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This paper focuses on work and family life in Romania, with particular emphasis on gender, seen as a social structure. The methodology employs the secondary descriptive analysis of data drawn from NIS, Eurostat, and the European Value Survey/World Value Survey datasets. The findings show a Romanian work landscape with slow progress in embracing work flexibility, with considerably lower percentages of remote work and part-time employment compared to EU averages. A notable gender disparity exists in the professional sector. Women exhibit a 18.8% lower participation in economic activities compared to men, a gap that increases with the number of children. Moreover, 36.5% of women, in contrast to 2.7% of men, are professionally inactive due to familial responsibilities. These results align with Nancy Fraser’s (2013) viewpoint on how the intersection between capitalism and patriarchy shapes women experiences. The lack of family-friendly work structures disproportionately impacts women, leaving them vulnerable professionally and financially. Family continues to be the most important institution for Romanians, with trends regarding age of marriage and child births mirroring previous years. While there's a gradual decrease in unpaid household and childcare activities, it is mostly due to technological progress (Popescu, 2009) while women still work “double shifts” (Hochschild, 2012). The paper’s findings highlight that cultural norms and societal pressure compels women to prioritize family responsibilities. Creating “brave new families” (Stacy, 1990) or fostering “confluent love” (Giddens, 1992) requires post-modern cooperation between partners, backed by multi-level actions (Walby, 1989) at individual, organizational and societal levels.

The present scoping review summarizes recent research from the perspective of what businesses can do to support the work-family balance of their employees. We conducted a scoping review based on the PRISMA-ScR protocol using three databases (Web of Science, JSTOR, and Scielo.org), with the keywords “work-family balance”, “work-life balance”, “family-friendly”, “family policies”, and “family-supportive”. The search returned 4,357 articles. After applying inclusion and exclusion criteria, a final sample of 57 publications was analyzed. Most articles used quantitative (93%, n = 53) and cross-sectional (77%, n = 44) methodologies, with primary data (52%, n = 29). Studies were mostly conducted in European countries (49%, n = 28), the USA (19%, n = 11), and South Korea (9%, n = 5). The conclusions drawn from these findings point towards a future work scenario in which inclusive businesses have a low workload, shorter working hours and high levels of family-supportive behaviors from supervisors and top management, all of them consolidated in a family-supportive organizational culture.

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Abstract Objective The COVID-19 pandemic led to social isolation and school closures as measures to contain its spread. Based on phenomenology, the present study aimed to know and understand the senses and meanings that 10 Elementary School teachers attributed to their work in the midst of the COVID-19 pandemic. Method Dialogical meetings were held with each participant generating Comprehensive Narratives. Results The results were organized into five significant elements: (a) fulfillment of a childhood dream arising from the influence of significant people; (b) teaching as an act of love and social transformation; (c) continuous search for space and social recognition, (d) pandemic as an imbalance of life and profession and (e) digital teachers as a new reality. Conclusion The reiteration of the teachers’ commitment and motivation in the face of the imposed challenges, the need for adaptation and resilience and a change in perspective in the self-image and perception of social appreciation in relation to teaching work stand out.

Copyright of Sante Mentale au Quebec is the property of Revue Sante Mentale au Quebec and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study assesses the impact of work-life balance and burnout on individual performance, especially in the post-merger period. The data is collected by sharia which has merged with three other Islamic banks in Indonesia. The author also explains more about the effect of work-life balance and burnout on individual performance, which is influenced by organizational commitment, job satisfaction, and work motivation. This study uses work-life balance and burnout on individual performance in the banking industry in the Jakarta area by using variables that affect individual performance. Questionnaires were distributed through social media to 259 employee respondents who worked at Islamic banks in the Jakarta Area. The data were then analyzed using PLS-SEM through SmartPLS 3 software. The results of this study indicate a positive effect of work-life balance on the performance of bank employees. And conversely, the effect of burnout on individual performance is not too significant. A balanced situation between personal and work life will increase employee satisfaction at work, balance employee life, reduce boredom, and ultimately improve individual performance.

In France, the spring 2020 lockdown resulting from the Covid-19 crisis has forced many parents to telework, manage school from home, care for the children and live in one single place. This has created many inequalities and has been particularly detrimental to teleworking mothers, who appeared particularly mentally burdened. Indeed, they have consecutively – and sometimes simultaneously, played the role of mother, teacher, employee and spouse. Caught up in the logic of permanent availability, many of them have had to withdraw or forget themselves during this period. Nevertheless, thanks to a greater presence of fathers at home, the mutual awareness of a secondary position has also sometimes made it possible to rethink the role of each and to sketch out a possible rebalancing of daily tasks.

The inequalities revealed by the experience of telework in the arrangement of social time and space need to be related to the gender of the workers, their living and family conditions, their housing and their activity. These inequalities can be seen in the differentiated – and largely gendered – use of the time and space of confinement, which affects the ability to reconcile spheres of investment. The appropriation of the time and space of confined telework is fuelled by established gender relations and takes place in existing configurations (greater or lesser size of the home, profession more or less exposed to coordination costs). In this sense, the experience of confined telework should be seen as revealing and amplifying inequalities that predate the health crisis.

