Abstract:The ability to reconcile work and private life is a matter relevant to all employees, though not all may seek "balance. This is an open access article under the terms of the Creative Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited.
“…These findings are in line with the research study conducted by Gudep et al, (2012) and other research studies alike. For work life balance (WLB), the results are consistent with the findings of the research studies of Augoustaki and Frankfort, (2019) and Wilkinson et al, (2018). Therefore, based on the analysis of the data of this research study, it can be inferred that flexible work systems (FWS) and organizational commitment (OC) have the potential to create Job Satisfaction (JS) amongst the teaching staff members in UAE through the mediation of work life balance (WLB).…”
Section: Discussionsupporting
confidence: 88%
“…Several organizations across the world are supporting their employees to enhance their work-life balance efforts through flexible work systems (Morganson et al 2014;Munn, (2013). Wilkinson et al, 2018) conducted an exploratory study of the WLB experiences of solo-living, childless young to middle aged managers and professionals through organizational justice theory and emphasized the importance of assessing the fairness of work-life balance policies and flexible working arrangements. His study addressed work-life balance issues for one person living all alone or someone who does not stay with a partner or any of the family members.…”
The research study examines the relationships between the flexible work systems (FWS), organizational commitment (OC), work life balance (WLB) and job satisfaction (JS) for the teaching staff in the United Arab Emirates (UAE). The respondents are chosen from the accredited colleges in the United Arab Emirates (UAE) by convenience sampling method from the cities of Sharjah, Dubai, Abudhabhi and Ajman. They differed in terms of gender, qualifications, tenure of work, department and also the nature of work. A suitable conceptual framework was developed and the proposed model illustrates that flexible work system (FWS) is thought to have an influence on both organizational commitment (OC) and work life balance (WLB). It has been proposed that WLB significantly mediates the relationship between flexible work system and job satisfaction. It is also anticipated that WLB significantly mediates the relationship between organizational commitment (OC) and job satisfaction (JS). A sample size of 224 was chosen and a structured questionnaire was used for collecting the data from the respondents in UAE. The questionnaire consists of 34 statements and they are rated on a likert scale of 1 to 5. For this study, statistical tools like confirmatory factor analysis (CFA) and structural modeling equation (SME) methods have been used through SPSS (version-25) and AMOS (version-25) for assessing the nature of relationships that existed between the studied variables (34 statements in the questionnaire). Prior to testing through structural equation modeling (SEM), the most fundamental criteria tests such as normality and confirmatory factor analysis (CFA) were conducted. As normality was established, the factor loadings were extracted by the procedure of CFA. The results from the data analysis indicated that all the hypotheses are supported and it facilitated for the acceptance of the proposed model. Thus, flexible work system (FWS) had direct effect on organizational commitment (OC) and it also had direct effect on work life balance (WLB). Similarly, organizational commitment (OC) is positively related to work-life balance (WLB). Consequently, the work life balance (WLB) displayed positive relationship towards job satisfaction (JS). The results of mediation analysis revealed the indirect effect of flexible work system
“…These findings are in line with the research study conducted by Gudep et al, (2012) and other research studies alike. For work life balance (WLB), the results are consistent with the findings of the research studies of Augoustaki and Frankfort, (2019) and Wilkinson et al, (2018). Therefore, based on the analysis of the data of this research study, it can be inferred that flexible work systems (FWS) and organizational commitment (OC) have the potential to create Job Satisfaction (JS) amongst the teaching staff members in UAE through the mediation of work life balance (WLB).…”
Section: Discussionsupporting
confidence: 88%
“…Several organizations across the world are supporting their employees to enhance their work-life balance efforts through flexible work systems (Morganson et al 2014;Munn, (2013). Wilkinson et al, 2018) conducted an exploratory study of the WLB experiences of solo-living, childless young to middle aged managers and professionals through organizational justice theory and emphasized the importance of assessing the fairness of work-life balance policies and flexible working arrangements. His study addressed work-life balance issues for one person living all alone or someone who does not stay with a partner or any of the family members.…”
