Aspects of work - life balance of Australian general practitioners: determinants and possible consequences

2011 ◽  
Vol 17 (1) ◽  
pp. 40 ◽  
Author(s):  
Durga Shrestha ◽  
Catherine M. Joyce
Keyword(s):  
Generation X ◽  
Leisure Activities ◽  
Large Population ◽  
Population Level ◽  
Good Health ◽  
Population Based ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Medical Publishing

The Australian general practitioner (GP) workforce, especially younger generation GPs and female GPs, increasingly prioritises work–life balance (WLB). Good WLB is associated with decreased interest of medical students in general practice as a speciality choice as well as good health and wellbeing, and decisions of GPs to retire early. Therefore, understanding the role played by different factors in achieving WLB is crucial to ensure a sufficient GP workforce necessary to meet the rising demands of health care. There is a dearth of empirical, quantitative, large, population-based studies assessing the level of WLB in the Australian GP population as well as contributing and consequent factors. Our study fills this identified gap in the current literature. This study aimed to investigate the extent, determinants and possible consequences of WLB of Australian GPs. Data for this study come from the baseline cohort of the Medicine in Australia: Balancing Employment and Life (MABEL) longitudinal, population-level survey. Questionnaires tailored specifically for GPs and GP registrars were sent to all clinically active GPs registered in the Australian Medical Publishing Co. (AMPCo) database (n = 22 137), with a choice of completing either a paper or online version. Data were collected between June and December 2008. STATA (10.0) was used for conducting weighted data analyses. Regression methods were applied for assessing the associations between dependent and independent variables. Of the 3906 GPs (17.6%) who responded, 53% reported that the balance between their personal and professional commitments was about right. Generation X GPs and females reported a better WLB than baby boomers and males respectively. However, those reporting good WLB also worked significantly fewer hours than those reporting poor WLB. GPs who reported good opportunities for leisure activities and perceived that they have good health also reported better WLB. Contrastingly, those reporting difficulty in taking time off when wanted, working unpredictable and longer hours reported poor WLB. Importantly, poor WLB was associated with increased intention to reduce total hours worked by GPs. Several factors relating to family and social circumstances were not significantly associated with WLB of GPs in this study. Only half of the GP workforce reported good WLB. Flexibility of work hours, opportunities for leisure activities and good health of GPs have the potential to enhance the WLB and hence promote greater GP participation in the workforce.

scholarly journals Varying importance of the work-life balance dimension of career success for Korean accountants: The effects of gender and generation

2022 ◽  
Vol 132 ◽  
pp. 01002
Author(s):  
Najung Kim ◽  
Jaekyoung You ◽  
Eunhyung Lee
Keyword(s):  
Generation X ◽  
Career Success ◽  
Interaction Effects ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Perceived Importance ◽  
Slow Progress ◽  
The Mean ◽  
Large Survey

In this study, we examine the effects of gender, generation, and the interaction between gender and generation on Korean accountants’ perception of career success. With the large survey data collected from 1,000 accountants working in South Korea, we found that Korean female accountants have higher perceived importance of work-life balance dimension of career success than male accountants; and younger generations (Millennials or younger) have higher perceived importance for this dimension than older generations (Generation X or older). No interaction effects between gender and generation were found in relation to the perceived importance of work-life balance dimension of career success. Specifically, female accountants had higher perceived importance of work-life balance than their male counterparts regardless of generation; and while the mean was higher for younger generations the gap between the female accountants’ means and the male accountants’ means of work-life balance dimension has not been reduced. The insignificant interaction effects between gender and generation regarding the perceived level of the work-life balance dimension of career success suggest that, despite the national and organizational efforts in changing the gender discriminating practices, Korean accounting field may still be making a very slow progress in breaking its glass ceiling.

