The challenges of work-life balance, gender equality in work and family life, and changing social norms‒responsible parenthood and safe and healthy working conditions‒have been widely discussed and addressed in literature, policy documents, and the media for decades. Since the early days of rural studies, the family farm has been widely recognized as a special unit of production, consumption, and lifestyle. However, the lifestyle of family farms, including work-life balance, has received little attention or consideration (...) in policy and academic debates, particularly in Europe. Based on these observations, this paper discusses the results of two consecutive studies on working conditions on farms in Slovenia, with a focus on work-life balance in the case of maternity/parental leave on farms. The first study is based on structured interviews with 60 adult members of family farms of both genders conducted in 2018/2019, and the second study is based on semi-structured interviews with 23 farmers of both genders from different parts of the country, conducted in 2021/2022. The stories of the two groups of research participants are assessed and discussed against the background of the current scholarly debate on work-life balance in farming context and the recently adopted institutional framework for work-life balance in the European Union. (shrink)

Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we assess whether women's (...) work-life balance and organizational commitment are associated with their sociodemographic characteristics. Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment. (shrink)

This study aims to elaborate on how work-life balance practices influence organizational cynicism through the mediation effects of person-job fit. We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses (...) should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. (shrink)

The article presents a contemporary theoretical overview as well as empirical research from 2024 on two important topics for Bulgarian organizations: work-life balance and engagement. It examines the interrelationships between these two phenomena, as well as how and to what extent current workplace status influences them. The scientific empirical study was conducted among 432 employees from Bulgaria. The results of the correlation analysis showed a high positive correlation between the subscales of engagement: Vigor, Dedication, and Absorption (p<0.001). A (...) positive, although weak, correlation was also found between work-life balance and engagement. The results indicated that managers and business owners have the highest level of engagement (p<0.001). The article also discusses approaches for increasing work engagement. (shrink)

“Work–life balance” is a relatively modern expression. However, there is no novelty in the core concept, as resistance to excessive incompatibility between work roles and personal roles has a history that predates contemporary struggles for a decline in unnecessary work–life conflict. The authors of this manuscript aim to convey a portion of this history by instilling, from an ethics perspective, an awareness of the efforts of early labor organizations, including labor unions, and a social organization (...) that addressed labor issues. They will also communicate the resolve of key individuals, especially women, including labor leaders and activists, who contributed to labor reform and served as early proponents for WLB. In addition, implications and suggestions for practice and future inquiry will be provided. (shrink)

As an emerging human resource issue in business ethics, work-life balance has been gaining increasing attention from both practitioners and scholars in recent years. In response to the call of Kelliher et al. :97–112, 2019), we addressed the research gap by examining the WLB of Chinese knowledge workers under flextime arrangement and the impact of work-life supportive culture on work-life spillover of the workers. Specifically, we examined the relationships between three components of work- (...) class='Hi'>life supportive culture, namely managerial support, career consequences, and organizational time demands, and two aspects of work-life spillover, positive and negative spillover, perceived by the workers. A quantitative survey with 35 employees in a software development company in Hong Kong was conducted. The results of structure equation modelling showed that managerial support was positively related to positive work-life spillover while organizational time demands was positively related to employees’ negative spillover. WLB needs of knowledge workers and the role of organizational culture in effective implementation of WLB policies were discussed, and several feasible WLB policies were suggested for managers. (shrink)

This research contributes to an improved understanding of authentic leadership at the work–life interface. We build on conservation of resources theory to develop a leader–follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work–life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve a positive work– (...) class='Hi'>life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study and an experimental study generally supported indirect effects linking authentic leadership to job satisfaction through work–life balance perceptions. However, both studies highlighted the relevance of followers’ own work–life balance as a mediator more so than the sequence of leaders’ and followers’ work–life balance. We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work–life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees’ well-being as well as avenues for future research. (shrink)

This article examines the relationship between women entrepreneurs’ job autonomy and work–life balance, with a particular focus on how this relationship might be augmented by environments that discriminate against women, whether socio-economically, institutionally, or culturally. Multisource data pertaining to 5334 women entrepreneurs from 37 countries indicate that their sense of job autonomy increases the likelihood that they feel satisfied with their ability to balance the needs of their work with those of their personal life. This process (...) is particularly prominent when they operate in countries characterized by discriminatory socio-economic and institutional conditions, though a mitigating instead of invigorating effect arises in culturally discriminatory settings. For business ethics scholars and practitioners, these findings indicate how the extent to which women entrepreneurs, seeking to combine professional and private responsibilities, derive benefits from initiatives aimed at enhancing their job-related freedom critically depends on whether they operate in adverse external environments. (shrink)

The aim of this research is to find out the effect of green Human Resources Management and employee performance on work-life balance, in small and medium enterprises operating in transition economies, specifically in Kosovo. Additionally, this paper presents a comprehensive conceptual framework for green human resources management and work-life balance. In order to find out this relation, a questionnaire was delivered to employees of small and medium enterprises in Kosovo. The data collected was analyzed using STATA (...) 14. To test the hypothesis, a linear model was constituted, and a regression analysis was conducted using the OLS technique. The model results indicate positive linear correlation between green human resource management, work-life balance, and employee performance, which means that green HRM and employee performance have significant impact on work-life balance of employees in small and medium enterprises in transition countries. This study contributes to practical level, as it provides important information to companies in Kosovo, who should take into consideration the importance of incorporating new green strategies in their human resource practices to facilitate work-life balance for employees, consequently leading to enhance company performance. (shrink)

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 gather...

