Re-Defining Work-Life Boundaries

2020 ◽  
pp. 32-52
Author(s):  
Donna Weaver McCloskey
Keyword(s):  
National Policy ◽  
Work Life ◽  
Three Dimensions ◽  
Life Balance ◽  
Personal Time ◽  
Boundary Permeability ◽  
Societal Changes ◽  
Boundary Controls ◽  
Education Support ◽  
And Training

Technology has radically changed the way we live and work. This chapter explores the boundaries that knowledge workers employ to delineate work and personal time and the resulting outcomes. Based on scholarly research, the author proposes redefining the work-life boundary into three dimensions: flexibility, work boundary permeability, and home boundary permeability. While no longer able to control the time and place factors that once defined our work and personal time, employees can use behavioral and communicative tactics to maintain balance. These individual policy decisions and potential work-life balance tools are discussed. Organizations can support new boundary controls through education, support, and training. Finally, technology has resulted in cultural and societal changes, which may continue to be supported through national policy.

Stress and Burnout Experienced by Intercollegiate Swimming Head Coaches

2021 ◽  
Vol 8 (1) ◽  
pp. 72-78 ◽  
Author(s):  
Robert T. Pearson ◽  
Timothy Baghurst ◽  
Mwarumba Mwavita
Keyword(s):  
Work Environment ◽  
National Collegiate Athletic Association ◽  
Work Life ◽  
Future Research ◽  
Head Coaches ◽  
Life Balance ◽  
Training Interventions ◽  
Coaching Education ◽  
Program Success ◽  
And Training

The purpose of the present study was to investigate stress and burnout among intercollegiate head swimming coaches in the National Collegiate Athletic Association (NCAA). Participants were 223 coaches working at NCAA institutions who completed the Coaching Issues Survey, which measures potential stressors experienced by coaches using four subscales of Win-Loss, Time-Role, Program-Success, and Athlete-Concerns. Time-Role was the most significant stressor and Win-Loss the lowest. Females reported significantly higher stress levels than their male counterparts, t(197) = −2.87, p = .01, on all subscales. Overall, levels of stress were not significant by NCAA divisions I, II, and III F(2,201) = 1.25, p = .29, suggesting that coaches across all levels experience stress. Findings highlight the importance of monitoring work–life balance across all collegiate athletic divisions and the need to understand why females report higher levels of stress and how this can be improved. Future research should consider how burnout can be avoided through coaching education and training interventions that might aid coaches who perceive their work environment as stressful.

scholarly journals Investigating the Dimensionality of Work Life Balance in Islamic Perspective (Wlbip): An Insight from Indonesia

2021 ◽  
Vol 11 (01) ◽  
pp. 198-216
Author(s):  
Muafi Muafi ◽  
Keyword(s):  
Organizational Behavior ◽  
Theoretical Implication ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Life Balance ◽  
Islamic Perspective ◽  
Savings And Loan ◽  
Antecedents And Consequences ◽  
Special Region

Purpose: This study aims to investigate the dimension of Work Life Balance with Islamic perspective (WLBIP) approach in the employee of Baitul Maal Wa Tamwil or Islamic Financing Savings and Loan Cooperatives in Special Region of Yogyakarta (DIY) Province, Indonesia. Methodology: This study is conducted to all managers and employees of Baitul Maal Wa Tamwil in DIY Province. The study is carried out to 28 Baitul Maal Wa Tamwil with the target sample of 200 respondents. The questionnaire returned is from 150 respondents. Findings: WLBIP can be measured with 3 indicators: (1) time balance in Islamic perspective (TBIP); (2) involvement balance in Islamic perspective (IBIP); and (3) satisfaction balance in Islamic perspective (SBIP). Significance: The concept and research regarding WLB with Islamic approach are still not found yet. The results of the study with non-Islamic approach are still inconsistent. This study introduces the concept of WLBIP with 3 dimensions: (1) time balance in Islamic perspective (TBIP); (2) involvement balance in Islamic perspective (IBIP); and (3) satisfaction balance in Islamic perspective (SBIP). This three dimensions use WLB concept approach by considering the balance between the worldlife and the afterlife aspects. Limitations/Implications: The limitations of this study are that the author only examined the employee of financial service company with quantitative approach. Therefore, future studies need to use qualitative approach with wider sample (not only Muslim respondents). The antecedents and consequences of WLBIP also needs to be analyzed further. The theoretical implication is that this study contributes to the enrichment of WLB theory, especially from Islamic perspective, which is called WLBIP. Thus, it can contribute to the literature of Islamic Management and Islamic Organizational Behavior.

