Tesi: "Satisfaction with work-life balance"

1

Schenkel, Aubree A. "Perceptions of Supervisor Support for Work-Life Balance". Xavier University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1396713191.

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Cookson, Charles. "The Role of Work-Life Balance Programs in Job Satisfaction". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1962.

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Organizations spend significant amounts of money to address low job satisfaction. As much as 16.5% of an organization's pretax income is lost due to employee withdrawal behaviors, with 27% of that amount associated with turnover. Building on the quality of working life theory, this single-site case study took place at a for-profit university located in the Midwest United States to understand the role that work-life balance programs play in employee job satisfaction. The population consisted of 6 front-line admissions managers, as that population was appropriate for understanding the work-life balance strategies college officials use to improve the job satisfaction of admissions representatives. The data collection process consisted of semistructured interviews, a review of observational field notes, and a review of employee surveys. Based on methodological triangulation of the data sources and analysis of the data, 3 emergent themes were identified. Participants indicated that both autonomy and flexibility contributed to employee job satisfaction, which the quality of working life theory and existing research on the subject supports. Participants also indicated that the manager-employee relationship was fundamental to improving job satisfaction, which was a finding outside of the scope of the conceptual framework used in the study. Social change implications include improving policy makers and business leaders' understanding of the role that work-life balance plays in job satisfaction. Employees will also find the results of this study informative when attempting to understand how work-life balance programs may contribute to the level of satisfaction they experience with their jobs.

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3

Ayadurai, Viya Kumari. "Work-Life Balance, Work-Study Interface, Gender, Stress, and Satisfaction of Online Students". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5445.

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There is a likelihood of stress in working students' struggles to manage work, family, studies, and personal life, yet little is known about differences in stress levels between male and female online students. Previous studies suggested that more men than women balanced work and family owing to women's asymmetrical family responsibilities. The purpose of this study was to examine the moderating effects of gender on the relationships of work-life balance and work-study interface of working online students and their perceived stress and satisfaction with life. In this quantitative study, the theoretical framework included social role theory and spillover theory. A convenience sample of 80 working online students (aged 20-60+ years) participated in an online survey. Particpants completed a demographic survey, work-life balance scale, work-study interface scale, perceived stress scale, and satisfaction with life scale. Collected data were analyzed using regression analysis. The results indicated that in both work-life balance and work-study interface, working female online students had higher levels of perceived stress than males, and women had a lower level of satisfaction with life than men in work-study interface. Understanding spillover experiences and gender social roles of working online students in their work-life balance and work-study interface may lead to positive social change by providing useful information for policy makers to support online students. The study may also provide an understanding of the dynamic of the work-life-study balance for the students themselves.

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Parker, Shanaaz. "Satisfaction with work-life balance, job control and work engagement among call centre operators". Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/5831.

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Includes abstract.
Includes bibliographical references.
This study aims to assess satisfaction with work life balance in call centre operators and the impact that this has on work engagement of these individuals. It looks at and measures the perceptions relating to control over actual work hours, job complexity and satisfaction with work-life balance.

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Rowland, Kendra Horn. "Work Life Balance for Agricultural Educators in Kentucky". UKnowledge, 2016. http://uknowledge.uky.edu/cld_etds/28.

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Research indicates that Kentucky agricultural educators are overworked and experience job related stress. Balancing work and home can be a struggle and stress induces burnout and teacher attrition. Shortages in the agriculture classroom could result in loss of agricultural education programs and negatively affect the profession. The purpose of this study was to 1) describe the demographics of Kentucky high school agricultural educators; 2) describe the work and home life balance for Kentucky agricultural educators; 3) determine the level of job satisfaction among Kentucky agricultural educators; 4) determine the perceived busiest time of the school year for Kentucky agricultural educators. The study was conducted on a census of the 2015-2016 Kentucky agriculture teacher directory and the survey was distributed online. Results indicate that agricultural educators work 52 hours per week, can balance work and home responsibilities with assistance from spouse/partner and experience job related stress on a regular basis. It was concluded that Kentucky agricultural teachers are satisfied with their job, but stressed about meeting the needs of work and family balance based on barriers including FFA activities, nightly meetings, childcare and time with spouse/partner.

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6

Shiels, Rosie Sara. "Changes in Work-Life Balance Over Time: Implications for Job and Family Satisfaction". Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367244.

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Work - life balance research has generated substantial interest for researchers and applied business professionals over the past two decades. Work - life balance can no longer be considered a personal choice for individuals; it is also a human resource management tool used to attract, motivate, and retain highly skilled employees. Most research investigating work - life balance has tended to focus on the negative aspects of combining work and non - work domains, rather than focusing on how work and non - work roles can be mutually beneficial. This research shifts the focus from the scarcity perspective (that balancing multiple roles inevitably leads to inter - role conflict as demands for time and energy compete for limited resources) to the enhancemen t perspective, which suggests that engaging in multiple roles can be energising, provide more opportunities to the individual, and increase well - being.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
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7

Jez, Chelsea G. "Work-Life Balance, Locus of Control, and Negative Spillover". Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1496146613840986.

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Garber, Jordan Slabaugh. "Work Centrality as a Moderator of the Job Satisfaction-Life Satisfaction Relationship". Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier150634077569986.

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9

Lajom, Jennifer Ann. "Driven towards a middle-ground: Passion and work-life balance among Filipino professionals". Phd thesis, Canberra, ACT : The Australian National University, 2016. http://hdl.handle.net/1885/101781.

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Guided by the Dualistic Model of Passion (DMP; Vallerand, et al., 2003), border (Clark, 2000) and enrichment (Rothbard, 2001; Sieber, 1974; Marks, 1977) theories, this dissertation tested a mediated model that examined the role of work-life balance in the relationship between harmonious and obsessive passion (HP and OP, respectively), with performance indicators such as in-role and organisational citizenship behaviours, and well-being indicators such as job and life satisfaction. HP for work was hypothesised to positively relate with employee performance and well-being, while OP for work will be negatively related. This relationship is mediated by work-life balance. Employees with HP will have higher levels of work-life balance, enabling them to have favourable performance and well-being outcomes. In contrast, employees with OP will experience less work-life balance, preventing them from attaining optimum work outcomes. This dissertation utilised a field survey methodology across three studies— validation of the passion for work scale (Study 1), main effects of passion for work (Study 2), and mediating effects work-life balance to employee outcomes (Study 3). Study 1 tested the two-factor structure of the passion for work scale using confirmatory factor analysis (Study 1a) and established convergent and divergent validity through correlations of conceptually similar and dissimilar constructs (Study 1b). Results concurred with previous validation of the original passion scale (Vallerand, et al., 2003), where harmonious and obsessive passion for work serve as two separate factors. Results also showed that HP and OP for work are distinct constructs in comparison with work involvement, goal orientation, workaholism, work engagement, and calling. Study 2 tested the role of passion for work on in-role and organisational citizenship behaviours, and job and life satisfaction. Hypotheses were partially supported. Findings showed that HP for work was positively related to indicators of employee performance and well-being, while OP for work was not significantly related to all outcomes. Study 3 tested the indirect effect of work-life balance in the relationship between passion for work and performance and well-being outcomes. Findings lend partial support to the hypotheses. The indirect effects of work-life balance in the relationship between HP and OP for work and performance outcomes were not significant. However, significant indirect effects of work-life balance were found between both types of workplace passion and indicators of employee well-being. This research program contributes to the workplace passion literature in several ways. First, further validation of the passion for work scale among samples from a non-Western developing context further broadens the applicability of the Dualistic Model of Passion. Second, examining the role of passion for work substantiates the claims of popular press and also determines the extent to which passion can be an enabler or deterrent of optimum work performance and well-being. Finally, integrating the DMP, and border and enrichment perspectives further extends our understanding of how passionate employees manage work and non-work life domains to attain balance, and its consequences to employee work outcomes. Implications for research and practice are discussed.

