scholarly journals Under-Utilization of Women in the Labor Market of Pakistan

2021 ◽  
Vol 5 (1) ◽  
pp. 273-291
Author(s):  
Mariam Sohail ◽  
Muqqadas Rehman ◽  
Chaudhary Abdul Rehman
Keyword(s):  
Labor Market ◽  
Working Hours ◽  
Teaching Profession ◽  
Work Life ◽  
Working Environment ◽  
Job Market ◽  
Life Balance ◽  
Long Working Hours ◽  
Household Tasks ◽  
Safety Issues

The aim of this study is to find out the reasons which stop the educated women form utilizing their professional skills in Pakistan.A sample of twelve females is selected, out of which six are doing jobs in different sectors of Pakistan and six are unemployed but having professional graduation and masters degrees. Interviews are conducted with the participants. Findings indicate that culture and societal behavior, parents/family, male dominancy, bad working environment, long working hours, distant jobs, conveyance, safety issues, job discrimination, disinterest, household tasks, work-life balance are the main hurdles which stopwomen from doing jobs. All respondents agree that Islam does not stop women from jobs. Mostly, women prefer teaching profession because of less time and better working environment. Economy of the Pakistan will grow if educated women start utilizing their talent in the job market.

WORK–LIFE BALANCE IN THE CURRENT JAPANESE CONTEXT

2021 ◽  
Vol 9 (4) ◽  
pp. 57-64
Author(s):  
Akizumi Tsutsumi
Keyword(s):  
Working Hours ◽  
Work Conditions ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Medical Specialties ◽  
Long Working Hours ◽  
Family Work ◽  
Overtime Work ◽  
Work Style

Background: Work style reform in Japan is under way in response to a predicted shortfall in the workforce owing to the country’s low birth rate and high longevity, health problems due to excessive working hours, and the need for diversification of employment. A legal limit for physicians’ overtime work will be introduced in 2024. Objectives: This study examines the work–life balance among Japan’s doctors in the context of ongoing work style reform. Methodology: The study applied included selective reviews of demographic shifts, legislation against long working hours, and trends in doctors’ participation in the labor force. Results: Japan’s doctors work long hours, which creates a conflict between their working and private lives. The proportion of female doctors in Japan is the lowest among the Organisation for Economic Co-operation and Development (OECD) countries. Employment trends among women doctors by age group show an M-curve: many quit their jobs upon marriage or childbirth. Gender role stereotyping has led male Japanese doctors to devote themselves entirely to their professions and working excessively long hours: they leave all family work to their female partners. This stereotyping obliges female doctors to undertake household chores in addition to their career tasks, which makes it difficult for them to re-enter their careers. Because of the harsh working conditions (including long working hours), there has been a decline in newly graduated doctors in some medical specialties. Conclusions: For sustainable, effective health care in Japan, it is necessary to improve the work conditions for Japan’s doctors towards achieving work–life harmony.

Anytime anyplace anywhere

2018 ◽  
Vol 26 (4) ◽  
pp. 46-48
Keyword(s):  
Design Methodology ◽  
Work Performance ◽  
Working Hours ◽  
Work Life ◽  
Life Balance ◽  
Long Working Hours ◽  
Content Type ◽  
Work Activities ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint its 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 Mobile information technology devices (MITDs) mean that employees have the flexibility to work anytime, anyplace, and anywhere. This has benefits for work–life balance. However, it also means that there is a blurring of the borders between work life and non-work life. It also means that, because work is done anytime and anywhere, there are long working hours and encroachment into non-work life, which can cause negative health effects and work–life conflict. Balance is needed to ensure that in addition to good work performance and productivity, time remains for non-work activities. Practical implications This paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. 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.

scholarly journals Working Hour and Intention to Have Children in Hong Kong Full-Time Workers

2017 ◽  
Vol 6 (1) ◽  
pp. 20
Author(s):  
Fanny Yuk Fun Young
Keyword(s):  
Hong Kong ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Full Time ◽  
Life Balance ◽  
Long Working Hours ◽  
Prolonged Fatigue ◽  
The Mean ◽  
Working Hour

This study investigated the working hour, work-life balance and intention to have children of full-time workers in a place without Standard Working Hour legislation and with very low birth rate, Hong Kong. Method used a questionnaire survey with 200 below 35, married, full-time workers. Results showed these workers had longer working hour (49.3 hours/week) than many other places in the World (40 hours/week). Most participants (around 70 percent) reported prolonged fatigue level, sleepiness and extreme tiredness and did not have time staying with their partner and family. The mean intention to have children score was 2.045 out of 5. Correlation analysis was performed between working hour and intention to have children. There exist an inverse relationship between working hour and intention to have children (r= - 0.779). A plotting of the working hour against intention to have children showed some linear relationship between the working hour and intention to have children. Therefore, in general the workers with longer working hour were having lower intention to have children. To conclude, workers in Hong Kong, without Standard Working Hour legislation, had long working hours, poor work-life balance and low intention to have children. 

Organisational Culture and the Use of Work–Life Balance Initiatives: Influence on Work Attitudes and Work–Life Conflict

2010 ◽  
Vol 3 ◽  
pp. 54-65 ◽  
Author(s):  
Mardi Webber ◽  
Aspa Sarris ◽  
Max Bessell
Keyword(s):  
Working Hours ◽  
Work Attitudes ◽  
Organisational Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Long Working Hours ◽  
Managerial Support ◽  
Study Results ◽  
Work Life Conflict

AbstractThe study examined attitudes toward work–life balance (WLB) using survey data from 292 employees in an Australian university. Organisational culture, as it relates to how and when employees can use WLB initiatives, was investigated. In particular, the study examined employees' differing perceptions of organisational culture within a single organisation, with particular reference to: managerial support of WLB initiatives, career consequences of using WLB initiatives, organisational time expectations that may interfere with non-work activities, and the level of employee control over workload and when employees can take time off. As predicted, perceptions of managerial support of WLB initiatives were related to initiative use; however, overall initiative use was not related to perceived career consequences (e.g. using initiatives will damage one's career progress), organisational time expectations (e.g., long working hours), or levels of employee control (e.g., employee control over workload). Results showed that perceptions of a supportive organisational culture were positively related to organisational commitment and negatively related to work–life conflict and employees' intentions to leave. Further, the study results show that employees' perception of organisational culture was more strongly associated with the outcomes (e.g., work attitudes, work–life conflict) than the number of WLB initiatives used by employees.