Innovative tools and techniques to manage your stress to ensure work-life balance

2016 ◽  
Vol 48 (6) ◽  
pp. 320-324 ◽  
Author(s):  
M.S. Rao
Keyword(s):  
Social Life ◽  
Good Health ◽  
Work Life ◽  
Work Life Balance ◽  
Social Implications ◽  
Life Balance ◽  
Content Type ◽  
Computer Vision Syndrome ◽  
The Social ◽  
Tools And Techniques

Purpose – The purpose of this paper is to outline various aspects of stress including its causes, effects and remedies to ensure work-life balance to achieve organizational excellence and effectiveness. Design/methodology/approach – The paper explains types of stress and differentiates between stress and burnout. It outlines innovative tools and techniques to manage stress. Findings – It enlightens that there are three symptoms to good health – sound sleep, exercise and good appetite. As long as you enjoy these you enjoy good health and you can keep stress at a bay and lead a happy and great life. Practical implications – The tools and techniques to ensure work-life balance can be applied in any industry and in any size of organization. Social implications – The social implications of this research suggests that leaders can provide meaning to their lives by balancing their personal, professional and social life. Originality/value – It elaborates stress management from the perspective of parallel careers with Peter Drucker’s example. It adds value to tackle computer vision syndrome.

scholarly journals Organizational Leadership and Work-Life Integration: Insights from Three Generations of Men

2016 ◽  
Vol 2 (1) ◽  
pp. 54 ◽  
Author(s):  
Deborah N Smith ◽  
Deborah Roebuck ◽  
Terri Elhaddaoui
Keyword(s):  
Baby Boomers ◽  
Organizational Leadership ◽  
Generation X ◽  
Exploratory Study ◽  
Online Survey ◽  
Work Life ◽  
Work Life Balance ◽  
Convenience Sample ◽  
Life Balance ◽  
Three Generations

<p>The literature has traditionally portrayed work-life balance as a women’s issue. However, working men, specifically those classified as Generation X and Generation Y, are starting to speak up and share that they too are struggling with integrating all aspects of their lives. Workers, as well as organizations can benefit when employees have a healthy work-life balance; however, the specific role of organizational leadership must be examined to determine the influence leaders play in assisting employees achieve work-life balance. In addition, further insight is needed to understand how employees in the three generations (Millennials/Gen Y, Gen X, and Baby Boomers), which predominantly comprise the current workplace, view organizational leadership in relationship to work-life balance. Since the voices of women have been studied extensively (Eagly &amp; Carli, 2007; Favero &amp; Heath, 2012; Guillaume &amp; Pochic, 2009; Jyothi &amp; Jyothi, 2012; Roebuck, Smith &amp; Elhaddaoui, 2013; Schueller-Weidekamm &amp; Kautzky-Willer, 2012), this exploratory study examines the perspectives of working men by asking how different generations of men view organizational leadership in light of work-life balance. The researchers used a convenience sample to invite men to participate in an online survey about organizational leadership, work-life balance and generational factors. One hundred one participants provided data, which the authors analyzed using qualitative data analysis techniques. Three major themes emerged. First, Generation Xers and Millennials, in particular, feel more pressure than Baby Boomers to be at home, in the community; and if they are fathers, to be present in their children’s lives. Second, technology both helps and hinders men in integrating their personal and professional lives. Third, organizations are generally more supportive of men’s multiple life roles than they were previously. However, most of the study participants still perceived that putting work first was tantamount to receiving a leadership position. A general conclusion from this exploratory study is work-life balance greatly influences men’s decisions to pursue organizational leadership opportunities. Consequently, the results suggest that organizations, in their effort to acquire and retain talented leaders, should explore and embrace new strategies that support employees in their endeavor to achieve work-life balance.</p>

scholarly journals PERBEDAAN NILAI-NILAI KERJA GENERASI BABY BOOMER, GENERASI X DAN GENERASI Y (Survey Pada Karyawan Hotel Provinsi Jawa Barat)

2021 ◽  
Vol 11 (1) ◽  
pp. 79-91
Author(s):  
Rita Yuni Mulyanti
Keyword(s):  
Generation X ◽  
Generation Y ◽  
Baby Boomer ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Baby Boomer Generation ◽  
Hotel Employees ◽  
Post Hoc