scholarly journals Trends and strategic approach to establishing work/life balance of managers and other employees

2021 ◽  
Vol 5 (2) ◽  
pp. 29-36
Author(s):  
Milica Mladenović ◽  
Bojan Krstić
Keyword(s):  
Employee Satisfaction ◽  
Empirical Studies ◽  
Work Life ◽  
Work Life Balance ◽  
Global Changes ◽  
Company Performance ◽  
Life Balance ◽  
Training Costs ◽  
Strategic Approach ◽  
And Training

The purpose of the paper is presenting the most noticeable trends in establishing work/life balance of managers and other employees worldwide. Due to global changes, establishing work/life balance of employees is considered a strategic topic for human resource management (HRM). The research was conducted through a thorough analysis of various theoretical and empirical studies from the previous period, both domestically and abroad, with the aim of determining the extent to which companies have integrated employees' work/life balance programs into their HRM strategy and daily operations. Introducing training and the use of employees' work/life balance benefits leads to reduced stress and increased productivity, commitment and employee satisfaction. Consequently, this leads to improved company performance-reduced absenteeism and leaving of the company, lower recruiting and training costs, attracting and retaining top quality employees, as well as better company image. This way, employees' work/life balance programs provide benefits for both the employees and the company.

scholarly journals Community pharmacists’ attitudes, opinions and beliefs about leadership in the profession: An exploratory study

2018 ◽  
Vol 151 (5) ◽  
pp. 315-321 ◽  
Author(s):  
Davin Shikaze ◽  
Muhammad Arabi ◽  
Paul Gregory ◽  
Zubin Austin
Keyword(s):  
Exploratory Study ◽  
Formal Education ◽  
Community Pharmacists ◽  
Management Training ◽  
Work Life ◽  
Work Life Balance ◽  
Leadership Roles ◽  
Semistructured Interview ◽  
Life Balance ◽  
Education Support

Background: The profession of pharmacy needs effective leaders to navigate change. Indirect indicators suggest there are insufficient numbers of pharmacists who actually want to be leaders. A paucity of research limits our understanding of what motivates and demotivates pharmacists to be leaders. This exploratory study was undertaken to investigate community pharmacists’ attitudes, opinions and beliefs about leadership. Methods: Interviews with 38 pharmacists were conducted either in person or using telecommunication applications such as Skype. A semistructured interview guide was used to elicit comments about leadership in general and in pharmacy, perceived leadership roles and barriers/enablers to leadership. Data were analyzed using Chan and Drasgow’s motivation-to-lead framework. Results: Key barriers to assuming leadership roles included lack of education/support, inadequate compensation, concerns about work-life balance, time constraints and a generalized discontent about leadership in society and in the profession. Discussion: While some of these barriers could be addressed through formal education (such as conflict management training) or through managerial influence (e.g., remuneration or scheduling to improve work-life balance), some (such as cynicism about leadership) will be more challenging to address. The need to address these barriers will grow as the need for new and emerging leaders in pharmacy continues to evolve.

scholarly journals Work-life Balance for Surgeons: Medical Education and Training to Reduce Conflict

2020 ◽  
Vol 59 (4) ◽  
pp. 325-334
Author(s):  
Junko Umihara ◽  
Mariko Nishikitani ◽  
Yoshiaki Hayasaka ◽  
Terumichi Fujikura ◽  
Miho Maeda ◽  
...  
Keyword(s):  
Medical Education ◽  
Education And Training ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Medical Education And Training ◽  
And Training

Work-Life Balance of Women in Higher Education Sector: An Assessment of Their Organizational Support

2020 ◽  
Vol 21 (1) ◽  
pp. 1-14
Author(s):  
Mufeed Ahmad ◽  
Ambreen Wani
Keyword(s):  
Organizational Support ◽  
Professional Education ◽  
Work Life ◽  
Women Faculty ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Life Balance ◽  
Jammu And Kashmir ◽  
Organizational Policies ◽  
College And University

Despite the vast research on human resources, little is known about the perspective of perceived organizational support in helping women faculty in professional education to strike the desirable balance between their work and non-work activities. This paper studies the role of Organizational Support in relation to Work-Life Balance of working women. India in general and Jammu and Kashmir (J&K) in particular, shows paucity of research conducted in this area. Therefore, this paper empirically examines the influence of these three dimensions on the Work-Life Balance of women faculty at college and university level in Kashmir. The results of the study indicated that all the factors were significantly related to a woman’s Work-Life Balance. This means that modern organizations should frame robust organizational policies aimed at supporting and enhancing career development of women professionals at work.