Ongoing developments, such as digitalization, increased the interference of the work and nonwork life domains, urging many to continuously manage engagement in respective domains. The COVID-19 pandemic and subsequent home-office regulations further boosted the need for employees to find a good work-nonwork balance, thereby optimizing their health and well-being. Consequently, proactive individual-level crafting strategies for balancing work with other relevant life domains were becoming increasingly important. However, these strategies received insufficient attention in previous research despite (...) their potential relevance for satisfying psychological needs, such as psychological detachment. We addressed this research gap by introducing a new scale measuring crafting for a work-nonwork balance and examining its relevance in job-and life satisfaction, work engagement, subjective vitality, family role and job performance, boundary management and self-rated work-nonwork balance. The Work-Nonwork Balance Crafting Scale was validated in five countries, encompassing data from a heterogeneous sample of more than 4,200 employees. In study 1, exploratory factor analysis revealed a two-factorial scale structure. Confirmatory factor analysis, test for measurement invariance, and convergent validity were provided in study 2. Replication of confirmatory factor analysis, incremental and criterion validity of the Work-Nonwork Balance Crafting Scale for job and life satisfaction were assessed in study 3. Study 4 displayed criterion validity, test–retest reliability, testing measurement invariance, and applicability of the scale across work cultures. Finally, study 5 delivered evidence for the Work-Nonwork Balance Crafting Scale in predicting work-nonwork balance. The novel Work-Nonwork Balance Crafting Scale captured crafting for the challenging balance between work and nonwork and performed well across several different working cultures in increasingly digitalized societies. Both researchers and practitioners may use this tool to assess crafting efforts to balance both life domains and to study relationships with outcomes relevant to employee health and well-being. (shrink)

The aim of this study was to investigate how job crafting, work engagement, and workaholism were related in public sector organizations. The participants were civil servants from three Finnish public organizations, representing different professions, such as school personnel, secretaries, directors, parking attendants, and ICT specialists. We duly operationalized job crafting, work engagement, and workaholism by using the Job Crafting Scale, the UWES-9, and the Work Addiction Risk Test. The current study focused on the Finnish public sector, since (...) work engagement is recognized at the governmental level and has been shown to be strongly and positively associated with economic activity and productivity, while workaholism is associated with poor wellbeing. We analyzed the data by using structural equation modeling and found that three job crafting dimensions were strongly intertwined with one another. These dimensions were increasing structural job resources, increasing social job resources, and increasing challenging job demands. In the structural model, dimension “increasing structural job resources” was positively related to work engagement, whereas dimension “decreasing hindering job demands” was negatively associated with workaholism. This study highlighted the relevance of employees learning to balance their job resources and demands. We recommend that, in the public sector, employees be systematically encouraged to practice job crafting behavior by enabling them to increase structural job resources. These results are of high relevance, considering the heavy workload of public sector employees during the COVID-19 pandemic. (shrink)

There has been much scholarly attention given to the role of women in the labor market throughout the years. While there are plenty of evaluations of ideas and perspectives regarding work-life concepts, there is limited understanding regarding the theoretical foundation of work-life concerns specifically about mothers. This study aims to provide an overview of theories used to investigate the work-life issues of working mothers. The data were collected from the Web of Science database. A (...) total of 63 research studies examining the work-life challenges faced by employed women were evaluated based on theoretical frameworks. It was seen that identity theory and gender perspective are dominant perspectives in the current literature. In addition, the prevailing work-life perspectives adopted in the studies are work-life balance and work-life conflict. The study offers a detailed examination of the various theoretical perspectives employed in understanding the work-life difficulties encountered by employed mothers. (shrink)

Quality of work life is generally associated with a series of objective organizational conditions and practices that enables employees of an organization to perceive that they are virtually safe, satisfied and have better chances of growth and development as individual human beings. QWL is nowadays drawing more attention globally as in modern society people spend about more than one-third of their lives at their workplace. Hence, the eminence and importance of QWL is unparalleled and unquestionable. This article first (...) focuses on the definitions of QWL, followed by various paradigms of QWL, which form the basic element of QWL in any organization: health and safety, employment security, job satisfaction, occupational stress, work environment, work–life balance and human relations. Finally, the article proposes some strategies to improve QWL in organizations that focus on different areas of organizational functions: employee participation, job design and work organization, workforce awareness and career guidance, inter-group relationships, role of HR managers, self-managing work teams, rewards, alternative work schedules and supportive organizational culture. It is argued that one needs to pay attention to improve all these functions and strike a balance among them to make QWL effective. (shrink)

