Comparison of the Selected Indicators of Work Life Balance in European Union Countries

Živčicová, Eva; Bulková, Kristína; Masárová, Tatiana

doi:10.14254/2071-789x.2017/10-1/16

Cited by 8 publications

(7 citation statements)

References 7 publications

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“…Human life represents the highest value in anyone's value system. The subjective theory of quality of life is derived from the state of being useful or beneficial for an individual (Masárová & Živčicová, 2012;Živčicová et al, 2017). Pacione (2003) considers an individual experience to be the critical factor in an individual's perception of a particular area of life.…”

Section: Literature Reviewmentioning

confidence: 99%

Change in the quality of life in different countries of the world: Assessment on the EQLS database

Živčicová,

Masárová,

Gullerová

2023

Problems and Perspectives in Management

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The European Quality of Life Survey (EQLS) is a tool that assesses quality of life across different aspects. Monitoring the quality-of-life indicators in times of crisis and post-crisis is crucial for human resource management as the quality-of-life indicators provide valuable insights into the well-being and needs of employees. The study aimed to examine the impact of social and economic changes on the selected quality of life areas of the EU population by analyzing data from the ESQL of 2016 and 2020. It was found that the average EU life satisfaction score went down. In 2020, the EU optimism average dropped when compared to 2016. According to 2020 survey data, EU citizens found coping with life’s challenges harder than in 2016. The EU average regarding the difficulty of dealing with essential issues in life increased by 1.5% in 2020 compared to 2016. The time needed to get back to normality after some mishaps was also investigated. The EU average regarding subjective feelings of tension rose by 7.4%. In comparison to 2016, depression and downheartedness grew stronger across the EU nations and the EU average in 2020. The average value increased by 6.8%. The changes may provide insights into the effects of social and economic trends on people’s well-being across Europe. AcknowledgmentThe paper is written under the project Multiplier effects of human capital quality on economic performance and competitiveness of the Slovak economy and supported by the Grant Agency VEGA of the Ministry of Education, Science, Research and Sport of the Slovak Republic [No. 1/0357/21].

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Section: Literature Reviewmentioning

confidence: 99%

Change in the quality of life in different countries of the world: Assessment on the EQLS database

Živčicová,

Masárová,

Gullerová

2023

Problems and Perspectives in Management

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“…A very positive finding is that managers are also interested in dealing with their employees' stress level. Slovak employees´ stress is higher than in other EU countries [49]. Group 4's results focus mainly on the ways of improving the operation of the business.…”

Section: Volume 17 627 2023mentioning

confidence: 99%

Young leaders as implementers of neuroscience innovations in family food businesses

Moravanská

Lušňáková

Rumanko

et al. 2023

Potr. S. J. F. Sci.

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Neuroscience and its implementation in work with human resources is an important part of managerial work. It helps to understand people and the processes of motivation, learning, and adaptation to new situations and reactions to changes in human resource management. Implementing new trends in work with human resources is also very important for ensuring the sustainability of family businesses as an irreplaceable part of national economies. Their implementation is helped by the fact that many of the family food businesses are going through the process of generational change, and family business leadership is being taken over by a generation of young managers - leaders. The contribution aimed to discover how the younger generation of managers perceives neuroscience and where they see the opportunity for its application in human resources management. Our research focused on the younger generation of managers -leaders in Slovakia's small and medium-sized food family businesses. A structured controlled interview was used for qualitative data collection, which was statistically evaluated using the Text mining method. As we discovered, some new neuroscience-based practices are already gradually being applied. By focusing our research also on a different view of the implementation of neuroscience into managerial work by gender, the conclusion is that female, young managers focused on using neuroscience to improve the working environment and in the area of human leadership. Young men as managers, were more focused on the growth of employees who already work in the company to be even more efficient and better manage the learning process. It is a very positive finding that young managers of small and medium-sized food enterprises in Slovakia have already begun actively introducing innovative methods of working with human resources using neuroscience knowledge.

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“…However, development is often accompanied by hidden negative implications. The downside of such drive toward development and performance is its’ impact on work demand (Parris, Vickers, & Wilkes, 2008 ; Zivcicová, Bulková, & Masárová, 2017 ). In line with the quest towards development, a surge in work demand is expected.…”

Section: Background Of Malaysiamentioning

confidence: 99%

Demystifying the life domain in work-life balance: A Malaysian perspective

2021

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Traditionally, the word 'life' in the concept of work-life balance focuses on family obligations. This conceptual paper sets out to present the notion that "life" goes beyond family responsibilities and is unique to employees of different demographics. Given the impending difference in how "life" is viewed by different groups of employees, this study reviews the literature and argues for the need to distinguish between different dimensions of the non-work domain. The discussion is centered on the transformation taking place within the Malaysian workforce. Recent trends indicate that "life" and "family" are indeed distinct domains. There is a need for organizations to acknowledge this distinction and provide relevant support to attain a balance between work, life, and family. The paper will help strengthen the knowledge about the "life" in the concept of work-life balance and employers better understand the conceptualization of "life" in work-life balance so that they can strategize and enhance employee well-being and eventually gain competitive advantage. Currently, the terms work-life balance and work-family balance are used interchangeably to represent a balance between the family and work domain. This is especially evident in collectivist countries such as Malaysia. However, the emphasis on family without due consideration to the needs of employees with different demographic configurations may result in work-life backlash. Hence, this study argues that the non-work domain is not limited to family obligations and should encompass both family obligations and personal activities. The emphasis on striking a balance between work and family domain should not be done at the expense of the well-being of employees with lesser or no family obligations.

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Comparison of the Selected Indicators of Work Life Balance in European Union Countries

Cited by 8 publications

References 7 publications

Change in the quality of life in different countries of the world: Assessment on the EQLS database

Change in the quality of life in different countries of the world: Assessment on the EQLS database

Young leaders as implementers of neuroscience innovations in family food businesses

Demystifying the life domain in work-life balance: A Malaysian perspective

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