scholarly journals Worklife Balance on Woman With Flexible and Non-Flexible Working Arrangement

2018 ◽  
pp. 698-705
Keyword(s):  
Time Management ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Management Groups ◽  
Work Interference

The purpose of this study is to analyze the differences of work-life balance between women working with flexible working hours and women working with non-flexible working hours. The objects of this research are the working and married women with two different time management groups; the flexible group and the rigid/fixed group. The data collection method applied in this study is the purposive sampling method with the samples consisting of the women working as lecturers, insurance employees, bank employees and civil servants. The data used in this study are the primary data collected from the questionnaires. This study used the independent sample t-test, and the results show that there are differences of work life balance between women working with flexible working hours and women working with inflexible working hours. The dimension that differentiates these two groups is on work interference with personal life (WIPL) dimension in which the women in the flexible group could freely choose and use their time to work so that they can balance their time used for their family and their job.

scholarly journals Significance of Flexible Working Hours on Work Life Balance

2017 ◽  
Vol 19 (05) ◽  
pp. 32-34
Author(s):  
A.Amritha Asst.Prof ◽  
Prof. D. V. Ramana ◽  
Dr.T.Narayana Reddy
Keyword(s):  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working

scholarly journals Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

2017 ◽  
Vol 71 (1) ◽  
pp. 47-72 ◽  
Author(s):  
Heejung Chung ◽  
Mariska van der Horst
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
Large Household ◽  
Family Demands ◽  
The Uk ◽  
The Right

This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals’ work capacities in periods of increased family demands. This has major implications for supporting mothers’ careers and enhancing gender equality in the labour market.

scholarly journals 85 WORK-LIFE-BALANCE BENEFITS AS BRAIN DRAIN PREVENTION

2020 ◽  
Author(s):  
Eliška Nacházelová ◽  
◽  
Alice Reissová ◽  
Keyword(s):  
Brain Drain ◽  
Working Hours ◽  
Work Life ◽  
Economic Consequences ◽  
Work Life Balance ◽  
Highly Qualified ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Important Benefit ◽  
The Right

The contribution of highly qualified employees, not only for multinational companies, is unquestionable. Their eventual departure often has negative economic consequences, and their replacement is usually difficult and expensive. Therefore, it is important to pay increased attention to their stabilization. This article aims to find out which of the work-life balance area benefits are more important for the stabilization of IT employees in an international automotive company (n=154). With the use of the Friedman test, it was found out that the most important benefit is flexible working hours. Based on the Kruskal-Wallis test, the evaluation of the importance of individual benefits was further verified according to basic socio-economic factors (age, gender, length of employment). The right setting of benefits will give a competitive advantage in the search for new talent and at the same time serve as an effective tool against brain drain.

5. The work–life balance legislation

2019 ◽  
pp. 366-429
Author(s):  
Ian Smith ◽  
Aaron Baker ◽  
Owen Warnock
Keyword(s):  
Parental Leave ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
The Law ◽  
The Right ◽  
Rest Breaks ◽  
Balance Problems

This chapter addresses a number of legislative regimes creating rights that affect the balance between work and life outside of work. Specifically, the discussion focuses on the controls over working hours and rest breaks and the right to paid annual leave in the Working Time Regulations; the law on maternity, adoption, paternity, shared parental and other parental leave; and the right to request flexible working arrangements. Although not all of these rights can claim work–life balance as their original policy driver, they have come to be seen as representing a loosely coherent programme for ensuring that the process of earning a living does not preclude any worker from enjoying other aspects of life, especially family life. The chapter considers, singly, each of these work–life rights, and the policies and legislation behind them and assesses whether the law delivers effective and useful rights. Gender inequality forms a central theme of the chapter, noting that many work–life balance problems flow from unequal gender norms in the home.

scholarly journals Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

2019 ◽  
Vol 9 (4) ◽  
pp. 306 ◽  
Author(s):  
Oscar Dousin ◽  
Ngan Collins ◽  
Balvinder Kaur Kler
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Working Hours ◽  
Work Life ◽  
Supportive Supervision ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Relationship ◽  
Doctors And Nurses

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

scholarly journals Comparative Study of Existing Employment Regulatory in Malaysia and Selected Common Law Countries

