Gender perceptions of work-life balance: management implications for full-time employees in Australia

Fujimoto, Yuka; Azmat, Fara; Härtel, C. E. J.

doi:10.1177/0312896212449828

Cited by 29 publications

(17 citation statements)

References 60 publications

(93 reference statements)

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“…Findings from these qualitative work–family studies confirmed that in the majority of cases, gender differences were present in the accommodation of work–family needs (e.g. Burnett et al, ; Emslie & Hunt, ; Fujimoto, Azmat, & Haertel, ; Loscocco, ; Perrons, ). Examples of such differences include forgoing individual needs (Guendouzi, ), gendered time use (Rafnsdóttir & Heijstra, ), gendered family structure (Stalp & Conti, ), gendered household labour, parenting and caring roles (Crompton & Lyonette, ; Hilbrecht, Shaw, Johnson, & Andrey, ; Lowson & Arber, ; Windebank, ), gendered employment relations (Hantrais & Ackers, ; Turbine & Riach, ), and gendered family‐friendly policies/programmes (McDonald, Pini, & Bradley, ; Root & Wooten, ).…”

Section: Resultssupporting

confidence: 60%

Qualitative Research on Work-Family in the Management Field: A Review

Beigi

Shirmohammadi

2017

Applied Psychology

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Despite a proliferation of work-family literature over the past three decades, studies employing quantitative methodologies significantly outweigh those adopting qualitative approaches. In this paper, we intend to explore the state of qualitative work-family research in the management field and provide a comprehensive profile of the 152 studies included in this review. We synthesize the findings of qualitative work-family studies and provide six themes including parenthood, gender differences, cultural differences, family-friendly policies and non-traditional work arrangements, coping strategies, and under-studied populations. We also describe how findings of qualitative work-family studies compare to that of quantitative studies. The review highlights seven conclusions in the current qualitative literature: a limited number of qualitative endeavours, findings worth further attention, convergent foci, the loose use of work-family terminology, the neglect of a variety of qualitative research approaches, quantitative attitudes towards qualitative research, and insufficient reporting of research methods. In addition, implications for future researchers are discussed.

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Section: Resultssupporting

confidence: 60%

Qualitative Research on Work-Family in the Management Field: A Review

Beigi

Shirmohammadi

2017

Applied Psychology

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“…Australian research has observed that the traditional masculine 'ideal worker norm' predominates in many Australian workplaces, valuing workers who are willing and able to prioritise work over other life commitments such as care for children or elders (Albion 2004;Mcdonald, Bradley, and Brown 2009;Pocock, Charlesworth, and Chapman 2013). Such normative and gendered expectations are a central facet of organisational work-life culture (Fujimoto, Azmat, and Hartel 2013;Lewis, Gambles, and Rapoport 2007).…”

Section: The Current Studymentioning

confidence: 99%

To ask or not to ask? Investigating workers’ flexibility requests and the phenomenon of discontented non-requesters

Skinner

Cathcart

Pocock

2016

Labour & Industry: a journal of the social and economic rel

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Flexible working arrangements have attracted growing attention in workplaces across Australia and in many other countries in recent years. This contribution utilises the results of two large Australian employee surveys to analyse who asks for flexibility, why, and with what effects on work-life interference. This analysis is set in the context of Australia's 'Right to Request' (RTR) provisions which, at the time of the study, gave parents of preschool children and those with a disabled child aged up to 18 the RTR flexibility. The analysis also draws on a set of qualitative interviews of those we term 'discontented non-requesters' (that is, those who are not content with current arrangements but who do not ask for flexibility) to probe beneath the survey results to consider explanations about why some people do not ask for flexibility despite desiring different working arrangements. We conclude with the implications for policy and regulation. ARTICLE HISTORY

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“…Although gender differences were rather small, the result confirms previous findings showing that men and women differ as regards the goals they want to achieve by using WLB benefits. Previous research shows that when using benefits, men care more for free time, possibility to pursue their hobbies or to travel, whereas women appreciate the possibility to be available when their families need them [14][15][16]. It is worth noting again that our study included only SME employees.…”

Section: Discussionmentioning

confidence: 98%

Availability and the use of work-life balance benefits guaranteed by the Polish Labour Code among workers employed on the basis of employment contracts in small and medium enterprises

Andysz

Jacukowicz

Stańczak

et al. 2016

Int J Occup Med Environ Health

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Objectives: Polish Labour Code provides employees with a range of solutions (benefits) supporting them in achieving balance between work and private life. This paper was aimed at indicating availability and the use of legal benefits supporting work-life balance (WLB) among Polish workers of small and medium enterprises. Material and Methods: The study sample included 219 respondents, aged 22-64, working in small and medium enterprises and employed on the basis of employment contracts for at least a year. The respondents completed a questionnaire on availability and the use of benefits guaranteed by the Polish Labour Code, referring to their current workplaces. Results: Most frequently the studied employees took sick leave because of one's own illness and leave on demand. In our sample, 45% of the women took maternity leave and 26% of the men took paternity leave. The respondents took educational and parental leave the least frequently. More than half of the respondents (58%) did not return to the same position after leave devoted to childcare, even though they had such a possibility. Conclusions: In fact, most of work-life balance benefits guaranteed by law were available to the employees of small and medium enterprises, regardless of their gender. Availability and the use of the majority of benefits were similar among the women and men. Availability of benefits depended on the specificity of industry and a profession, thus, future research on work-life balance policy should control for variables related to the character of work.

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Gender perceptions of work-life balance: management implications for full-time employees in Australia

Cited by 29 publications

References 60 publications

Qualitative Research on Work-Family in the Management Field: A Review

Qualitative Research on Work-Family in the Management Field: A Review

To ask or not to ask? Investigating workers’ flexibility requests and the phenomenon of discontented non-requesters

Availability and the use of work-life balance benefits guaranteed by the Polish Labour Code among workers employed on the basis of employment contracts in small and medium enterprises

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