Relevant bibliographies by topics / Work life balance

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Work life balance'

Author: Grafiati
Published: 4 June 2021
Last updated: 31 July 2024

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Journal articles on the topic "Work life balance"

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Ahuja, Sangeeta. "Life Chakra Mantra for Work Life Balance." International Journal of Food, Nutrition & Dietetics 8, no. 1 (April 1, 2020): 9–13. http://dx.doi.org/10.21088/ijfnd.2322.0775.8120.1.

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K.P., Anila, and Krishnaveni Dr.V. "Study on Work Life Balance." International Journal of Research in Arts and Science 3, Special Issue, 2017 (May 31, 2017): 33–35. http://dx.doi.org/10.9756/ijras.8155.

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Issac, Renji, and Krishnaveni Ramesh Dr. "Work Life Balance: An Analysis." International Journal of Research in Arts and Science 3, Special Issue, 2017 (May 31, 2017): 36–37. http://dx.doi.org/10.9756/ijras.8156.

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Law, Ho. "Work/Life Balance – or Life/Life Balance?" Psychotherapy Section Review 1, no. 49 (2012): 28–36. http://dx.doi.org/10.53841/bpspsr.2012.1.49.28.

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This paper is based on my keynote address at the British Psychological Society’s Psychotherapy Section Annual Training Conference - Physician Heal Thyself: Psychotherapeutic Approaches to Enabling Resilience in Helping Professions.. It aims to address the major challenge that we face in modern society especially in the UK, where under the current tough economic conditions people who work are experiencing a huge increase in their workload demanded by their employer. Within this context, the paper explores the myth of work/life balance; examines the challenges of balancing the paid work demand and other parts of life, their impact upon people’s health, family and social relationships; and then re-examines the concept of work/life balance from different cultural perspectives. It is hoped that the insight that we gain from such an exploration may inform us about the possible action that we can take and develop new solutions to achieve a sense of balance, improve our health, family and social relationships.
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Dr. P. Srinivas Rao, Dr P. Srinivas Rao. "Work Life Balance in Current Scenario." Indian Journal of Applied Research 3, no. 2 (October 1, 2011): 239–40. http://dx.doi.org/10.15373/2249555x/feb2013/81.

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H. V., PRASHANTH JAIN, and SANDHYA S. "Work Life Balance in Banking Sector." International Journal of Research Publication and Reviews 5, no. 3 (March 9, 2024): 3325–29. http://dx.doi.org/10.55248/gengpi.5.0324.0758.

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Ackerley, Bethan. "Work-life balance?" New Scientist 253, no. 3375 (February 2022): 32. http://dx.doi.org/10.1016/s0262-4079(22)00338-4.

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Gregor, Anikó, and Eszter Kováts. "Work–life: balance?" socio.hu 9, Special Issue (June 18, 2020): 91–115. http://dx.doi.org/10.18030/socio.hu.2019en.91.

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Based on theories of the relations of labor and care, as well as previous research on the past 30 years of gender inequalities in Hungary, the paper aims to interpret these results and further develop the existing knowledge on the situation of women and gender relations in Hungarian society in the context of the social, economic, and political transformations of the past 30 years while considering the intersecting mechanisms ofemployment, family and care policies from a gender perspective. In 2017 we conducted six focus group interviews with lower-class women across the country and a representative survey on a sample of 1,000 respondents (both men and women), that will provide the empirical data for the paper. One of the core findings of the research is the striking tension that women experience on the labor market in relation to their care responsibilities incl. elderly care, especially in low-income and working-class groups. The counter-interest of the employers concerning care for dependent family members was a recurrent topic brought up by the participants of our interviews as well as the lack of expectations towards state support and towards men in the share of care work.
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Süß, Stefan, and Shiva Sayah. "Work-Life-Balance." WiSt - Wirtschaftswissenschaftliches Studium 41, no. 3 (2012): 163–66. http://dx.doi.org/10.15358/0340-1650-2012-3-163.

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Arthur, Lore. "Work-life balance." Debatte: Journal of Contemporary Central and Eastern Europe 12, no. 2 (November 2004): 137–53. http://dx.doi.org/10.1080/09651560420000320917.

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Dissertations / Theses on the topic "Work life balance"

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Kvasničková, Katarína. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.

