Exploring the implications of the influence of organisational culture on work-life balance practices

Adisa, Toyin Ajibade; Mordi, Chima; Osabutey, Ellis L.C.

doi:10.1108/pr-05-2015-0138

Cited by 40 publications

(64 citation statements)

References 76 publications

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“…Its affairs are regulated by the Nigerian Medical and Dental Council. Records show that Nigeria has the largest number of doctors in Africa (Adisa et al, 2017). However, Nigeria's political instability, economic downturn, and poor working conditions are causing many professionals, especially medical doctors, to migrate to 'greener pastures' with better career and WLB prospects (Mushfiqur et al, 2018).…”

Section: The Study Contextmentioning

confidence: 99%

Time biases: exploring the work–life balance of single Nigerian managers and professionals

Oruh

Akanji

Mordi

et al. 2020

JMP

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PurposeThis study investigates the overarching ideology of work–life balance (WLB) or conflict as predominantly being a work–family affair. Based on a Nigerian study, and using organisational justice as a theoretical lens, it explores perceived fairness in accessing family-friendly policies by managers and professionals who are single and do not have children – a workgroup conventionally ignored in research on WLB.Design/methodology/approachRelying on an interpretivist approach, the data set comprises of interviews with 24 bank managers and 20 medical doctors working in Nigeria.FindingsThe authors’ findings highlight employers' misconceptions concerning the non-work preferences and commitments of singles as well as an undervaluation by employers of their non-work time. Conceptualised as “time biases”, such time is routinely invaded by the organisation, with profound implications for perceptions of fairness. This fosters backlash behaviours with potential detrimental effects in terms of organisational effectiveness.Research limitations/implicationsThe study is limited to investigating the WLB of singles in high-status roles, namely banking and medical careers. Future research may examine the experiences of a more diverse range of occupations. The sample comprises heterosexual, never-married professionals, whose experiences may differ from other categories of single workers, such as childless divorced people, widows, non-heterosexual singles and partners who have no children.Practical implicationsIn order to avoid counterproductive behaviours in the workplace, WLB policies should not only focus on those with childcare concerns. Inclusive work–life policies for other household structures, such as single-persons, are necessary for improving overall organisational well-being.Originality/valueThe majority of WLB studies have been undertaken in Western and Asian contexts, to the neglect of the Sub-Saharan African experience. Additionally, research tends to focus on WLB issues on the part of working parents, overlooking the difficulties faced by singles.

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Section: The Study Contextmentioning

confidence: 99%

Time biases: exploring the work–life balance of single Nigerian managers and professionals

Oruh

Akanji

Mordi

et al. 2020

JMP

Self Cite

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“…Employees that work in traditional organisations are naturally expected to experience difficulties in combining their work and nonwork responsibilities due to the required commitments and expectations from their various employers (see Adisa et al, 2017;Adisa et al, 2016;Eikhof et al, 2007). One would expect that entrepreneurs would enjoy a great deal of WLB because of the self-employed nature of their business ventures.…”

Section: Work Is Prioritised Over Lifementioning

confidence: 99%

“…However, the implication of these factors on the boundaries between entrepreneurs' work and nonwork lives is yet to be fully explored. Helping employees to achieve a satisfactory balance between their work and personal lives has been one of the dominant issues in human resource management (HRM) in recent years (Adisa et al, 2017;Parris et al, 2008). Indeed, many researches have investigated employees' work-life balance (WLB) within the organisational setting (Adisa et al, 2017;Carlson et al, 2009;Eby et al, 2005).…”

Section: Introductionmentioning

confidence: 99%

“…Helping employees to achieve a satisfactory balance between their work and personal lives has been one of the dominant issues in human resource management (HRM) in recent years (Adisa et al, 2017;Parris et al, 2008). Indeed, many researches have investigated employees' work-life balance (WLB) within the organisational setting (Adisa et al, 2017;Carlson et al, 2009;Eby et al, 2005). Over 200 academic articles have been published on employees' work-family conflict, work-family enrichment, and work-family interface using diverse samples from diverse countries (Adisa et al, 2016;Parasuraman and Greenhaus, 2002;O'Driscoll et al, 2006).…”

Section: Introductionmentioning

confidence: 99%

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In search of perfect boundaries? Entrepreneurs’ work-life balance

Adisa

Gbadamosi

Mordi

et al. 2019

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Purpose Does the self-employed nature of entrepreneurs’ business ventures mean that they have perfect boundaries between their work and nonwork lives? Drawing on border theory, the purpose of this paper is to examine entrepreneurs’ work–life balance (WLB) in terms of how they construct and manage the borders between their work and nonwork lives. Design/methodology/approach The authors adopt a qualitative research approach to enhance their insight into entrepreneurs’ WLB using border theory. The study benefits from its empirical focus on Nigerian migrants in London who represent a distinct minority group living in urban areas in the developed world. Data for the study was collected over a three-month period, utilising semi-structured interviews as the primary method of data collection. Findings The study’s findings indicate that entrepreneurs prioritise “work” over “life” and reveal that entrepreneurs have little desire for boundaries as they work everywhere, which makes long working hours prevalent among them. Furthermore, the findings bring to the fore the prevalent social anomaly of entrepreneurs preferring to be unmarried, single and even divorced as a result of or associated with the entrepreneurs’ boundaries creation and management. Research limitations/implications The extent to which the findings of this research can be generalised is constrained by the limited and selected sample of the research. Practical implications Research on human resource management (HRM) in small- and medium-sized enterprises (SMEs) or businesses in which entrepreneurs operate is still under developed. The issue of the size and the nature of an organisation (i.e. labour or product market influences, ownership structures, etc.) have profound implications for human resources (HR) structures, policies and practices and the quality of the WLB of entrepreneurs. Research on HRM and entrepreneurship is still evolving. Consequently, HRM in several entrepreneurial business ventures is sometimes (if not often) organisationally fluid and ad hoc. The main implication for this work environment is that there may be little structure in HRM policies and processes to help self-employed entrepreneurs in their ability to comprehensively manage border crossing and to achieve WLB. Originality/value This paper provides valuable insights into entrepreneurs’ work/nonwork boundaries, which is hugely influenced by the commodification of time and money. It also enriches work–life border theory and its social constructionist perspective.

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“…Prior research has demonstrated that organization can reduce faculty members burnout (Padilla and Thompson, 2016) and turnover (Allen, 2001) through provision of WLBP (e.g., flexi-time, telecommuting) because such practices provide employees with the flexibility and autonomy in balancing their work and non-work lives (Onken-Menke et al, 2018). In contrast, lack of WLBP such as long working hours reduces employees' time to spend on social and family activities (Chiang et al, 2010), negatively affect WLB (Adisa et al, 2017) and result in stress and turnover intention (Allen, 2001). In sum, a review of the literature and previous studies demonstrate that WLBP is an important element of employees' turnover intention.…”

Section: Work-life Balance Practices (Wlbp) and The Intention To Leavementioning

confidence: 99%

Work-life balance practices and turnover intention: The mediating role of person-organization fit

Kakar¹

2019

Int. j. adv. appl. sci.

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The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members' turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate worklife balance practices and person-organization fit as antecedents of faculty members' turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed.

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Exploring the implications of the influence of organisational culture on work-life balance practices

Cited by 40 publications

References 76 publications

Time biases: exploring the work–life balance of single Nigerian managers and professionals

Time biases: exploring the work–life balance of single Nigerian managers and professionals

In search of perfect boundaries? Entrepreneurs’ work-life balance

Work-life balance practices and turnover intention: The mediating role of person-organization fit

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