Line manager involvement in work-life balance and career development: can't manage, won't manage?

Set in the context of the Swedish state’s agenda of dual emancipation for women and men, the article shows how a global ICT consultancy company’s formal gender equality goal is undermined by competing demands. Employing the concept of availability, in preference to work–life balance, the research found women opted out of roles requiring high degrees of spatial and temporal availability for work, in favour of roles more easily combined with family responsibilities. Such choices led to poor career development, plus the loss of technological expertise and confidence. These outcomes were at odds with the company’s gender equality aims, as well as government objectives to make it easier for women and men to combine work and family, and increase the number of women within ICT.

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The Effect of Balanced Life and Career Development on Job Satisfaction in Bank Maluku

10.31219/osf.io/2de7m ◽

2021 ◽

Author(s):

M Chairul Basrun Umanailo

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Linear Regression Analysis ◽

Secondary Data ◽

Sampling Technique ◽

Multiple Linear Regression Analysis ◽

Work Life ◽

Work Life Balance ◽

Primary Data ◽

Life Balance

This study aims to determine the effect of work balance and career development on job satisfaction at Bank Maluku Namlea and Namrole Branch. This research is an explanatory study because it seeks to explain the effect of work-life balance and career development on job satisfaction. Sources of data in this study are primary data and secondary data. The population in this study were all employees of Bank Maluku in Namlea and Namrole in Maluku Province, totaling 116 employees. The sampling technique used was the census technique. The choice of this technique is because the population is not too large so it is possible to be reached as a whole. This means that the number of samples in this study is the same as the total population of 116 employees of the Maluku Branch Bank in Namlea and Namrole, Maluku Province. Data collection techniques in this study were interviews and questionnaires. The data analysis technique in this study used multiple linear regression analysis. The results showed that work-life balance and career development either partially or simultaneously proved to have a positive and significant effect on the job satisfaction of employees of Bank Maluku, Namlea, and Namrole Branches. This can be proven by the regression coefficient which shows that if work-life balance or career development increases, this increase will be followed by an increase in job satisfaction of Bank Maluku employees, Namlea, and Namrole branches. Thus it can be said that the encouragement of improving work-life balance and career development will increase the level of job satisfaction of the employees of Bank Maluku, Namlea, and Namrole Branches.

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ANALISIS PENGARUH WORK-LIFE BALANCE DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA KARYAWAN PT.TELKOMSEL, TBK BRANCH MALANG

Jurnal Ilmiah Bisnis dan Ekonomi Asia ◽

10.32812/jibeka.v11i2.64 ◽

2018 ◽

Vol 11 (2) ◽

pp. 77-85

Author(s):

Uki Yonda Asepta ◽

Sekar Harumi Putri Maruno

Keyword(s):

Job Satisfaction ◽

Career Development ◽

Census Data ◽

Employee Performance ◽

Sampling Technique ◽

Work Life ◽

Work Life Balance ◽

Primary Data ◽

Life Balance ◽

Employee Job Satisfaction

Employee is an asset to the company. Employees have a very important role for companies to achieve corporate goals. To keep employee performance to remain productive then it is necessary. Job satisfaction of an employee within the organization can’t be separated from career development, and work life balance. This research was conducted to determine the effect of Work-life Balance and Career Development on Job Satisfaction. This type of research uses a causal quantitative method. The data used for the research is primary data obtained from questionnaires distributed to 30 respondents employees of PT. Telkomsel, Tbk Branch Malang. The sampling technique used was the census. Data analysis method used is multiple linear regression. The results of research indicate that Work-Life Balance and Career Development affect simultaneously to Employee Satisfaction. Partially, work life balance significantly to employee job satisfaction. Career development has a significant effect on employee job satisfaction, will be falling again. The most dominant effect on employee job satisfaction is the work balance.

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Work Life Balance Issues

Gendered Occupational Differences in Science, Engineering, and Technology Careers ◽

10.4018/978-1-4666-2107-7.ch007 ◽

2013 ◽

pp. 167-191 ◽

Cited By ~ 1

Keyword(s):

Career Development ◽

Occupational Segregation ◽

Work Life ◽

Work Environments ◽

Work Life Balance ◽

Work Practices ◽

Life Balance ◽

Elderly Parents ◽

Women In The Workplace ◽

Working Lives

This chapter aims to: provide an overview of the issue of work life balance through a look at the masculine work practices of the long hour’s culture, inflexibility work environments, and presenteeism as a cultural norm; demonstrate how work and career development is structured around men and men’s lives without taking into account how work practices impact individuals (predominantly women) with caring responsibilities such as childcare or looking after elderly parents/relatives; it explores how parenthood in particular impacts the careers and career development of women, especially those in male dominated occupations; and discusses the research on women who do not have children. Women who do not have children are often overlooked when looking at women in the workplace. The decision whether or not to have children due to career aspirations is much more of an issue for women than men as having children is more likely to impact on the working lives of women. The chapter also shows how ‘choice’ between career and parenthood perpetuates gendered occupational segregation and certain occupations and industries are less sympathetic to the needs of working mothers.

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RETAINING MILLENNIALS ENGAGEMENT AND WELLBEING THROUGH CAREER PATH AND DEVELOPMENT

Journal of Leadership in Organizations ◽

10.22146/jlo.46767 ◽

2020 ◽

Vol 2 (1) ◽

Author(s):

Sista Mayangdarastri ◽

Khanifatul Khusna

Keyword(s):

Career Development ◽

Employee Satisfaction ◽

Career Path ◽

Employee Commitment ◽

Work Life ◽

Work Life Balance ◽

Interesting Phenomenon ◽

Life Balance ◽

Healthy Workplace

The topic of Millennials (1980-1995) in the workplace raises many business conversations and studies. These past few years, Millennials have filled up the workplace and surprisingly brought an interesting phenomenon. Millennials easily leave their jobs to find another in less than two years after starting the job. The goal of this paper is to examine this phenomenon by understanding the factors related to high millennials turnover. Some things that will be explained related to millennials are their employee commitment, wellbeing, and the function of career path and development in retaining millennials. The method of this writing is through journal reviews. In many studies, millennials are explained to be aware of their wellbeing and value work-life balance. They are eager to learn more and make changes when they could. Organizations that do not provide millennials with a place to grow and explore their capabilities to the fullest would not earn their loyalty. Clear career path and career development create the environment in which millennials feel appreciated, and it leads to employee satisfaction and a healthy workplace. When employees are satisfied, they will perform better to achieve the organization's goals and their own goals. Eventually, satisfied millennials will possess a higher commitment to the organization. It is crucial for an employer to understand millennials' characteristics and provides them with opportunities to grow because millennials' trust must be sought through processes where millennials are looked after.

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