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equity & diversity > L13: Work & Life > Flashcards

L13: Work & Life Flashcards

1
Q

What is work life conflict?

A

when the demands of one role drain resources needed to meet the demands of the other role

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2
Q

What does the Conservation of Resources Theory (COR) posit?

A

that ppl try to acquire & maintain resources (time, money, knowledge, having a supportive partner, career)

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3
Q

what is the origin of work life conflict according to conservation of resources theory?

A
  • losing resources
  • threat of losing resources
  • not receiving an expected gain in resources
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4
Q

What are the consequences of work life conflict?

A
  • negative state of being
    includes
  • dissatisfaction
  • depression
  • anxiety
  • burnout
  • organizational commitment reduced
  • emotional exhaustion
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5
Q

what can be the directionality of work life conflict?

A
  • family/life interference w work: demands of fam hinder our ability to respond to the demands of our job
  • work interference w fam/life: demands of our work hinder our ability to respond to the demands of our family or otherwise aspects of our life outside of the work
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6
Q

What tools do organizations use to address work-life conflict?

A
  • flexible work practices
  • mentoring
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7
Q

What is mentoring?

A

a relationship between 2ppl in which one person (mentor) is dedicated to the personal & professional growth of the other (the mentee)
- career support
- psych support
- role modelling

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8
Q

What is the effectiveness of mentoring?

A

employees w a mentor report less work fam conflict

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9
Q

What are flexible work practices?

A

practices providing employees w discretion over how, where, when, the hours of paid work

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10
Q

What are examples of flexible work practices?

A
  • reduced nr of working hours/part time
  • flex time (full time working but at different hours)
  • compressed workweek (fulltime working in 4 days)
  • working from home
  • taking sabbaticals (taking time off w/o losing ur job)
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11
Q

what are other benefits of flexible work practices?

A
  • higher job satisfaction
  • reduced work stress
  • more engagement
  • less turnover
  • more support for ppl who are also informal caregivers
  • makes org attractive (pull factors for prospective employees)
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12
Q

what are the effects (& reason behind it) of offering flexible work practices to employees w unpaid caregiving responsibilities (mantelzorg)?

A
  • experience more organizational support
  • increases disclosure at work which increases perceptions of organizational support
  • increases utilization of these practices, which increases their perceptions of helpfulness of these practices, which enchances perceptions of org support
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13
Q

What does signal theory posit?

A

that employees use observable organizational cues/decisions to infer underlying organizational characteristics

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14
Q

what was the predicted model for how flexible work practices improve work life balance? how did the best fitting model differ fro mthis?

A

availability of flexible work practices -> higher disclosure of caregiving -> higher utilization of flexible work practices -> higher helpfulness of flexible work practices (self perception theory) -> higher perceived support for comibining caregiving & employment (social exchnage theory)

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15
Q

what does social exchange theory posit?

A

employees reciprocate benefits w positive attitudes

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16
Q

What does self perception theory posit?

A

experiences precede attitudes

17
Q

What are the downsides of flexible work practices?

A
  • long term: negative impact on wage growth of women in magement positions
  • remote working & reduced horus associated w intensified work since u have to “do more w less”
  • commitment perceptions by managers of employees are affected (which affects other job otucomes)
18
Q

What is the impact of cultural differences on the effects of work life balance?

A
  • culture (individualism vs collectivism) moderates effect of work life balance on job/life satisfaction
  • high levels of WLB have more positive effects in individualistic than collectivistic cultures
  • gender egalitarianism moderates effect of WLB on job & life satisfaction
  • moderatin of anxiety but not depression by culture
19
Q

How does individualism see work life balance?

A

as key for living life to the fullest, so the benefits of balance should be amplified

20
Q

How does collectivism see work life balance?

A

as not a big deal, so benefits of balance so be less visible

21
Q

What is gender egalitarianism?

A

beliefs in the society about whether members’ bio sex should determine the roles that they play in their homes, business organizations, and communities

22
Q

What is high vs low gender egalitarianism?

A

high:
- both men & women should work & are encouraged ot be involved in family life
low
- men encouraged to prioritize work & women to prioritize family
- so having more balance between the 2 is not as beneficial as for high GE because WLF inconsistent w societal expectations about gender division of labor

23
Q

what is video conference/zoom fatigue?

A

tiredness, worry, or burnout associated w overuse of virtual platforms of communication, particularly videotelephony
difficulty interpreting nonverbal cues

24
Q

What are some helpful virtual dynamics & general mechanisms for womens careers?

A

specific mechanisms
- flexible location
- virtual collaboration
- reduced gender stereotypign social cues
- access to social networks
general
- work life boundary control
- better job opportunities
- social integration

25
Q

What are some harmful virtual dynamics & general mechanisms for womens careers?

A

specific mechniams
- blurred work life boundaries
- wor related travel
- 24/7 availbility
- fewer social cues to counter negative stereotypes
- closed informal networks

general
- work life interference
- reduced job opportunities
- exclusion

26
Q

what is a work life ideology?

A

an individual level construct that captures beliefs regarding how work & life are related

27
Q

What are different work life ideologies?

A
  • fixed vs expandable pie: scarcicity perspective
    vs expansionist perspective
  • segmentaion vs integration perspective
  • work priority vs life priority perspective
28
Q

How does the scarcity perspective see work life balance?

A

theres a limited pool of resources to devote to work & other activities and thus work and life are in competition

29
Q

How does the expansionist perspective see work life balance?

A

work and life are NOT in compettion, in fact they are mutually enriching to one another (if u invest in one, u can get resources to enrich the other)

30
Q

What are antecedents of different work life ideologies?

A
  • chronic exposure to scarcity (vs abundance) increases extent to which individuals hold a fixed (vs expandable) pie work life ideology
  • chronic exposure to scarcity depends on family size, pay cuts/layoffs, pop density, natural resources)
  • chronic exposure to boundary/continuity (divorce, closed floor plan, landscape/architecture, immigraiton, travel etc) increases extent to which indviduals hold a segmentation vs integration work life ideology
  • chronic exposure to market/humanistic increases extent to which indviduasl hold work/life priority ideology
31
Q

What does role (or boundary) theory posit?

A

to manage different roles one should keep tasks/responsibilities associated w those roles as separate as possible (tho perfect separation is a mith)

32
Q

according to Haars study, which is NOT true:
- relationship between work life balance & job satisfaction is stronger in individualistic vs colelctivistic cultures
- relationship between work life balance & job satisfaction stronger in cultures w high gender egalitarinism than in cultures w low GE
- relationship between work life balance & life satisfaction is stronger in collectivistic cultures than in indvidualistic cultures

A

C

equity & diversity (13 decks)

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