scholarly journals The Nonprofit Assimilation Process and Work-Life Balance

2021 ◽  
Vol 13 (11) ◽  
pp. 5993
Author(s):  
Sarah E. Riforgiate ◽  
Michael W. Kramer
Keyword(s):  
Nonprofit Organizations ◽  
Employee Turnover ◽  
Work Life ◽  
Private Life ◽  
Organizational Sustainability ◽  
Organizational Assimilation ◽  
New Employees ◽  
Assimilation Process ◽  
Practical Implications ◽  
Work And Life

Nonprofit organizations are a context where workers’ passion and commitment to their work may make it more difficult to negotiate between professional work and private life demands. Challenges in navigating work and life are important issues for individual sustainability and influence organizational sustainability in terms of retention and organizational commitment. As new employees join an organization, they are socialized into the rhythm and norms of the workplace; therefore, early employment provides an important juncture to study how new employees come to understand work-life expectations. This qualitative study considers 55 interviews with new employees (employed six months or less) at a nonprofit social welfare organization which was concerned with high employee turnover. Participants described how they came to the organization, how they learned the expected behaviors for their positions and messages received from organizational members (e.g., supervisors and coworkers) and social groups outside of the organization (e.g., family and friends) pertaining to managing work and life responsibilities. Findings highlight the importance of communication, extend organizational assimilation concepts, and offer practical implications to enhance sustainability for organizations and employees.

HRD Interventions that Offer a Solution to Work-Life Conflict

2021 ◽  
Vol 23 (2) ◽  
pp. 142-152
Author(s):  
Emily Hammer
Keyword(s):  
Organizational Support ◽  
Well Being ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Work Life ◽  
Performance Expectations ◽  
Employee Support ◽  
Support Mechanisms ◽  
Work And Life ◽  
Work Life Conflict

The Problem Balancing work and life can be difficult. In a new world of work amidst COVID-19, balancing work and life has become even more challenging. Employees are struggling to adjust their work-life obligations while maintaining performance expectations. Providing employee support to reduce stress and minimize adverse effects on performance outcomes requires employer action. The Solution HRD interventions are recommended as organizational support mechanisms. These interventions are designed to reduce stress produced by work life conflict, particularly during stressful organizational events. Through organizational support, employees are offered the opportunity to increase individual performance. The Stakeholders HRD and HRM professionals, scholars, organizational planners, organizational leaders and managers, and all others who have a vested interest in employee well-being.

scholarly journals The DPOBE Model for Organizational Sustainability: An Exploratory Study about its Structure, Pillars and Components among a Group of Master Degree Students

2020 ◽  
Vol 17 (1) ◽  
pp. 38-52
Author(s):  
Aníbal Areia ◽  
Francisco Esteves ◽  
João Rocha Santos ◽  
Pedro Anunciação
Keyword(s):  
Exploratory Study ◽  
Master's Degree ◽  
Early Stage ◽  
Business Management ◽  
Business Administration ◽  
Organizational Sustainability ◽  
Practical Application ◽  
Master’S Degree ◽  
Practical Implications ◽  
Made In

AbstractResearch purpose. To get a validation of the structure, pillars and components that seem to be central, and under which, business management and managers need to develop abilities and competences to ensure the sustainability of their organizations according to the ‘DPOBE Model for Organizational Sustainability’ structure.Design/Methodology/Approach. For the validation of the structure, pillars and components and it’s practical application to measure the organization’s sustainability level with the referred model, despite the focus group exercise made in an early stage, it’s also important to get a solid opinion about it among managers and also in academia, specifically among teachers and investigators on management, business administration and economics as well near master and doctorate students in this field. In this paper, we analyse the results obtained in an exploratory study, based on a survey made among students from four different master’s degree in several specific areas of business management from the School of Business Administration from the Polytechnic Institute of Setúbal (Portugal).Findings. Main results obtained with this exploratory study let the authors be granted with the developments made so far in the model and its structure, pillars and components. However, only with a major collection of opinions (answer to the survey) from the referred groups, it’s possible to define and adjust the final structure and components of the DPOBE Model.Originality/Value/Practical implications. Being an investigation with several years of development, with several articles, chapters of books, master’s degree thesis, congress presentations and papers made so far, only with a solid and validated structure, pillars and components of the DPOBE Model for Organizational Sustainability, it’s possible to go to its aim, the use of it as a quantitative tool to measure the effective organizations sustainability in a way different from other existing sustainability tools and indexes.

