The Interplay of Fertility Intentions, Female Employment and Work-Life Balance Policies in Contemporary Poland: Can Gender Equity, Preference and Social Capital Theories Provide a Better Insight?

2013 ◽  
pp. 135-178
Author(s):  
Ewa Frątczak ◽  
Aneta Ptak-Chmielewska
Keyword(s):  
Social Capital ◽  
Gender Equity ◽  
Fertility Intentions ◽  
Work Life ◽  
Female Employment ◽  
Work Life Balance ◽  
Life Balance ◽  
Equity Preference

scholarly journals Interconnected communities

2020 ◽  
Vol 16 (2) ◽  
Author(s):  
Atanas Tomovski ◽  
Josh Finegan ◽  
Simran Rughani
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Young People ◽  
Work Life ◽  
Support Networks ◽  
Environmental Benefits ◽  
Work Life Balance ◽  
Life Balance

Younger cohorts want changes in the environments they live in. They want to live in interconnected environments that provide fluidity between work, home and recreational spaces. Interconnected environments are conducive to young people building connections and social networks, creating interconnected communities. These interconnected communities provide flexibility in work–life balance, improve accessibility to amenities, build latent support networks and social capital, and provide environmental benefits that are congruent with compact living.

Family-Friendly Policies, Gender, and Work–Life Balance in the Public Sector

2017 ◽  
Vol 39 (3) ◽  
pp. 422-448 ◽  
Author(s):  
Mary K. Feeney ◽  
Justin M. Stritch
Keyword(s):  
Public Sector ◽  
Gender Equity ◽  
State Government ◽  
Work Life ◽  
Work Life Balance ◽  
Work Outcomes ◽  
Life Balance ◽  
Men And Women ◽  
The Public ◽  
Family Friendly

Family-friendly policies and culture are important components of creating a healthy work environment and are positively related to work outcomes for public employees and organizations. Furthermore, family-friendly policies and culture are critical mechanisms for supporting the careers and advancement of women in public service and enhancing gender equity in public sector employment. While both policies and culture can facilitate women’s participation in the public sector workforce, they may affect men and women differently. Using data from a 2011 study with a nationwide sample of state government employees, we investigate the effects of employee take-up of leave policies, employer supported access to child care, alternative work scheduling, and a culture of family support on work–life balance (WLB). We examine where these variables differ in their effects on WLB among men and women and make specific recommendations to further WLB among women. The results inform the literature on family-friendly policies and culture in public organizations.

scholarly journals Gender diversity management, culture inclusive e sfide dell'attualità. Una review sistematica della letteratura

2020 ◽  
pp. 213-240
Author(s):  
Alessandra Romano ◽  
Rubina Petruccioli
Keyword(s):  
Gender Equity ◽  
Gender Diversity ◽  
Diversity Management ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Management Culture ◽  
Sono Stati

L'articolo esplora i dispositivi di gender equity e le azioni per il sostegno alle carriere femminili a partire dalla review sistematica degli studi empirici sul tema dell'ultimo ventennio (2000-2020). Sono stati analizzati centodieci contributi nazionali e internazionali. Le finalità della review sono contribuire a ricostruire lo stato dell'arte degli studi nazionali e internazionali su gender equity nei workplace, segregazioni di genere e work-life balance e offrire un quadro di sintesi rispetto alle proposte di intervento e ai dispositivi di supporto alle carriere femminili. L'obiettivo è individuare traiettorie di intervento utili a sviluppare modelli culturali ed educativi validi per coltivare processi di inclusione di genere nelle organizzazioni e nei contesti di lavoro

scholarly journals Equity and Gender Issues Among Members of the Canadian Association of Gastroenterology

2018 ◽  
Vol 2 (4) ◽  
pp. 170-177 ◽  
Author(s):  
Sheron Perera ◽  
Lana Bistritz ◽  
Melanie D Beaton
Keyword(s):  
Gender Equity ◽  
Career Advancement ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Full Professor ◽  
Life Balance ◽  
Canadian Association ◽  
The Status ◽  
And Gender

Abstract Background Gender equity has historically been a challenge within gastroenterology. Aims The Canadian Association of Gastroenterology (CAG) developed a survey to identify issues pertaining to equity and gender faced by its membership and to determine areas of action. Methods In 2014, the survey was emailed to all 1155 CAG members, and the data were analyzed using statistical methods. Results One hundred eleven CAG members responded to the survey. Of those, 52% were male, 75% were between 26 and 45 years of age, and 55% were in their first decade of practice. More males held the status of full professor (21% versus 0%; P=0.022). Male CAG members reported working more hours per week than their female counterparts (58.3 ± 15.4 versus 52.3 ± 11.8, P=0.025). Regarding commitments outside the workplace, 81% of respondents had a spouse/partner, and 52% had children under 18 years of age, both of which did not significantly differ based on gender. Overall, 70% were satisfied or very satisfied with their career path. However, significantly more females felt their age/ethnicity/gender/marital status hindered career advancement (36% versus 14%; P=0.008). Furthermore, more females reported difficulties attaining work-life balance (45% versus 22%; P=0.015). Conclusions This survey highlights that gender and equity challenges continue to exist within gastroenterology. The needs assessment highlights that work-life balance, physician well-being, negotiation skills and mentorship are areas of importance to many CAG members.

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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