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Metz, Jeremy Daniel. "The Impact of Achievement Motivation, Job Satisfaction and Work-life Balance among Retail Managers". Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10934726.

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Achievement motivation has been identified as an important element of organization behavior due to the impact it can have on an individual’s performance, job satisfaction and organizational commitment. At the same time, work-life balance has become increasingly valuable to employees. There is much literature supporting the positive impacts of achievement motivation, job satisfaction and work-life balance. In addition, theories exist which detail the relationships between the studied variables, but little research has been completed studying the results in corporate and retail settings.

This study evaluated the relationship between an individual’s achievement motivation and job satisfaction, the relationship between an individual’s achievement motivation and work-life balance, and the relationship between an individual’s job satisfaction and work-life balance.

A quantitative study was conducted using three survey instruments. The Achievement Motivation Inventory (AMI) instrument will measure achievement motivation in this study via a modified short version featuring 30 questions. The 18 question Job in General (JIG) scale will be utilized to measure job satisfaction in this study. The 5 question Work-Family Conflict Scale (WFC) will be the instrument used to measure work-life balance in this study. A non-random, as a convenience sample was used to select participants for this study. The population consisted of salaried store management employees who work in multiple store locations for a large corporation who were willing to voluntarily participate in the study.

Research question one tested achievement motivation and job satisfaction via the Achievement Motivation Inventory and Job in General scale. The analysis indicated that there is a weak positive linear relationship between the two studied variables. This relationship between a salaried retail manager’s level of achievement motivation and their level of job satisfaction was found to be a statistically significant relationship. This was the only research question to feature a relationship between the studied variables that was statistically significant.

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11

Korpunen, Päivi, e Andrea Nápravníková. "Work to live, don’t live to work! : A cross-sectional study of the work-life balance of higher managers". Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1239.

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The work-life balance is currently in vogue among governments, organizations as well as researchers. Higher managers in organizations all over the world are exposed to significant pressures in their jobs, which further influence the balance between their work and private lives, job satisfaction and overall well-being. In this thesis, we apply a different perspective on the topic of work-life balance than most of the previous scientific research. We have focused on the governmental, organizational and individual factors that affect the work-life balance of higher managers and the consequent influence on their job satisfaction and overall well-being.

The objective of this study is to contribute to the work-life balance research by exploring the fit between companies’ human resource practices and higher managers’ actual perceptions and needs. In order to gain different perspectives, our empirical research consists of a series of interviews with both HR managers and members of higher management.

The key findings in terms of the factors influencing higher managers are reported. They suggest that the individuals are influenced by several aspects. The responsibility for personal work-life balance does not only lie on individuals themselves, but the organizations and governments play an important role in treating this issue as well.

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12

Ervin, Shaina M. "A Comparative Analysis of Work-Life Balance in Intercollegiate Athletic Graduate Assistants and Supervisors". Digital Archive @ GSU, 2012. http://digitalarchive.gsu.edu/kin_health_theses/4.

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The sport industry is a popular and competitive career field with employees drawn to work in a dynamic, yet often untraditional work environment. The challenge of achieving work-life balance has received considerable study in sport, as employees often find a conflict in balancing their job and other life responsibilities, such as family (work-family conflict) and outside activities. This study introduces a new area of potential conflict (work-extracurricular conflict), the outside activities that may be neglected due to a job, which may impact employees. This area may be especially pertinent to a younger segment of the industry which has not been studied, graduate assistants who work in athletic departments while continuing their education. The purpose of this exploratory study was to assess work-life balance in graduate assistants (GAs) and their supervisors by comparing their levels of work-family conflict, work-extracurricular conflict, job satisfaction, and life satisfaction. Secondly, the study introduced the work-extracurricular conflict construct. Data were collected from GAs and supervisors (N = 47) working in five Division I university athletic departments. Descriptive statistics and ANOVA revealed significant differences between GAs’ and supervisors’ job satisfaction, while determining they did not differ on work-family conflict, work-extracurricular conflict and life satisfaction levels. They reported moderate levels of family and extracurricular conflict. Sport managers can utilize this information to better understand the work-life balance of GAs and establish dialogue on ways to improve GAs experience in hopes of keeping these sport professionals in the industry long-term.

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Morgan, LaRoyce E. "The Impact of Work-Life Balance and Family-Friendly Human Resource Policies on Employees' Job Satisfaction". NSUWorks, 2005. http://nsuworks.nova.edu/hsbe_etd/78.

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Men and women are both faced with daily decisions that affect their families and their work. This paper will look at the overall satisfaction of employees as it relates to work &ndash life conflict. The concept has expanded as there are more responsibilities outside of the job setting that include volunteer commitments, personal development, home life and elder care. Since lifestyles have changed and there are significant pressures that all employees are facing, work &ndash life has become a significant benefit issue. Family &ndash friendly policies may help organizations to assist employees with balancing work and family. Conflict roles can spillover from the work domain to the family domain and from the family domain to the work domain. Time and technical connectivity are factors in work overload. Supporting employees could contribute to job satisfaction by offering alternative work schedules and family-friendly benefits. Organizations that offer flexible alternatives can engage employees and decrease job turnover.

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14

Frizzell, Rebecca E. "Manufacturing satisfaction with work-family balance: the effects of employee type, technology use, & life role salience". Diss., Kansas State University, 2015. http://hdl.handle.net/2097/20447.

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Doctor of Philosophy
Psychological Sciences
Patrick A. Knight
Satisfaction with work-family balance is a relatively new construct that differs from other work-life constructs in several ways: it is not focused on conflict between work/family domains, does not include cross-domain transfer processes, has no directional implications, and is not multidimensional. The current study has three purposes: 1. Examine work-family balance issues for both blue-collar and white-collar employees, as the literature has focused mainly on white-collar employees. 2. Examine relationship between technology and satisfaction with work-family balance. 3. Assess how role salience influences satisfaction with work-family balance. Participants were recruited and compensated for completing a 60 item online survey via Qualtrics. Blue-collar participants were recruited from manufacturing industries, while no industry was specified for white-collar employees. The sample consisted of 210 participants (105 blue-collar, 105 white-collar). Several checks were included throughout the survey to ensure data quality. Two hierarchical regression analyses were conducted. The first regression revealed that boundary control and autonomy predict satisfaction with work-family balance, while employee type and boundary interruptions do not. Boundary control, family identity, and stress significantly predicted satisfaction with work-family balance in the second regression, while boundary interruptions, work identity, hours worked, and technology use did not. Results indicate white-collar workers have higher satisfaction with work-family balance, lower stress, and lower turnover intentions compared to blue-collar workers. Results also reveal that technology use to complete work outside of work hours is significantly and positively related to stress. Nearly half of participants report feeling expected to utilize technology to complete work outside of work hours. In addition, while it was hypothesized that those higher on family identity would have lower satisfaction with work-family balance when they used technology outside of work hours, worked longer hours, and had more frequent boundary interruptions than would those lower on family identity, the opposite effect was found for each of these variables. Implications of the study include: 1. Organizations may improve employee satisfaction with work-family balance by increasing autonomy and boundary control. 2. Employees may improve satisfaction with work-family balance by taking time to de-stress from work and limiting use of technology to complete work outside of work hours.