The purpose of this study was to provide a predictive model of job engagement based on self-efficacy effect and moderating effect of work-life balance of employees of National Land and Housing Organization of Tehran. To this end, 160 people (75 men and 85 women) were selected by stratified random sampling, and a questionnaire consisting of job engagement components (Schaufeli, 2003), job self-efficacy (Riggs and Knight, 1994), and Work-Life balance (Wong et al., 2009). SPSS software was used to analyze the questionnaires. The Kolmogorov-Smirnov test was used to measure the normality of the data and the results showed that the data collected from the normal population. To investigate the relationship between variables, we used Pearson correlation coefficient and the results showed that all variables have a positive and significant relationship. To test the research hypotheses, we used a structural equation model for which the Lisrel 8.8 software was used. The findings showed that the dimensions of job self-efficacy and work-life balance positively and directly Effected the job engagement.

Research framework: In France, the management of pregnancies rests upon a set of legal measures (health, social insurance, and labour rights) and stabilized medical practices (standard prenatal care). This paper questions the time management of pregnancies and tackles the contradiction between several temporalities. Pregnant women are entrusted with specific tasks and responsibilities for the fetus’ sake, this third shift adds up to domestic labour and in many cases to paid labour. Objectives: This paper analyzes how the legal frame and the medical control have ambiguous and unequal effects for pregnant women. Methodology: It draws on interviews and ethnographic observation conducted in the Paris’ region from 2014 to 2017. Thirty women were interviewed during their pregnancy, amongst whom 11 were interviewed twice or three times. Hospital care was observed from different places and times: registration, appointments with a midwife or obstetrician, antenatal classes. Results: The management of pregnancy assigns an individualized responsibility to women for guaranteeing the fetus’s health. Health care for women can be intensive and rests upon their permanent availability for it. This is made possible by subordinating their professional timetable to health care requirements. Employees seek to minimize the impact of their pregnancy in their workplace by separating medical time and professional time. Conclusions: Access to health care is largely effective and the legislation ensures that all pregnant women get prenatal care, which makes it at the same time an obligation for women. This obligation is more or less constraining depending on women’s resources. Measures concerning pregnant workers are not so beneficial as employers often do not abide by them, and employees only partially use them. Middle- or upper-class workers and those on the upper levels of the occupational hierarchy benefit more from these measures than others. Contribution: This paper contributes to the sociology of work-life balance, to the sociology of health and to the sociology of inequalities.

The article focuses on the consequences of COVID-19 pandemic and priorities and aspirations of generations X and Y and, obviously, the modern issue of work-life balance. It mentions issues regarding work by practicing social distancing and collective bargaining and the current asymmetry between capital and labor and change the orthodox labor relations research agenda. It also mentions uranium mining through the prism of professional identities.

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Shift work occupies precious time for family and social life. The aim of this review was to systematically assess the state of research on the impact of shift work on work-fam-ily conflict. A systematic literature search was conducted in PubMed and EBSCO to identify studies published between 1990 and 2017. In the end, 36 articles met the inclusion criteria and were considered in this review. Shift workers show higher levels of work-family conflict in comparison to workers in regular day schedules. Different shift types and a large variation of shift characteristics have been studied. Results point to a higher work-family conflict especially among night shift workers and those working in a shift schedule, including weekend work. Research testing for causality is missing.

This article analyzes the relationship to time and work of family lawyers based on a collective survey conducted in law firms in several jurisdictions. This article nuances the studies highlighting the lawyers' control of interaction and analyzes how professionals can feel overwhelmed in their relationship with clients. The impression of being overwhelmed is all the more intene that that the norm of permanent availability remains very rooted, even if it is undermined by the feminization of the profession. Lawyers' management of their relationship with their clients thus corresponds to different logics of articulation of social times, to the intersection of gender relations, the family configurations in which they are caught and their position in the career. Finally, depending on their place in the legal advice market, the composition of their clientele or the size of their practice, lawyers do not lawyers have the same resources to deal with this invasion. Inequalities in terms of gender, professional situation and territory are therefore a determining factor.

The present study focuses on the determinants of withdrawal underlying the constant growth of the turnover rate among French volunteer firefighters. Only a few studies have examined work-life balance as a potential reason for withdrawal by volunteer firefighters who are all the more vulnerable to being exposed to an imbalance. The present study examines a model of withdrawal determinants in which work-life imbalance leads to exhaustion and lowers levels of satisfaction regarding firefighting, thus resulting in an increased intention to quit. The data were collected from 183 volunteer firefighters in a French fire department and were further processed via structural equation modelling of the relationship between latent variables. Our findings show that work-life imbalance (both strain- and time-based) predicts the French firefighters’ intention to leave their job, two forms of imbalance being predicted in different ways. The effect of strain-based imbalance on withdrawal intention is doubly mediated, first by exhaustion, and second by decreased satisfaction in the volunteering activity. The effect of time-based imbalance on the intention to quit is direct. The results as well as possible avenues for intervention are discussed. Given a constant growth of turnover rate in volunteer firefighters, current research focuses on withdrawal determinants. A few studies consider work-life balance as a potential reason for withdrawal in spite of the known risk of work-life imbalance in volunteer firefighter. The present study examines a model of withdrawal determinants, where work-life imbalance causes exhaustion and lowers levels of satisfaction in firefighting activity, thus resulting in higher levels of intention to quit. The data were collected from 183 volunteer firefighters of a French fire department and further processed via structural equation modelling in latent variables. Our findings show that work-life imbalance (both, strain and time-based) predict intention to leave in Frenh firefighters although in different ways for two forms of imbalance. The effect of strain-based imbalance onto turnover intention is double mediate, first by exhaustion, second, by satisfaction in volunteering activity. That of time-based imbalance onto turnover intention is direct. The results as well as further perspectives are discussed.