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The diploma work addresses the Work-Life Balance concept and identifies the various tools that can help to successfully balance work and personal life. Alternative work arrangements and the actual implementation in the Czech Republic and abroad are introduced. It focuses on the availability of child care facilities, maternity and parental leave and on the reintegration of parents into the work process. The analytical part examines the extent of the support offered by financial institutions for the harmonization of work and personal life. Programmes from selected institutions are presented as well as an analysis of employee job satisfaction in these companies conducted via a survey.
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Tučková, Marianna. "Work-Life Balance." Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.

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The subject of this thesis is Work-Life Balance - the reconciliation of professional and personal lives. The primary objective of this work is to analyze employee satisfaction in achieving a balance between the professional and personal life and to develop recommendations for employer on that basis. The theoretical portion of this work defines the issues surrounding Work-Life Balance and tools that employees can use to harmonize the two with an analysis of applications in the Czech Republic and across the European Union. The practical portion of the study analyzes employee satisfaction in real-world cases. On the basis of both components, the study offers recommendations for policy improvements to foster better Work-Life Balance.
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Wieckowska, Ewelina, and Markus Sandberg. "Work-life balance hos ambulanspersonal : Hur ambulanspersonal upplever och hanterar work-life balance." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-73184.

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Ydergren, Jan, and Oscar Ericson. "Work-life balance och verkstadschefer." Thesis, Högskolan Väst, Avd för psykologi och organisationsstudier, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-4498.

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En hel del tidigare forskning tyder på att ha en balans mellan arbetsliv och privatliv är viktigt för att uppleva ett psykiskt välmående samt för att kunna prestera bra på arbetsplatsen. Då verkstadschefer på ett industriföretag genomgår ett stort förändringsarbete undersöktes hur fem manliga chefer upplevde sin balans mellan privatliv och arbetsliv. Delsyften med studien var att undersöka hur chefens roll i privatlivet påverkade balansen, i vilken grad stöd hemifrån påverkade balansen samt vilka konsekvenser en balans eller konflikt skulle kunna få. Studien genomfördes kvalitativt, med en semistrukturerad intervjuguide, där samtliga respondenter var påverkade av förändringsarbetet. Resultatet visade att det fanns verkstadschefer som upplevde en konflikt mellan arbetsliv och privatliv men även de som upplevde en balans. Gemensamt upplevde samtliga chefer att de ojämna arbetspucklarna, som uppstod i högre grad med anledning av förändringsarbetet, var påfrestande samt påverkade work-life balance negativt. Dessa arbetspucklar medförde minskad kontroll för att hantera arbetskraven. Något som cheferna upplevde frustrerande var att de har begränsade möjligheter att leva upp till kravbilden eftersom resurser och befogenheter saknades.  Vidare visade studien att förhållandet cheferna hade hemma med olika krav beroende på vilken livsfas de befann sig i, hade en mycket stor påverkan på deras upplevda work-life balance.
Previous research suggests that to have a good relationship between work and private life it is important to experience a-good mental health and success at work. The industrial managers’ in this study were undergoing a major change at their workplace and this study found examined how five male managers’ perception of their work-life balance. One of the aims of this study was to examine how the managers’ roles at home affects work-life balance (WLB), to what degree support at home affects WLB, and the impact that a balance or a conflict could have. The study was conducted qualitatively with a semi-structured interview guide and every manager was affected by the change at the workplace. The results showed that some of the managers were experiencing work-life conflicts where others were on the other hand experiencing a good WLB. The most common reason for feeling conflict between work-life was the uneven amount of workload, which occurred to a greater extent due to the change. These periods of uneven workload caused the managers to feel less control. One of the things that caused the managers to feel frustration is that they had limited resources and authority to handle the demands at work. The situation at home also had a very big impact on whether the managers’ experienced a good WLB or not.
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Eriksson, Johan. "Work-life balance utifrån ett arbetsgivarperspektiv : Om arbetsgivares arbete och inställning mot work-life balance." Thesis, Karlstads universitet, Handelshögskolan, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-32298.

