scholarly journals Flexible Working Practices in the ICT Industry in Achieving Work-Life Balance

2021 ◽  
Vol 66 (1) ◽  
pp. 29-50
Author(s):  
Birtalan Ágota-Aliz
Keyword(s):  
Knowledge Workers ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Face To Face ◽  
Theoretical Approaches ◽  
Ict Industry ◽  
Temporal Dimensions ◽  
The One

Abstract Flexible labour practices became increasingly institutionalized and professionalized (Aroles, Mitev and de Vaujany, 2019). However, mechanisms and motivations behind these practices have remained often unexplored. This paper discusses the flexible labour practices among ICT professionals with regard to their spatial and temporal dimensions, with the aim to identify the key-factors that improve work-life balance and overall well-being. The qualitative research is based on in-depth face-to-face interviews with ICT knowledge workers, using Grounded Theory in generating new theoretical approaches that connect flexible labour practices with work-life balance. The study reveals, on the one hand, that particular and adapted flexible arrangements contributes to the reconciliation of the working life with the personal life; on the other hand, had led to the rise of knowledge workers with power and influence over their own intellectual capital, with a richness in personal choices.

scholarly journals Work-life balance programs as personnel social and psychological support in organizations

2021 ◽  
Vol 4 (24) ◽  
pp. 75-81
Author(s):  
Marianna Tkalych ◽  
Keyword(s):  
Empirical Study ◽  
Family Relationships ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Theoretical Approaches ◽  
Personal Skills ◽  
High Level ◽  
Individual Strategies

Introduction. Today work environment becomes stressful, with many tasks and problems to solve. It is overloaded, imbalanced, complicated and often full of conflicts. In this climate, managing the boundary and balance between home and work is becoming more challenging. There is a need for organizations and personnel alike to find flexible and innovative solutions that maximize productivity without damaging personnel’ well-being, their personal life, family relationships. Aim. To analyse the main categories, resources and limitations of work-life balance, results of empirical study, main organizational and individual strategies for creating balance. Results. Work-life balance is a category defined by researchers as a person’s subjective general assessment of the interrelation between work and other life areas, family, as well as the ability to combine these spheres in a proper way. The empirical study has shown, that the work-life balance has been generally assessed as average. It should be noted that they have scored the load balance lower than other components: professional tasks complexity, work and content planning, and social intercourse. According to the results of the empirical study and to the theoretical approaches, the basic strategies in professional productivity increase programs in organizations may be the following: focus strategies, “resource/refusal” strategies, adaptive strategies, every of which is manifested in a certain kind of an individual strategy. The use of the adaptive individual strategies with the resource increase strategy perfectly contributes to the work-life balance achievement. Conclusion. Based on the results of theoretical and empirical research, we have identified organizational conditions and individual strategies for achieving the work-life balance, and also the main personal skills and traits contributing to the work-life balance achievement include the following ones: personal flexibility, a high level of self-discipline; trust-based relations; dynamic and independent work. These skills should be mature, and the work-life balance achievement psychological teaching programs for personnel can increase their level.

scholarly journals Flexible Working Arrangements in Malaysia and the Participation of Women in the Labour Force

2021 ◽  
Author(s):  
◽  
Geetha Subramaniam
Keyword(s):  
Labour Force ◽  
Qualitative Interviews ◽  
Occupational Status ◽  
Well Being ◽  
Married Women ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Theoretical Approaches ◽  
Flexible Working

<p>The aim of this thesis is to shed light on possible reasons for the stagnation in the participation rate of women in the Malaysian workforce by focusing on the phenomenon of flexible working arrangements. This is researched in the context of the possibility of flexible working arrangements helping women achieve work-life balance and how such work affects their well-being. Using a mixed method approach, the study addresses three main questions:- are Malaysian women interested in flexible working arrangements? would flexible working arrangements be useful in bringing more women into the labour force? and what impacts do flexible working arrangements have on their well-being? The study was conducted in the Klang Valley, which has a total population of over seven million people and is the heartland of Malaysia's industry and commerce. It employed both quantitative and qualitative methods. For the quantitative approach, self-administered questionnaires were distributed to women employees working in seven organisations which have flexible working arrangements and seven organisations with fixed working arrangements. A random sample of 415 female employees from 14 selected organisations in the services sector were identified. To complement the statistical data, 30 women were interviewed. Findings from the logistic regression analysis revealed that flexible working arrangements at the workplace are preferred by women who are more educated, earning a higher income and are at the higher end of the occupational status. It further revealed that flexible working arrangements will encourage more women to work in paid labour since they have a better work-life balance and more empowerment. The information gathered from the qualitative interviews concerned women’s wellbeing in terms of work-life balance, empowerment and lifestyles. While most of the women experienced work-life balance barriers, some common threads and themes revealed that flexible working arrangements will be a good option towards achieving work-life balance and had a positive effect on women’s well-being in terms of work-life balance and household empowerment. The qualitative interviews showed that workplace flexibility can improve the working women’s work-life balance, especially among married women with young children and hence, encourage women to participate in paid labour. In adopting a combination of theoretical approaches, it is argued that there is a greater tendency for Malaysian married women to exit the labour force after having children compared to most other countries and this is primarily due to their caring responsibilities, lack of an enabling environment and the cultural and social factors particular to Malaysia. The study found that flexible working arrangements are very varied in type and cannot be treated as a single, comprehensive package which might be suitable for all women. Further, the implementation of flexible working arrangements at the workplace would not be alone sufficient to bring in more women into the labour force.</p>

scholarly journals Flexible Working Arrangements in Malaysia and the Participation of Women in the Labour Force