The research study examines the relationships between the flexible work systems (FWS), organizational commitment (OC), work life balance (WLB) and job satisfaction (JS) for the teaching staff in the United Arab Emirates (UAE). The respondents are chosen from the accredited colleges in the United Arab Emirates (UAE) by convenience sampling method from the cities of Sharjah, Dubai, Abudhabhi and Ajman. They differed in terms of gender, qualifications, tenure of work, department and also the nature of work. A suitable conceptual framework was developed and the proposed model illustrates that flexible work system (FWS) is thought to have an influence on both organizational commitment (OC) and work life balance (WLB). It has been proposed that WLB significantly mediates the relationship between flexible work system and job satisfaction. It is also anticipated that WLB significantly mediates the relationship between organizational commitment (OC) and job satisfaction (JS). A sample size of 224 was chosen and a structured questionnaire was used for collecting the data from the respondents in UAE. The questionnaire consists of 34 statements and they are rated on a likert scale of 1 to 5. For this study, statistical tools like confirmatory factor analysis (CFA) and structural modeling equation (SME) methods have been used through SPSS (version-25) and AMOS (version-25) for assessing the nature of relationships that existed between the studied variables (34 statements in the questionnaire). Prior to testing through structural equation modeling (SEM), the most fundamental criteria tests such as normality and confirmatory factor analysis (CFA) were conducted. As normality was established, the factor loadings were extracted by the procedure of CFA. The results from the data analysis indicated that all the hypotheses are supported and it facilitated for the acceptance of the proposed model. Thus, flexible work system (FWS) had direct effect on organizational commitment (OC) and it also had direct effect on work life balance (WLB). Similarly, organizational commitment (OC) is positively related to work-life balance (WLB). Consequently, the work life balance (WLB) displayed positive relationship towards job satisfaction (JS). The results of mediation analysis revealed the indirect effect of flexible work system
“…The increasing numbers of single people and couples without children in many economies (The Economist, ) means that many workers do not have responsibilities for dependent children. For example, in 2015, single‐person households numbered approximately 30% in the United Kingdom, 25% in the USA, and 35% in Germany (Yeung & Cheung, ), yet little is known about their experiences of work‐life balance and what aspects of life they value and may wish to balance work with (Wilkinson, Tomlinson, and Gardiner (). Notably, younger and older workers are less likely to have dependent childcare responsibilities and as a result, little is known about their work‐life concerns in particular.…”
Section: “Life”—capturing Contemporary Life Worldsmentioning
This paper argues that the study of work‐life balance to date has, in the main, adopted a restricted conception of both “work” and “life”, which does not take account of recent developments in life worlds, working arrangements and employment relationships. “Life” has hitherto been viewed as largely comprising caring activities for dependent children, whereas “work” has been premised largely on a traditional model of work, characterised by full‐time, permanent employment with one employer and a conventional understanding of what work involves. This means that extant research and theory only provides a partial view of the work‐life needs and experiences of the workforce. In the paper, we propose extending conceptions of both work and life to incorporate different life worlds and social groups and different working arrangements and employment relationships.
“…The implicit restriction of these measures and regulations for a better reconciliation of work and “family life” seems to be that part‐time work is less accepted for employees without care duties (see also Daverth et al, 2016; Wilkinson, Tomlinson, & Gardiner, 2018):Yeah, that somehow doesn't fit. Except if he really already has a family as a young person.…”
Section: Findings: Reproducing Heteronormativity Through the Logic Ofmentioning
Organizational gender equality policies must address critical issues in organizations, as well as challenge hierarchies and the unequal distribution of power and resources. At the same time, they are reliant on acceptance by organizations when developing an official course of action. On the basis of a neo‐institutional perspective, this study investigates how gender equality discourses are disciplined so that they fit organizational expectations by maintaining the rationality myth of the organization. The empirical analysis of four Swiss organizations demonstrates that, although they intend to reduce gender inequalities, their gender equality policies are shaped by a logic of appropriateness that leads to a continuous reproduction of heteronormativity within gender equality policies. This study thus contributes to the understanding of how the logic of appropriateness protects the heteronormative matrix in organizations by disciplining gender equality discourses.
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