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I och med att tid spenderad på arbetsplatsen verkar fortsätta öka blir allt mindre och mindre tid kvar till familj och fritid, eller det som i denna uppsats benämns som övrigt liv. Den vanligaste orsaken till att en individ upplever obalans är att arbetssfären är för dominerande och lämnar kvar för lite tid till övriga sfärer. Därför har syftet i denna uppsats varit att öka förståelsen för hur och varför olika arbetsgivare arbetar med work-life balance samt att ta reda på vad de har för inställning gentemot begreppet. Med andra ord ville jag förutom att ta reda på deras inställning även ta reda på vilka olika sätt arbetsgivare arbetar med work-life balance på och vilka nyttor de såg i att göra detta. Detta gjorde jag genom att ta del av litteratur och forskning som berör ämnet work-life balance utifrån ett arbetsgivarperspektiv. Dessutom tog jag del av forskning rörande områden som tillgänglighet och flexibilitet och inte minst kommunikationsteknologi. Själva undersökningen var av en kvalitativ art där jag intervjuade sex respondenter från sex olika organisationer. Samtliga respondenter valdes utifrån uppsatta kriterier där jag ville att respondenten skulle ha personalansvar eller personalinsyn samt ha varit anställd minst ett år på organisationen. Undersökningens resultat visar att samtliga organisationer tycker att work-life balance är en viktig fråga. Dessutom verkar de ta på sig visst ansvar för individernas work-life balance, då de menar att det är en gemensam angelägenhet för organisation och individ. Således ses inte work-life balance som individens ensamma problem. Anledningar till att arbeta med work-life balance visade sig bland annat beröra rekrytering, där arbetsgivarna menade att det organisatoriska arbetet med work-life balance kan attrahera nya medarbetare. Arbete med work-life balance beskrevs som ett konkurrensmedel som dessutom har ett starkt samband med att vara en attraktiv arbetsgivare. Vidare anledningar till att arbeta med work-life balance visade sig ha med individens välmående och prestanda att göra. Arbete med work-life balance kunde dessutom enligt arbetsgivarna medföra att de anställda mår bättre och att exempelvis sjukfrånvaro och sjukskrivning kan undvikas. Vad gäller hur organisationerna arbetar med work-life balance handlar det helt klart främst om flexibilitet, där just arbetsarrangemanget flextid visade sig vara klart dominerande. Distansarbete som heltidslösning visade sig vara ovanligt och arbetsgivarnas inställning gentemot detta arbetsarrangemang visade sig vara mycket negativ. Inte heller var deltidsarbete en uppskattad arbetsform då arbetsgivarna menade att deltidsarbete är sämre än heltidsarbete. Vad gäller arbetsdelning visade sig detta arbetsarrangemang endast tillämpas av några organisationer och i princip vara helt okänt hos andra. Vad gäller tillgänglighet visade sig kraven variera mellan och inom organisationerna. Tillgänglighetskraven hänger tätt samman med vilket yrke individen innehar. Organisationer arbetar inte särskilt mycket med begränsningar av användandet av kommunikationsteknologi utanför arbetstid då inte en enda organisation hade några formella bestämmelser avseende detta. Slutligen tyckte arbetsgivarna att en förmån som facilitet för barnomsorg i anslutning till arbetsplatsen kan vara en god idé för såväl arbetstagare som arbetsgivare, men ingen organisation visade sig erbjuda detta för närvarande.
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Hallenberg, David, and Viktor Söderlund. "Work-life balance och arbetstillfredsställelse : Relationen mellan work-life balance och arbetstillfredsställelse hos distansarbetare och kontorsarbetare." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36499.

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Abstract The purpose of this quantitative study was to find out how employees self-evaluate work-life balance and their job satisfaction. The participants were divided into two groups, “remote workers” and “office workers.” A comparison was made between the two groups regarding their work-life balance and job satisfaction. Apart from this, a second purpose of the present was to investigate whether there was a relation between work-life balance and job satisfaction of the organisation’s remote workers and office workers. The Minnesota Satisfaction Questionnaire (MSQ) and Questionnaire for SelfAssessing Your Work-Life Balance were used. Also included were three background questions, 45 questions and 20 claims. There were 39 responders (office workers = 15; remote workers = 24). The result of the study showed no significant difference between the two groups regarding their work-life balance or their job satisfaction. However, results showed there was a significant positive correlation with work-life balance and job satisfaction for remote workers. The results of this study could be explained by the fact that all the participants worked at the same organization and had similar tasks.
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Waumsley, Julie A. "Work-life balance : a psychological perspective." Thesis, University of Kent, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.418540.

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Råsbrant, Tika. "Employees’ experiences of work-life balance." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.

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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
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Josefová, Veronika. "Work-Life Balance v mezinárodním kontextu." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-16232.