With the shift toward online environments due to COVID-19 pandemic, particularly for educational sector, employees’ performance has been affected by an array of different factors. Personal aspects as well as organizational focus on individuals’ wellbeing are the main focus of this study through inclusion of job autonomy and work-life conflict alongside other factors, such as informational support that can aid academic staff regarding their wellbeing during times of crisis. In response to the effects of COVID-19 on employees, this (...) study aims to provide tangible data to protect university teachers during crises and establish key points that can improve their wellbeing. For this purpose, we used interviews to provide in-depth understanding of the subject. A total of 16 teachers as interviewees have provided qualitative data that was analyzed with MAXQDA. This study highlights the importance of work-life conflict and vitality of job autonomy on academic staffs’ performance and overall wellbeing through a conceptual analysis. We emphasize the role of organizations in maintaining a work environment where university teachers’ wellbeing is prioritized and various elements such as training and support are used to help stabilizing work-life balance. The current findings can be beneficial for both scholars and decision-makers in schools and universities to enhance elements of remote work for their staff. (shrink)

As men take on more family responsibilities over time, with women still shouldering considerably more childcare and housework, an important ethical matter facing organizations is that of providing a supportive environment to foster employee well-being and balance between work and family. Using conservation of resources theory, this multi-source study examines the association between perceived family responsibility discrimination and work–life conflict as mediated by emotional exhaustion. Employee gender and power distance values are tested as moderators of the perceived (...) family responsibility discrimination to emotional exhaustion relationship. Results suggest that male employees who perceive family responsibility discrimination from their supervisor and hold high power distance values experience increased emotional exhaustion and work–life conflict. Female workers who perceive family responsibility discrimination from their supervisor experience increased emotional exhaustion and work–life conflict regardless of whether they have high or low power distance. Findings are consistent with theory-based predictions from conservation of resources theory: resources that are valued and not provided in the work context deplete emotional energies and ultimately trigger work–life conflict. Findings build on the work–life literature by introducing gender and power distance as factors that shape when employees feel the draining effects of family responsibility discrimination. (shrink)

The COVID-19 pandemic has altered workers' possibilities to combine work and private life. Work and private life could either interfere with each other, that is, when conflicting demands arise, or enrich, that is, when the two roles are beneficial to one another. Analyzing data from the Swedish Longitudinal Occupational Survey of Health through individual growth models, we investigated time trends of interference and enrichment between work and private life from 2016 through March to September (...) 2020, which is during the first wave of the pandemic. The sample included workers who had remained in the same workplace throughout the study period and worked at least 30% of full time, reaching 5,465 individuals. In addition, we examined trends in level of interference and enrichment across gender and industries. Results showed that Life-to-work interference increased over time in the Swedish working population, but neither did work-to-life interference nor enrichment. We observed only marginal differences across gender. Also, in the industries of fine manufacturing and real-estate activities, a decrease in interference, work-to-life interference, and life-to-work interference, respectively, was observed. In the human health and social care industry, an increase in interference and life-to-work interference was seen. Our conclusion is that overall changes to the possibilities to balance work and private life have occurred for workers in Sweden during the first period of the pandemic. Further studies are needed to study development time trends throughout the pandemic and across different occupations. (shrink)

BackgroundPast research shows that physicians experience high ill-being but also high well-being.ObjectiveTo shed light on how medical faculty’s experiences of their job demands and job resources might differentially affect their ill-being and their well-being with special attention to the role that the work-life interface plays in these processes.MethodsQualitative thematic analysis was used to analyze interviews from 30 medical faculty at a top research hospital in Canada.FindingsMedical faculty’s experiences of work-life conflict were severe. Faculty’s job demands had (...) coalescing effects on their stress, work-life conflict, and exhaustion. Although supportive job resources helped to mitigate the negative effects of job demands, stimulating job resources contributed to greater work-life conflict, stress, and exhaustion. Thus, for these medical faculty job resources play a dual-role for work-life conflict. Moreover, although faculty experienced high emotional exhaustion, they did not experience the other components of burnout. Some faculty engaged in cognitive reappraisal strategies to mitigate their experiences of work-life conflict and its harmful consequences.ConclusionThis study suggests that the precise nature and effects of job demands and job resources may be more complex than current research suggests. Hospital leadership should work to lessen unnecessary job demands, increase supportive job resources, recognize all aspects of job performance, and, given faculty’s high levels of work engagement, encourage a climate that fosters work-life balance. (shrink)