Quality of Work Life and Work–Life Balance

2020 ◽  
Vol 26 (3) ◽  
pp. 256-265 ◽  
Author(s):  
Pravin Bhende ◽  
Nandakumar Mekoth ◽  
Varsha Ingalhalli ◽  
Y. V. Reddy
Keyword(s):  
Principal Component ◽  
Work Life ◽  
Three Dimensions ◽  
Quality Of Work Life ◽  
Work Life Balance ◽  
Employee Productivity ◽  
Life Balance ◽  
Quality Of Work ◽  
The Impact

The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gathered from 89 managers of public and private sector banks in India using a convenience sampling method and analysed using principal component analysis and multiple regression analysis. Both qualities of work life and work–life balance are multidimensional constructs. Results indicate that the productivity dimension of a work–life balance was influenced by all dimensions of quality of work life except grievance redress. Further, the skill deployment dimension was predicted by all three dimensions of quality of work life. However, none of the quality of work life dimensions had any relation with the efficiency dimension of work–life balance. The study will help managers to ensure employee productivity and skill deployment by enhancing the quality of work life. The study has relevance for employee welfare and organizational output. The study has unearthed new dimensions in quality of work life and work–life balance and has established new relationships.

scholarly journals An Exploratory Study on the Impact of Work/Life Balance and Employee Engagement on Talent Management and Organization Performance: A Case of Jordan Telecom and IT Sector

2020 ◽  
Vol 9 (3) ◽  
pp. 617
Author(s):  
Areej Al-Khateeb ◽  
Kholoud Sudqi Al-Louzi
Keyword(s):  
Employee Engagement ◽  
Positive Relationship ◽  
Talent Management ◽  
Work Life ◽  
Three Dimensions ◽  
Work Life Balance ◽  
Organization Performance ◽  
Life Balance ◽  
The Impact ◽  
The Relationship

This study aims to explore the relationship between talent management, work life balance, motivational drivers of employee engagement and organization performance in telecommunication and information technology sector in Jordan. Both work life balance and motivational drivers of employee engagement were examined as mediators between talent management and organization performance. The population of the study consists of the three main telecommunication operators in Jordan; Zain, Orange and Umniah with a total number of employees (3305), a random sample appointed from the population with a total 250 questionnaires filled up. The study found a positive relationship between talent management and its three dimensions, namely talent acquisition, talent development and talent retention with organization performance. Results also found a positive relationship between talent management and its three dimensions with work life balance. A positive relationship also found between talent management and its dimensions with motivational drivers of employee engagement. Finally, work life balance found to partially mediating the relationship between talent management and organization performance and motivational drivers of employee engagement fully mediating this relationship between talent management and organization performance. This study stated many recommendations for future researches.

scholarly journals Burnout and Resiliency Among Family Medicine Program Directors

2018 ◽  
Vol 50 (2) ◽  
pp. 106-112 ◽  
Author(s):  
Maribeth Porter ◽  
Helen Hagan ◽  
Rosemary Klassen ◽  
Yang Yang ◽  
Dean A. Seehusen
Keyword(s):  
Family Medicine ◽  
Emotional Exhaustion ◽  
Financial Stress ◽  
Maslach Burnout Inventory ◽  
Program Directors ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Family Medicine Residency ◽  
Personal Time

Background and Objectives: Nearly one-half (46%) of physicians report at least one symptom of burnout. Family medicine residency program directors may have similar and potentially unique levels of burnout as well as resiliency. The primary aims of this study were to examine burnout and resiliency among family medicine residency directors and characterize associated factors. Methods: The questions used were part of a larger omnibus survey conducted by the Council of Academic Family Medicine (CAFM) Educational Research Alliance (CERA) in 2016. Program and director-specific characteristics were obtained. Symptoms of burnout were assessed using two single-item measures adapted from the full Maslach Burnout Inventory, and level of resiliency was assessed using the Brief Resilience Scale. Results: The overall response rate for the survey was 53.7% (245/465). Symptoms of high emotional exhaustion or high depersonalization were reported in 27.3% and 15.8% of program directors, respectively. More than two-thirds of program directors indicated that they associated themselves with characteristics of resiliency. Emotional exhaustion and depersonalization were significantly correlated with never having personal time, an unhealthy work-life balance, and the inability to stop thinking about work. The presence of financial stress was significantly correlated with higher levels of emotional exhaustion and depersonalization. In contrast, the level of resiliency reported was directly correlated with having a moderate to great amount of personal time, healthy work-life balance, and ability to stop thinking about work, and negatively correlated with the presence of financial stress. Conclusions: Levels of emotional exhaustion, depersonalization, and resiliency are significantly related to personal characteristics of program directors rather than characteristics of their program.

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