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15

Roberts, Carlene M. "Perspectives of Work-Life Balance: The Path to Maximizing Individual Well-Being and Organizational Productivity". Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1246.

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The goal of this paper is to outline the existing perspectives of work-life balance, and to examine how they impact individual well-being and organizational productivity. The benefit of approaching work-life balance through the lens of personal and professional satisfaction is discussed. In addition, the author looks at the relationship between job satisfaction and job performance. The literature shows that satisfaction, well-being, and job performance are all related, and this poses greater implications for organizations. The author concludes with arguments in the present literature on the individual and organizational benefits of organizations adopting work-life balance policies.

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Govender, Dhevan. "Factors influencing job satisfaction of managers at state owned enterprises". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23807.

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Understanding the factors that influence Job Satisfaction of managers is vital because satisfied managers will improve overall effectiveness of an organisation. State Owned Enterprises (SOEs) play a crucial role within economies, however a lack of attention has been focussed on understanding the concept of job satisfaction within this context. The main objective of this research was to identify the factors which are most important to influencing job satisfaction of managers at SOEs and to verify whether these factors are influenced by demographics. A survey was developed and utilised to gather data regarding the importance of several factors to a manager’s job satisfaction. The data that was gathered was statistically analysed in order to support or reject the research propositions. The findings of the research indicated that three factors predominantly influenced the job satisfaction of managers at SOEs; namely, Inspirational Leadership and Purposeful Work, Equitable Rewards and a Facilitative Work Environment and Effective Working Relationships and Work Life Balance. The results also provided support for the research propositions concluding that the factors influencing job satisfaction are certainly affected by demographics. A Three Factor Framework and Organisational Effectiveness Framework were developed to graphically represent the findings of the study. Copyright
Dissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
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Quichocho, Davina, Mallory Lucier-Greer, Lucy R. Nichols, Nicky Frye, Catherine Walker O'Neal e Allie Krumm. "What Human Services and Helping Professionals Need to Know about Employee Retention and Work-Life Balance". Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/secfr-conf/2020/schedule/55.

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The Work-Family Enrichment theory highlights the interrelatedness of professional and personal life and notes that positive work and family experiences can have additive effects on individuals and their families (Greenhaus & Powell, 2006). Through this lens, work satisfaction has implications for family and individual wellbeing. When workplace organizations implement practices that encourage employee retention, they systematically create an environment that fosters employee satisfaction (Griffin et al., 2010; Wells, 2015). Retention, and the relationships between work, family, and individual wellbeing, are particularly salient for certain types of work that are connected to human development and family science because many of these careers are high-demand/lower-pay “labors of love” (e.g., child care providers, social work, child-life specialists). Equipping current and future helping/human service professionals with an understanding of effective retention practices will help them identify satisfying work opportunities for themselves and enhance their ability to advocate for and implement retention practices across the field.

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Awando, Maxwell Omondi. "Pre-tenured Faculty Job Satisfaction: An Examination of Personal Fit, Institutional Fit and Faculty Work-life". Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/47794.

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The purpose of this study is to explore job satisfaction among pre-tenured faculty. More specifically I was interested in examining demographic and personal fit factors, fit with the norms and values of the institution among pre-tenured faculty in different institutional types. The sample for the study included all pre-tenured faculty members who completed the COACHE 2009- 2010 job satisfaction survey. The COACHE survey was administered to pre-tenured faculty at 149 four-year colleges and universities in 2009-2010. The conceptual framework for this study is grounded in a modified version of the structural model of job satisfaction by Olsen et al., (1995). The application of exploratory factor analysis followed by stepwise multiple-regression was used to construct and discover dimensions or factors that predict global job satisfaction affecting pre-tenured faculty members. The results of the stepwise multiple-regression revealed that the three constructs of variables differ by institution type. A combination of five variables: effectiveness of work-life balance policies, satisfaction with time available for faculty work, satisfaction with tenured collegiality, satisfaction with autonomy of faculty work, satisfaction with compensation, and satisfaction with support services were the most significant predictors of job satisfaction for pre-tenured faculty members. Institutional fit variables were stronger significant predictors of fit and job satisfaction compared to demographic and personal fit variables. The findings of this study underscore the importance of university administrators to pay particular attention to extrinsic dimension of the faculty work to job satisfaction to fulfill institutional mission.
Ph. D.

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Chaney, Cynthia Annelle Ray. "Work-life variables influencing attrition among beginning agriscience teachers of Texas". Texas A&M University, 2003. http://hdl.handle.net/1969.1/5950.

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The purpose of this study was to describe the perceptions of former beginning agriscience teachers and to explore the relationships between these perceptions, the characteristics of former beginning agriscience teachers, work satisfaction, work-life balance, and their reasons for leaving the profession. Information was gathered from former secondary agriscience teachers across Texas who left the profession during the 2001-2 through 2005-6 academic years. A survey instrument was created specifically for this study through which information about perceived work satisfaction, work-life balance, effect of work-life on attrition, and demographic characteristics of the former beginning agriscience teachers was gathered. Data were analyzed using descriptive and correlational statistics. For this population, work satisfaction, work-life balance, and teacher attrition were not found to differentiate among demographic and career characteristics: age, gender, ethnicity, employment, salary, teacher training institution, years of experience, agriscience department size, hours on the job, or FFA area association. The results suggested evidence of an inverse relationship between work satisfaction and beginning agriscience teacher attrition as well as an inverse relationship between work-life balance and agriscience teacher attrition. Nearly half of all respondents reported the wanting of balance between professional work and personal life as their chief reason for leaving the profession. Closely following this reason were the placement of students in agriscience classes who did not choose to be in the elective courses and too much time away from family. Nearly two-thirds of the respondents offered the recommendation to set a maximum student enrollment per class period and to decrease the number of class preparations/course sections taught by beginning teachers. Over half of the respondents made the recommendation to share the load of shows and contests equally among teachers and to increase the number of teachers in the agriscience department. To improve the preparation and retention of agriscience teachers, two-thirds of the respondents recommended a salary increase. The recommendation following salary and given by nearly half of respondents was to provide mentor teachers. And, one-third of respondents offered the recommendation for more follow-ups from university teacher trainers.

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Singh, Charanjit. "An investigative study of burnout among university nurse academics in Australia". Thesis, Federation University Australia, 2021. http://researchonline.federation.edu.au/vital/access/HandleResolver/1959.17/177530.