2021 ◽  
Vol 12 (1) ◽  
Author(s):  
Siti Hawa Mohd Kasmuri ◽  
◽  
Zulhabri Ismail ◽  
Rumaizah Mohd Nordin ◽  
◽  
...  
Keyword(s):  
Construction Industry ◽  
Employee Turnover ◽  
Common Law ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Employee Productivity ◽  
Regulatory Requirements ◽  
Life Balance ◽  
Flexible Working

There is little doubt that employment turnover has had a significant impact on employee productivity and is acknowledged to be one of the important issues, with various antecedents including minimum employment provisions. However, employee turnover can be managed through effective approaches, such as employment regulatory. This paper compares and analyses existing employment regulatory provisions in Malaysia to study the differences in terms of employment provisions and make suggestions for the future development of Malaysian employment regulatory. This study adopted a qualitative approach through content analysis of the existing employment regulatory requirements in Malaysia and selected common law countries. This paper urges that Malaysian employment requires improvement in its employment provisions. Take, for instance, the construction industry that is characterised by the practice of different working hours which affects employees’ work-life balance. Several weaknesses were identified in this study, namely flexible working arrangements, provision for leave, and other specific employment provisions which meet the industry and occupational demands. This paper recommends improvement of minimum employment regulatory that considers the work-life balance of employees. In addition, specific employment provisions that focus on the industry would benefit all beneficiaries.

scholarly journals The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

2020 ◽  
Vol 1 (5) ◽  
pp. 341-353
Author(s):  
Kresna Chandra Putra ◽  
Tedo Aris Pratama ◽  
Rionaldo Aureri Linggautama ◽  
Sekar Wulan Prasetyaningtyas
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Banking Industry ◽  
Positive Impact ◽  
Working Hours ◽  
Work Life ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Impact

During the situation like Coronavirus COVID -19 pandemic that happened in 2020, forcing various banking companies to make adjustments and changes to their work system. The flexible working system is one of the most widely used, which has an impact on workers especially during this pandemic conditions. The impact of the change in work system in banking sector is interesting to study, especially since the banking industry in Indonesia still mostly uses conventional work systems. . This study aims to measure the impact of flexible working hours (FWH), remote working (RW), and work life balance (WLB) on employee job satisfaction in the banking industry during the pandemic. In this study, data were collected using quantitative, non-probability, purposive sampling methods via online questionnaires, which were distributed to employees in the banking sector during the pandemic period in Jabodetabek area. With total of 160 respondents who were used to perform analysis using the PLS-SEM method which was carried out with the SMART-PLS software. This study found that in pandemic conditions, achieving WLB conditions will have a positive impact on job satisfaction. The implementation of the RW system itself has a positive impact in helping to achieve the WLB conditions that are felt by banking workers in the Jabodetabek area, in contrast to the FWH system which does not have a similar effect on WLB. In addition, this study also provides an academic basis for the use of flexible working hour and remote working systems to increase job satisfaction, especially in the banking industry.

Legal Technology and the Future of Women in Law

2020 ◽  
Vol 36 ◽  
pp. 164-183
Author(s):  
Kayal Munisami
Keyword(s):  
Due Process ◽  
Legal Profession ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working Hours ◽  
Gender Biases ◽  
Legal Technology ◽  
Equality And Diversity

Much has been written about how automation will change the legal profession as a whole, less so about how automation might affect women in legal practice. This paper briefly maps the likely changes that legal tech (legal technology) will bring to the provision of legal services, and explores how these changes might affect the barriers to advancement that women face in the profession. It determines that, while the use of legal tech may improve women’s work/life balance and overall job satisfaction by bringing about more flexible working hours, positive changes to the billing hours’ system, and fairer hiring and promotion mechanisms, an unfettered inclusion of legal tech might lead to increased working hours for less wages, increased competition for case files among associates, and the perpetuation of existing gender biases when using algorithms in the hiring and promotion process. Finally, the paper makes several recommendations on how law societies, bar associations and other relevant regulatory bodies could ensure that legal tech promotes rather than hinders Equality & Diversity in the legal profession. It proposes that: (1) detailed data on men and women lawyers should be collected to better inform equality and diversity policies; (2) law firms should be required to report on their progress in pursuing equality and diversity; (3) management techniques to promote work/life balance and more flexible pricing systems should be encouraged; (4) female entrepreneurship in legal tech should be promoted; and, (5) technological due process procedures should be required when using algorithms in law firm management to ensure fairness, accuracy and accountability.

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