A Cross-National Study on the Antecedents of Work–Life Balance from the Fit and Balance Perspective

Haar, Jarrod; Suñe, Albert; Russo, Marcello; Ollier‐Malaterre, Ariane

doi:10.1007/s11205-018-1875-6

Cited by 108 publications

(139 citation statements)

References 80 publications

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“…A sample item is: "Nowadays, I seem to enjoy every part of my life equally well". This construct has been well validated [12,25,27], including internationally [13], as well as in daily diary studies [40], showing it to be a valid and useful construct for tapping work-life balance. The measure had very good reliability in the present study (α = 0.88).…”

Section: Methodsmentioning

confidence: 99%

“…We controlled for factors typical of the literatures, for example [12,13,23,25,27]: [42] found that older workers were more positive about their job satisfaction. Hours Worked (1 = a minimum of 10 h/week, and then every number above that includes one to five more hours, thus 2 = 11-15 h, 3 = 16-20 h, etc.…”

Section: Methodsmentioning

confidence: 99%

“…Studies of work-life balance antecedents are rare beyond the work and family factors of conflict [14] and enrichment [23]. For example, Russo et al [24] found workplace support to be a consistent predictor of work-life balance, and Haar, Sune, et al [25] found supervisor support and job autonomy was significantly related to work-life balance. While no study has examined the relationship between organizational justice and work-life balance, Judge and Colquitt [26] found that organizational justice was negatively related to work-family conflict, with feelings of justice reducing issues of work crossing over into the home domain.…”

Section: Work-life Balancementioning

confidence: 99%

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Escape from Working Poverty: Steps toward Sustainable Livelihood

et al. 2018

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Working poverty affects over half the world's working population, yet we know remarkably little about the role of wages in transitioning toward sustainable livelihood. We develop and test a model whereby as pay approaches a living wage range, pay fairness becomes clearly associated with work-life balance; this in turn links to job satisfaction, which is a four-step process at the psychological level. We further extend this by testing a moderated mediated model, whereby income level is tested as a boundary condition. Using data from N = 873 New Zealand employees, we focus on relatively low-waged employees across three levels of income: up to $20,000, $20-40,000, and $40-60,000, with the last band straddling the New Zealand Living Wage. We find strong support for pay fairness predicting work-life balance and job satisfaction, with work-life balance mediating the relationship toward job satisfaction. In addition, we find direct effects from income to work-life balance, although not job satisfaction. Furthermore, two-way moderation is supported toward work-life balance and job satisfaction, with higher income employees reporting higher outcomes when fairness is high. The index of moderated mediation is also significantly supporting, indicating that work-life balance has a stronger mediation effect as income rises. Thus, as workers emerged from working poverty, pay fairness, and in turn work-life balance, became psychologically more salient for happiness at work, implying that a pathway to Sustainable Development Goal 8 includes at least three psychological steps, in addition to the pecuniary issue of pay: fairness, work-life balance, and job satisfaction.

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Section: Methodsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Work-life Balancementioning

confidence: 99%

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Escape from Working Poverty: Steps toward Sustainable Livelihood

et al. 2018

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“…They conclude that mothers in Italy, Greece, and Spain are the most likely 'to mainly rely on grandparents as childcare providers ' (2012, 108). Nevertheless, another recent study conducted in Spain, Italy, France and New Zealand highlights that perceived support might not be as effective as expected for Spanish families´ work life balance (Haar et al, 2019). Family support can only provide a certain amount of balance, and as a result it is important for Governments to provide support for employees with families to ensure WLB is achieved.…”

