Challenges to the Attainment of Work-life Balance

Ch wholeenges to the Attain ment of Work- smell BalanceThe mapping of this paper is to re slang the recent literature on the recent state of theoretical and practical issues bear on the attainment of domesticate- live course of actionss proportion indoors organizations. It withal challenges some of the metaphorical assumptions associated with tap/ action counter nullify. The labyrinthine sense amidst unravel and bearing is becoming an important strategic comp atomic number 53nt in the Human Resource way atomic number 18na. Hence, to successfully maintain key human resource functions much(prenominal) as attracting and retaining talented staff indoors the organization, policies should be foc utilise towards endorsing exertion- spiritedness counterpoise.IntroductionFor the past ten years at that place has been increasing interest in employ- spirit balance and has drafted innumerable attention from popular presses and scholarly journals. This increase in attention is in go away ambitious by recent concerns stipulating that an imbalanced figure out/ purport relationship bunghole reduce the health of soulfulnesss resulting in tear down cash in integritys chips performance and crumb slang invalidating impacts on family life.The concept of use/life balance began to emerge in the 1980s and 1990s where companies first started to offer get/life programs. While the first effect of these programs were chiefly to sustain women with children. Theses overwhelmd maternity leave, home-based employment, flex- quantify, employee assistance programs (EAPs) and child-c be referral. During the 1980s men in like manner began voicing determine-life concerns. However, todays run/life programs are less gender-specific and recognize separate commitments as surface as those of the family.The issue of work/life balance began to emerge to the forefront of look and organizations when Rosabeth Moss Kanter revealed the phenomena in her authoritative book Work and Family in the United States A Critical Review and Agenda for Research and constitution (1977).. However, the term work-life balance was first coined in 1986 in reaction to the unhealthy choices that many Ameri dopes were do in favor of the work place, as they opted to neglect family, friends and leisure activities in the pursuit of corporate goals. The articles published at that time suggested a sharp increase in the working hours of the Ameri tolerates and this had started to affect their families and undivided heath. Work life balance then slowly started gaining grounds in the contrastive organizations. By the end of the decade, work-life balance was seen as more(prenominal) than just a womens issue, affecting men, families, organizations and cultures. Since, then it has certain in to a multidimensional scene with factors affecting the both the exclusive and is critical for organisational success.It is formidable to note that the term work/life balance is w idely tho an official definition of this term still remains indefinable. Even though there are many conceptualizations of work-family balance occurring in recent literature, a direct developed saloon of the construct does not exist. This unreliable round of work-family balance undermines the index to fully explore the rudimentary facets of this phenomenon. However, this negatively impacts investigations into the policies with reward to item-by-item and organizational outcome variables. within organizations and corporations there is increasing attention among organizational s hireholders (management, executive directors, owners etc.) for the introduction of work/life balance policies. This has become a predominant issue within the workplace. some(prenominal) organizations thrust implemented proficient polices and programs with the objective of improving employee experiences of work-life balance. In the absence of a well developed measure of work-family balance, assessing impa ct of such interventions trial-and-errorly becomes problematic. However, there is the need to fully understand and find an in force(p) measure of work/life balance. This allows human resource practitioners to employ a proactive approach towards seeking innovative ways to augment their organizations competitive advantage. It will also aid in finding a balance betwixt challenges of the work/life dilemma and recommend complimentary solutions. In attempting to find an utile measure of balance, the organization would then be capable of assessing the impact of the policies created on employee sagaciousness of balance. This can also pull ahead inter-organizational assessment of the aims of perceived work-life balance which can brook useful information to organizational stakeholders for indemnity drafting.Definition of Work Life BalanceWork/life balance can be specify as the absence of unacceptable aims of appointment mingled with work and non-work requires Greenblatt(2002). I t incorporates the achievement of a reasonable level of involvement among the various intents in the lives of somebodys and assesses their ability to deal with simultaneously with the complex demands of life. There are various definitions of work/life balance that is car parkly associated with an equilibrium or sustenance of a sense of consistency in life. However, the intend can take on different characteristics as it can mean different things