scholarly journals Parents’ Career Values, Adaptability, Career-Specific Parenting Behaviors, and Undergraduates’ Career Adaptability

2018 ◽  
Vol 46 (7) ◽  
pp. 922-946 ◽  
Author(s):  
Yanjun Guan ◽  
Zhen Wang ◽  
Qing Gong ◽  
Zijun Cai ◽  
Sabrina Lingxiao Xu ◽  
...  
Keyword(s):  
Parental Support ◽  
Parenting Behaviors ◽  
Parental Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Career Adaptability ◽  
Life Balance ◽  
Career Values ◽  
Negative Effect

This study examined how Chinese parents’ career values and adaptability predict their career-specific parenting behaviors and their children’s career adaptability. We conducted a survey study with Chinese university students and their parents ( N = 264), and found support for the mediating roles of career-specific parenting behaviors in linking parents’ vocational characteristics and children’s career adaptability. Specifically, parental support is positively related to parents’ intrinsic fulfillment values, work–life balance values, and career adaptability. Moreover, parental support mediates the relationship between these variables and undergraduates’ career adaptability. Parental engagement mediates the negative effect of external compensation values and positive effect of work–life balance values on undergraduates’ career adaptability. Parental interference is negatively related to parents’ work–life balance values, and positively related to their external compensation values and career adaptability, but does not significantly predict undergraduates’ career adaptability. These findings advance current understanding of the career construction theory.

scholarly journals Providing feedback following Leadership WalkRounds is associated with better patient safety culture, higher employee engagement and lower burnout

2017 ◽  
Vol 27 (4) ◽  
pp. 261-270 ◽  
Author(s):  
J Bryan Sexton ◽  
Kathryn C Adair ◽  
Michael W Leonard ◽  
Terri Christensen Frankel ◽  
Joshua Proulx ◽  
...  
Keyword(s):  
Patient Safety ◽  
Employee Engagement ◽  
Safety Culture ◽  
Patient Safety Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Life Balance ◽  
Work Settings ◽  
Fourth Quartile

BackgroundThere is a poorly understood relationship between Leadership WalkRounds (WR) and domains such as safety culture, employee engagement, burnout and work-life balance.MethodsThis cross-sectional survey study evaluated associations between receiving feedback about actions taken as a result of WR and healthcare worker assessments of patient safety culture, employee engagement, burnout and work-life balance, across 829 work settings.Results16 797 of 23 853 administered surveys were returned (70.4%). 5497 (32.7% of total) reported that they had participated in WR, and 4074 (24.3%) reported that they participated in WR with feedback. Work settings reporting more WR with feedback had substantially higher safety culture domain scores (first vs fourth quartile Cohen’s d range: 0.34–0.84; % increase range: 15–27) and significantly higher engagement scores for four of its six domains (first vs fourth quartile Cohen’s d range: 0.02–0.76; % increase range: 0.48–0.70).ConclusionThis WR study of patient safety and organisational outcomes tested relationships with a comprehensive set of safety culture and engagement metrics in the largest sample of hospitals and respondents to date. Beyond measuring simply whether WRs occur, we examine WR with feedback, as WR being done well. We suggest that when WRs are conducted, acted on, and the results are fed back to those involved, the work setting is a better place to deliver and receive care as assessed across a broad range of metrics, including teamwork, safety, leadership, growth opportunities, participation in decision-making and the emotional exhaustion component of burnout. Whether WR with feedback is a manifestation of better norms, or a cause of these norms, is unknown, but the link is demonstrably potent.

scholarly journals Influence of organizational culture supporting work-life balance on well-being and depression mediated by work-life balance

2019 ◽  
Vol 32 (1) ◽  
pp. 1-27 ◽  
Author(s):  
Jeong Mi Lee ◽  
Hwan Gyu Choi
Keyword(s):  
Organizational Culture ◽  
Structural Model ◽  
Group Analysis ◽  
Age Groups ◽  
Well Being ◽  
Measurement Model ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Negative Effect

This study aimed to verify the structural relationship among organizational culture, work-life balance, wellbeing and depression. A total of 569 Korean employees were recruited. The measurement model and the structural model were verified and also the model applicability was examined through cross-validation across gender and age. The results show that organizational culture supporting work-life balance has positive effect on employees’ well-being and work-life balance whereas has negative effect on depression, and those effects are mediated by work-life balance. The results from the multi-group analysis showed that for both male and female employees in all age groups, organizational culture supporting work-life balance has significant effect on well-being, depression and work-life balance. In addition, it was verified that work-life balance significantly affects well-being and depression in all age groups regardless of gender.

scholarly journals Effect of Working Conditions on Work Life Balance of Workers in Textile Industry

