Work and family life balance

Balancing paid work and family responsibilities is a major issue for employers, governments and families across the western world (OECD, 2002). In light of rapid changes in the roles and responsibilities of men and women, and in the organisation and distribution of paid work, it is vital that the impact of the balance between work and family has on family life, child development and wellbeing is understood. Why is this issue important? Recent years has seen dramatic changes in the work patterns of parents. Just over two decades ago, a majority of Australian couples with young children fitted the male breadwinner pattern of father in the workforce, mother at home. Today, only 31% conform to this model. Twice as many families (62%) have both parents at work, and 57% of sole parents with children are employed (Pocock, 2003). The working lives of parents have also become more diversified. There has been a large shift away from full-time and towards part-time work, a rise in the proportion of workers who are employed as casuals, and in those working long hours (Edgar, 2005; Richardson, 2005; Watson et al, 2003).&nbsp

Work-Family Balance

The concept of work-family balance was introduced in the 1970s in the United Kingdom based on a work-leisure dichotomy, which was invented in the mid-1800s. It is usually related to the act of balancing of inter-role pressures between the work and family domains that leads to role conflict. The conflict is driven by the organizations' views of the "ideal worker" as well as gender disparities and stereotypes that ignore or discount the time spent in the unpaid work of family and community. Solutions for balance include legislation, flexible workplace arrangements, and the market care services

Work-life balance and family friendly policies

Abstract This paper presents Australian and international research on work-life interaction. We review the work-life policies and practices that are likely to have the greatest impact on work-life outcomes, specifically reducing the negative impact of work on other life domains (work-life interference), and enhancing the positive effect (worklife facilitation). The review addresses four policy areas common in work-life studies of the general workforce: employee-centered flexible work practices; working hours (e.g. access to part-time work); paid and unpaid leave (e.g. parental leave); and access to childcare. It then considers the work-life literature related to two specific industries – the Australian public sector, and health and social services – to identify work-life issues and practices specific to each industry. We then conclude with a general discussion of challenges associated with the policy-practice gap, focusing particularly on work intensification and the role of organisational culture as the catalyst for policy uptake and effectiveness

Work and Family Balance: An Economic View

The way in which people balance their work and family responsibilities is becoming increasingly prominent on the policy agenda. This paper uses an economic framework to explore the rationale for government policies to improve work/family balance. It finds that strongest economic grounds for government intervention are the effects that maternal work may have on children. The evidence, however, is not strong, and whether maternal employment helps or harms children depends to a large part on the nature and quality of the childcare the children receive while the parents are at work. A number of policies could be used to promote work/family balance, including leave, childcare, changes to working hours, efforts to improve the family-friendliness of organisational cultures and tax/benefit policies. The most significant factor affecting work/family balance appears to be the organisational culture of the firm. In general, if organisational culture is not, in fact family-friendly, family-friendly measures will have little effect.work-life balance; work-family balance; organisational culture; public policy; workplace regulation; labour market regulation, family, family policy, childcare, parental leave, working hours; firm

Paid sick time helps workers balance work and family

In New Hampshire, workers fare better than workers nationally, yet one-quarter of Granite State workers do not have paid sick days. The lack of paid sick days places workers in a bind. They are forced to choose between caring for a sick family member or themselves and losing pay. This brief suggests that the long-term benefits of workers having paid sick days out way the cost for employers because it promotes less contagion among coworkers, increased productivity, and reduced turnover

Work and Family

This survey offers in-depth analysis of workers' ability to balance work and family, the policies made available by employers to help their employees achieve this balance, and workers' attitudes about the policies designed to address the need to balance work and family

Work Stress, Support Family, And Work-Family Conflict With Work-Life Balance

Involvement women in public sector currently increasing various fields work professions, such conditions certainly require a balance work and family life. There several factors affect work-life balance such as work stress, family support and family and work conflicts in a person. Low work-life balance in a career woman can result her not being able to carry out her role as a job and housewife properly so that work-life balance becomes important for all workers, including Kendall Police. Study aims to empirically examine effect work stress, family support and family and work conflict on work-life balance in Kendal Police women who married or have families. Temporary hypothesis that there is a positive and significant influence between work stress, family support, and family and work conflict on work-life balance in female police officers in Kendal Police station. Results study show that work stress partially affects work-life balance. Family support has no partial effect on work-life balance. Simultaneously family support has no effect on work balance through family and work conflict. Partially work stress affects work-life balance through family and work conflicts in Police Women of Kendal Police.Keywords: Work-Life Balance, Work-Family Conflict, Work Stress, Support Family

Does the Market Help Workers Balance Work-Family Conflict?

We use data from the Canadian Workplace and Employee Survey (1999-2002) to assess the take-up of family-friendly benefits that are provided by employers. We distinguish between availability and actual use of benefits to account for worker selection into firms according to benefit availability. We find that selection is important for understanding the takeup of family-friendly benefits, although it does not differ much between genders. We also find that the provision of these benefits helps workers relatively little to manage the work-family conflict and benefits are often unavailable to those who need them most. Our findings suggest that the market fails to help employees balance their family-work conflict.work and family balance, family-friendly benefits, take up of employer benefits

Fluctuating demands and unexpected events: An action research approach to improving work-family interaction in project-based work

This research into work-family balance in project-based construction work aims to:determine the effect of a consultative approach to the identification and evaluation of work- family balance strategies on the work-family experiences of project-based construction workers;examine the relationship between workload fluctuations and work-family experiences (both positive and negative) on project-based construction workers; andinform the development of industry policy and organisational support for positive work-family interaction in the construction industry.The issue of work-family balance is of great importance to Australia. Driven by demographic changes, the aging workforce, low birth rates, dramatic increases in dual earner couples and the changing expectations of younger generations of Australian workers, there is an urgent need to find practical solutions to the work-family balance problem.In Australia, the longest average work hours are observed in blue-collar, traditionally male industries, including construction. Construction workers are expected to work non-standard work schedules, including regular weekend work.Project-based construction work is subject to varying levels of intensity. In projects, there are critical points at which components must be completed. Immediately prior to these critical points, the intensity of work is very high. During these periods work hours can be very long, impacting negatively upon work-family experiences. The impact of peaks and troughs in work intensity on the work-family experiences of construction workers is not well understood.The research evaluates the effect of a employer-worker consultation concerning work-family interaction and the implementation of selected project-specific work-family balance strategies in a series of case study construction projects. The research will inform the Victorian Government’s policy development and build a strong partnership between government and the construction industry, for the purpose of promoting positive work-family interaction among the construction workforce.Research teamRMIT University, School of Property, Construction and Project Management:Professor Helen LingardTel. +61 3 9925 3449Email: [email protected] University of Melbourne, Faculty of Architecture, Building and Planning:Valerie FrancisTel. +61 3 8344 8762Email: [email protected] TurnerTel. +61 3 8344 7256Email: [email protected]