to different groups. For modelling, work/life balance is different within different stages of life every individual experiences. An individual who has recently graduated from university and is not married would own a different conception of work-life balance compared with an individual who may be married and has responsibility to their spouse and children. Johnson (2005) suggests that ones perception of work-life balance is dependent on the individuals environment, age and lifestyle. Anformer(a) important consideration is the level of involution between work and family battlegrounds especially when there is portion conflict (Kossek and Lambert 2005). Furthermore, the job requirements of the individual in the workplace would often hamper with their family life responsibilities. (Williams 2008).The meaning is dependent on the circumstances of the discussion and the researchers viewpoint. There are some acceptable definitions regarding work/life balance and some definitions may everyplacelap and some are evolving which are discussed further.The Traditional view of work/life balanceThe traditional view of work/life balance assumes that it involves the commitment of resembling quantity of time to paid work and non-work purposes. There are broadly speaking five major perspectives utilize to explain the correlation between work and life stipulated by Zedeck and Mosier (1990) and ODriscoll (1996). The first perspective is the segmentation modelling which theorizes that work and non-work are both independent hum ankinds of life that are separate and have no catch on the some other. This appears to be offered as a theoretical possibility rather than a model with empirical support. The spillover model is the complete opposite of the segmentation model hypothesizes that both spheres are interdependent on each other either in a positive or negative way. The research into this sphere can support its proposition however it is deemed having little value as it is too general. This standpoint needs a more meticulous proposal about the haves, spirit and effects of spillover.The other models examined are more fine adaptations of the spillover model. The third model is the compensation model which states that the demands or enjoyments that is lacking in one sphere can be made up in the other. For example, work may be routine and undemanding but this is compensated for by a major intent in local community activities outside work. The other model is an instrumental model whereby an activity in one sphere accentuates the other sphere. The traditional example is the instrumental worker who will seek to maximize earnings, even at the price of undertaking a routine job and working long hours, to allow the purchase of a home or a car for a young family. The final model is a conflict model which states that each sphere has five-fold demands, thus requiring individuals to prioritize and make choices that can lead to conflict.The contemporary view of work/life balanceThe contemporary view stipulates that the concept is recognized to be more complex and a tot of different issues are to be incorporate. Contemporary studies have explored and measured six flavors of work/life balance that can provide a valuable construct for theoretical advancement and practical human resource interventions. The framework consist of six conceptualizations of work-life balance found in recent literature are as follows multiple roles, uprightness across multiple roles, satisfaction between multiple ro les, fulfillment of role boldness between multiple roles, a relationship between conflict and facilitation and perceived chasten between multiple roles.Work-life balance delineate as multiple rolesThis view is drawn from an individuals multiple life roles which stipulate that the non work (personal/ family) demands are spilled over into the working day of the individual that negatively affects the health and work performance of the individual. This can be referred to as a multiple demand carry over which is referred by Greenhaus and Beutell (1985) as bidirectional, denoting home-to-work and work-to-home spillover. It is outright accepted that there are positive as well as negative carry over with recent research pointing the bidirectional constructs of work-family facilitation and enhancement, as well as conflict. Within recent works Greenhaus and propagation have be the multiple role conflict of work/life balance generally as Work-family balance reflects an individuals orien tation across different life roles, an inter-role phenomenon (Greenhaus, collins Shaw 2003).Work-life balance defined as equity across multiple rolesThe multiple roles definition of work-life balance as further examined by Greenhaus that explored with further focusing on the fulfillment across an individuals multiple life roles or the matchity of time. Work-family balance was therefore defined as the extent to which an individual is engaged in and evenly satisfied with his or her work role and family role. There are three components of work family-balance that are time balance, involvement balance, and satisfaction balance (Greenhaus, Collins Shaw 2003). Time balance refers to an equal amount of time addicted to work and family roles and involvement balance refers to an equal level of psychological involvement in work and family roles. Satisfaction balance stipulates that there is an equal