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Work-life balance is often a discussed topic in most industrialized countries. Many employees are dissatisfied with working hours, high labor intensity and stress at work. A large number of employees would prefer flexible working hours, part-time, which would lead to better opportunities for reconciling work and family life. Individuals are trying to find a balance between professional and personal interests, some are even forced to decide whether to give priority to family and private life. Thesis deals with different work-life balance policies and programs, problems of gender differences and equal opportunities. It examines how the Czech Republic is able to juggle family and work life. It focuses on the status of women in the labour market, including historical context, the individual programs and policies that promote the harmonization of personal and professional sphere. The practical part analyzed the situation in selected countries and the paper is also engaged in various international companies in which I used structured interviews with HR representatives and other staff examined the possibility of work-life balance and the differences between the situation in the Czech affiliates and the mother country.
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Marešová, Marcela. "Work life balance z genderového hlediska." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193225.

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The aim of this Diploma Thesis is besides theoretical clarification of the concept of Work-life balance, in particular to show how much time people spend to their hobbies a families and on the contraty how much time they spend at work, and partly from a women's perspective and from the perspective of men. To fulfil these objectives, the synthesis was used, especially in the theoretical part. The other methods used in the Thesis were quantitative and qualitative research through questionnaire survey and individual personal interviews. Using these methods work came to conclusion, how to the respondents manage to harmonize their personal and professional lives, and if there is a difference in the results from a gender perspective.
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Books on the topic "Work life balance"

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Kaiser, Stephan, and Max Josef Ringlstetter, eds. Work-Life Balance. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-11727-5.

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Wastie, Jane. Work life balance. Oxford: Oxford Brookes University, 2003.

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Hawks, Melanie. Life-work balance. Chicago: Association of College and Research Libraries, 2008.

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Great Britain. Equal Opportunities Commission. The work-life balance. Manchester: Equal Opportunities Commission, 1999.

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Pradhan, Gayatri. Conceptualising work-life balance. Bangalore: Institute for Social and Economic Change, 2016.

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Drobnič, Sonja, and Ana M. Guillén, eds. Work-Life Balance in Europe. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230307582.

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Sui Pheng, Low, and Benjamin K. Q. Chua. Work-Life Balance in Construction. Singapore: Springer Singapore, 2019. http://dx.doi.org/10.1007/978-981-13-1918-1.

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Ajonbadi, Hakeem Adeniyi, Chima Mordi, and Olatunji David Adekoya, eds. Work-Life Balance in Africa. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-38008-2.

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Bachmann, Kimberley. Work-life balance: Measuring what matters. Ottawa, Ont: Conference Board of Canada, 2000.

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McDonald, Bruce D., and William Hatcher. Work-Life Balance in Higher Education. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003314868.

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Book chapters on the topic "Work life balance"

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Tewes, Renate. "Work-Life-Balance Work-Life-Balance." In Führungskompetenz ist lernbar, 17–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-45223-3_2.

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Wieden, Michael. "Work-Life-Balance." In Liquid Work, 53–60. Wiesbaden: Springer Fachmedien Wiesbaden, 2012. http://dx.doi.org/10.1007/978-3-658-00195-7_4.

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Demant, Christian. "Work-Life-Balance." In Erfolgreich ein Software-Startup gründen, 217–22. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54097-4_21.

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Gross, W. "Work-Life-Balance." In Fehlzeiten-Report 2012, 147–56. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-29201-9_16.

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Wiese, Bettina S. "Work-Life-Balance." In Wirtschaftspsychologie, 227–44. Berlin, Heidelberg: Springer Berlin Heidelberg, 2015. http://dx.doi.org/10.1007/978-3-662-43576-2_13.

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Demant, Christian. "Work-Life-Balance." In Erfolgreich ein Software-Startup gründen, 379–96. Berlin, Heidelberg: Springer Berlin Heidelberg, 2020. http://dx.doi.org/10.1007/978-3-662-60954-5_21.

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Goodman, Annekathryn. "Work–Life Balance." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 25–34. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_4.

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Bartlett, Dean. "Work-Life Balance." In Encyclopedia of Corporate Social Responsibility, 2721–27. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-28036-8_57.

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McKenna, Bernard. "Work-Life Balance." In Encyclopedia of Business and Professional Ethics, 1–4. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-23514-1_176-1.

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Kirton, Gill. "Work-life balance." In Equality, Inequalities and Diversity, 252–69. London: Macmillan Education UK, 2011. http://dx.doi.org/10.1007/978-1-137-28572-0_15.

