scholarly journals Conciliação Trabalho-Família na Profissão Médica: Um Estudo Exploratório

2019 ◽  
Vol 32 (11) ◽  
pp. 697
Author(s):  
Pedro Afonso ◽  
Olga Vaz Aleixo ◽  
Rute Vaz Aleixo ◽  
Diogo J. F. de Carvalho ◽  
José Augusto Simões
Keyword(s):  
Public Sector ◽  
Medical Profession ◽  
National Health System ◽  
Working Hours ◽  
Multiple Choice Questions ◽  
Cross Sectional ◽  
The Public ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

Introduction: The aim of this study is to characterize and assess work-family balance within the medical profession in Portugal.Material and Methods: This cross-sectional and exploratory study analyzed a sample of 181 doctors who are members of the Portuguese Catholic Doctors’ Association. A qualitative survey with multiple-choice questions was applied in order to assess socioeconomic and working conditions as well as work-family balance. Descriptive and linear regression analyses were carried out.Results: Nearly 40% of the surveyed doctors negatively assessed the work-family balance within the private sector. As for the Portuguese National Health System, 73% negatively assessed the work-family balance within the public sector. More than half of those surveyed (56%) worked more hours than what they considered as harmful for their work-family balance and the vast majority was working at the limit or overtime. Data collected enabled us to associate a heavier workload with working in the emergency room, age and men. Moreover, it was observed that working more hours was not linked to having children or being married.Discussion: In our study, the three measures of work-family balance that the participants considered to be the most important were the possibility of flexible scheduling, part-time work and temporarily reducing working hours (e.g. for family assistance). These aspects may explain the differences found in the assessment of work-family balance between the public and private sector.Conclusion: Due to the demanding nature of the medical profession, doctors are placed into a particularly risky situation in order to achieve a suitable work-family balance. The results of our study indicate a general dissatisfaction regarding this balance – special in the public sector – which is mainly associated with excessive weekly working hours.

scholarly journals Who's Got the Balance? A Study of Satisfaction with the Work–Family Balance among Part-Time Service Sector Employees in Five Western European Countries

2019 ◽  
Author(s):  
Barbara Beham ◽  
Patrick Präg ◽  
Sonja Drobnič
Keyword(s):  
Service Sector ◽  
Working Hours ◽  
European Countries ◽  
Full Time ◽  
Time Service ◽  
Family Balance ◽  
Part Time ◽  
Work Family Balance ◽  
Western European ◽  
Work Family

Working part-time is frequently considered a viable strategy for employees to better combine work and non-work responsibilities. The present study examines differences in satisfaction with work-family balance (SWFB) among professional and non-professional part-time service sector employees in five western European countries. Part-time employees were found to be more SWFB than full-time employees even after taking varying demands and resources into account. However, there are important differences among the part-timers. Employees in marginal part-time employment with considerably reduced working hours were the most satisfied. Professionals were found to profit less from reduced working hours and experienced lower levels of SWFB than non-professionals. No significant differences in SWFB were found between male and female part-time workers.

Family-friendly practices, high-performance work practices and work–family balance

2016 ◽  
Vol 14 (1) ◽  
pp. 2-23 ◽  
Author(s):  
Lorena Ronda ◽  
Andrea Ollo-López ◽  
Salomé Goñi-Legaz
Keyword(s):  
Job Satisfaction ◽  
High Performance ◽  
Working Hours ◽  
Work Practices ◽  
Content Type ◽  
Family Balance ◽  
Family Friendly ◽  
High Performance Work Practices ◽  
Work Family Balance ◽  
Work Family

Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Effects of authentic leadership on work–family balance in China

2019 ◽  
Vol 34 (2) ◽  
pp. 110-123 ◽  
Author(s):  
Yijing Lyu ◽  
Minmin Wang ◽  
Jiaqi Le ◽  
Ho Kwong Kwan
Keyword(s):  
Authentic Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
Family Balance ◽  
Theoretical Predictions ◽  
Member Exchange ◽  
Work Family Balance ◽  
Work Family ◽  
The Relationship

PurposeThe purpose of this paper is to examine the effects of authentic leadership on the work–family balance (WFB) of followers by focusing on the mediating roles of leader–member exchange (LMX) and work-to-family enrichment (WFE) and the moderating role of traditionality in China.Design/methodology/approachData were collected using field survey research design. Participants included 206 employees in a pharmaceutical company in China.FindingsThe results indicate that LMX and WFE sequentially mediated the positive relationship between authentic leadership and WFB. In addition, traditionality strengthened the relationship between authentic leadership and LMX.Research limitations/implicationsThis study contributes to the integration of authentic leadership literature and the WFB model. This research also indicates that authentic leadership is a source of enhancing employees’ WFB. However, data are correlational and cross-sectional, which limits the ability to draw causal relationships.Practical implicationsThe findings reveal that authentic leadership is effective in inducing followers’ WFB. The value of traditionality can strengthen the effect of authentic leadership.Originality/valueThis study addresses unexplored theoretical predictions and provides new directions for authentic leadership and work–family research.

Work/Family Balance Policies in the UK since 1997: A New Departure?

2007 ◽  
Vol 36 (3) ◽  
pp. 365-381 ◽  
Author(s):  
JANE LEWIS ◽  
MARY CAMPBELL
Keyword(s):  
Policy Instruments ◽  
Working Hours ◽  
Fine Tuning ◽  
Continuity And Change ◽  
Care Services ◽  
Family Balance ◽  
Flexible Working Hours ◽  
Work Family Balance ◽  
Work Family ◽  
The Uk

Three successive Labour governments have developed a range of work/family balance (WFB) policies, including child care services, leaves and flexible working hours, which have also become an increasingly coherent package. Drawing on Hall (1993), we explore the extent to which these represent a significant change at three levels: that of ideas (the goals of policy), mechanisms (the nature of the policy instruments), and settings (the fine-tuning of policy instruments). We examine how far the ideas driving the policy developments have been about the welfare of the family and its members, and the nature of the balance of continuity and change in policy instruments and settings, making some suggestions as to how this might be explained.

scholarly journals Usklajevanje delovnega in družinskega življenja: vidik spola

2021 ◽  
Author(s):  
Jasmina Žnidaršič ◽  
Mojca Bernik
Keyword(s):  
Work Organization ◽  
Working Hours ◽  
Work And Family ◽  
Point Of View ◽  
Work Organizations ◽  
Family Balance ◽  
More Care ◽  
Work Family Balance ◽  
Work Family ◽  
The Individual

With the growth of the family, in which both parents are working or single parents, and on the other hand the growing demands of work organizations, the extension of working hours and the requirement to be constantly on call, the harmonization of work and family life is becoming increasingly difficult. Work-family balance is important for both the individual and the work organization, as it affects job satisfaction, engagement, productivity and also less employee turnover. Work-family balance is influenced by many factors, one of the most important is gender. Although men also face difficulties in work-family balance, research shows that women are still the ones with more work-family conflicts, as they take more care of children and household chores. The contribution based on previous literature and previous research presents the situation in the field of work-life balance in Slovenia from the gender point of view of. The results of a survey conducted among 343 employees in Slovenian companies were also presented, as well as possible improvements proposed at the level of both organizations and the state.

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