2020 ◽  
Vol 9 (6) ◽  
pp. 661-666
Keyword(s):  
Work Environment ◽  
Working Conditions ◽  
Textile Industry ◽  
Work Life ◽  
Work Life Balance ◽  
Satisfaction Level ◽  
Skilled Workers ◽  
Direct Role ◽  
Life Balance ◽  
Negative Effect

Indian textile industry is one of the prominent contributors in the overall country export and national economy. It provides enormous employment opportunities for Indian labour. Textile industry is ranked as the second largest source of employment in India following agriculture. Thus, the growth and the all round development of this industry plays a direct role in the progress of the economy of the nation. Any Industry can face the current global competition and achieve higher productivity if its workforce is committed. To ensure effective performance of all workers towards organization goals, industry must provide proper working conditions, work environment and adequate facilities. Improper work environment and working conditions are not only the reason behind job dissatisfaction increased turnover, reduced performance and productivity but also directly or indirectly impacts the work life balance of workers. So as to retain its skilled workers, it’s important to maintain their satisfaction level in the industry and identify the areas to improve the WLB of workers. The aim of this research is to analyse the satisfaction level of workers with respect to the working conditions in the textile industry and to measure its effect on the work life balance of workers. The population for study consisted of factory workers working in the textile industry of Madhya Pradesh. Managers and supervisors were excluded from the study.The present research was carried out so as to offer an insight and recommend on the ways in order to enhance the WLB by making the working circumstances better for the workforce employed in the textile industry. Findings depict that most of the work-environment allied factors had a negative effect on the work life balance of workers. Results also throw light on the fact that employed workers are not comfortably placed in their workplace and this has rigorous implications on the families, organizations and society in general. It is exceedingly recommended for organizations to follow worker-friendly policy along with more supportive and thoughtful families, so that workers have harmony and their work-life balance could be maintained.

scholarly journals De werk-privébalans van zelfstandig ondernemers

2017 ◽  
Vol 33 (3) ◽  
Author(s):  
Anne Annink ◽  
Laura den Dulk
Keyword(s):  
Empirical Studies ◽  
European Social Survey ◽  
Work Life ◽  
The Self ◽  
Work Life Balance ◽  
Life Balance ◽  
Social Survey ◽  
Self Employment ◽  
Different Types ◽  
Negative Effect

The work-life balance of the self-employed The aim of this article is to explain the work-life balance experiences of different types of self-employed workers across countries. The findings in this article are based on a PhD dissertation that includes six separate, published studies all with a cross-national comparative research design (Annink, 2017). These six studies include a literature review, an analysis of state support for the work-life balance of the self-employed, three empirical studies based on the European Social Survey (2004 and 2010) and the Global Entrepreneurship Monitor (2013), and a qualitative study based on interviews with 50 independent professionals in three countries (the Netherlands, Spain and Sweden). The main conclusion is that different types of self-employed workers have different work-life balance experiences because their experiences are influenced by work and business characteristics and shaped by the national context in which they run their business. In particular, necessity self-employment and running a consumer-oriented business appear to have a negative effect on balance. Furthermore, the work-life balance of self-employed workers is shaped by policy, economic and cultural contexts.

scholarly journals Why do trainees leave hospital-based specialty training? A nationwide survey study investigating factors involved in attrition and subsequent career choices in the Netherlands

BMJ Open ◽  
2019 ◽  
Vol 9 (6) ◽  
pp. e028631 ◽  
Author(s):  
Jacqueline Bustraan ◽  
Kirsten Dijkhuizen ◽  
Sophie Velthuis ◽  
Rachel van der Post ◽  
Erik Driessen ◽  
...  
Keyword(s):  
The Netherlands ◽  
Medical Specialty ◽  
Training Programme ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Specialty Training ◽  
Life Balance ◽  
Career Plans ◽  
Future Career

ObjectiveTo gain insight into factors involved in attrition from hospital-based medical specialty training and future career plans of trainees who prematurely left their specialty training programme.DesignNationwide online survey study.SettingPostgraduate education of all hospital-based specialties in the Netherlands.Participants174 trainees who prematurely left hospital-based medical specialty training between January 2014 and September 2017.Main outcome measuresFactors involved in trainees’ decisions to leave specialty training and their subsequent career plans.ResultsThe response rate was 38%. Of the responders, 25% left their programme in the first training year, 50% in year 2–3 and 25% in year 4–6. The most frequently reported factors involved in attrition were: work-life balance, job content, workload and specialty culture. Of the leaving trainees, 66% switched to another specialty training programme, of whom two-thirds chose a non-hospital-based training programme. Twelve per cent continued their career in a non-clinical role and the remainder had no specific plans yet.ConclusionsThis study provides insight in factors involved in attrition and in future career paths. Based on our findings, possible interventions to reduce attrition are: (1) enable candidates to develop a realistic view on job characteristics and demands, prior to application; (2) provide individual guidance during specialty training, with emphasis on work-life balance and fit with specialty.

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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