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Conference papers on the topic "Work life balance"

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Afif, Muhammad Rizky. "Millennials Engagement: Work-Life Balance VS Work-Life Integration." In Proceedings of the Social and Humaniora Research Symposium (SoRes 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/sores-18.2019.67.

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Žnidaršič, Jasmina, and Miha Marič. "WORK-LIFE BALANCE AS A LIFE QUALITY INDICATOR." In 4th International Scientific – Business Conference LIMEN 2018 – Leadership & Management: Integrated Politics of Research and Innovations. Association of Economists and Managers of the Balkans, Belgrade, Serbia et all, 2018. http://dx.doi.org/10.31410/limen.2018.404.

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Anindita, Rina, Lindawati, Taufiqur Rachman, and Hasyim. "How Demographics Affect Quality of Work Life and Work-Life Balance." In International Conference Recent Innovation. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0009949226162627.

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Peters, Anicia, Susan Dray, and Jofish Kaye. "SIG: Work life balance in HCI." In the 2012 ACM annual conference extended abstracts. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2212776.2212430.

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INCZE, Cynthia, and Valentina Mihaela GHINEA. "Need for work-life balance educational programs." In The 4th International Conference on Economic Sciences and Business Administration. Fundatia Romania de Maine, 2017. http://dx.doi.org/10.26458/v4.i1.24.

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Jindal, Anjali, and Shivani Agarwal. "Role of Gender in Work-life Balance." In The International Conference on Research in Management & Technovation 2020. PTI, 2020. http://dx.doi.org/10.15439/2020km31.

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Westwood, James A., and Joseph A. Cazier. "Work-Life Optimization: Using Big Data and Analytics to Facilitate Work-Life Balance." In 2016 49th Hawaii International Conference on System Sciences (HICSS). IEEE, 2016. http://dx.doi.org/10.1109/hicss.2016.214.

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Burton, Sharon. "How We Attain and Sustain Work-life Balance?" In SPE Middle East Health, Safety, Security, and Environment Conference and Exhibition. Society of Petroleum Engineers, 2012. http://dx.doi.org/10.2118/152830-ms.

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Lupu, Valentina-Lidia. "TELEWORKING AND ITS BENEFITS ON WORK-LIFE BALANCE." In 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017. Stef92 Technology, 2017. http://dx.doi.org/10.5593/sgemsocial2017/12/s02.087.

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Aziz, Asima, and Dr Y. Vinodhini. "Work Life Balance of Airhostess at Airlines Sector." In Proceedings of the First International Conference on Computing, Communication and Control System, I3CAC 2021, 7-8 June 2021, Bharath University, Chennai, India. EAI, 2021. http://dx.doi.org/10.4108/eai.7-6-2021.2308608.

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Reports on the topic "Work life balance"

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Bogason, Ágúst, Maja Brynteson, and Hilma Salonen. Remote Work in Rural Areas: Possibilities and uncertainties. Nordregio, February 2024. http://dx.doi.org/10.6027/r2024:71403-2503.

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This study investigates the role of remote work in enhancing the resilience of rural and remote municipalities in the Nordic countries, highlighting the shift towards hybrid work models. The report presents six case studies, each detailing the context, challenges and opportunities associated with remote work. The study found that many public authorities lack formal remote work policies, relying on pre-existing or pandemic-developed frameworks aimed at work-life balance. The research points to remote work's potential for attracting and retaining residents and skilled workers, crucial for rural development, despite challenges like the need for improved digital infrastructure and the absence of formal policies. Initiatives like co-working spaces and the focus on enhancing regional attractiveness through quality of life and infrastructure investments are seen as key to leveraging remote work for sustainable regional development. However, the study also notes obstacles such as legislative issues and the need for comprehensive strategies to fully realise the benefits of remote work for rural revitalisation. Remote work offers a pathway to sustainable development in Nordic regions by introducing new skills, enhancing business innovation, and improving public services, which helps combat out-migration and boosts quality of life. For maximum impact, investments in digital infrastructure, supportive work environments, and regional attractiveness are crucial, paving the way for a more vibrant and sustainable future.
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Sarkar, Sandip. Quality of Employment: Selected Country Cases in Asia. Asian Productivity Organization, January 2024. http://dx.doi.org/10.61145/mmzi8778.