level of satisfaction with work and family roles. The individual components of work/lif e balance can represent either a positive balance or negative balance depending on the levels of time, involvement, or satisfaction which are every bit high or equally low.However, the work/life balance can be viewed a continuum anchored that is skewed to one end by disparities in favor of a certain role (family, personal roles). It can also be relatively balanced state to extensive imbalance in favor of the other role (work). Work/life balance can be conceptualized as an independent variable of an individuals desires or values. Bielby and Bielby (1989) observed that married working women may emphasize their family in balancing work and family identities and Lambert (1990) discussed maintaining a particular balance between work and home. The term balance here is used to represent an vagabond of diverse patterns of dedication, rather than parity of dedications across roles. It can be inferred that an individual who gives extra priority to one role than the other is relatively imbal anced even if the distribution of commitment to family and work is extremely accordant with what the individual wants or values. This conjures the controversial question whether such imbalance in favor of one role is healthy or not.Work-life balance defined as satisfaction between multiple rolesKirchmeyer research have focused on the importance of individual satisfaction with multiple roles defined work-life balance as achieving consolatory experiences in all life domains and to do so requires personal resources such as energy, time, and commitment to be well distributed across domains (Kirchmeyer 2000). Clark (2000) also focused on individual satisfaction within the description of work/family dodge system and defined work-life balance as satisfaction and nifty functioning at work and at home with a minimum of role conflict (Clark 2000).Work-life balance defined as a fulfillment between multiple rolesThis aspect focuses on the individual satisfaction where there is an overlap with the reference book an individuals perspective the multiple roles in relation to its importance. This point of view recognizes that the salience of roles is also not a static evaluation but may change over time with diverse familiar life changes such as work promotion, new baby, sick spouse or parents etc. Greenhaus and Allen then defined work-life balance as the extent to which an individuals effectiveness and satisfaction in work and family roles are compatible with the individuals life role priorities at a presumption point in time. Similarly, work and life balance research should focus on whether ones expectations about work and family roles are met or not. Eby, Casper, Lockwood, Bordeaux and Brinley (2005).Work/life balance defined as a relationship between conflict and facilitationRecent research has revealed the psychosomatic constructs that map work-life balance, noticeably conflict and facilitation. Consequently, work-life balance is been defined as an absence of con flict and a presence of facilitation where low levels of inter-role conflict and high levels of inter-role facilitation represent work-family balance (Frone 2003). The assessment of the four bidirectional conflict and facilitation constructs can be used as a framework to test this definition Balance is a combined measure whereby work-family conflict was subtracted from work-family facilitation, and family- work conflict was subtracted from family-work facilitation (Grzywacz Bass 2003).Work-life balance defined as an apparent control among multiple rolesThis aspect is the least supported within the research literature. It states that work-life balance can be interpreted as a degree of independence where an individual perceives themselves having control over their multiple role demands. Fleetwood states that Work-life balance is about plenty having a measure of control over when, where and how they work (Fleetwood 2007). Apparently, work-life balance can also be seen as a result of individual sovereignty over the roles to the highest degree salient to the individual. Therefore, an individual could reduce their work hours to spend time with for example their children which can be perceived as effective work-life balance.Finding a balanced work/life measureThe brief review of the literature denotes that there has been limited imperious effort to clearly develop one clear definition or one specific measure of work-life balance. It is important to work towards a consensus of the precise meaning of work-life balance. With the emergence of a specific definition of work-life balance, it would rear decisive outcome variables to authenticate the contemporary theoretical models that describe the relationship among common moderators, outcome variables and the oscilloscope of work-life balance. This would ensure that a detailed measure of work-life balance could also be used to contrast the levels of perceived balance among the levels within an organization. This woul d be significant for comparisons among the levels of balance among organizations. It would incorporate questioning employees to rate their present discernment of work-life balance to avidly create an effective measure of balance. The phylogenesis of a systematic scale would also be necessary to sufficiently authenticate such a measure.The review of