Work-Life Balance

Question 1

What is work-life balance?

Answer 1

The relationship between one’s work commitments and non-work commitments

• Time balance
• Involvement balance
• Satisfaction balance

Question 2

Describe Work-to-Family (WFC) conflict. What are the antecedents and consequences?

Answer 2

Occurs when pressure from work domain is not compatible with family. Non-work life is more difficult because of one’s job.

• Time-based
• Strain-based
• Behaviour-based

Antecedents:

• Work-related - job demands, long hours, ambiguity
• Family - parenting stress, younger children
• Individual differences - negative affect, differential reactivity

Consequences:

• Work-related outcomes: job satisfaction, organisational commitment, intention to turnover, absenteeism, job performance, career satisfaction, career success
• Non-work-related outcomes: life satisfaction, marital satisfaction, family satisfaction, family performance, leisure satisfaction
• Stress-related outcomes: general psychological strain, somatic/physical symptoms, depression, substance abuse, burnout, work-related stress, family-related stress

Question 3

How does WFC relate to Conservation of Resources Theory?

Answer 3

COR assumes that individuals are assumed to work to conserve and protect resources that they value whether that be objects, roles, personal characteristics, conditions, energies, time, money.
Actual or threatened loss of resources causes stress. WFC is when an individual has limited resources to spread across multiple domains (work and family). When these compete for resources it can generate role strain.

Question 4

Describe Work-to-Family enrichment. What are the antecedents and consequences?

Answer 4

The extent to which experiences in one role improve quality of life in the other role. Participation in work has a positive influence on family life. Things you are involved in outside of work can help reduce the stressors of work. role enhancement can generate

Antecedents:

• Work: control/autonomy, work social support, job demands
• Family: age of child(ren), spousal support, support from spouse, family salience, relationship with family
• Individual differences: gender, positive affect, locus control, core self-evaluations, neuroticism, and negative affect, positive affect and agreeableness, openness to experience

Consequences:

• Health and wellbeing: life satisfaction, mental health, physical health, burnout, depression, positive mood affects, problem
• Organisational: job satisfaction, commitment, job exhaustion, turnover intention, job stress
• Family (non-work): family satisfaction, family performance, family effort

Three WFE dimension:

• Development: when work leads to the acquisitions or refinement of behaviours, skill, knowledge or perspective that help an individual be a better family member. E.g. learning problem solving or time management skills that can be used in the family role and improves performance
• Affect: a positive emotional state or attitude resulting from work that helps an individual be a better family member. E.g. work makes me feel cheerful or happy, then I am a better family member
• Capital: working promotes levels of psychosocial resources including a sense of accomplishment, self-fulfilment and confidence that helps an individual be a better family member. E.g. work builds self-esteem and then I am a better family member

Question 5

How does WFE relate to Conservation of Resources Theory?

Answer 5

Provides a framework for understanding the enrichment process. We have a natural tendency to develop, achieve and grow. In doing so, we acquire resources. Resources gained at work and applied at home lead to WFE.

High resources/high WFE -> finances, social support, job autonomy, partner/spouse, development opportunities, job stability
Low resources/low WFE -> low income, isolation, no job autonomy, single/divorced, minimal job development opportunities, casual work

Question 6

Explain how WFE and WFC can co-occur.

Answer 6

Not isolated processes.

Low WFE/low WFC - passive
Low WFE/high WFC - harmful
High WFE/high WFE - active
High WFE/low WFC - beneficial

Demonstrates that differing combinations of conflict and enrichment exist, and these can influence a range of outcomes

Question 7

List some effective strategies in decreasing WFC.

Answer 7

Organisational strategies

• Provision of employee services
• Provision of employee benefits
• Job restructuring
• Organisational development initiatives

Effective strategies

• Stress management training
• Family inclusive social events
• Open-door policies
• Compressed working weeks
• Highly paid staff

Question 8

What types of discrimination still occur in the work place?

Answer 8

• Dismissal (pregnant women)
• Delays in career advancement
• Allocation to inferior job roles or responsibilities
  Unexpected changes to work hours
  Hostility from co-workers