The current study aimed to examine the relationship between the quality of work life, represented by the homework interface, working conditions, general well-being, and social support provided by family and friends, and nurses’ job embeddedness (on-off the job), as well as to test their relationships with nurses’ career and life success. The study used analytical and descriptive methods to analyze data collected from 210 nurses working in health institutions in Egypt. The finding showed a positive correlation between (...) the dimensions of quality of life, social support from family and friends, and job embeddedness (on-off the job), along with their impact on nurses’ career and life success. The findings indicate that nurses’ ability to perform dual roles, balance work and family responsibilities, and manage time effectively helps them achieve career and life success. An organization that implements occupational safety measures, prevents risks and injuries, allows freedom and independence, and adopts flexible work practices makes performing difficult tasks less stressful, helping nurses adhere to professional ethics and respect ethical rules. The practical and theoretical implications of the study model are discussed. (shrink)

Care work is both gendered and relational, defined typically as the care women do for others. When faced with a chronic life-threatening illness such as breast cancer, women must learn to perform care work for the self. Drawing from participant observation and 60 in-depth interviews, the author explores the gendered strategies and justifications women use to cope with breast cancer and engage in care work for the self. Women in the study used a multiprocess, gendered “balancing (...) act” to learn to balance their needs with the needs of others, which involves setting boundaries and establishing criteria for accepting and asking for help. These strategies reflect a negotiation of normative expectations that stress women's selflessness, empathy, and caring for others. (shrink)

The aim of this article is to offer a view of the current status of women in medical physics and biomedical engineering, while focusing on solutions towards gender balance and providing examples of current activities carried out at national and international levels. The International Union of Physical and Engineering Scientists in Medicine is committed to advancing women in science and health and has several initiatives overseen by the Women in Medical Physics and Biomedical Engineering Task Group. Some of the main (...) strategies proposed by the Task Group to attain gender balance are: (a) identify and promote female role models that achieve successful work-life balance, (b) establish programs to develop female leaders, (c) create opportunities for females to increase the international visibility within the scientific community, and (d) establish archives and databases of women in STEM. (shrink)

Research on gender inequalities in well-being, attribute lower levels of wellness in women to the burden of multiple role demands, particularly during midlife. Using mostly quantitative measures of subjective well-being (SWB), such studies tend to narrow the concept of well-being and overlook the value of in-depth, context-specific inquiry. Work-life balance is also a consistent causative narrative in studies on women's well-being. Yet, such a narrative frequently emphasizes individual agency in a seemingly unattainable quest, implying an anomaly on how (...) women then actually manage to sustain their well-being. The present study therefore explored the work-life experiences of women in their midlife. The aim was to reach a deeper understanding of the psycho-social dynamics at play in sustaining a psychologically-well self. Meta-theoretically the study built on non-traditional and gendered career models that augment female employees' unique career needs. From a socioanalytic stance, this study investigated secondary data gathered from focus groups, which were based on the socioanalytic method of social dream drawing. The data originated from four sessions of social dream drawings, in which the researcher as participant-observer, investigated work-life experiences of seven women. The gathered information was managed through Atlas.ti and processed through phenomenological hermeneutic analysis. The findings contribute to the discourse on women and well-being and give insight into the application of a unique socioanalytic methodology to research in this field from a gendered perspective. Results were analyzed by developing metaphors from the data. These metaphors reflect women's well-being as they present three unique career needs, namely challenge, balance, and authenticity, during their midlife career stage. Findings show how women's projective identification with outdated gender role norms may perpetuate a gendered notion of work-life balance, which consistently challenges their well-being. Projective identifications are evident in introjected feelings of self-doubt, self-stereotyping, and in the tension between female employees' personal and social identities. The study ultimately points to well-being as a dynamic phenomenon, which women sustain by engaging both positive and negative experiences and through identity tasks such as self-awareness, self-authorisation, self-regard, and authentic self-expression. These findings highlight the importance of creating self-reflective space in organizations to facilitate women's psychological well-being. (shrink)

The article reveals some approaches to the notion of the balance between “life and work”. There are given constituents of the notion “work and life”, also we offered basic orientations of policy in achievement the correspondent balance, analyzed possible consequences of establishment/violation for a person or business, in particular for enterprises in the tourism and hospitality sphere. There are given and analyses survey results of the specialists in tourist enterprises concerning the balance between working and free (...) time. Several kinds of organizational culture are outlined and given monitoring results on these kinds in tourist agencies of Dnipropetrovs’k and Dnipropetrovs’k region. We determined that adherence of the employees of recreational enterprises to their working places depends on their awareness of the possibility in achievement in the working place the balance between working and free time. Secondly, we found out that employer’s help was more important than family support as to reducing stress and leveling industrial conflicts. Thirdly, there exist significant dependence between employee turnover in tourist and some other enterprises and unbalancing between «public» and «individual». There is emphasized the role of organizational culture in finding the compromise between public and private, and given recommendations as to its reinforcement. (shrink)

The impact of labor quality on project effectiveness is crucial, influenced by factors like leadership style, motivation, and work-life balance. Companies must consider the commitment model of professional construction workers to enhance project performance, especially in resource-scarce regions like East Kalimantan. Researchers aimed to identify this commitment model's role in East Kalimantan's projects. Using a mixed method with 250 respondents, including various stakeholders, the study found that authentic leadership positively affects worker commitment and project outcomes (accepted hypotheses H1, (...) H2, H5, H7), while other hypotheses were rejected (H3, H4, H6). Data were collected via questionnaires and interviews, analyzed using SEM SmartPLS for quantitative data and qualitative methods for interview data. (shrink)