the literature reveals that is difficult in capturing a simple holistic measure of the meaning of work-life balance. A basis for recognizing the common threads of meaning can develop using the six definitions of work-life balance previously reviewed. Some definitions consist of the concept of perceptions of good balance as imperative to the significance of work-life balance. The realization that levels of work-life balance can change over time according to the salience of specific life events is also important to note. This would acknowledge the repeated readjustment to some(prenominal) demands that most employees cope with over their p eriod of employment.An integration of the two core meanings or definition of work-life balance can equate the following definition, Work-life balance is the individual perception that work and non-work activities are compatible and promote growth in accordance with an individuals current life priorities (Kalliath 2008). The literature proposed that any appraisal of work-life balance should include individual preferences of current roles. This definition further acknowledges that an effectual balance would lead to positive improvement within the work and non-work spheres. Consequently an individuals work/life precedence can be voluntarily changed to incorporate the development of non-work activities (eg new baby, travel vacations) or growth at work (working harder to gain a promotion). This definition of work-life balance has to be operational within the context to measure validation and development across variant samples. supposititious Framework Work-Family Border Theory (Clark, 20 00)The theoretical framework employed to understand the balance between work and life is the Work-Family Border Theory. The work-family border supposition (Clark, 2000) and boundary theory (Ashforth, 2000) each contribute to the study of work-family company by depicting the circumstances under which changeable degrees of work-family integration are likely to positively or negatively affect an individuals well- beingness. These theories deals with how pack build, preserve, negotiate and cross boundaries. It shows how people depict the lines between work and family (Clark, 2000).In both theories are similar by an incorporation or segmentation as indicated primarily by displaying characteristics of flexibility and permeability. It is suggested that both are integrate evident when two or more spheres are highly flexible and permeable with respect to one other. The Boundary theory and work-family border theory are common with respect to the extent of work-family integration depending on similarities among these domains with each other (Desrochers Sargeant, 2004). However, the two theories diverge on the nature of the relationship and implications for work-family balance.The difference among roles is the determination of the clarity of how substantial the boundary is between one domain and another that consequently influences the possibility of work-family conflict Ashforth (2000). (Desrochers 2005). This theory has a propensity to focus on transitions within an organizational context Matthews (2007). Even though, reference is made to conversion between organizational roles and non-organizational roles (conversion between work roles and family roles), Clark (2000) states that the transparency of the work-family border is distinguished from the correspondence of role domains in which these two factors interact to influence work-family balance. Matthews (2007) states that this theory is mainly focused on the approach of people transitions between the work and fa mily domains.The Work-family border theory denotes how individuals negotiate and control both the borders between work and family spheres and try to find a balance between them (Clark, 2000). The design of this theory is focused on finding a framework to undermine the criticism and gaps of previous theories on work and family (Akdere, 2006) by dividing the boundaries within the employees life. The theory seeks to deal with how the segmentation and incorporation, management and border creation and border crossers have on the relationships of work and home factors influence on work-family balance. The term border-crossers are referred to employees that are intending on making constant daily alterations between their work and family lives.The distinguishing factor between Work-family border theory and boundary theory in that its definition of borders not merely encompasses psychological categories but also the substantial boundaries that divide place, people and time that is associate d with work versus family spheres (Desrochers 2005). However, Clark (2000) research tries to comprehend the progression of work-family conflict. The earlier approaches were inadequate as they lacked predictive ability and offered modest direction in either forecasting work-family conflict or solving problems that arise from hard to find a balance between work and family responsibilities (Clark, 2000).Not all individuals are characterized engage in this transition of border-crossing as the language and customs are highly alike within both spheres. Within work domain the language and behavior that is expected are diverse from the expectation within the family domain and consequently a more extreme transition is required. The underlying concept of work-family balance theory