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The combined efforts of generating employment opportunities and improving job quality play pivotal roles in shaping an economy and workforce productivity. This report analyzes the impact of productive employment and employment quality on labor market performance across nine APO member countries, including dimensions like income, safety, and work-life balance, and recommends tailored policies to enhance both labor productivity and the well-being of workers.
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Albert, Michael. Postcapitalist Work: Balanced Jobs and Equitable Remuneration. Mέta | Centre for Postcapitalist Civilisation, 2021. http://dx.doi.org/10.55405/mwp6en.

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mέta Working Papers’ series “Towards (a Better) Postcapitalism: A Handy How-To Guide” publishes solicited policy papers on aspects of how would a non-dystopian postcapitalism look like. The series focuses on three ‘pillars’: Production | Allocation | Decision Making i.e., how could/would postcapitalist production be like (and who would own the means of production), what shape would the allocation of goods take (and which alternatives to the market economy may be explored), and what would be the main tenets of postcapitalist decision making and democracy. In this paper, Michael Albert addresses the first pillar: postcapitalist production/work.
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Barradas, Ricardo. Why are (financialised) workers becoming more resigned and conformist and less claimants? Empirical evidence for Portugal. DINÂMIA'CET-Iscte, 2023. http://dx.doi.org/10.15847/dinamiacet-iul.wp.2023.03.

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The deregulation and flexibilisation of labour relations has been on the active neoliberal agenda of policymakers all over the world, including in Portugal. Against this backdrop, labour conditions have been worsening since the 1970s and 1980s, and workers have progressively lost some labour rights, which is noticeable in stagnant (or falling) wages, the rise of personal income inequalities, the proliferation of atypical work, the increase of precariousness, the surge of emotional abuses in the workplace, the deterioration of work–life balance and the spread of informal work. Nonetheless, workers have evidenced higher resignation and conformism and lesser claimant behaviour in order to demand higher wages and better labour conditions, which is visible in the strong reduction in strike activity in the last four decades. Our argument asserts that workers’ financialisation and indebtedness levels restrain their demands for higher wages and better labour conditions due to the fear of decreasing their income and losing their jobs and the consequent risks of default. This paper aims to assess the relationship between workers’ financialisation and indebtedness levels and their strike activity by performing a time-series econometric analysis focused on Portugal during the period of 1979 to 2021. We conclude that workers’ financialisation and indebtedness levels have a negative effect on strike activity in Portugal, both in the short term and in the long term, especially on strike volume and strike duration. We also conclude that workers’ financialisation and indebtedness levels have been one of the main drivers behind the decline of strike activity in Portugal in the last four decades.
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Bentler, Dominik, and Günter W. Maier. Flexibilisierung von Personaleinsätzen - Auswirkungen auf die Arbeitsgestaltung und Arbeitseinstellungen der Beschäftigten in starren und flexiblen Schichtsystemen. Kompetenzzentrum Arbeitswelt.Plus, August 2023. http://dx.doi.org/10.55594/ghzp3095.

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Die zeitliche und örtliche Flexibilisierung von Arbeitseinsätzen wird seit Beginn der Covid 19-Pandemie verstärkt untersucht. Die Personaleinsatzplanung stellt auf Grund der Komplexität und dem hohen Umfang an zu verwendenden Daten eine ideale Grundlage für den Einsatz intelligenter Systeme dar und bietet das Potenzial, die Personaleinsätze zukünftig flexibler zu gestalten. Diese Flexibilität bietet sowohl ökonomisches Potenzial, indem eine ideale Besetzung von Tätigkeiten stattfindet. Darüber hinaus kann die Flexibilität in der Personaleinsatzplanung aber auch dazu genutzt werden, die Bedürfnisse der Beschäftigten zu berücksichtigen und die Personaleinsätze an die jeweiligen Umstände der Beschäftigten im Sinne einer optimalen Work-Life-Balance anzupassen. In diesem Beitrag werden die Auswirkungen einer Flexibilisierung von Personaleinsätzen in Pflegeeinrichtungen untersucht. Es wird geprüft, in welchem Ausmaß sich die wahrgenommene Arbeitsgestaltung durch den Einsatz von flexiblen Schichtsystemen verändert und welche Auswirkungen diese Veränderungen der Arbeitsgestaltung auf die Arbeitseinstellungen der Beschäftigten haben. Es wird gezeigt, dass sich durch die Zusammenarbeit von Beschäftigten in konventionellen und flexiblen Schichtsystemen die Wahrnehmung der Arbeitsgestaltung verändert und diese Veränderungen mit der intrinsischen Arbeitsmotivation sowie Facetten der Arbeitszufriedenheit zusammenhängen. Die Ergebnisse können sowohl für den Praxistransfer zum Einsatz intelligenter Systeme in der Personaleinsatzplanung berücksichtigt werden, stellen aber auch eine Grundlage für weitere Forschung im Bereich der psychologischen Wahrnehmung von Entscheidungen menschlicher und maschineller Entscheidungsträger dar.
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Mora-Sanguinetti, Juan S., Laura Hospido, and Andrés Atienza-Maeso. The numbers of equality regulation. Quantifying regulatory activity on non-discrimination and its relationship with gender gaps in the labour market. Madrid: Banco de España, November 2023. http://dx.doi.org/10.53479/34754.