This elegant essay on the justice of work focuses on the fit between who we are and the kind of work we do. Russell Muirhead shows how the common hope for work that fulfills us involves more than personal interest; it also points to larger understandings of a just society. We are defined in part by the jobs we hold, and Muirhead has something important to say about the partial satisfactions of the working life, and the (...) increasingly urgent need to balance the claims of work against those of family and community. Against the tendency to think of work exclusively in contractual terms, Muirhead focuses on the importance of work to our sense of a life well lived. Our notions of freedom and fairness are incomplete, he argues, without due consideration of how we fit the work we do. Muirhead weaves his argument out of sociological, economic, and philosophical analysis. He shows, among other things, how modern feminism's effort to reform domestic work and extend the promise of careers has contributed to more democratic understandings of what it means to have work that fits. His account of individual and social fit as twin standards of assessment is original and convincing--it points both to the unavoidable problem of distributing bad work in society and to the personal importance of finding fulfilling work. These themes are pursued through a wide-ranging discussion that engages thinkers from Plato to John Stuart Mill to Betty Friedan. Just Work shows what it would mean for work to make good on the high promise so often invested in it and suggests what we--both as a society and as individuals--might do when it falls short. (shrink)

The main attention is focused on time allocation for work and personal life in this article. The research consists of four parts. The first part of this article analyses the theoretical aspects of time allocation for work and personal life. The second part of the article justifies the methodology of the research. In the third part of the article, the time allocation for work and personal life is analysed. Finally, the discussion about time allocation (...) for work and personal life is provided. Having conducted the empirical analysis, the following conclusions can be drawn. The experts defined the concept of the balance between work and personal life in terms of time: the balance between work and personal life is achieved when a person feels consistency and harmony between work and personal life. In terms of time, sleep, work and personal life must be each given 8 h a day, proportionately. However, it has been empirically investigated that the most important area of time allocation for self-employed persons is work. Self-employed persons in Lithuania spent 22.5% of time a day on work, and 77.5% on personal life. Furthermore, in the end of this article, the main conclusions and possible future directions of the research are provided. (shrink)

The globalization of and technological challenge to the world's workers generate profound ethical problems. Suitable solutions will require governments and civil societies to move beyond the modern tendencies to divinize property rights and base people's income eligibility almost exclusively on their work. Some attention is being paid to the issues involved therein so as to achieve better work/life balance. In some places, in fact, resource-based wealth has been distributed to all citizens, even to those not directly involved (...) in generating the wealth. To maintain and grow such arrangements will be difficult so long as traditional capitalist values like property rights and the work ethic remain dominant. Until this worldview is modified, only the independently wealthy will be able to live decent lives without engaging in wage work. But wageworkers' ability to find such work indefinitely is not assured. (shrink)

Although women comprise almost 50 per cent of the practising legal profession in Australia and elsewhere, numerosity is insufficient to overcome the 'otherness' of the feminine in corporate law firms. Despite measures to recognise the ethic of a balanced life for those with caring responsibilities, these initiatives are undermined by the contemporary imperative in favour of competition. This article argues that there is a hypermasculinist sub-text invoked by the media reporting of a flurry of mergers between super-élite London-based global (...) law firms and Australian firms with an eye to expansion in the Asia-Pacific. It is suggested that the incommensurability of the discourses of flexible work and hypercompetition symbolically revives and sustains the masculinity of super-élite law firms as the gender tipping point draws nigh. To illustrate the thesis, the representation of the two discourses in the print media between 2011 and 2012 are considered, drawing primarily on The Times and The Australian. (shrink)

The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected job (...) resources, in terms of support from supervisor, job autonomy, and participation in decision making, to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining work-family conflict, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with work-family conflict. Secondly, job resources, including support from supervisor and participation in decision making, buffered this association, which was stronger when resources were low. On the contrary, job autonomy did not buffer the association between workload and work-family conflict. Overall, the results of this study are consistent with the Job Demands-Resources model and contribute to to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely support from supervisor and participation in decision making, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing work-family conflict among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of work-family conflict. (shrink)

A single mother is a person who is accountable for raising their children alone because they do not have a husband or live-in partner. Single mothers claim to have no co-parenting relationships at all, comparing single parents to those who are married, cohabiting, or without children, single parents experience the worst work-life balance. A single parent may feel overwhelmed by the demands of juggling child care, a career, paying bills, and maintaining household responsibilities. Single-parent households frequently deal with (...) several extra obligations and possible complications that other families would not. The study also emphasizes the difficulties and coping mechanisms faced by contractual single parents as well as their lived experiences. The study's findings, which were based on an Interpretative Phenomenological Analysis, were as follows: (1) Work-life balance can be difficult for single parents. They struggle to keep their jobs while taking care of their family because they are the only ones in charge of the children. (2) Single contractual mothers face particular difficulties due to a lack of resources for basic expenses. (3) Contractual single women lean on their kids, the good people in their lives, and their faith in God to get through problems. (shrink)