scholarly journals Dimension of Work Life Balance in Software Companies

2017 ◽  
Vol 5 (2) ◽  
Author(s):  
Deivasigamani J. ◽  
Dr. Shankar
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Social Changes ◽  
Life Balance ◽  
Software Companies ◽  
The Media ◽  
Convenience Sampling ◽  
Work Family ◽  
Significant Attention ◽  
Work And Life

Work-Life balance is a concept with several connotations and varied consequences within and among different stakeholders. Over the past two decades the issue work-family and work-life balance have received significant attention from employers, workers, politicians, academics and the media. Concerns about work-life balance have become salient for number of reasons. Demographic and social changes have resulted in more women entering the workforce, working mothers becoming the norm rather than the exception. In this view, the researcher has done a study to understand the employees work life balance with reference to software companies in Chennai.This study was conducted based on the objectives to know the work life balance of the employees in the software companies. There were 110 sample of respondents were chosen based on convenience sampling. Questionnaire was administered to collect the responses which have been formulated in such a way to meet the objectives of the study.The results of the study brought out various interesting findings. However, this study also had thrown few suggestions for managing the work and life in software companies.

scholarly journals RIGHT TO DISCONNECT: french and italian proposals for a global issue

2019 ◽  
Vol 4 (3) ◽  
pp. 110-129
Author(s):  
Matteo Avogaro
Keyword(s):  
Work Life ◽  
Private Life ◽  
Life Balance ◽  
Collective Agreements ◽  
Global Issue ◽  
The Social ◽  
Social Partners ◽  
Increasing Process ◽  
Social Debate ◽  
The Impact

In recent years, the increasing process of digitization has gradually blurred the boundaries between work and private life. Therefore, new issues concerning workers’ protection arose. One of the main topics on this matter is related to employees’ tendency to utilize technological devices, as smartphones and tablets, to remain “connected” to their job outside ordinary business hours. In relation to this aspect, the paper addresses the debate and juridical solutions proposed and developed in France, through the Loi El Khomri, and in Italy, with the law No. 81/2017 recently approved by Parliament, to introduce a right (and/or an obligation) to disconnect in favour of digitized employees, and in order to protect workers’ private life, preventing diseases related to risk of burnout and the augmentation of stress. Furthermore, the analysis will be focused on the social debate related to the abovementioned topic. In particular, it will concern the positions assumed on this matter by main workers’ and employers’ organizations of the said countries, and their reactions to the initiatives undertaken by legislators, in order to realize a first evaluation concerning the impact of the solutions proposed. Afterwards, the attention will be cantered on praxis and tools introduced by collective agreements, in order to verify whether social partners have been able to find more efficient methods to balance work and private life, than the ones suggested by legislators. The outcome of the paper is referred to the actions that ILO could assume, on the base of the experience developed in France and in Italy, to address the future global issue of protecting employees’ work-life balance.

Tracking the search for an elusive work-life balance sweet spot: Nigerian insights on the lifestyle challenges of female doctors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Emotional Support ◽  
Family Life ◽  
Design Methodology ◽  
Work Life ◽  
Work Life Balance ◽  
Sweet Spot ◽  
Life Balance ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper highlights the 90-plus hour weeks worked by Nigerian female doctors in an under-resourced health system, at the detriment of their family life. They use coping strategies for their grueling life schedule, such as employing uneducated “house-helps” to care for their children, inviting family members to move in with them to provide informal childcare, and seeking emergency emotional support from sympathetic colleagues as a way of enduring stress. This extreme negative spillover between home and work responsibilities risks exhausted doctors making mistakes, and has driven many to seek a better work-life balance in western countries. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Managing Work-Life Commitments in Legal Prostitution

2019 ◽  
pp. 171-194
Author(s):  
Sarah Jane Blithe ◽  
Anna Wiederhold Wolfe ◽  
Breanna Mohr
Keyword(s):  
Management Practices ◽  
Work Life ◽  
Community Based ◽  
Life Management ◽  
Legal Prostitution ◽  
Work And Life

In this chapter, the authors present data from participants about how legal prostitutes manage work and life boundaries. They argue that work-life management practices are different for stigmatized workers because they must cope with occupational stigma by segmenting work and life realms in acutely distinct ways. The data revealed that work-life boundaries are disciplined by legal mythologies and ambiguities surrounding worker restrictions, occupational ideologies of “work now, life later,” and perceived and experienced effects of community-based stigma. These legal, occupational, and community constructs ultimately privilege organizations’ and external communities’ interests, while individual dirty workers carry the weight of stigma.