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The overall aims of this study were to investigate the prevalence, extent and explore the experiences of Nurse Academics in Australia in relation to job satisfaction and burnout. Over the last three decades, university teaching has become increasingly challenging and stressful; this has affected the quality of life of academics. This is evidenced by the rapidly changing working conditions and stress experienced globally among university academics Consequently, the relationship between academics and their workplace are very demanding, more stressed, followed by lack of resources and eventually leading to burnout. Burnout is defined as a psychological syndrome emerging as a prolonged response to chronic interpersonal stressors on the job. Since, the move of nurse education into the university sector in Australia in the mid 1980’s, the stress and demands placed upon Nursing Academics has risen and intensified dramatically. Although the literature is replete about the work experiences among university academics very little research has been carried out to investigate the prevalence and explore the experiences among nurse academics, particularly within Australia (Bittner, & Bechtel, 2017) in relation to occupational stress and burnout. This research study utilized a mixed methods design, specifically, the sequential explanatory model A two phased approach was utilized. In phase one 234 nurse academics completed the survey comprised of the MBI, MSQ and demographics. In phase two, 19 participants were interviewed. The conceptual framework that underpins this study is influenced by the Job- Demands Resource Model (J-DR Model). In phase one, participants were drawn from a cross section from novice to experienced academics. 50% of participants reported low levels of burnout, whilst the other 50% reported either moderate or high levels of burnout. Out of these 50% who experienced burnout about 20% of respondents experienced a high-level of burnout. Similarly, 50% of the participants experienced low levels of job satisfaction and this correlated significantly with high levels of the total burnout scores (r = -0.56). Within the qualitative component, the main themes included a lack of work life balance, incivility towards staff, increasing workloads, challenging students, lack of recognition, negative workplace culture, lack of awareness of the importance of political astuteness, and lack of leadership skills and difficulty with retention of newly appointed staff. Many participants also expressed being threatened, felling intimidated, and unfairly treated coupled with facing personalities who were driven by power struggles. Overall, there appeared to be a sense of powerlessness, that participants were relatively powerless and unable to change their lot. Although personal resilience provided a buffering effect for some of the participants and acted as a protective factor against stress and burnout it is not well understood. This research study contributes to the ongoing body of work on the experiences of nurse academics globally and gives a further insight and understanding of the personal experiences of occupational stress and burnout among Australian nurse academics. However, a few potential limitations to this study should be noted. The study sample was only selected from within Australian universities which may limit the global generalisation of the findings and it was undertaken at an only one time point. Occupational stress leading to burnout is still considered an important factor and predictor of job satisfaction and intention to leave among Australian nurse academics. Effective mentoring and leadership styles that promote a nurturing work environment, a sense of belonging, being valued, heard, and recognised, are areas of priority. Strategies and policies should be revised for greater inclusiveness, academic freedom, institutional autonomy, and a better work-life balance. Further work is needed that examines the specific types of support systems that nurse leaders could initiate to reduce job stress leading to burnout. Ongoing evaluation is crucial to ensure the appropriateness, efficacy, and effectiveness of the support systems. The findings have important global implications in terms of recruitment and retention of nurse academic.
Doctor of Philosophy

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Perry, MacKenna Laine. "Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study". PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2509.

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Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed.

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Forsberg, Hanna, e Rebecka Junghagen. "Motivators of the Next Great Generation : A quantitative study conducted on Millennials employed in Sweden". Thesis, Umeå universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149460.

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It is argued that the new generation called Millennials are being needy, disloyal and narcissistic, and need more attention than previous generations. This is an issue for organizations and managers considering that employed Millennials have higher turnover intention, thus will not stay for as long as prior generations which further contributes to large costs for the companies. Consequently, managers will have an advantage of understanding what is motivating Millennials in order to facilitate for the workforce to perform to the highest extent whilst being employed for the company. As a result, the purpose of this thesis was to examine if previous conducted studies regarding motivation and Millennials were applicable to employed Millennials in Sweden. Furthermore, we wanted to more specifically examine if job satisfaction, work-life balance, organizational commitment and feedback were of importance since those factors has been argued to be highly influential regarding what is motivating this new workforce. Motivation can further be divided into intrinsic motivation and extrinsic motivation, where the former can be described as the drive that comes from within whilst the latter describes that the drive is the result from external factors. Our research question was as a result: Do job satisfaction, work-life balance, organizational commitment, and feedback have an effect on intrinsic motivation and extrinsic motivation among Millennials working in Sweden? To answer the research question and fulfil the purpose of our thesis, we conducted a quantitative study by publishing a questionnaire online in order to reach Millennials working in Sweden since most previous studies conducted has been more focused on a qualitative nature within Anglo-Saxon countries. When analysing our results from the survey we could conclude that organizational commitment had a significant positive effect on both intrinsic motivation and extrinsic motivation, whilst work-life balance had a significant negative effect and unfavourable feedback had a significant positive effect on the sample ́s extrinsic motivation. To conclude, the theoretical contribution of this study has been to further provide knowledge regarding Millennials and more specifically employed Millennials in Sweden. Lastly, since we both are students enrolled in the Master’s program in Management, our focus has been on managerial considerations and has therefore contributed to results that can be of advantage to managers and organizations regarding how they can both motivate their new workforce in addition to obtain greater knowledge of understanding them and their needs.

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23

Forsblom, Johan, e Filip Petersson. "Varför slutar revisorsassistenter före auktorisation? : En studie ur ett välmåendeperspektiv". Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-148470.

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Bakgrund: Mer än hälften av nyexaminerade revisorsassistenter lämnar revisionsyrket inom tre år. Revisionsbranschen präglas av en intensiv högsäsong som påverkar välmåendet negativt hos många revisorer. Välmåendet påverkas av balansen mellan arbetet och fritiden, arbetstillfredsställelse och livstillfredsställelse. Försämring bidrar enligt tidigare forskning till personalomsättning. Eftersom revisionsbyråerna investerar mycket i revisorsassistenterna har de incitament att behålla sina anställda. Syfte: Syftet med studien är att utforska hur före detta revisorsassistenter resonerar kring det subjektiva välmåendet och hur det, i förhållande till andra aspekter, bidragit till valet att lämna revisionsyrket innan auktorisation. Metod: Studien tillämpar en intervjumetod med en huvudsaklig deduktiv ansats. Primärdata har samlats in genom semi-strukturerade intervjuer med elva före detta revisorsassistenter som har arbetat på Big 4-byråer. Empirin har analyserats tematiskt. Slutsats: Studien indikerar att det finns flera anledningar till att revisorsassistenter byter yrke. Det har visats finnas missnöje med låg lön i samband med hög arbetsbörda och många arbetstimmar under högsäsongen. Yrken som kräver samma yrkeserfarenhet ger dessutom högre lön för mindre arbete. Studien indikerar även att revisionsyrket används som ett insteg till andra karriärmöjligheter.
Introduction: More than half of newly graduated audit assistants leave the audit profession within three years. The audit industry is characterized by an intense peak season that adversely affects the well-being of auditors. Well-being is affected by work-life balance, job satisfaction and life satisfaction. Declined well-being contributes to turnover, according to prior research. As the audit firms invest a lot in the audit assistants, there are incentives to keep their employees. Purpose: The purpose of the study is to explore how former auditor assistants reason about their subjective well-being and how, in relation to other aspects, it contributed to the choice to leave the audit profession before authorization. Method: The study applies an interview method with a mainly deductive approach. Primary data has been collected through semi-structured interviews with eleven former audit assistants who have worked at Big 4 firms. The empirical data was analysed thematically. Conclusion: The study indicates that there are several reasons why audit assistants change professions. The study finds dissatisfaction with low salary in connection with high workload and many working hours during the peak season. In addition, occupations that require the same professional experience provide higher pay for less work, which contributes to changes in profession. The study also indicates that the audit profession is used as an entry to other career opportunities.

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24

Chrástová, Veronika. "Flexibilní formy práce ve vybrané společnosti". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2019. http://www.nusl.cz/ntk/nusl-399922.