This article intends to show the distance between work-life balance as a political and social issue at the EU and Romanian level, through the lens of the local gender equality policies following the process of EU accession. The article provides, in its first part, a brief presentation of the main theoretical axes structuring the available literature, followed up by the analysis of the occurrence of the work-life balance issue at the European level. Then the study examines (...) the normative dimension of work-life balance in post-communist Romania, seeking to understand to what extent work-life balance policies have been designed and implemented in the last 25 years. (shrink)

Using an ethnographic case study based in a UK state school for 11- to 18-year-olds, this paper explores the tensions that arose when the senior leadership team (SLT) introduced a justice-based ethic-of-care that prioritized good grades and equal treatment for all pupils over a feminist ethic-of-care (preferred by most teachers in non-leadership roles) that accentuated individual pupil need and placed greater emphasis on a broader social education. Through highlighting the tensions between a feminist ethic-of-care and a more ‘masculine’ style, justice-based (...) approach to care-ethics, the paper extends the organisational care-ethics literature. We emphasise that such tensions occurred whether the different ethics were enacted by men, women, or non-binary individuals. In order to better understand the tensions between these two ethical approaches, we draw upon the theoretical work of Donald Winnicott, which highlights the importance both of maternal and paternal roles during infancy. We update Winnicott’s ideas, noting how maternal and paternal caring roles can be undertaken by people of varied gender identities. Building on Winnicott’s theory, we propose a new ‘Parentalist’ ethic-of-care, which has the potential to balance and hold together ideas of both a feminist ethic-of-care, and a justice-based ethic. A Parentalist ethic-of-care could support teachers yet recognize the context of the contemporary neo-liberal environment, where most children need to attain formal qualifications in a marketized world, and where such measures of success are highly valued. (shrink)

Previous literature has documented the general issues psychologists often face while balancing their personal and professional lives. The struggle stems from attempting to satisfy the need to maintain a life outside of work while having the professional obligation to follow the American Psychological Association’s (APA’s) Ethical Principles of Psychologists and Code of Conduct (Ethics Code) to prevent their personal lives from interfering with their professional roles and relationships. The present article analyzes the subject of psychologists taking a public (...) position on controversial public issues. Although the APA Ethics Code does not restrict how psychologists conduct themselves during their personal time, taking a public stance on a controversial issue could potentially strain professional relationships and inadvertently reflect negatively on the profession. The present article examines ethical issues that (a) should be taken into account before psychologists take a public position on a controversial issue and (b) are in conflict with APA’s Ethics Code or current research. (shrink)

The article is devoted to the problem of work-life balance. Nowadays more and more benefits is being perceived that stem from implementation of the industrial culture based on balance between work and life. On the other hand there are various limitations which in some cases hinder. One of such barriers lays in the process of communication. Moreover, the article discuss the process of gaining competitive advantage on the ground of the idea of work-family balance. The (...) idea seems to be positive especially for the employees, organisation and even the whole society, since it can prevent the phenomenon of professional burnout. It also helps to maintain the most efficient and the best among the employees, who are intentionally aimed at achieving their goals in professional and personal life. The work- -family balance programmes can make a positive impact on the firm’s reputation and its perception by potential employees. The pregnant women and young parents are presented as a group most interested in those flexible solutions and the programmes prepared for them in LG Electronics, IBM, Decora SA, IKEA, BZ WBK, Volkswagen Motor Polska are examined. (shrink)

There seem to be obvious virtues to keeping a sense of balance. In this paper, I consider some examples from ordinary life and education where the pursuit of balance would appear to be a benefit. Yet I also draw upon lines of thinking from John Stuart Mill and Adam Phillips to examine whether the apparent good sense of balance can be disturbed. I show how Mill's and Phillips’ ideas extend into a consideration of the aesthetics of balance and the (...) idea that there might be something deceptively alluring about balance. I seek to develop these lines of thinking in relation to a work of modernist literature that works to dissipate balance's beguiling allure. (shrink)

Peoples often question the relevance of spiritualism in their modern life. They want to know why they should know what they are within and why should they bother to change themselves. With rapid changes in the socio-economic aspects of life all over the world, peoples are under intense pressure, and are seeking something, which will help them to successfully deal with union with the universal and transcendent existence. Today many people are shifting to spiritual approach to life (...) but relevant number does not know how. We all desire a work experience that can fit neatly with our personal lives. We all seek balance. Too often however people’s work life overpowers the rest if their life. And when that happens, we can very easily find ourselves struggling to keep up in all areas of our lives. Life is not all-play –no –work. Neither it is all-work-no-play. It has its own course of mixed actions. Work culture also plays an important role in human life. It means work-related activities and the meanings attached to such activities in the framework of norms and values regarding work these activities, norms and values are generally conceptualized in an organization. Understanding this chemistry and accepting the facts as its, is the starting point of a better life. When this happens the discussion has developed into a full-fledged philosophical one. And we come to ethics or moral philosophy and spiritualism. In this chapter we will study the philosophical outlook of work as a moral ideal in the form of karma. (shrink)