2021 ◽  
Author(s):  
◽  
Geetha Subramaniam
Keyword(s):  
Labour Force ◽  
Qualitative Interviews ◽  
Occupational Status ◽  
Well Being ◽  
Married Women ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Theoretical Approaches ◽  
Flexible Working

<p>The aim of this thesis is to shed light on possible reasons for the stagnation in the participation rate of women in the Malaysian workforce by focusing on the phenomenon of flexible working arrangements. This is researched in the context of the possibility of flexible working arrangements helping women achieve work-life balance and how such work affects their well-being. Using a mixed method approach, the study addresses three main questions:- are Malaysian women interested in flexible working arrangements? would flexible working arrangements be useful in bringing more women into the labour force? and what impacts do flexible working arrangements have on their well-being? The study was conducted in the Klang Valley, which has a total population of over seven million people and is the heartland of Malaysia's industry and commerce. It employed both quantitative and qualitative methods. For the quantitative approach, self-administered questionnaires were distributed to women employees working in seven organisations which have flexible working arrangements and seven organisations with fixed working arrangements. A random sample of 415 female employees from 14 selected organisations in the services sector were identified. To complement the statistical data, 30 women were interviewed. Findings from the logistic regression analysis revealed that flexible working arrangements at the workplace are preferred by women who are more educated, earning a higher income and are at the higher end of the occupational status. It further revealed that flexible working arrangements will encourage more women to work in paid labour since they have a better work-life balance and more empowerment. The information gathered from the qualitative interviews concerned women’s wellbeing in terms of work-life balance, empowerment and lifestyles. While most of the women experienced work-life balance barriers, some common threads and themes revealed that flexible working arrangements will be a good option towards achieving work-life balance and had a positive effect on women’s well-being in terms of work-life balance and household empowerment. The qualitative interviews showed that workplace flexibility can improve the working women’s work-life balance, especially among married women with young children and hence, encourage women to participate in paid labour. In adopting a combination of theoretical approaches, it is argued that there is a greater tendency for Malaysian married women to exit the labour force after having children compared to most other countries and this is primarily due to their caring responsibilities, lack of an enabling environment and the cultural and social factors particular to Malaysia. The study found that flexible working arrangements are very varied in type and cannot be treated as a single, comprehensive package which might be suitable for all women. Further, the implementation of flexible working arrangements at the workplace would not be alone sufficient to bring in more women into the labour force.</p>

Work Life Balance and Job Satisfaction - A Structural Equation Modeling

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 156-162
Author(s):  
Dr. D. Shoba ◽  
Dr. G. Suganthi
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Subjective Well Being ◽  
Life Balance ◽  
Study Results

Work-Life balance has its importance from ancient days and the concept is very old, from the day the world has been created. There was a drastic change that has occurred in the market of teachers and their personal profiles. There are tremendous changes in various families which have bartered from the ‘breadwinner’ role of traditional men to single parent families and dual earning couples. This study furnishes an insight into work life balance and job satisfaction of teachers working in School of Villupuram District. The sample comprises of 75 school teachers from Government and private schools in Villupuram District. The Study results that there is increasing mediating evidence in Work-life balance as well as Job satisfaction of teachers are not affected by the type of school in which they are working. Job satisfaction or Pleasure of life will be affected as a whole by Work life balance of an individual which is the main which can be calculated by construct of subjective well being.

Teleconference focus groups with fathers: ‘You’re on the line with …’

2018 ◽  
Author(s):  
Simon Burnett ◽  
Caroline Gatrell
Keyword(s):  
Focus Groups ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Methodological Issues ◽  
Research Project ◽  
Life Balance ◽  
Dependent Children ◽  
Face To Face ◽  
Entire Process

This chapter analyses methodological issues experienced in the employment of audio teleconference focus groups in fatherhood research. It cites a research project entitled ‘Work Life Balance: Working for Fathers?’, which explores how men with dependent children combine work and family commitments. As part of this research, when recruiting fathers for face-to-face interviews and focus groups proved difficult, scholars utilised the medium of recordable teleconferencing technology. In the context of research on fatherhood, the chapter evaluates the emergent complexities integral to the entire process of running ‘teleconference’ (telecon) focus groups. The first part of the chapter describes the technological and procedural challenges in the commissioning of telecon focus groups, while the second reflects on fathers' confession-like admissions.

scholarly journals The role of life friendly policies on employees' work-life balance

2012 ◽  
Vol 18 (1) ◽  
pp. 53-63 ◽  
Author(s):  
Colleen Yuile ◽  
Artemis Chang ◽  
Amanda Gudmundsson ◽  
Sukanlaya Sawang
Keyword(s):  
Management Practices ◽  
Well Being ◽  
Work Life ◽  
Self Report ◽  
Work Life Balance ◽  
Work Family Conflict ◽  
Life Balance ◽  
Work Related ◽  
The Impact ◽  
The Relationship

AbstractAn employee's inability to balance work and non-work related responsibilities has resulted in an increase in stress related illnesses. Historically, research into the relationship between work and non-work has primarily focused on work/family conflict, predominately investigating the impact of this conflict on parents, usually mothers. To date research has not sufficiently examined the management practices that enable all ‘individuals’ to achieve a ‘balance’ between work and life. This study explores the relationship between contemporary life friendly, HR management policies and work/life balance for individuals as well as the effect of managerial support to the policies. Self-report questionnaire data from 1241 men and women is analysed and discussed to enable organizations to consider the use of life friendly policies and thus create a convergence between the well-being of employees and the effectiveness of the organization.

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