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This diploma thesis deals with flexible and innovative forms of employment and the form of cooperation in a selected company. Flexibility is becoming more and more important, as employees are less willing to spend their entire day of work and prefer more personal life. The thesis is divided into three parts - the theoretical, the analytical and the part dealing with own solutions. The theoretical part is based on a comprehensive overview of flexible forms of employment that make it possible to reconcile work and personal life. The analytical part examines and evaluates the current state of the selected company with best practices of similar companies in the Czech Republic and abroad and in the final part proposes the optimal solution of flexible forms of employment or cooperation in the context of possible changes in the provision of legal services for selected organization.

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25

Manne, Dina. "The relationship between the use of flexible workplace arrangements and satisfaction with work-family balance amongst working fathers". Master's thesis, University of Cape Town, 2015. http://hdl.handle.net/11427/13796.

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This study examined the relationship between the use of flexible work arrangements and satisfaction with work-family balance amongst working fathers in South Africa. Two types of flexible work arrangements were examined. Formal flexible work arrangements included flextime, flexplace and paternity leave. Informal flexibility was examined as job control. Survey responses were collected online via Qualtrics (2014). Based on the data from a sample of working fathers employed on a full-time basis in South Africa (N = 371), hierarchical regression analyses indicated that the use of flexible work arrangements was not significantly related to satisfaction with work-family balance. This finding was inconsistent with conservation of resources theory (Hobfoll, 1989) whereby it was expected that using flexible work arrangements would generate employee resources required to effectively manage multiple role responsibilities, therefore facilitating satisfaction with work-family balance. Interestingly however, job control was found to explain a significant proportion of variance in satisfaction with work-family balance over and above work hours, commute time, neuroticism and number of children living at home. Moderated multiple regression analysis indicated that commute time moderated the relationship between job control and satisfaction with work-family balance such that as job control increased, employees with high and low commute time experienced greater satisfaction with work-family balance. The results of this study encourage greater attention to employee characteristics, such as job control, that represent resources useful for the effective management of work and family roles. Suggestions for future research and management implications are discussed.

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26

Simmons, Alphonso. "Exploring Millennial Retention Strategies and Methods in the Workplace". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2503.

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Many U.S. organizations fail to retain Millennials for longer than 3 years. The purpose of this case study was to explore the strategies and methods leaders have used to retain Millennial employees within a small business in the Washington, DC, metropolitan area. The leaders of this small business have retained their Millennial employees for the last 3 years. The conceptual frameworks for the study were Bass's transformational leadership theory and von Bertalanffy's general systems theory. Data were collected from semistructured interviews with 4 participant leaders with a successful record of retaining Millennials. In addition, company documents including policies, training records, company website, and peer-reviewed journals were gathered to supplement the semistructured interviews. All data were analyzed using the modified van Kaam method. The findings revealed that these 4 leaders employed specific strategies for career growth opportunities, communication plans, organizational level community involvement, high compensation packages, high functioning and fun culture, regular feedback meetings, training opportunities, and respect for opinions to solve the low retention rate among Millennials within an organization. The leaders also reported 3 methods that they employed to retain Millennials were maintaining open lines of communication, establishing positive relationships with management, and providing targeted training throughout the employees' tenure. Social change implications include organizational leaders increasing retention rates of Millennial employees by enhancing employee motivation and improving relationships. Results may benefit organizations by reducing turnover costs.

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27

Friberg, Josefine, e Nellie Gertsson. "Hur förklaras karriärbyten bland revisorsassistenter? : en jämförande studie av uppfattningar mellan nuvarande och före detta revisorsassistenter". Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-12288.

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Personalomsättningen inom revisionsbranschen är ett viktigt ämne eftersom revisionsbyråerna behöver hålla kvar kvalificerad personal med hög kompetens för att kunna upprätthålla god revisionskvalitet. Eftersom revisorsprofessionen anses vara ett prestigefyllt yrke med höga inträdesbarriärer är det viktigt att ifrågasätta varför någon som väl kommit in väljer att lämna. Syftet med uppsatsen är att förklara vad som påverkar karriärbyten bland revisorsassistenter. Detta kan bidra till en bättre förståelse kring varför revisorsassistenter väljer att sluta innan avlagd revisorsexamen. Med hjälp av en kombination av teorier från bland annat socialpsykologi, motivationsteori och tidigare forskning har en modell utvecklats som illustrerar de olika faktorer som kan antas påverka revisorsassistenters karriärbyten. För att testa modellen har en enkätundersökning om nuvarande och före detta revisorsassistenters uppfattningar och motivationsfaktorer gjorts. Resultatet av undersökningen visar att karriärbyten bland revisorsassistenter kan bero på flera olika faktorer, och indikerar att vissa faktorer som identifierats genom tidigare litteratur kan ifrågasättas. Vår slutsats är att de tre främsta anledningarna till varför revisorsassistenter väljer att sluta är på grund av att de erbjuds externa karriärmöjligheter, har låga uppfattningar om revisorsprofessionen eller upplever en obalans mellan privatliv och arbetsliv. Med en bättre förståelse kring revisorsassistenters karriärbyten kan revisionsbyråerna teoretiskt sett minska de höga kostnader som är förknippade med rekrytering, anställning och utbildning av ny personal. Vår undersökning antyder även att det skulle kunna finnas ännu en modererande variabel, nämligen säsong. Detta är något som framtida forskning skulle kunna undersöka genom att utföra en liknande studie under en annan tid på året.
The audit profession needs to retain qualified staff with extensive expertise in order to maintain good audit quality. It is crucial that employee turnover in audit firms is considered an important aspect and hence thoroughly researched. An important question to ask is why auditors choose to leave their position. Entry barriers are high and it is considered a prestigious profession, yet many junior auditors leave after only a few years of working and choose not to become senior auditors. To develop a better understanding of what it is that makes junior auditors choose to leave before completing their auditor exam, we have combined theories and literature from turnover, job satisfaction and motivation. Through our research we have developed a model that illustrates the different factors likely to affect junior auditors in their decision to leave the field early. To test the model, a survey of perceptions and motivational factors was given to present and former junior auditors. Although our findings show that the three main reasons for junior auditors leaving are external job opportunities, low perceptions of the audit profession and work-life balance issues, turnover may be due to several different factors. We have come to the conclusion that some factors identified from previous literature can therefore be questioned and that more extensive research is necessary to further understand the reasons behind this gap in the field. The results also indicate a different moderating variable, namely season. Therefore we suggest that further research focuses on this by carrying out a similar study during a different time of the year. With a better understanding of junior auditor turnover, audit firms could reduce the high costs that are associated with recruiting and training junior auditors.

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28

Mårtensson, Ronja, e Emma Tuwezén. "Hur påverkas välbefinnandet av tidspress som revisionsyrket medför? : en kvantitativ studie med inriktning på att utforska skillnader mellan hur revisorers och revisorsassistenters välbefinnande påverkas av tidspress". Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-22166.