This article explores how working mothers negotiate the often competing spheres of paid work and unpaid domestic and care work. Drawing upon qualitative data from a varied sample of women, it discusses the impact of workplace demands on home life, women’s attempts to contain the domestic sphere so as not to disrupt paid work, and the emotional conflicts inherent to combining dual roles. In addition, the article applies Bauman’s concepts of order and disorder to women’s experiences (...) of work–care negotiation. Whilst it is recognized that Bauman’s work largely ignores gender, his discussion of solid modernity with its emphasis on order and the transition to liquid modernity with its emphasis on disorder provide a useful theoretical lens through which to illuminate women’s accounts of managing dual roles. (shrink)

The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, work–family conflict, and perceived organisational support on workplace flourishing for higher education employees. The study followed a (...) cross-sectional quantitative research framework. Data were collected from a sample of 227 academic and support staff employees from a selected residential University in South Africa. The results indicated that technostress through perceived organisational support and through work–family conflict influences workplace flourishing. No direct significant effect was reported between technostress and workplace flourishing. Technostress, work–family conflict, and perceived organisational support combined explained 47% variance in workplace flourishing. Perceived organisational support displayed the strongest direct effect on workplace flourishing, and technostress is a strong determinant of work–family conflict, which then mediates the relationship between technostress and workplace flourishing. The study concluded that providing organisational support and creating policies favourable to work–life balance assist employees in managing techno-overload, techno-invasion, and techno-complexity better and enhance workplace flourishing. Although employees struggle in the remote working context with demands imposed by techno-overload, techno-invasion, and techno-complexity, the results indicate that perceived organisational support and balanced work life act as job resources that enhance emotional, psychological, and subjective wellbeing. (shrink)

In Please Unsubscribe, Thanks!, Gambuto gives us a radical blueprint for the ways we can take a deep breath, renew, and commit to a life that we really want, individually and collectively, from unsubscribing to emails and automated subscriptions to reevaluating the presence of people and ideas and habits that no longer serve us or make us happy. Infused with the practical advice in James Clear's Atomic Habits and the humor of Sarah Knight's The Life-Changing Magic of Not (...) Giving a F**k, Please Unsubscribe, Thanks! helps us focus on where we find joy in our lives and encourages us to toss out what doesn't bring us joy in this modern world. (shrink)

