Women and Work-Life Balance in Federal Law Enforcement

2019 ◽  
pp. 1-6
Author(s):  
Helen H. Yu
Keyword(s):  
Law Enforcement ◽  
Work Life ◽  
Work Life Balance ◽  
Federal Law ◽  
Women And Work ◽  
Life Balance ◽  
Federal Law Enforcement

Does Agency Type Matter for Female Federal Agents? Exploring the Offices of Inspectors General

2020 ◽  
pp. 009102601990052
Author(s):  
Helen H. Yu
Keyword(s):  
Law Enforcement ◽  
Sexual Harassment ◽  
Work Life ◽  
Federal Law ◽  
Law Enforcement Agencies ◽  
Life Balance ◽  
Federal Law Enforcement ◽  
Recent Scholarship ◽  
Family Friendly ◽  
Federal Agents

Recent scholarship has examined the barriers women experience in well-known federal law enforcement agencies. However, there is scant research that examines a unique subgrouping of agents within the federal Offices of Inspectors General (OIGs). Drawing on survey data from 249 female agents, this study compares responses between female agents working in the OIGs and female agents working in all other federal law enforcement agencies to differentiate their experiences. Findings suggest that female agents in the OIGs experience less occupational barriers, namely, reduced number of relocations and incidences of sexual harassment, as well as higher agency adoption of family-friendly policies to promote work–life balance, resulting in women’s higher representation at those agencies.

Women and work‐life balance: is home‐based business ownership the solution?

2008 ◽  
Vol 27 (3) ◽  
pp. 258-275 ◽  
Author(s):  
Elizabeth Walker ◽  
Calvin Wang ◽  
Janice Redmond
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Women And Work ◽  
Life Balance ◽  
Business Ownership ◽  
Home Based

Perceptions of Work-Life Balance Among Military Law Enforcement Personnel and their Spouses

2009 ◽  
Vol 24 (2) ◽  
pp. 113-119 ◽  
Author(s):  
Mahlia A. Matsch ◽  
Daniel A. Sachau ◽  
Jessica Gertz ◽  
David R. Englert
Keyword(s):  
Law Enforcement ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Law Enforcement Personnel ◽  
Military Law

Improving Work–Life Balance for Female Civil Servants in Law Enforcement: An Exploratory Analysis of the Federal Employee Paid Leave Act

2021 ◽  
pp. 009102602110465
Author(s):  
Helen H. Yu
Keyword(s):  
Law Enforcement ◽  
Parental Leave ◽  
Work Life ◽  
Civil Servants ◽  
Work Life Balance ◽  
Law Enforcement Agencies ◽  
Life Balance ◽  
Federal Employee ◽  
Paid Leave ◽  
Civilian Employees

In late 2019, Congress passed the Federal Employee Paid Leave Act (FEPLA) establishing parental leave for most federal civilian employees. The new law provides up to 12 weeks of paid leave within 12 months after the birth, adoption, or foster placement of a child occurring on or after October 1, 2020. Despite its recent enactment, this study draws on survey data from 224 civil servants across 39 federal law enforcement agencies to examine the implications of FEPLA for improving work–life balance in the federal sector. Findings suggest that FEPLA will likely improve work–life balance for female civil servants. However, women may also be afraid to use FEPLA due to perceived loss of future promotional opportunities or other workplace visibilities.

Entwicklung und Validierung der Trierer Kurzskala zur Messung von Work-Life Balance (TKS-WLB)

Diagnostica ◽  
2011 ◽  
Vol 57 (3) ◽  
pp. 134-145 ◽  
Author(s):  
Christine Syrek ◽  
Claudia Bauer-Emmel ◽  
Conny Antoni ◽  
Jens Klusemann
Keyword(s):  
Family Conflict ◽  
Work Life ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Life Balance ◽  
Reliabilität Und Validität ◽  
Work Family

Zusammenfassung. In diesem Beitrag wird die Trierer Kurzskala zur Messung von Work-Life Balance vorgestellt. Sie ermöglicht eine globale, richtungsfreie und in ihrem Aufwand ökonomische Möglichkeit zur Erfassung von Work-Life Balance. Die Struktur der Skala wurde anhand zweier Stichproben sowie einem zusätzlich erhobenen Fremdbild untersucht. Die Ergebnisse der Konstruktvalidierung bestätigten die einfaktorielle Struktur der Skala. Die interne Konsistenz der Skala erwies sich in beiden Studien als gut. Zudem konnte die empirische Trennbarkeit der Trierer Work-Life Balance Skala gegenüber einem gängigen Instrument zur Messung des Work-Family Conflicts ( Carlson, Kacmar & Williams, 2000 ) belegt werden. Im Hinblick auf die Kriteriumsvalidität der Skala wurden die angenommenen Zusammenhänge zu arbeits-, nicht-arbeits- sowie stressbezogenen Outcome-Variablen nachgewiesen. Die Eignung der Trierer Work-Life Balance Kurzskala zeigt sich auch daran, dass die Korrelationen zwischen den erhobenen Outcome-Variablen und dem Work-Family Conflict und denen der Trierer Work-Life Balance Skala ähnlich waren. Überdies vermochte die Trierer Work-Life Balance Skala über die Dimensionen des Work-Family Conflicts hinaus inkrementelle Varianz in den Outcome-Variablen aufzuklären. Insgesamt sprechen damit die Ergebnisse beider Stichproben für die Reliabilität und Validität der Trierer Work-Life Balance Kurzskala.

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