Toward a Conceptualization of Perceived Work‐Family Fit and Balance: A Demands and Resources Approach

Voydanoff, Patricia

doi:10.1111/j.1741-3737.2005.00178.x

Cited by 491 publications

(603 citation statements)

References 42 publications

(36 reference statements)

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“…The literature on strategies for work-family balance is largely based on two major theoretical approaches (Galinsky and Johnson, 1998;Greenhouse and Beutell, 1985;Voydanoff, 2005). The "scarcity hypothesis" (Goode, 1960) suggests that the individual has a fixed sum of energy to expend on o 1 her various roles; therefore, the time and energy expended in one domain reduces the amount of energy and time that can be used in another domain.…”

Section: Gender Work-family Balance and Work-family Conflictmentioning

confidence: 99%

Work-Family Balance or Greedy Organizations?

Burchielli

Bartram

Thanacoody

2008

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This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have “no balance” and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family.Deux variables clef ressortent au moment où il devient urgent d’arriver à un équilibre entre le domaine du travail et celui de la famille. Au premier rang de ces variables se situe les rôles changeants exercés par les femmes. Leur passage du domaine privé au domaine public a remis en cause les notions traditionnelles du lieu des responsabilités à l’endroit de l’éducation des enfants et de l’attention à accorder aux membres de la famille et de la communauté (Chhachhi et Pittin, 1996).Depuis les années 1980, la nature du travail s’est modifiée avec la déréglementation des marchés du travail (Beynon et al., 2002), la mondialisation et l’accroissement des pressions sur les entreprises d’affaires vers des coûts d’opérations plus bas et une bonification des marges de profits (Rapport et Bailey, 1998). Ces phénomènes se sont traduits par l’augmentation des heures de travail chez les salariés et par une tendance accrue vers l’intensification du travail (Appelbaum et al., 2000)L’entrée massive des femmes sur le marché du travail, des heures de travail plus longues et une intensification du travail ont contribué à réduire le temps consacré à la famille, au loisir et à la communauté (Pocock, 2003, 2005). Les publications sur le sujet s’interrogent sur l’effort que les employeurs s’apprêtent à faire en vue de contribuer à l’équilibre travail-famille (De Bruin et Dupuis, 2004; Greenblatt, 2002).L’équilibre travail-famille peut être atteint par l’effectif senior et par les dirigeants qui possèdent plus d’autonomie, de discrétion et un accès plus large aux ressources qui facilitent un équilibre travail-famille (Whitehouse, Baird et Hoskin, 2007). Ce point a peu fait l’objet de recherche et le but de cet essai consiste à réévaluer d’une manière critique la notion d’équilibre travail-famille à la lumière de données recueillies auprès de 14 personnes de l’effectif senior et de dirigeants dans le contexte australien. Nous avons obtenu nos données d’une banque multinationale et d’un hôpital du secteur public en vue de mieux saisir les défis spécifiques et les réactions dans les domaines de la famille et du travail. Nous confrontons nos conclusions avec la théorie des organisations cupides afin de comprendre le rôle des entreprises dans l’établissement...

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Section: Gender Work-family Balance and Work-family Conflictmentioning

confidence: 99%

Work-Family Balance or Greedy Organizations?

Burchielli

Bartram

Thanacoody

2008

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“…The issue of the fit between work and private life could be also an interesting area for further research. Studies on this topic have already been launched by Voydanoff [52]. Such research would enrich our understanding of how people cope with the challenges of meeting de mands of their works and their private lives.…”

Section: Limitationsmentioning

confidence: 99%

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

Merecz

Andysz

2014

IJOMEH

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Objectives: The purpose of this study was to explore configurations of positive versus negative interactions between work and home (WHI) and their relation to burnout and demographic characteristics. Material and Methods: Sample of 533 Polish workers were interviewed by means of self-administered questionnaires (SWING and MBI-GS). Demographic and work characteristics were also controlled. Results: Cluster analysis distinguished 5 types of WHIs: positive WHI (18%), negative WHI (15.9%), no interaction (29.3%), mutual positive interactions (15.4%) and positive HWI (21.4%). The quality of WHI was associated with number of work hours and tenure at main place of employment. The effect of gender on the quality of work-home interaction was not significant. Configuration of WHIs affected the level of burnout. Again, there was no significant difference between men and women in terms of burnout and its sub-dimensions. The least burned-out were people from positive WHI, positive HWI and mutual positive interaction groups. The most burned-out were people who experienced negative WHI the most often. In this group, predominance of men working more than 10 h per day was observed. The majority of study group (71%) experienced rather integration than segmentation of both spheres. Conclusions: Our results suggest that segmentation is not an universal and effective strategy of coping with work and home demands -it may prevent the positive home-work spillover, which can be buffer or remedy against stress or burnout. We consider cluster analysis the appropriate method in research on relation to work-family balance issue, which may be useful in unraveling relationships between this phenomenon and attitudes and behaviors.

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“…According to Felstead et al (2002) work-life balance is "the relationship between cultural and institutional spaces and times of work and non-work in civilizations where income is primarily created and distributed through labor markets". Whereas, Voydanoff (2005) defines work-family-balance as "a global assessment that work and family resources are sufficient to meet work and family demands such that participation is effective in both domains".…”

Section: Work-life Balancementioning

confidence: 99%

The Mediating Effect of Organizational Commitment on the Relationship between Work-life Balance and Intention to Leave: Evidence from Working Women in Jordan

Momani¹

2017

IBR

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The aim of this study is to examine the mediating effect of organizational commitment on the relationship between work-life balance and intention to leave. The study population consists of (800) working women in King Abdullah University Hospital (KAUH). To collect the primary data a questionnaire survey was distributed to (200) working women, from them (144) questionnaires were returned. The study used linear regression and path analyses to test hypotheses. The study findings revealed that; there is a significant relationship between work-life balance and intention to leave, there is a significant relationship between work-life balance and (affective, continuance and normative) commitment, but not with continuous commitment, there is a significant relationship between (affective, continuance and normative) commitment and intention to leave. Finally, affective commitment fully mediates the relationship between work-life balance and intention to leave, while normative commitment partially mediates the relation. In light of these findings, the study recommends; adoption of the work-life balance program in Jordanian hospitals to improve the commitment of working women, and encourages Jordanian organizations to enhance the participation of employee in decision making and locus of control to improve organizational commitment.

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Toward a Conceptualization of Perceived Work‐Family Fit and Balance: A Demands and Resources Approach

Cited by 491 publications

References 42 publications

Work-Family Balance or Greedy Organizations?

Work-Family Balance or Greedy Organizations?

Burnout and demographic characteristics of workers experiencing different types of work-home interaction

The Mediating Effect of Organizational Commitment on the Relationship between Work-life Balance and Intention to Leave: Evidence from Working Women in Jordan

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