scholarly journals Health and work-life balance across types of work schedules: A latent class analysis

2019 ◽  
Vol 81 ◽  
pp. 102906 ◽  
Author(s):  
Corinna Brauner ◽  
Anne M. Wöhrmann ◽  
Kilian Frank ◽  
Alexandra Michel
Keyword(s):  
Latent Class Analysis ◽  
Latent Class ◽  
Work Life ◽  
Work Life Balance ◽  
Work Schedules ◽  
Class Analysis ◽  
Life Balance

Work–Life Balance and Productivity Among Academic Faculty During the COVID-19 Pandemic: A Latent Class Analysis

2021 ◽  
Author(s):  
Pavitra Kotini-Shah ◽  
Bernice Man ◽  
Ruth Pobee ◽  
Laura E. Hirshfield ◽  
Barbara J. Risman ◽  
...  
Keyword(s):  
Latent Class Analysis ◽  
Latent Class ◽  
Work Life ◽  
Work Life Balance ◽  
Class Analysis ◽  
Life Balance ◽  
Academic Faculty

scholarly journals A Study on Work Life Balance of Women Teachers in a Mangalore Engineering College

2019 ◽  
pp. 1-8
Author(s):  
Dhavala . ◽  
Kaliyanda Bopanna Kushi ◽  
Divyashree . ◽  
Reema Agnes Frank ◽  
Sakshi Shantharam Kamath ◽  
...  
Keyword(s):  
Building Blocks ◽  
Work Life ◽  
Women Teachers ◽  
Work Life Balance ◽  
Work Schedules ◽  
Life Balance ◽  
Women Employees ◽  
The Family

Women are the building blocks of the society especially the teachers. It is very difficult for women to work throughout the day by managing the work schedules as well as the family when small kids are around. The organizations always demand for more and more performance. The women employees find it hard to manage and so called work life balance will be shattered. This study made an attempt to find the level of work life balance among women teaching professionals in a Mangalore college. The study also throws light on the factors which could improve the work life balance.

A Common Methodology

2016 ◽  
Vol 7 (2) ◽  
pp. 74-87
Author(s):  
Sunny L. Munn
Keyword(s):  
Cluster Analysis ◽  
Organizational Culture ◽  
Latent Class Analysis ◽  
Latent Class ◽  
Organizational Structures ◽  
Work Life ◽  
Class Analysis ◽  
Analysis Methodology ◽  
The Common ◽  
The Impact

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace, for example a structured, rigid culture in which employees are afraid to ask questions versus a flexible, open culture where discussion is encouraged. Grouping methodologies such as cluster analysis or latent class analysis can be used to create typologies of organizational culture. The focus of this paper is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in the NSCW Study and the NOS Study, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively (Munn, 2012). The paper discusses the cluster analysis methodology in detail as well as another grouping methodology – latent class analysis - as a means to understanding the place of organizational culture in work-life research. The theoretical contributions of using cluster analysis to create typologies of organizational culture and the implications for workforce research are discussed.

scholarly journals Flexibility

2010 ◽  
Vol 64 (4) ◽  
pp. 555-574 ◽  
Author(s):  
Isik U. Zeytinoglu ◽  
Gordon B. Cooke ◽  
Sara L. Mann
Keyword(s):  
Personal Characteristics ◽  
Work Life ◽  
Work Life Balance ◽  
Work Schedules ◽  
Work Schedule ◽  
Flexible Work ◽  
Life Balance ◽  
Employee Survey ◽  
Flexible Work Schedules ◽  
Compressed Workweek

Summary This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. In the last three decades, two streams of literature have emerged on flexibility. One stream of literature discusses flexibility as demand-driven, that is, a strategic initiative of employers to enhance the business requirements of the firm. The other stream of literature discusses flexibility as supply-driven, where employees have the ability to influence the decisions about the nature of their work schedules and where employees, especially women, demand flexible work schedules for work-life balance. Thus, we ask are flexible work schedules created for business reasons or to assist workers achieve work-life balance? Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Approximately 5% of workers have a long workweek, 36% have flextime, 7% a compressed workweek, 13% a variable workweek length, and 16% a variable workweek schedule. Only two in five Canadians have a standard work schedule. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics of marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, while females are less likely to have a flexible work schedule than males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. Thus, if public policy makers are committed to facilitating workers’ work-family-life balance interests, then our results suggest that separate policy initiatives designed specifically for workers will be required.

A Common Methodology

2017 ◽  
pp. 439-453
Author(s):  
Sunny L. Munn
Keyword(s):  
Cluster Analysis ◽  
Organizational Culture ◽  
Latent Class Analysis ◽  
Latent Class ◽  
Organizational Structures ◽  
Work Life ◽  
Class Analysis ◽  
Analysis Methodology ◽  
The Common ◽  
The Impact

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace, for example a structured, rigid culture in which employees are afraid to ask questions versus a flexible, open culture where discussion is encouraged. Grouping methodologies such as cluster analysis or latent class analysis can be used to create typologies of organizational culture. The focus of this paper is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in the NSCW Study and the NOS Study, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively (Munn, 2012). The paper discusses the cluster analysis methodology in detail as well as another grouping methodology – latent class analysis - as a means to understanding the place of organizational culture in work-life research. The theoretical contributions of using cluster analysis to create typologies of organizational culture and the implications for workforce research are discussed.

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