refers to satisfaction and good functioning at work and at home, with a minimum of role conflict (Clark, 2000). The universe of this theory is built upon the roles between spheres and has the possibility for furth er clarification on the work and family conflict processes between the family and the workplace (Bellavia Frone, 2005). The fundamental concepts of the work-family border theory are the work and home domains, the borders between work and home, the border-crosser with other important domain members.The Work and Home DomainsThe work and home are regarded by Clark as being two different domains that has differential behavior rules, and thought patterns. The differentiation among the work and home domains can be classified in two distinct groups that are the differences in value ends and differences in value way (Rokeach, 1973 as cited in Clark, 2000). The Work primarily deals with square(p) the means and ends of providing an income and giving a sense of accomplishment, magic spell home life satisfies the ends of attaining close personal relationships. Within the work sphere the desired ends of responsibility and electrical capacity were class-conscious as the most important where as the life aspect the desired ends of loving and giving were ranked the most significant means in achieving happiness in the home (Clark 2000). Due to the differentiation in spheres, individuals often find a balance that assimilates both work and life to some degree (Clark, 2000). With respect to the way in which individuals deal with differences of the two domains can be explained on a continuum with one end being integration and segmentation on the other Nippert-Eng (1996).The Borders between Work and FamilyWithin the context of the border theory, an individuals role takes place in a detailed sphere of life and these domains are distinguished by borders that demarcate from either being psychological, chronological, or physical (Clark 2000). The physical borders define where domain or behavior takes place regarding to the workplace or within the home (Clark 2000). Within the research frameworks, the literature is geared towards more controlling and setting time schedules in examin ing the role conflict boundaries, however less consideration is given to space Ahrentzen (1990). The temporal border refers the time in which work is finished and when responsibilities of the family initiate (Hill 1998). The psychological borders refers to the rules an individual creates that dictate their emotions, behavior patterns and thinking patterns which are appropriate within a specific domain such as work but not family life (Clark, 2000). Psychological borders are used by individuals to identify the rules that create the physical and temporal borders. It is created as an endorsement which a process in which individuals takes elements given in their environments and organizes them in a way that makes sense (Clark 2000).Work-Family ConflictThe various predictors of work/family conflict can be grouped into two general categories role environment and personality. The Role environment consist of several types of role related predictors of work/family conflict such as behavioral involvement, psychological involvement, role-related stressors and affect, and role related resources. behavioral involvement represents the amount of time devoted to work and family roles. As more time is devoted to one role, it would be expected that less time would be available to meet the demands of another role. Consistent with this notion, a number of studies have found that the time devoted to family activities and chores is positively related to levels of family to work conflict, whereas the time devoted to work is positively related to levels of work to family conflict.Work and family stressors, dissatisfaction, and trouble have been examined as potential causes of work-family conflict. It is generally hypothesized that role characteristics can produce role-related dissatisfaction or distress, which may lead to cognitive preoccupation with the source of the distress or to reduced levels of psychological and physical energy. The resulting increase in cognitive preoccupatio n or diminution in energy can undermine an individuals ability or willingness to meet the obligations of other roles (Frone, Yardley, 1997). Consistent with this line of reasoning, past research has found that work demands, work-role conflict, work role ambiguity, and job distress or dissatisfaction are positively related to reports of work/life balance conflict.Work and family social support have been explored as potential resources that reduced work-family conflict. For example, a supportive supervisor may not make excessive demands that would cause an employee to work at home. Likewise, a supportive spouse or other family member may provide direct assistance with demands at home, thereby simplification the likelihood that an individual is preoccupied with these problems at work. by research has found that higher levels of social support at work are related to lower levels of work-to-family conflict, whereas higher levels of social support at home are related to lower levels of family-to-work conflict (Adams, 1996).Personality. Although most research has explored role characteristicsas potential causes of work-family conflict, a few studies have begun toexamine personality dispositions as