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Tidigare studier visar på att tidspress är förknippat med ett negativt välbefinnande och att tidspress är vanligt förekommande inom revisionsbranschen. Utifrån denna studie kommer tidspressens påverkan på välbefinnandet att undersökas. Syftet med studien är att utforska om det finns skillnader mellan hur revisorers och revisorsassistenters välbefinnande påverkas av tidspress. Eftersom tidigare studier enbart studerat hur revisorer och inte övriga revisionsmedarbetare påverkas av tidspress som yrket medför, ansågs studiens syfte fylla ett tomrum då syftet är en relativt ostuderad kontext. För att besvara studiens syfte har en kvantitativ enkätundersökning genomförts. Enkäten skickades ut till auktoriserade/godkända revisorer och revisorsassistenter för att få en så bred svarsfrekvens som möjligt. Totalt erhölls 164 svar, som därefter bearbetades statistiskt för att testa studiens framtagna modell. Studiens svarsfrekvens blev relativt låg i förhållande till andelen utskick, men den rådande högsäsongen anses vara den främsta anledningen. Välbefinnandet har mätts utifrån tre dimensioner, nämligen balans i livet, arbetstillfredsställelse och livstillfredsställelse. Tidspress har mätts utifrån tidsdeadlinespress och tidsbudgetpress. Resultatet av studien påvisade att tidspress har ett negativt samband med välbefinnandet. Vidare blev resultatet att titel inte har någon modererande effekt på sambandet mellan tidspress och välbefinnande. Därmed blir slutsatsen att desto högre grad av tidspress, desto lägre grad av välbefinnande upplevs, oavsett om du arbetar som revisor eller revisorsassistent.
Previous studies show that time pressure is associated with a negative well-being and that time pressure is common in the auditing industry. This study will examine the impact of time pressure on well-being. The study´s purpose is to explore whether there are differences between how the well-being of auditors and assistant auditors is affected by time pressure. Since previous studies only studied how auditors are affected by time pressure, the study´s purpose considered to fill a void as the purpose is a relatively unstudied context. To achieve the study´s purpose, a quantitative survey was conducted. The questionnaire was sent out to authorized / approved auditors and assistant auditors to obtain the widest possible response rate. A total of 164 responses were obtained, which were then statistically processed to test the study's model developed. The study's response rate was relatively low in relation to the proportion of mailings, but the current high season is considered to be the main reason. Well-being has been measured on the basis of three dimensions, namely balance in life, job satisfaction and life satisfaction. Time pressure has been measured on the basis of time deadline pressure and time budget pressure. The results of the study showed that time pressure has a negative relationship with well-being. Furthermore, the result was that title has no moderating effect on the relationship between time pressure and well-being. Thus, the conclusion is that the higher the degree of time pressure, the lower the degree of well-being experienced, regardless of title.

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29

Beydogan, Basak. "Self-construal Differences In Perceived Work Situation And Well-being". Phd thesis, METU, 2009. http://etd.lib.metu.edu.tr/upload/3/12609332/index.pdf.

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Based on the theoretical framework provided by Balanced Integration Differentiation (BID) Model (mamoglu, 1998
2003) and Self-Determination Theory (SDT) (Deci and Ryan, 1985), this study aimed to explore possible determinants of Turkish employees&
#8217
subjective (i.e., life satisfaction) and psychological well-being. Previous SDT research demonstrated that autonomus causality orientation and perceived autonomy supportiveness of context predicted need satisfaction at work and in turn, employee well-being (e.g., Baard et al., 2004
Ilardi et al., 1993). BID Model was tested in a work setting for the first time. Different from SDT research, relational aspects both as a form of self orientation and a contextual characteristic (i.e., perceived relatedness supportiveness) were included in this study, along with individuational orientation and perceived autonomy supportiveness dimension, to explore their possible influence on well-being. Three-hundred-eighty-three employees (154 women and 229 men) from various public and private sector organizations participated in the study. Onehundred- ninety-two of them were from public sector organizations, whereas 191 of them were from private sector organizations. Relational and individuational self orientations directly predicted need satisfaction and psychological well-being, whereas relational orientation directly predicted life satisfaction. Need satisfaction also predicted both types of wellbeing. Furthermore, relational orientation predicted both autonomy and relatedness supportiveness of work context and in turn, predicted need satisfaction and well-being in public sector organizations. Furthermore, individuational orientation predicted autonomy supportiveness and relational orientation predicted relatedness supportiveness and in turn, predicted need satisfaction and well-being in private sector organizations. The findings were discussed in terms of relevant literature.

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30

Viñas, Bardolet Clara. "Work, knowledge and subjective wellbeing". Doctoral thesis, Universitat Oberta de Catalunya, 2021. http://hdl.handle.net/10803/671006.

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Aquesta tesi examina com les característiques de la feina afecten la satisfacció dels individus. Més concretament, intenta donar resposta a la pregunta: Com afecta la feina i les característiques actuals de la feina associades a la intensificació de l'ús de les tecnologies de la informació i la comunicació (TIC) la satisfacció laboral i la satisfacció amb la vida a Europa? Les conclusions d'aquesta tesi proporcionen informació que és rellevant no només per al món acadèmic, sinó també per a les organitzacions d'empreses, per a la gestió dels recursos humans i per a responsables polítics. En primer lloc, la tesi constata la importància de distingir els tipus de treballadors pel que fa al benestar. En segon lloc, els resultats mostren que els ingressos tenen un paper relativament petit en tots els àmbits de satisfacció i que els factors més importants, i els que s'haurien de preveure als contractes laborals, són més aviat els relacionats amb les condicions laborals i l'organització de la feina. En tercer lloc, els efectes de les TIC són que moderen el paper dels determinants de la satisfacció laboral. Finalment, la tesi mostra que les característiques de la vida laboral afecten la satisfacció amb la majoria dels dominis de la vida.
This thesis examines how work characteristics affect life satisfaction. Specifically addressing the following question: How do jobs and current work characteristics associated with the increased use of ICTs affect job satisfaction and life satisfaction in Europe? The findings of this thesis provide insights that are relevant not only for academia, but also for company organizations, human resources management and policy makers. First, this thesis notes the importance of distinguishing by type of workers concerning wellbeing. Second, the findings show that income plays a relatively small role in all domains of satisfaction. Rather, factors related to working conditions and work organization should be incorporated in job contracts. Third, the effects of ICT are that they moderate the role of the determinants of job satisfaction. Finally, the thesis shows that working life characteristics affect satisfaction with most domains of life. For example, the increasing insecurity in the job market and the challenges experienced by EU workers in achieving a good work-life balance correlate negatively with satisfaction in every domain of life.
Esta tesis examina como las características del trabajo afectan a la satisfacción de los individuos. Más concretamente, intenta dar respuesta a la pregunta ¿Cómo afecta el trabajo y las características actuales del trabajo asociadas con la intensificación del uso de las TIC la satisfacción laboral y la satisfacción con la vida en Europa? Las conclusiones de esta tesis proporcionan información que es relevante no solo para el mundo académico, sino también para las organizaciones de empresas, para la gestión de los recursos humanos y para responsables políticos. En primer lugar, la tesis constata la importancia de distinguir el tipo de trabajadores en cuanto al bienestar. En segundo lugar, los resultados muestran que los ingresos tienen un papel relativamente pequeño en todos los ámbitos de satisfacción y que los factores más importantes, y los que deberían contemplarse en los contratos de trabajo, son los relacionados con las condiciones laborales y la organización del trabajo. En tercer lugar, los efectos de las TIC son que moderan el papel de los determinantes de la satisfacción laboral. Finalmente, la tesis muestra que las características de la vida laboral afectan la satisfacción con la mayoría de los dominios de la vida.

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31

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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32

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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Šauerová, Martina. "Slaďování pracovního a osobního života pracovníků". Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2017. http://www.nusl.cz/ntk/nusl-319194.