"Just as philosophy begins with doubt, so also a life that may be called human begins with irony" so wrote Kierkegaard. While we commonly think of irony as a figure of speech where someone says one thing and means the opposite, the concept of irony has long played a more fundamental role in the tradition of philosophy, a role that goes back to Socrates Ð the originator and exemplar of the urbane ironic life. But what precisely is Socratic (...) irony and what relevance, if any, does it have for us today? Bernstein begins his inquiry with a critical examination of the work of two contemporary philosophers for whom irony is vital: Jonathan Lear and Richard Rorty. Despite their sharp differences, Bernstein argues that they complement one other, each exploring different aspects of ironic life. In the background of Lear’s and Rorty’s accounts stand the two great ironists: Socrates and Kierkegaard. Focusing on the competing interpretations of Socratic irony by Gregory Vlastos and Alexander Nehamas, Bernstein shows how they further develop our understanding of irony as a form of life and as an art of living. Bernstein also develops a distinctive interpretation of Kierkegaard’s famous claim that a life that may be called human begins with irony. Bernstein weaves together the insights of these thinkers to show how each contributes to a richer understanding of ironic life. He also argues that the emphasis on irony helps to restore the balance between two different philosophical traditions philosophy as a theoretical discipline concerned with getting things right and philosophy as a practical discipline that shapes how we ought to live our lives. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Rhetoric as a Balancing of Ends:Cicero and MachiavelliGary RemerIn his youthful work on rhetoric, De inventione (published about 86 B.C.E.), Cicero lists the ends for deliberative (political) oratory as honestas and utilitas (the good or honorable and the useful or expedient). In more mature writings, like De oratore (55 B.C.E.) and De officiis (44 B.C.E.), Cicero maintains a similar position: that the morally good and the beneficial are (...) reconcilable. For example, Cicero assumes in De officiis the identity of the honestum and the utile. He states there that "there is one rule for all cases;... either the thing that seems beneficial must not be dishonorable, or if it is dishonorable, it must not seem beneficial" (On Duties 3.81).1 In recent years, Victoria Kahn (1994) and J. Jackson Barlow (1999) have offered Machiavelli's "rhetorical politics"—a politics "attuned to the rhetorical concerns of effective political action" (Kahn 1994, 24)—as a more coherent and intellectually honest alternative to Cicero's attempt to reconcile irreconcilables.2 They contend that, unlike Cicero, Machiavelli accepts the impossibility of simultaneously upholding the morally good and the useful. For Machiavelli, the successful political actor must choose the utile over the honestum.Cicero, however, is not alone in his inconsistency. As Kahn demonstrates, Machiavelli's account of virtù is itself inconsistent. For example, he sometimes includes morality as an element of excellence (virtù) and at other times does not. I contend in this article, however, that Kahn's interpretation [End Page 1] of Machiavelli's contradictoriness as only "apparent," a variability, she argues, that is rhetorically inspired rather than logically deficient, applies not only to Machiavelli, as Kahn would have it, but also to Cicero. I argue that both Machiavelli and Cicero eschew "clear-cut or permanent distinctions" within virtù and between the honestum and the utile, respectively, because they wish to signal the political actor's need for flexibility (Kahn 1994, 30). Insofar as Cicero's internal contradictions, like Machiavelli's, are apparent but not real, I hold that Machiavelli does not offer a political approach that is superior to Cicero's, at least not in the sense of greater intellectual coherence.Despite their similarities, however, Cicero and Machiavelli differ from each other in that Cicero, in contrast to Machiavelli, openly affirms that politics is incomplete without a dual commitment to the good and the beneficial. I examine Machiavelli's focus on the useful and public as opposed to Cicero's additional commitment to the honorable and to the private. I analyze, in particular, the pursuit of glory in Machiavelli as it derives from early classical culture, which was preoccupied with appearances and the search for immortality. I argue that Cicero, while not abandoning the quest for glory, also vests this concept (under Stoic influence) with a private, moral character. In doing so, Cicero adheres to the rhetorical principle of decorum, which obliges orators to adapt themselves to context. This principle, I maintain, is not only a matter of expediency for Cicero but also a moral duty. While Cicero accommodates himself to a Roman world in which private morality was already an important part of one's life, Machiavelli violates decorum, attempting to resurrect a heroic ideal that disappeared long ago.Although most recent work on the revival of rhetorical ethics focuses on Aristotle (see Allen 2004, 140–59; Furley and Nehamas 1994; Garver 1994; Rorty 1996), I discuss Cicero in this essay. Not only has Cicero been the dominant influence on the Western tradition of rhetoric, but he also (unlike Aristotle) includes the honorable as one of the ends of deliberative oratory. Thus Cicero states in De inventione that while "Aristotle accepts advantage as the end [of deliberative oratory],... I prefer both honor and advantage" (2.52.156). And while Aristotle's position on deliberative oratory's ends does not mean that he ignores moral considerations, Cicero's decision to promote the good as an explicit rhetorical end forces his readers (and Machiavelli) to confront the relationship between virtue and expediency in a way that Aristotle's readers do not (Cox 1997, 1113). I concentrate, in particular, on Cicero's De officiis because... (shrink)

The value of a company’s ethical reputation has become a focal point for management researchers. We seek to join this conversation and extend the research centered on a firm’s ethical reputation. We accomplish this by shifting our focus away from its impact on external stakeholders to its impact on internal stakeholders. To this end, we rely on signaling theory to explain why a firm’s ethical reputation matters to its employees in an effort to bridge the macro–micro research gap. Across two (...) studies, we propose and demonstrate that a firm’s ethical reputation impacts employee subjective career success in form of career opportunities and work–life balance. Given our signaling theory framework, we also identify and explain when two industry-level characteristics operate as boundary conditions that distort a firm’s ethical reputation signaling properties. Specifically, the results demonstrate that a firm’s ethical reputation is positively related to employees’ perceptions of career opportunities and work–life balance. The results of our studies also demonstrate that the relatively high levels of industry competition and industry regulation weaken the positive impact of a firm’s ethical reputation on career opportunities and work–life balance. Theoretical and practical implications are discussed. (shrink)

How should you live? Should you devote yourself to perfecting a single talent or try to live a balanced life? Should you lighten up and have more fun, or buckle down and try to achieve greatness? Should you try to be a better friend? Should you be self-critical or self-accepting? And how should you decide among the possibilities open to you? Should you consult experts, listen to your parents, or should you do lots of research? Should you make lists (...) of pros and cons, or go with your gut? These are not questions that can be answered in general or in the abstract. Rather, these questions are addressed to the first person point of view, to the perspective each of us occupies when we reflect on how to live without knowing exactly what we're aiming for. To answer them, this book focuses on the process of living one's life from the inside, rather than on defining goals from the outside. Drawing on traditional philosophical sources as well as literature and recent work in social psychology, this book argues that to live well, we need to develop reflective wisdom: to care about things that will sustain us and give us good experiences, to have perspective on our successes and failures, and to be moderately self-aware and cautiously optimistic about human nature. Further, we need to know when to think about our values, character, and choices, and when not to. A crucial part of wisdom, the book maintains, is being able to shift perspectives: to be self-critical; to be realistic; to examine life when reflection is appropriate, but not when we should lose ourselves in experience. (shrink)