Setiap generasi memiliki nilai-nilai yang dibentuk oleh peristiwa-peristiwa penting dalam sejarah yang mengubah arah perkembangan masyarakat tempat generasi itu dibesarkan secara fundamental. Peristiwa ini memengaruhi nilai, preferensi, dan perilaku saat bekerja. Artikel ini menjelaskan tentang perbedaan nilai yang dianut oleh generasi baby boomer, generasi X, dan generasi Y di tempat kerja.  Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausatif, dengan data primer yang dikumpulkan melalui survei pada 400 orang karyawan hotel di Provinsi Jawa Barat.  Sebanyak 55 orang karyawan generasi baby boomer, 144 karyawan generasi X dan 201 karyawan generasi Y telah mengisi kuesioner. Data yang diperoleh dianalisis menggunakan uji Kruskall Wallis dan dilanjutkan dengan uji post hoc dengan uji Mann Whitney.  Hasil analisis data menunjukkan adanya perbedaan nilai-nilai antara generasi baby boomer, X dan Y. Generasi baby boomer memiliki kepatuhan yang berbeda dengan generasi X dan generasi Y.  Generasi baby boomer dan generasi Y juga memiliki perbedaan nilai-nilai yang berkaitan dengan work life balance. Selain itu juga ditemukan perbedaan antara generasi X dengan generasi Y pada nilai-nilai yang berkaitan dengan kepatuhan, work life balance dan pengaruh.  Perbedaan nilai-nilai generasi perlu dikelola dengan baik agar dapat bersinergi dalam mencapai tujuan perusahaan.Kata kunci: Nilai-nilai generasi, generasi X, generasi Y, baby boomer, uji beda, Kruskall Wallis ABSTRACTEach generation has values shaped by important events in history that fundamentally changed the direction of the development of the society in which that generation was raised. These events affect your values, preferences, and on-the-job behavior. This article describes the different values held by the baby boomer generation, generation X, and generation Y in the workplace. The research method used in this research is descriptive causative, with primary data collected through a survey of 400 hotel employees in West Java Province. A total of 55 employees of the baby boomer generation, 144 of the X generation and 201 of the Y generation employees have filled out the questionnaire. The data obtained were analyzed using the Kruskall Wallis test and followed by the post hoc test with the Mann Whitney test. The results of data analysis show that there are differences in values between the baby boomer generations, X and Y. The baby boomer generations have different obedience from generation X and generation Y. The baby boomer generation and Y generation also have different values related to work life balance. In addition, differences were also found between generation X and generation Y on values related to compliance, work life balance and influence.  The differences in the values created need to be managed properly in order to synergize in achieving company goalsKeywords: generation values, generation X, generation Y, baby boomers, different test, Kruskall Wallis

scholarly journals The Effect of Work from Home and Work Load on Work-Life Balance of Generation X and Generation Y Employees

2021 ◽  
Vol 3 (2) ◽  
pp. 220-224
Author(s):  
Peter Pasla ◽  
Uki Asepta ◽  
Santi Widyaningrum ◽  
Monike Pramesti ◽  
Soetam Wicaksono
Keyword(s):  
Generation X ◽  
Generation Y ◽  
Work Load ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Female Workers ◽  
Work From Home ◽  
Work Family ◽  
The Impact

Work-Life Balance (WLB) is a situation where a person manages to balance work, family life and other responsibilities. During the COVID-19 pandemic, which began by the end of 2019, many companies have implemented a Work from Home (WFH) policy that allows a worker to spend all his time at home and with a relatively light workload.  The workforce today onward will be dominated by employees from generation X, namely people aged between 45 to 56 years and people from generation Y, who are 27-44 years of age.  Each generation has its own characteristics of how they work and respond to work situations. This research was conducted in an effort to determine the impact of WFH and workload on Generation X and Generation Y.  The population in this study were generation X and Y in Malang City, who had carried out WFH.   Using the Slovin formula, the samples were 228 male and 178 female workers of Generation X and Generation Y.  The results of this study indicated that WFH did not significantly affect the WLB of Generation X and Generation Y while workload had a significant effect on the WLB of Generation X and Generation Y.

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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