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Diploma thesis is deal with the topic of work-life balance in the chosen company. The thesis is divided into three parts – theorethical, analytical and final part. The theorethical part explains atractivity and importance of this topic and describes individual approaches allowing work-life balance and concurrently indicate possible problems of different approaches from the perspective of the employer and the employees. The analytical part examines and evaluate the currect status of chosen company. In the final part are suggested measures based on theoretical knowledge and findings which should lead to a better balance between work and personal lives of employees in a chosen company.

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34

Wieckowska, Ewelina, e 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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35

Fjellström, Maja, e Ida Irevall. "Behålla medarbetare inom revisorsprofessionen : En kvalitativ studie ur två perspektiv – hur revisionsbyråerna arbetar och vad revisorsassistenterna anser betydande". Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85116.

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Att börja sin karriär som revisorsassistent på revisionsbyrå är eftertraktat hos många nyexaminerade studenter. De stora revisionsbyråerna i Sverige anställer årligen många nyexaminerade studenter till juniora roller så som revisorsassistent. Att anställa revisorsassistenter har därför visat sig vara enkelt men att behålla revisorsassistenter en längre period har visat sig mer problematiskt. Detta leder till att det finns en erkänt hög personalomsättning inom yrket vilket innebär att revisionsbyråerna behöver arbeta med att behålla medarbetare på byrån. Med hänsyn till problematiken är syftet med denna studie således att skapa förståelse för det arbete revisionsbyråerna vidtar för att behålla medarbetare och vad revisorsassistenterna anser betydande för att stanna inom byrån samt det förväntningsgap som finns däremellan. För att uppfylla studiens syfte och besvara forskningsfrågorna genomfördes en dokumentstudie som studerade års- och hållbarhetsredovisningar hos två av de största revisionsbyråerna i Sverige, detta för att skapa förståelse hur de arbetar med att behålla medarbetare. Utöver dokumentstudien genomfördes åtta semistrukturerade intervjuer med nuvarande samt tidigare revisiorsassistenter för att skapa förståelse för vad som är viktigt för att stanna på byrån utifrån deras perspektiv. Studiens viktigaste slutsatser är att förväntningsgapet mellan vad revisionsbyråerna arbetar med och vad revisiorsassistenterna efterfrågar till största del består av avsaknad av balans mellan privat-och arbetsliv som går hand i hand med den kultur som råder följt av mer verklighetstrogna förväntningar och i minst utsträckning utbildning och karriär. Utöver det kan studien även dra slutsatser kring varför det identifierade förväntningsgapet återfinns. Det studien har funnit är att det finns olika utgångspunkter till varför det återfinns en hög personalomsättning inom professionen mellan revisionsbyråer och revisorsassistenter. Detta leder till olika syn kring hur arbetet med att behålla medarbetare ska utformas. Utöver detta återfinns också skilda intressen mellan grupperna så som vinstintresse, resultat och balans i livet.
Starting your career as an audit associate at an auditing firm is sought after by many newly graduated students. The large auditing firms in Sweden annually employs many newly graduated students for junior roles such as audit associates. Hiring audit associates has therefore proved to be easy but retaining audit associates for a longer period has proved to be more problematic. This leads to a recognized high employee turnover in the profession, which means that the auditing firms need to work on retaining employees at the firm. Regarding the difficulties, the purpose of this study is thus to create an understanding of the work that the audit firms do to retain employees and what the audit associates consider significant for staying within the firm and the expectation gap that exists between them. In order to fulfill the purpose of this study and answer the research questions, a document study was conducted. Annual - and sustainability reports at two of the largest auditing firms in Sweden was studied, in order to create an understanding of how they work to retain employees. In addition to the document study, eight semi-structured interviews were conducted with current and former audit associates to create an understanding from their perspective and what they think is important to stay at the agency. The study's most important conclusions are that the expectation gap between what audit firms work with and what audit associates demand largely consists of work-life balance that goes hand in hand with a high-performing culture followed by more realistic expectations and to a lesser extent education and career. In addition, the study can also draw conclusions about why the identified expectation gap exists. The study has found that there is a different starting point to why there is a high employee turnover in the profession between auditing firms and auditing associates. This leads to different views on how the work of retaining employees should be constructed. In addition to this, there are also different interests between the groups, such as profit interest, results and work- life balance.

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36

Ydergren, Jan, e 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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37

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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38

Bento, Rute Isabel dos Santos. "As políticas organizacionais de conciliação como preditoras do equilíbrio trabalho-família e da satisfação no trabalho". Master's thesis, Universidade de Évora, 2017. http://hdl.handle.net/10174/20893.

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No mundo contemporâneo, a relação entre a esfera familiar e a laboral é cada vez mais pronunciada e, na maior parte das vezes, torna-se difícil dar uma resposta satisfatória às diversas exigências dos vários papéis que fazem parte de ambos os domínios. Tal situação resulta num desiquilíbrio entre o trabalho e a família e consequentemente em insatisfação laboral. Deste modo, é necessário a existência de agentes que facilitem a relação entre os constructos, como as políticas de conciliação. Com uma amostra de 438 participantes, a presente investigação pretende explorar a relação existente entre as políticas de conciliação (formais e informais) trabalho-família e a satisfação no trabalho, bem como, o equilibrio trabalho-familia, com base nas políticas oferecidas pelas organizações. Os principais resultados obtidos revelaram que quanto maior o equilíbrio trabalho-família, maior será a satisfação no trabalho e que o mesmo prediz positivamente a satisfação laboral; no mesmo sentido, verificou-se uma relação positiva entre as políticas de conciliação e a satisfação no trabalho, tendo estas últimas predito a satisfação no trabalho. Registou-se igualmente que as políticas formais estão mais significativamente relacionadas com a satisfação no trabalho do que as informais; The organizational politics of work-family conciliation as predictors of work-family balance and work satisfaction Abstract: In the contemporary world, the relation between the spheres of work and family is more pronounced than ever and, in most cases, it is hard to give a satisfactory answer to the diverse demands of the different roles which are part of both domains. Such a situation results in an unbalance between work and family and, consequently, in dissatisfaction at the workplace. As such, there is a need for agents which facilitate the relationship between the constructs, such as conciliation policies. In this line of thought, the present investigation, with a sample of 438 participants, intends to explore the relation between conciliation policies (both formal and informal) and satisfaction at the workplace as well as work-family balance, differences between organizations which present more or less conciliation policies concerned with workplace satisfaction and at what rate the balance between the spheres is related to workplace satisfaction. The main results obtained revealed that the higher work-family balance is, the higher satisfaction at the workplace will be, and that work-family balance positively predicts work satisfaction; there is a favorable relation between conciliation policies and satisfaction at the workplace; conciliation polices predict the satisfaction at the workplace and it was also made evident that formal policies are more directly related to satisfaction at the workplace than informal politics.

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39

Hallenberg, David, e 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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40

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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41

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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42

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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43

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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44

Letsch, Thomas. "Rechtliche Aspekte von Work-Life-Balance". Bern : Stämpfli, 2008. http://www.uni.recht.ch/uni/lpext.dll/uni/ebook/Dissertation/SSA/SSA67/inhssa67?f=templates&fn=index.html&2.0&vid=10.1082/Deu.

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45

Johnson, Jaime Mecholle. "Life in Balance: The Work-Life Balance Stories of Black Female School Leaders". ScholarWorks@UNO, 2018. https://scholarworks.uno.edu/td/2529.