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Public policies that aim to achieve gender equality, improve work-life balance or combat harassment may have economic consequences, for example, through changes in the labour supply of women or other groups. Although there may be an increase in social awareness of these problems, a separate question is whether this increase is reflected in specific legislation in a society. The objective of this paper is to quantify for the first time when, where and at what rate these social concerns have been translated into legislation. The study covers the period 1996-2022, identifying both central government legislation and legislation in each of the autonomous regions. The analysis, therefore, organises the information in a panel format. The indicators reveal the high degree of heterogeneity in terms of the legislation in the various related areas, with non-discrimination legislation being the most developed and frequent. They also reveal the differences between autonomous regions, with Andalusia and Catalonia being those in which most legislation has been introduced. As an example of an application of this analysis, the database is then used to investigate the relationship between legislative changes and labour market inflows for women. Our estimates show a positive relationship between the volume of legislation passed in the areas of interest, such as non-discrimination policies, and indicators of both employment and female labour force participation.
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Clayton, Khamal, and David Rosenblatt. Searching for a Safe Harbor: Fiscal Policy Responses in Small Island Developing States. Inter-American Development Bank, March 2024. http://dx.doi.org/10.18235/0012868.

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Over the last two decades, there has been a growing empirical literature to test whether governments fiscal policies systematically respond to changes in the level of debt-to-GDP. Most research has focused on advanced and emerging economies and has overlooked developing countries, especially small island developing states (SIDS). While Caribbean fiscal reaction functions have been estimated in the literature, this paper fills a gap by broadly including all SIDS in the analysis. We find that weak fiscal sustainability has been maintained, but mostly due to the more recent period of the analysis, and with the exclusion of the outlier of São Tomé and Principe. The magnitudes of the coefficient of the increasing primary balance in response to increasing debt-to-GDP is in line with estimates from the literature including, for example, past work on Caribbean SIDS. Two novel findings are that extreme weather events are indeed associated with deteriorations in the primary fiscal balance, and that primary balances may respond pro-cyclically to economic booms and acyclically or counter-cyclically to economic busts.
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McLure, Hamish, Samantha Shinde, Nancy Redfern, Jane Marshall, Zaid Al Najjar, Steve Bree, Paula Keats, Smita Oswal, Victoria McCormack, and Blandina Blackburn. Return to work. Association of Anaesthetists, 2024. http://dx.doi.org/10.21466/g.rtw.2024.

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Work is important. For most, it provides a host of positive emotions as well as the opportunity for social contact and the financial support that enables us to enrich our lives in other ways. If we can no longer work due to ill health, requirement to look after a loved one or following capability or conduct proceedings, the personal impact can be devastating. Even when taking time out of the workplace for positive life enhancing reasons, such as having a baby or a career break to pursue another interest, there can still be a negative impact on knowledge, skills, self-esteem, confidence and finances. An absence of 3 months or more is likely to significantly affect skills and knowledge, and an absence of 2 years or more is generally accepted as a period when formal retraining will be required. Returning to work after a prolonged period away is often greeted with a mixture of eagerness and anxiety for the clinician returning and the manager facilitating the process. For anaesthetists, there are additional concerns compared with some other specialties because anaesthesia requires a comprehensive medical knowledge-base, advanced technical skills to be immediately available and the ability to cope with multiple stimuli as well as the stamina to remain vigilant during long quiet periods. Anaesthesia is an intellectually, physically and emotionally demanding specialty. In this high-risk environment, an underperforming anaesthetist may easily harm a patient. Such high stakes mandate a thoughtful and carefully planned return. Even senior colleagues will require support, supervision, assessment, and in some cases further training. Returning colleagues may have obvious physical scars, but there may also be psychological injuries that are hidden. Good communication is key, but sharing important information must be balanced with confidentiality. If the return is tailored to the individual and managed well, colleagues will come back as healthy, safe and productive doctors. If it is done badly, there is the potential for significant harm to both patients and colleagues.
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Panizza, Ugo, Julián Caballero, and Andrew Powell. The Second Wave of Global Liquidity: Why Are Firms Acting Like Financial Intermediaries? Inter-American Development Bank, May 2016. http://dx.doi.org/10.18235/0011735.

