When Discrimination is Worse, Autonomy is Key: How Women Entrepreneurs Leverage Job Autonomy Resources to Find Work–Life Balance

Abstract

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Strengthening of work-life balance while working remotely in the context of COVID-19 pandemic

“…Given that WLB serves as predictor of positive attitudes and behaviour of employees Firstly, organisations are encouraged to give more control to employees over their work processes. In order to have a real job control, employees require a high skill level and creativity [91] and this can be achieved by developing their skills, for instance providing training and mentorship programmes.…”

“…. As such, organisations ought to develop line managers' competencies how to deal with employees striving for a higher WLB.Thirdly, as job autonomy referring to the possibility for the employees to freely choose their tasks, work schedule, and pace[91] serves as a significant antecedent of WLB, the organisations are encouraged to give more freedom to employees in the aspects related to their work. Fourthly, the policy that "working after working hours" is a common business practice should be forgotten by organisations willing to foster their employees' WLB.…”

Happy at home, successful in competition: the beneficial role of happiness and entrepreneurial orientation for women entrepreneurs

“…Such norms tend to be more balanced in gender-egalitarian cultures marked by family-friendly work perceptions, such as in Denmark (Nelson et al , 2017). Thus, whereas women and men entrepreneurs likely benefit from high-quality family relationships (Edelman et al , 2016; Pinho and Sampaio de Sá, 2014), we posit that these benefits might materialize more among women entrepreneurs who operate in gender-egalitarian settings, which enable them to derive positive energy from their family responsibilities (De Clercq and Brieger, 2022; Welsh and Kaciak, 2019).…”

“…The tests of our conceptually derived hypotheses specifically rely on survey data collected among women entrepreneurs in Denmark. In addition to the conceptual relevance of the Danish country setting, as we have outlined previously, our focus on a single country helps mitigate the risk of unobserved cultural or institutional influences on the opportunities and challenges that women entrepreneurs may experience at the family-work interface (De Clercq and Brieger, 2022;Haar et al, 2014). This research project was subjected to a rigorous review process and received approval from the ethics committee of the research team's university.…”

“…We examine these issues in the country setting of Denmark. The work benefits that women entrepreneurs derive from a happy family life tend to be more prominent when they operate in Happy at home, successful in competition cultural contexts with minimal gender discrimination, such as expectations of giving precedence to family obligations over work demands (Bullough et al, 2022;De Clercq and Brieger, 2022), as is true of Denmark (Nelson et al, 2017). The progressive gender norms in Denmark encourage acceptance of women's equal rights to combine a satisfactory family life with a successful professional career, including running their own business (Pettersson et al, 2017), so family-induced work happiness likely is a key resource from which Danish women entrepreneurs can draw as they strive to achieve business success.…”