Work–Life Balance and Parenthood: A Comparative Review of Definitions, Equity and Enrichment*

Abstract

This review investigates the problems of definition and inequity with which the literature on parenthood and work–life balance is beset. It analyses research trajectories first within the established disciplines of organizational psychology and the sociologies of work and family practices, and then within the newer field of management studies. Gender, class and difference are singled out as troubling themes, especially in relation to fathers and impoverished parents. A tendency towards mono‐disciplinarity is observed within organizational psychology and sociologies of work and family practices. The review offers explanations for the historic but narrow definition within organizational psychology and sociologies of work and family practices of work–life balance as affecting mainly heterosexual dual‐career parent couples. The authors show how this narrow definition has led to inequities within research. They further identify as limiting the definition of work–life balance to be always ‘problematic’, rather than enriching, among employed parents. Consequently, a three‐factor framework is recommended, through which future studies may address the problems of definition and equity in work–life balance literature, including: a broader definition of work–life balance to include marginalized parents; the defining of parenting and employment as potentially life‐enriching; and a commendation of the transdisciplinary approach within management studies as poised to move debate forward.

Voluntary Work‐related Technology Use during Non‐work Time: A Narrative Synthesis of Empirical Research and Research Agenda

“…Regarding the work-life interface, existing research has focused largely on work-family conflict, which has been highlighted as a limitation of research in the broader field of work-life balance (Gatrell et al 2013). This focus implies that voluntary ICT use mainly affects family life; less attention has been given to other aspects of the work-life conflict, such as conflicts with friends, or other non-work activities that employees might engage in, such as voluntary service or 'me time'.…”

Work Life Balance as a Factor Influencing Well-Being

“…Researchers take into consideration interdisciplinary character of work-life balance and explain causes of dealing with the issue. Moreover they do research on gender in organizations and try to distinguish carrier models that are specific because of gender (man's carrier and mommy track) (Gatrell et al, 2013).…”

How do male managers narrate their female spouse ' s role in their career?

“…Analyzing career and family calls for approaches that take into account the individual and his/her life as complete, entire (Lee et al, 2011;Gatrell et al, 2013). If this conceptualization is missing, the manager is usually seen as an individual who does not have a life outside the organization and ultimately results in insufficient understanding within the organization of work-wellbeing, stress, organizational culture, and its performance -all crucial elements when we are thinking about the aims of getting competent people for managerial positions, lengthening careers, and improving happiness and the quality of working life (e.g.…”

“…Since 2000 a more complete understanding of the subject has been developed, and there has been a shift to study more positively the interdependence between work and family (see for reviews Bianchi & Milkie, 2010;Gatrell et al, 2013). These studies have raised the question of how work and family can be mutually enhancing, and have introduced concepts such as positive spillover, enrichment and facilitation (Greenhaus & Powell, 2006;Rothbard, 2001;Ruderman, Ohlott, Panzer & King, 2002;Friedman & Greenhaus, 2000).…”

“…This would make it easier to meet the expectations and needs of organizations and individuals, and their spouses, as far as work-family integration is concerned. Also more qualitative attempts are needed to understand work-family integration specifically for men and masculinities in work organizations both in Finland and internationally (LammiTaskula & Salmi, 2014;Gatrell et al, 2013). These new lines of research might add to the findings regarding the feminine discourse that is ruling in the field.…”