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Recent work suggests non-financial firms have acted like financial intermediaries particularly in emerging economies. This paper corroborates these findings but then asks "why?" The results indicate evidence for carry-trade activities, but they are focused on countries with higher levels of capital controls, particular controls on inflows. There is little evidence for such activities given other potential motives. It is posited that this phenomenon is due more to the reaction of countries in the face of low global interest rates, quantitative easing and strong capital inflows than incomplete markets or the retreat of global banks due to impaired balance sheets or tighter regulations.
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Bennett, Alan B., Arthur A. Schaffer, Ilan Levin, Marina Petreikov, and Adi Doron-Faigenboim. Manipulating fruit chloroplasts as a strategy to improve fruit quality. United States Department of Agriculture, January 2013. http://dx.doi.org/10.32747/2013.7598148.bard.

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The Original Objectives were modified and two were eliminated to reflect the experimental results: Objective 1 - Identify additional genetic variability in SlGLK2 and IPin wild, traditional and heirloom tomato varieties Objective 2 - Determine carbon balance and horticultural characteristics of isogenic lines expressing functional and non-functional alleles of GLKsand IP Background: The goal of the research was to understand the unique aspects of chloroplasts and photosynthesis in green fruit and the consequences of increasing the chloroplast capacity of green fruit for ripe fruit sugars, yield, flavor and nutrient qualities. By focusing on the regulation of chloroplast formation and development solely in fruit, our integrated knowledge of photosynthetic structures/organs could be broadened and the results of the work could impact the design of manipulations to optimize quality outputs for the agricultural fruit with enhanced sugars, nutrients and flavors. The project was based on the hypothesis that photosynthetic and non-photosynthetic plastid metabolism in green tomato fruit is controlled at a basal level by light for minimal energy requirements but fruit-specific genes regulate further development of robust chloroplasts in this organ. Our BARD project goals were to characterize and quantitate the photosynthesis and chloroplast derived products impacted by expression of a tomato Golden 2- like 2 transcription factor (US activities) in a diverse set of 31 heirloom tomato lines and examine the role of another potential regulator, the product of the Intense Pigment gene (IP activities). Using tomato Golden 2-like 2 and Intense Pigment, which was an undefined locus that leads to enhanced chloroplast development in green fruit, we sought to determine the benefits and costs of extensive chloroplast development in fruit prior to ripening. Major conclusions, solutions, achievements: Single nucleotide polymorphisms in the promoter, coding and intronicSlGLK2 sequences of 20 heirloom tomato lines were identified and three SlGLK2 promoter lineages were identified; two lineages also had striped fruit variants. Lines with striped fruit but no shoulders were not identified. Green fruit chlorophyll and ripe fruit soluble sugar levels were measured in 31 heirloom varieties and fruit size correlates with ripe fruit sugars but dark shoulders does not. A combination of fine mapping, recombinant generation, RNAseq expression and SNP calling all indicated that the proposed localization of a single locus IP on chr 10 was incorrect. Rather, the IP line harbored 11 separate introgressions from the S. chmielewskiparent, scattered throughout the genome. These introgressions harbored ~3% of the wild species genome and no recombinant consistently recovered the IP parental phenotype. The 11 introgressions were dissected into small combinations in segregating recombinant populations. Based on these analyses two QTL for Brix content were identified, accounting for the effect of increased Brix in the IP line. Scientific and agricultural implications: SlGLK2 sequence variation in heirloom tomato varieties has been identified and can be used to breed for differences in SlGLK2 expression and possibly in the green striped fruit phenotype. Two QTL for Brix content have been identified in the S. chmielewskiparental line and these can be used for increasing soluble solids contents in breeding programs.
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