mariyam Malik ◽  
S. Khurram Khan Alwi ◽  
Musarrat Shamshir
Keyword(s):  
Marital Status ◽  
Research Study ◽  
Job Insecurity ◽  
Life Domain ◽  
Work Life ◽  
Work Life Balance ◽  
Life Domains ◽  
Life Balance ◽  
Work And Life

The aim of this research is to examine whether the states of work-life balance differ according to the different marital statuses of commercial pilots in Pakistan. The increasing intensities resulting from globalization have led to pressure on organizations, and in times such as the present when job insecurity and downsizing are a norm, employees tend to invest more effort and time into their professions to provide them with greater security. As a result, employees often neglect the other and equally important domain, the life domain. The variables that were used for the research study are marital status and work-life balance. This quantitative study concluded that commercial pilots, regardless of their marital statuses, undergo massive imbalances in their work and life domains. The study also provides recommendations for improving levels of work-life balance.

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