Homeworking and work-life balance: does it add to quality of life?

Moore, Jeanne

doi:10.1016/j.erap.2005.02.013

Cited by 50 publications

(48 citation statements)

References 15 publications

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“…In contrast, homeworkers doing low-skilled work for low pay tend to look after their children while simultaneously working. Their situation is thus the opposite of most professional homeworkers (Crosbie and Moore, 2004;Moore, 2006).…”

Section: Ijssp 341/2mentioning

confidence: 96%

“…It is argued, that gender mediates the relationship between work and family. Gender is also regarded as a key variable affecting what type of work is done at home and how it is experienced (Sullivan and Lewis, 2001;Moore, 2006). In former debates, the key tension has been whether work at home challenges or reinforces gendered work and family roles (Sullivan and Lewis, 2001;Sullivan and Smithson, 2007).…”

Section: Telework and Informal Work At Home: Heterogeneous Concepts Amentioning

confidence: 99%

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Informal overtime at home instead of telework: increase in negative work-family interface

Ojala

Nätti

Anttila

2014

International Journal of Sociology and Social Policy

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Purpose -The authors aim to compare how formal flexibility, such as telework, differs from informal overtime work at home regarding the work-family interface. Design/methodology/approach -By using data from the Finnish Quality of Work Life Surveys from 2003 and 2008, the positive and negative measures concerning the work-family interface are examined through logistic regression analysis. Findings -Employees doing informal overtime at home are more likely to be affected by negative emotions concerning work disrupting family lives. Additionally, negotiations between couples over the allocation of time become areas of conflict. Only weak evidence is provided for both telework and informal work at home supporting family life. Research limitations/implications -In studying homeworking, it is important to separate between formal and informal flexibility at work. The data exceptionally enable that. The limitations of the data are cross-sectionality and only a few measures for assessing the positive work-family interface. Originality/value -The contribution of the study is to show how informal overtime at home is related with stronger negative implications for work-family interface, when separated from telework. The article discusses how well-intentioned working schedule flexibility results in family life being infringed upon. Informal work may help attain a better work-family interface, but, with dual-earner employment being predominant in Finland, informal overtime work can increase pressures on families. The authors encourage the policy-and organisation-level recognition of informal overtime risks.

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Section: Ijssp 341/2mentioning

confidence: 96%

Section: Telework and Informal Work At Home: Heterogeneous Concepts Amentioning

confidence: 99%

Informal overtime at home instead of telework: increase in negative work-family interface

Ojala

Nätti

Anttila

2014

International Journal of Sociology and Social Policy

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“…This all adds to the rules and social constructs that begin to alter the domestic space through the processes of domination. In these ways, although beyond the immediate reach of personal supervision, homeworkers can access varying levels of discretion in relation to their work, which suggests limits to the association of homework and employee freedom (Moore, 2006). Surveilled in this way, the homeworker may come to feel they inhabit a panopticon (Foucault, 1977) where, in every moment, there is the possibility of observation or intrusion (Zweig and Webster, 2002;see also, Cairns et al, 2003).…”

Section: The Spatial Implications Of Homeworkingmentioning

confidence: 99%

“…Despite regular presentation as a form of flexible working that facilitates workers' opportunities to cope with both work and non-work demands (Lim and Teo, 2000), the ability of homeworking to achieve these aims has also been subject to critical examination (Phizacklea and Wolkowitz, 1995;Moore, 2006;Tietze et al, 2009). Furthermore, notions of 'home' itself have also been contested (Moore, 2000;Mallett, 2004).…”

Section: The Challenges and Rewards Of Homeworkingmentioning

confidence: 99%

The spatial implications of homeworking: a Lefebvrian approach to the rewards and challenges of home-based work

Wapshott

Mallett

2011

Organization

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Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full DRO policy for further details.

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“…In order to facilitate optimum productivity through HR, it is very essential to manage the human capital effectively and effectively in a precise way (Deery & Jago, 2015;Bohlander & Snell, 2010;Mariappanadar, 2003;Moore, 2006). Beside this, every organization should focus on employees' work-life balance as both of these are two important domain of life.…”

Section: Introductionmentioning

confidence: 99%

Present Status of Organizational Work–Life Balance Practices in Bangladesh: Employees Expectation and Organizational Arrangements

Hossen

Begum²,

Chen

2018

JEECAR

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Work-Life Balance (WLB) or Work-Family Conflict (WFC) is one of the much talked issues in the modern business arena and all the stakeholder of business world such as-employers, employees, policy makers, academicians, consumers, and the common people are concerned about it. By considering the significances of the topic the researchers have taken an initiative to examine the present status of the WLB programs/ Employee friendly policies practices in the different organizations in Bangladesh through a designed questionnaire and interviewing the supervisors and employees of some selected organizations in multiple industries. Beside this the researchers also tries to explore what are the most wanted request comes from the employees, how the organizations respond against their requests, what perceptions bear the supervisor's and the employee's regarding WLB and what are the barriers may organization face to implement the WLB programs. The key findings of the research point out that most of the organizations in Bangladesh don't have any formal policy to make work-life balance but they follow some informal approaches (flexibility in time, location, & schedule, leave provisions) to facilitates the employees WLB and make them relax, confident, committed and motivated towards their works to get satisfied employees and optimum HR productivity. The study concludes with mentioning some prospective outcomes of WLB which the organization may achieve by ensuring various WLB initiatives.

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Homeworking and work-life balance: does it add to quality of life?

Cited by 50 publications

References 15 publications

Informal overtime at home instead of telework: increase in negative work-family interface

Informal overtime at home instead of telework: increase in negative work-family interface

The spatial implications of homeworking: a Lefebvrian approach to the rewards and challenges of home-based work

Present Status of Organizational Work–Life Balance Practices in Bangladesh: Employees Expectation and Organizational Arrangements

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