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The purpose of this study is to examine the work-life balance experiences of Black females school leaders. Due to the inherent intersectionality of race and gender that is experienced by Black females, a study of their unique experiences with work-life balance is valuable to the field of educational leadership. The responsibilities associated with school leadership positions are extensive and those school leaders who also have spouses and children must figure out a way to fulfill responsibilities associated with each role. Work-life balance is important to understand for school leaders whose career responsibilities may interact with those associated with their personal lives. The theoretical framework, Black Feminist Thought, guided the data collection and analysis processes, and provided the basis for the resulting narrative findings. This study gave voice to an otherwise silenced, marginalized group, Black female school leaders. All data was synthesized into narratives and from these narratives came six themes: (1) Familial Sacrifice; (2) Servant Leadership; (3) Informal and Formal Work-life Balance Policies; (4) Notion of Self-Care; (5) Upbringing and Black Females’ Prideful Identity; and (6) Black Females having to prove themselves. While this study does not show evidence of school leaders having achieves work-life balance, the findings will inform the practices of perspective Black female school leaders and add the voices of Black female school leaders to the literature on Black female school leader’s experiences with work-life balance.

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46

Kilic, Sinem. "Analyse des perceptions d'équilibre travail-hors-travail et leurs effets sur la satisfaction au travail et l'intention de recours aux pratiques d'harmonisation en France". Thesis, Paris 1, 2013. http://www.theses.fr/2013PA010030.

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L'équilibre entre vie personnelle et vie professionnelle est un sujet récurrent dans nos sociétés tant bien que les ph6nomènes de débordement, aussi bien du travail sur la vie personnelle que de la vie personnelle sur le travail, ont été saisis des gestionnaires en ressources humaines. A ce titre, des solutions op6rationnelles ont été proposées à travers, de ce que les chercheurs admettent comme des pratiques d'harmonisation , des mesures telles que les horaires flexibles, crèches d'entreprises, conciergeries etc. Cependant, ces pratiques étant assez peu développées en France, nous pouvons nous demander sur quels fondements peuvent-elles être mise en place, et surtout quel est leur véritable rôle dans l’équilibre travail- hors-travail des salariés ? Cette question nous amène à un examen des perceptions de l'équilibre travail - hors-travail et de leurs effets possibles sur la satisfaction au travail. Un modèle de recherche intégrant les perceptions de l’équilibre, les intentions de recours aux pratiques d’harmonisation, et la satisfaction au travail, a été proposé. A l'appui d'une étude empirique menée sur deux échantillons de 210 et 224 salariés français du secteur privé, nous avons pu montrer que ces pratiques sont considérées comme une réelle mesure d'accompagnement à l'équilibre, et peuvent être en ce sens un levier de satisfaction au travail. Il ressort aussi que ces pratiques, ainsi que l'équilibre en lui-même, sont soumises à différentes appréciations selon les profils des salariés, et que finalement, alors que ces pratiques sont favorables. l'équilibre, l'équilibre peut être un déterminant de la satisfaction au travail
The balance between personal and professional life is a recurring theme in our societies as well as the spillover phenomena, as well work on the personal life and the personal life on work, were seized by HR managers. As such, operational solutions have been proposed through, the researchers admit that family-friendly practices auch as flexible hours, childcare services on site, company conciergeries etc. However, these practices being relatively undeveloped in France so we can ask on which basis can they be implemented, and especially what their real role on employees’ work-life balance? This question requires an examination of perceptions of work-life balance and its possible effects on job satisfaction. A research model integrating perceptions of work-life balance, intentions to use harmonization practices, and job satisfaction, we. proposed. ln support of an empirical study on two samples of 210 and 224 French employees in the private sector, we have shown that these practices are considered as a real measure supporting work-life balance, and may be, in this sense, a lever for job satisfaction. It also appears that these practices and balance itself are subject to different assessments according to employees' profiles, and finally, while the these practices are in favor of work-life balance, the work-life balance may be a determinant of job satisfaction

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47

Bruton, Alison Elizabeth. "Work-life balance and the workforce reforms". Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4116/.

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Work-life balance is a relatively unexplored topic in the educational field, yet it was a significant element of the National Agreement (2003) which sought to enable teachers, including head teachers, to achieve a reasonable work-life balance. Subsequently the workforce reforms were introduced into schools in a phased manner in order to implement the Agreement’s principles. This study seeks to establish the meaning of work-life balance and goes on to examine the effectiveness of the workforce reforms in achieving their goal to support teachers in achieving such a balance. This is a qualitative study using multiple case study methodology. Data was gathered via semi-structured interviews with twelve teachers and six leaders from three secondary schools in the same locality. The differing perspectives of teachers and leaders in the schools are highlighted in order to identify the key factors which affect the ability of an individual to achieve a work-life balance. Following an analysis of the findings it is suggested that the workforce reforms had not been effective in this respect. Further, it is proposed that personal capacity and personal control are pivotal in enabling staff in secondary schools to manage the work and non-work aspects of their lives in order to achieve an acceptable balance.

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48

Philippe, Sarah Nicole. "Millenials and Attitudes Towards Work-Life Balance". Thesis, The University of Arizona, 2013. http://hdl.handle.net/10150/297731.

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Students who are soon to be college graduates are approaching a transitional period in their life, filled with uncertainty and high demands. Graduating college is a huge transitional period, going from full-time student to the real workplace. Millennials that are soon to be graduates are custom to juggling many facets of their lives and making time for school, work, clubs, and friends. But do these soon-to be graduates understand the demands of the "real world" and are they taking in to consideration the conflicts that may arise concerning work-life balance? The purpose of this study is to investigate the attitudes of soon-to-be college graduates, part of the Millennial generation, and their attitudes towards work-life balance. The study captures the attitudes of soon-to-be graduates towards work-life balance in consideration with pursued industry, pursued career path and how much students value work-life balance before entering in to the workplace. This thesis provides understanding of these attitudes and the disconnect between pursued industry and valuation of work-life balance. It also describes suggestions for students and employees in order to foster practices of work-life balance in the workplace.

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49

Arnstål, Lina. "Jobbmobilens påverkan på individens work life balance". Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-74949.

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50

Powell, Alisha Diane. "African-American Women and Work-Life Balance". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4941.

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African American women have high rates of depression and anxiety and are more likely to experience marital instability. Work-life balance (WLB) has been a topic of growing discussion and research as the number of women in the workplace has increased significantly. Researchers have demonstrated that women who work full time outside of the home have the unique challenge of fulfilling work obligations while taking care of household responsibilities. Work-life balance (WLB) has been a topic of discussion and research as the numbers of women in the workplace have increased significantly in the United States. The purpose of this qualitative phenomenological study was to better understand the experiences of married African American women and how they manage the demands of both work and family. The theoretical framework was black feminist theory and work life border theory. Participants consisted of married African American women (n =11) who worked full time outside of their home. Data from interviews consisting of open-ended questions and a thematic analysis was conducted for common themes and meanings. Findings reinforce that of current empirical literature on the importance of having a flexible job and a supportive spouse in order to obtain a work-life balance. Using study findings, social psychologists, employers, and the general public may be more culturally competent in their knowledge of the specific challenges facing African American women, which may lead to potential positive social change. For instance, employers may be better able to meet the needs of their African American female employees, which may help to promote greater WLB, better emotional health, and increased life satisfaction for these women.

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Tesi sul tema "Satisfaction with work-life balance"

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