Due to continuous and rapid technological, cultural, and economic changes in the banking sector in specific, the need of working for long hours has increased dramatically among bankers especially after the economic crisis of 2008, which put bankers under stress in coping with these changes and obliged them to experience many implications of long working hours. This research attempts to identify the impact of long working hours on women and the hidden costs generated from pursuing their jobs (more than 40 hours per week). It also examines the relationship between long working hours and work life balance, and the hidden costs that are associated with them. Building on existing work on the implications of long working hours, this study raises this question: what steps should the bank decide to reduce long working hours’ consequences while preserving its sustainable development along with employees’ work-life balance harmoniously? Based on the review of literature and the main theories that tackle work-life balance, «SEAM Intervention Research methodology» was chosen, using Qualimetrics approach (Saville, 2018), which involves qualitative, quantitative and financial analysis. Data was collected via semi-structured interviews and divided between horizontal and vertical using HORIVERT method. Accordingly, analysis of the results shows that long working hours is associated with a myriad of issues including: work-life conflict, high absenteeism with false sick leaves, health problems, lower productivity, high turnover rate and lower socio-economic empowerment. Based on the intervention’s results, we conclude that long working hours does have impact on work-life balance and results in many repercussions that affect employees and the bank’s overall performance. Hence, we recommend that the bank should focus on employees’ needs and enhance their work-life balance to ensure its sustainable development through socio-economic empowerment.

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Research on night work focuses almost solely on night work as part of rotating shift schedules. Thus, little is known about permanent night workers, their working conditions and health. The aim of this study is to give insight on characteristics of permanent night workers, their health status and their work–life balance. Data from the BAuA-Working Time Survey 2015 were used and 189 employees in permanent night work identified. Results are presented in comparison to statistics on employees in general and to rotating shift workers with night shifts in particular. The most common occupations among permanent night workers are professional nurses and heavy truck and lorry drivers. Night workers less often rated their health as (very) good or were satisfied with their worklife balance compared to employees in gen-eral. They also reported health complaints more often. Findings in comparison to employees working in rotating shifts with night work were mixed. The results point towards some concerns regarding health and work–life balance related to perma-nent night work.

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Abstract : Work-related spatial mobility – which can be comprised of long daily commuting and even being forced to sleep away from home – affects the interplay between individuals’ private and professional lives while challenging couples’ relationships in general and the distribution of gendered roles therein. The article examines the gendered arrangements underpinning such relationships in terms of both male and female mobility. It also studies the extent to which work-related spatial mobility encourages traditional or more egalitarian marital roles and looks at the effects of female mobility to determine whether this causes women to disengage from the domestic arena. Lastly, it analyses whether mobility plays a part in female emancipation by transforming gender relations or if it reinforces traditionally subordinated gender roles.

S’il peut être satisfaisant de prendre soin d’un proche en perte d’autonomie, le rôle de proche-aidant engendre un certain nombre de tensions et des difficultés à se maintenir en emploi. Face à cette situation, les acteurs communautaires ont été désignés comme une source de soutien importante pour les proches-aidants. Il n’existe toutefois à notre connaissance aucune étude qualitative se penchant sur la relation de soutien entre organismes communautaires et proches-aidants en emploi. Suite à notre recherche comprenant 33 entrevues semi-directives auprès de proches-aidants actifs sur le marché du travail et d’organismes communautaires québécois, menée entre septembre 2014 et juin 2015 au Québec, nous constatons deux faits majeurs : 1) les acteurs communautaires ont le potentiel de constituer une réelle ressource pour concilier emploi et soins à un proche; 2) par contre, leurs services tendent à être méconnus et difficilement accessibles par la majorité des employés proches-aidants. However rewarding taking care of a relative can be, to be a caregiver causes multiple tensions and difficulties in remaining employed. In view of this issue, community organizations have been referred to as a great source of support for caregivers. However, to our knowledge, no qualitative study has ever focussed on the supportive relationship between the community sector and employed caregivers. Our study involved 33 semi-directive interviews with working caregivers and community organizations in Quebec between September 2014 and June 2015. It revealed two main facts: 1) community organizations have the potential to be a real source of support for work-care balance; 2) however, their services remain unknown and hard to access by the majority of employed caregivers.

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Copyright of Industrial Relations / Relations Industrielles is the property of Universite Laval, Department of Industrial Relations and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Interventions Économiques is the property of Association d'Economie Politique and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)