Section: Cultural Differences In Wlc and Lwcmentioning

confidence: 97%

Gender differences in inter-role conflict in Spain

Sánchez-Vidal

Cegarra‐Leiva

Cross

2019

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PurposeThe issue of individual level conflict between work and life roles remains a feature of studies on the issue of work-life balance. However, few studies have examined gender differences in the work-to-life conflict (WLC) and the life-towork conflict (LWC) over a given time span in Spain. This paper addresses this gap in the literature. Design/methodology/approachThis research uses a two-wave (2009)(2010)(2011)(2012)(2013)(2014) sample of employees with children working in an industrial sector in Spain. FindingsThe 2009 results showed no gender differences in WLC, however, women experienced LWC significantly more than men. Conversely, the 2014 results showed more men suffered WLC and no gender differences were found for LWC. Research limitations/implicationsOne limitation is that, although this study collects data from two time periods in the same sector of activity, it is not a longitudinal study. Findings may not be generalizable due to the over-representation of women in our samples when compared to women in the sector, or to differences with other countries or sectors of activities. Social implicationsOur findings are discussed in the context of the economic crisis, the labour market, and family co-responsibility in Spanish society. Originality/valueFew studies have explored gender differences in inter-role conflict at two time points.This study helps to identify some key findings in terms of co-responsibility. Duxbury, 1992). Additionally, with the changing pace of working life and the reliance on technology at work many employees are expected to be available to work both before and after the normal working day (Butts et al., 2015;Roy, 2016). This exacerbates the problem of conflict between the domains of work and home and is referred to as inter-role conflict; it is the difficulty of participating in one role due to simultaneous participation in another role (Greenhaus and Beutell, 1985). This conflict is generally considered bidirectional: work interferes with life (work-life conflict: WLC) and life interferes with job (life-work conflict: LWC) (Ferri et al., 2018). The negative consequences of inter-role conflict have been well established (Cheng and McCarthy, 2013). Yet, the antecedents and effects of WLC and LWC are considered to differ in the literature. Whereas WLC is expected to lead to outcomes in the private and family domain (e.g. family or marital satisfaction), LWC influences labour outcomes (turnover intentions, absenteeism or professional strain). This research focuses on the negative aspects of the spillover effect. According to Lourel et al. (2009) work and life interferences constitute a primary source of psychological distress for employees, families and organisations. The importance of understanding conflict between work and private roles is emphasised in recent research which has highlighted that inter-role conflict might have a boomerang effect. For example, WLC can impact on organisational behavioural outcomes such as commitment, turnover intentions or job satisfaction, highlighti...

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“…The world has gradually moved toward a so-called 24-h society [3], and some cultures (e.g., Japan) endorse long work hours, regarding it as normal for employees to work overtime [4]. However, there is evidence that extreme work hours negatively affect health and organizational performance [5], and questions have been raised about the trade-off between longer work hours and increased income on the one hand [6,7], and well-being and physical health on the other [8][9][10]. However, most previous studies focused on the effect of work hours on the organization and the individual.…”

Section: Introductionmentioning

confidence: 99%

How Much Is Too Much? The Influence of Work Hours on Social Development: An Empirical Analysis for OECD Countries

Liu

Chen

Gan

2019

IJERPH

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Work is a cornerstone of social development. Quantifying the impact on development of fluctuations in work hours is important because longer work hours increasingly seem to be the norm. Based on an integrative perspective that combines individual, organizational, and social factors, we constructed a model using data from 31 member countries of the Organisation for Economic Co-operation and Development (OECD). The proposed model was used to test the effect of work hours on different levels and to propose feasible suggestions accordingly. The results show that people in developing countries work more hours per week than those in developed countries, and that males work longer hours than females. Furthermore, regression analysis shows that current work hours are having a negative impact on development in OECD countries, especially in developing countries where people are working longer hours. Longer hours, in other words, do not promote development effectively. Specifically, work hours at the individual level are negatively related to health. At the level of organization, work hours are a reverse indicator of organizational performance, and at the level of society, there is a negative relationship between work hours and economic development. This study provides support for the proposition by the International Labour Organization to reduce work hours, and it facilitates our understanding of the relationship between work hours and social development.

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A Cross-National Study on the Antecedents of Work–Life Balance from the Fit and Balance Perspective

Cited by 108 publications

References 80 publications

Escape from Working Poverty: Steps toward Sustainable Livelihood

Escape from Working Poverty: Steps toward Sustainable Livelihood

Gender differences in inter-role conflict in Spain

How Much Is Too Much? The Influence of Work Hours on Social Development: An Empirical Analysis for OECD Countries

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