The Effect of Low Employee Turnover Ratio on Bank Profitability in Turkey

2015 ◽  
pp. 324-340
Author(s):  
Hasan Dinçer ◽  
Ümit Hacıoğlu ◽  
Türker Tuğsal
Keyword(s):  
Job Satisfaction ◽  
Economic Crisis ◽  
Employee Turnover ◽  
Banking Sector ◽  
Main Argument ◽  
Bank Profitability ◽  
New Employees ◽  
Private Banks ◽  
The Relationship ◽  
Bank Employee

The purpose of this chapter is to emphasize the effect of bank employee turnover on profitability. Researchers so far have commonly studied employee turnover, job satisfaction, and commitment. The current research intends to fill the gap by focusing on the relationship between employee turnover and profitability. In this chapter, firstly, employee turnover, its terminology, and the nature of turnover are defined. This relationship in the banking sector is analyzed and three private banks in Turkey are scrutinized. The main argument of the research is that there is an adverse relationship between employee turnover and bank profitability. Conversely, the results of the study do not thoroughly support the assumption. As a result, findings show that banks minimize the effects of economic crisis by dismissal and not recruiting new employees to replace a quitting worker or recruiting for a new position.

Volunteering drivers and continuation will: the role of engagement

2019 ◽  
Vol 38 (5) ◽  
pp. 405-420 ◽  
Author(s):  
Mohammed Aboramadan ◽  
Abderrahman Hassi ◽  
Hatem Jamil Alharazin ◽  
Khalid Abed Dahleez ◽  
Belal Albashiti
Keyword(s):  
Nonprofit Organizations ◽  
Work Engagement ◽  
Structural Equations ◽  
Content Type ◽  
Theoretical Perspectives ◽  
Using Data ◽  
The Relationship ◽  
And Training ◽  
Practical Implications

Purpose As volunteering research in nonprofit organizations is growing significantly, the purpose of this paper is to examine the effects of volunteering drivers and work engagement on volunteer continuation will. Design/methodology/approach Building on empirical and theoretical perspectives, the authors hypothesized that work engagement mediates the relationship between volunteering drivers and volunteer continuation will. To verify our hypotheses, we examined data collected from 372 active volunteers from Palestinian nonprofit organizations. The authors conducted structural equations modeling (SEM) analyses using the AMOS 24 platform to investigate direct and indirect effects. Findings The results of the study show that work engagement is a significant predictor of volunteer continuation will; mediates the relationship between career driver of volunteering and volunteer continuation will; and mediates the relationship between the protective driver of volunteering and volunteer continuation will. Research limitations/implications The research design limits establishing cause and effect relationships among the examined variables. Practical implications The results of the current study may be of use for nonprofit organizations managers formulating effective recruitment and training policies to retain their volunteers. Originality/value The paper contributes to the limited empirical body of the volunteering research. The study is novel as it is one of the few studies conducted using data coming from a non-western context.

How despotic leadership jeopardizes employees' performance: the roles of quality of work life and work withdrawal

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shazia Nauman ◽  
Connice Zheng ◽  
Ameer A. Basit
Keyword(s):  
Job Performance ◽  
Work Life ◽  
Mediating Effect ◽  
Quality Of Work Life ◽  
Content Type ◽  
Quality Of Work ◽  
Study Results ◽  
Harmful Effects ◽  
Practical Implications

PurposeThis study contributes to the leadership literature by examining how and when despotic leadership jeopardizes employees' performance. Specifically, we examine whether employees' job performance could be harmed by despotic supervision through employees' work withdrawal behaviour. Moreover, we investigate whether the quality of work-life (QWL) helps in toning down the harmful effects of despotic supervision on work withdrawal.Design/methodology/approachWe used a multi-wave research design with data collected from 195 employees and their supervisors working in Pakistan's manufacturing sector. At time 1, we measured the independent variable (i.e. despotic leadership) and moderator (QWL), whereas, at time-2, the mediator (work withdrawal) was tapped by the same respondent with a time interval of three weeks between them. At time 3, the outcome (supervisor-rated job performance) was assessed directly by the supervisors.FindingsThe results support the mediating effect between despotic leadership and employees' performance through an enhanced level of work withdrawal behaviour. The effect of despotic leadership on job performance via work withdrawal behaviour was found to be weaker among employees with a higher level of QWL.Practical implicationsFor individuals, QWL serves as an enhancement of personal resources to deal with despotic leaders at the workplace; for organizations, our study results alert managers and leaders at the workplace to address employees' need for QWL as this positive resource may discourage work withdrawal behaviour and stimulate employees to perform well in their jobs despite facing despotic supervision.Originality/valueThis study contributes to the leadership literature by introducing work withdrawal as an underlying mechanism to explain the despotic leadership – job performance relationship. Further, we examined how the harmful effects of despotic leadership can be toned down through the moderating variable of QWL thus having practical implications for both employers and employees.

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