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Although past research suggests that life stage is an important consideration in the work-life interface, a life stage approach in the work-life literature is uncommon and mostly focused on the negative side (work-life conflict) of the interface. Accordingly, this dissertation presents a quantitative study (N=507) that integrates conflict and enrichment into work-life balance by life stage. Drawing on work-life theories (e.g., role scarcity) and life course research, it extends extant knowledge by confirming that work-life balance differs by life stage but not as expected. Employees in the early life stage (rather than those in later stages) had the most beneficial work-life balance. Understanding work-life balance differences by life stage may also help organisations to craft more targeted policies and practices for their employees. This dissertation examines further work-life issues by focusing on the effects of homeworking. It includes a qualitative study (N=40), supported by quantitative data (N=514), that explores the situation when homeworking is perceived differently by the employee and the employer. Based on Employee-Organisation Relationship (EOR) concepts (such as Perceived Organisational Support) and an extension of an inducements-contributions model, this dissertation contributes to the EOR literature by integrating employee and employer's perspectives and suggesting that differences in perceptions may produce adverse outcomes, such as employees not meeting their employer's expected contribution. This thesis also explores the role of homeworking in the organisational culture-climate alignment using a multi-model framework of organisational culture-climate. It provides a detailed contextual explanation of the potential adverse impact of homeworking on the organisation with a mixed methods approach. Findings reveal that homeworking may cause tension in the cultureclimate relationship and negatively affect organisational performance. These results contribute to the organisational culture and climate literature and the on-going debate over the consequences of homeworking, and provide a practical illustration of homeworking’s potential drawbacks.
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Particpants completed a demographic survey, work-life balance scale, work-study interface scale, perceived stress scale, and satisfaction with life scale. Collected data were analyzed using regression analysis. The results indicated that in both work-life balance and work-study interface, working female online students had higher levels of ...
understand the implications of the work/life interface on other HRD interventions (i.e. those whose purpose does not specifically include work/life issues). Furthermore, Morris and Madsen note that “by better understanding work-life theory, issues, challenges, and possible solutions, HRD professionals can strategically change the work culture,
Discussions surrounding the work-life theme have grown exponentially since the 1960s and have become even more prominent in recent years. Although work-life issues are overwhelmingly universal, the dynamics between work and non-work may be culture and context-specific. The present thesis explores the work–life interface as it impacts
Adapting to the work-life interface: The influence of individual differences, work and family on well-being, mental health and work engagement. By Prudence M. R. Millear B. Sc. Ag. (Hons), Grad. Dip Psych, B. Psych. (Hons) A thesis submitted in fulfilment of the requirements of the degree of Doctor of Philosophy School of Psychology and Counselling
measure representing the positive side of the work-life interface, which is referred to as positive spillover. The measure encompasses previously developed measures of work-life enrichment, facilitation, and positive spillover, along with newly generated items to best capture facets underlying the positive transfers between work and life.
Whilst there is a considerable body of knowledge on the work-life interface, research has focused almost entirely on employees in family households (Casper et al, 2007a), meaning very little is known about the situation for those who live alone. This thesis is based on the work-life attitudes and experiences of 36 young managers and
Canonico, Esther (2016) Putting the work-life interface into a temporal context: an empirical study of work-life balance by life stage and the consequences of homeworking. PhD thesis, London School of Economics and Political Science.
Mar 1, 2011 · Constructs of the Work/ Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony March 2011 Human Resource Development Review 10(1):6-25
support work–life balance programs (Bloom, Liang, Roberts, & Ying, 2014). The general business problem is employees without work–life balance can negatively impact organizational success outcomes. The specific business problem is that some senior leaders lack strategies to improve employee work–life balance. Purpose Statement
Aug 5, 2017 · Given that the work-life interface is of particular concern due to rising numbers of dual-earner couples and non-traditional gender roles within the workforce, defining balance and the relationship between these two roles is of