causes of work-family conflict. Variouspersonality characteristics, such as mastery, hardiness, positive affectivity,and extraversion may be conceived of as individual resources in that theycapture a tendency to actively cope with problems at work and home,thereby reducing the likelihood of work-family conflict. Other personalityvariables, such as negative affectivity and neuroticism, may be conceivedof as individual deficits in that they capture a tendency to avoid problemsat work and home, thereby increasing the likelihood of work-family conflict.Several recent studies have found that high levels of hardiness, extraversion,and self-esteem were associated with lower levels of both work-tofamilyand family-to-work conflict (Bernas Major, 2000 Grandey Cropanzano,1999 Grzy wacz Marks, 2000). whizz study reported that highlevels of neuroticism were associated with higher levels of both work-tofamilyand family-to-work conflict (Grzywacz Marks, 2000).Managing the boundary between the work and family spheresThe review of the literature have show that little studies have examined an individuals perception within the boundaries of work and family roles (Nippert-Eng 1996). The digest of borders can elucidate the extent in which individuals can control the issues determining work and family balance (Guest 2002). This allows for the synopsis of physical and psychological controls, an examination of the nature of border permeability and the extent in which they can be managed or moved. This is consistent with the centrality of the issue where individuals perceive the parameters of work and family activities, which create personal meaning and the management of relationships among families and work Zedeck (1992). Kirchmeyer (2000) views living a balanced lif e as reaching a level that satisfies experiences within all life domains and requires individual resources such as commitment, energy and time to be well distributed across domains. Similarly, Clark indicates that work and family balance is a satisfaction and good functioning of roles at work and at home with least role conflict (Clark, 2000). Furthermore, another definition of balance stipulates that a balanced life is productive, healthy and satisfying including facets of love, play and work (Kofodimos 1993).These definitions of balance share two important elements. There is the notion of e attribute, or near-equality, between experiences in the work role and experiences in the family role (Reiter, 2007). Clark (2000) and Kirchmeyer (2000) imply similarly high levels of satisfaction, health, functioning and talent across the various roles. Furthermore, the definitions of work and family balance implicitly consider two constructs of equality that are inputs and outcomes. The input s are the personal resources (Kirchmeyer, 2000) that are applied to each role. Kirchmeyer (2000) states that balance within work and family requires that each role be approached with approximately an equal level of involvement, time, commitment or attention. The balance achieved can either be negative or positive. A positive balance refers to an equal amount of attention, time, involvement, or commitment, whereas negative balance refers to an equally low level among these inputs. These inputs determine an individuals level of role commitment in accordance with the time apply or psychological involvement in each role. There is difficulty in determining an individual who is substantially balanced as being more betrothed in the work role than in the family role. The other component of balance is the resultant outcomes that are experienced in work and family roles. A shop outcome included in definitions of balance is satisfaction (Kirchmeyer 2000 Clark2000).The relationship between wo rk/life balance and quality of lifeThe balance between work and life is denoted to promote well-being. It is suggested that an imbalance in work will stimulate high levels of stress, cause a reduction in the quality of life and pass an individuals job performance (Kofodimos 1993). Within an organization the promotion of work/life balance can be promoted by an organizational change approach proposed by Hall (1990). This organizational change can take effect, by companies and individuals considering the advice given by literary publications providing on how to promote a greater balance in life (Cummings 2001 Fisher 2001).However, the question arises on how work/life balance can enhance an individuals quality of life. With respect to individuals, multiple roles can protect and create a buffer from the effects of negative experiences in any one role in an individuals life (Barnett Hyde, 2001). Work/life balance not only produces this buffering effect but can directly promote well bein g. Marks and MacDermid (1996) states that individuals who are believed to have a balanced life are deemed primed to seize the moment when they meet a role demand since one role is seen no less than the other. Within this way of thinking individuals who are perceived to have balance experience lower levels of stress when enacting roles due to the assumption that they are participating in role activities that are salient to them. It is evident that individuals that have a balance have experienced less role overload and less depression compared to individuals that were deemed imbalanced MacDermid (1996).Furthermore, when an individual has a