Resisting long working hours: The case of Spanish female teleworkers

2018 ◽  
Vol 32 (3-4) ◽  
pp. 195-216 ◽  
Author(s):  
Ana Gálvez ◽  
Francisco Tirado ◽  
José Manuel Alcaráz
Keyword(s):  
European Union ◽  
Working Hours ◽  
Work Life ◽  
Working Relationship ◽  
The European Union ◽  
Life Balance ◽  
Long Working Hours ◽  
Female Workers ◽  
Time Space ◽  
Women Employees

Spain has some of the longest working days in the European Union and this presents problems for women employees, especially with regard to their work–life balance. Teleworking has been introduced as a possible solution. Our article analyses this working relationship and shows how female teleworkers produce new interpretations of time, space and agency. When it comes to time, we conclude that there is ‘gendered time’ and ‘resistance time’. This (a) illustrates how women who telework deploy different approaches in the way they relate to their temporal, spatial and material worlds, and (b) defines a particular type of agency associated with teleworking that vindicates their condition as both female workers and mothers, and denounces a patriarchal labour model designed by and for men.

scholarly journals Surgical leadership within rapidly changing working conditions in Germany

2019 ◽  
Vol 4 (2) ◽  
pp. 51-57 ◽  
Author(s):  
Thomas Schmitz-Rixen ◽  
Reinhart T. Grundmann
Keyword(s):  
Working Conditions ◽  
Corporate Culture ◽  
Employee Performance ◽  
Working Hours ◽  
Physician Assistants ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Surgical Department ◽  
Chief Physician

AbstractIntroductionAn overview of the requirements for the head of a surgical department in Germany should be given.Materials and methodsA retrospective literature research on surgical professional policy publications of the last 10 years in Germany was conducted.ResultsSurveys show that commercial influences on medical decisions in German hospitals have today become an everyday, predominantly negative, actuality. Nevertheless, in one survey, 82.9% of surgical chief physicians reported being very satisfied with their profession, compared with 61.5% of senior physicians and only 43.4% of hospital specialists. Here, the chief physician is challenged. Only 70% of those surveyed stated that they could rely on their direct superiors when difficulties arose at work, and only 34.1% regarded feedback on the quality of their work as sufficient. The high distress rate in surgery (58.2% for all respondents) has led to a lack in desirability and is reflected in a shortage of qualified applicants for resident positions. In various position papers, surgical residents (only 35% describe their working conditions as good) demand improved working conditions. Chief physicians are being asked to facilitate a suitable work-life balance with regular working hours and a corporate culture with participative management and collegial cooperation. Appreciation of employee performance must also be expressed. An essential factor contributing to dissatisfaction is that residents fill a large part of their daily working hours with non-physician tasks. In surveys, 70% of respondents stated that they spend up to ≥3 h a day on documentation and secretarial work.DiscussionThe chief physician is expected to relieve his medical staff by employing non-physician assistants to take care of non-physician tasks. Transparent and clearly structured training to achieve specialist status is essential. It has been shown that a balanced work-life balance can be achieved for surgeons. Family and career can be reconciled in appropriately organized departments by making use of part-time and shift models that exclude 24-h shifts and making working hours more flexible.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

Ensuring better output in library services through work life balance: a study of librarians’ opinion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sasmita Rani Samanta ◽  
Bijayalaxmi Rautaray ◽  
Dillip K. Swain
Keyword(s):  
Information Science ◽  
Work Life ◽  
Working Environment ◽  
Work Life Balance ◽  
Library And Information Science ◽  
Information Communication ◽  
Life Balance ◽  
Content Type ◽  
Personal Lives ◽  
Level Of Significance

Purpose This paper aims to attempt to explore and examine work–life balance situation of employees working in reputed academic libraries in Odisha, India and to study how they make a balance of duties and assignments offered to them in their respective organizations with that of their personal lives with possible recommendations basing upon the views of the respondents. Design/methodology/approach The paper investigates how working librarians of the surveyed institutions maintain work–life balance. A structured questionnaire was administered among the respondents to elicit their responses. The investigators conducted specific interview sessions among some selected librarians of reputed libraries of Odisha, India to know their pragmatic views relating to the way they balance their official works with that of their personal lives. The gathered data was fed into MS Excel file for analysis and subsequent interpretation. SPSS was used for obtaining chi-square value for knowing the level of significance of result. Findings The study finds that majority of respondents express their job satisfaction and happiness with the working environment of their respective institutions, and they are offered annual increments and career promotion, as this has become the key aspect of every organization to retain employees. It further reveals that very few respondents express that they are desired by their respective institutions to devote extra time and very few male respondents indicated that they carry family tension in their mind to their respective work places compared to their female counterparts. Moreover, the study reveals that institutions are proactive enough to embrace modern information communication technology offering suitable digital working ambience to their employees. Research limitations/implications The paper primarily deals with work-life balance of employees in the field of library and information science of the state of Odisha (India) as the respondents in its scope of discussion. Originality/value The paper aims to contribute new knowledge to the corpus of existing literature on work–life balance with some constructive outcomes for effective generalization.

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