No / This paper explores the responses of 17 participants to using photo-elicitation as part of a project exploring their daily experiences of work-life balance. We explicitly asked participants about their experiences of using the method that involved taking photographs of their work-life balance experiences and interpreting these photographs through participation in semi- structured interviews. Participants took 108 photographs in total. We explore important methodological issues for researchers seeking to use these methods and explain that photograph-elicitation has much to offer management and organizational researchers. A major benefit of the method is the role of photographs as a ‘conversational technology’ in encouraging re-interpretation and reflection of experiences in a manner not always achieved when using other qualitative techniques.

Zugl.: Darmstadt, Techn. University, Diss., 2009.

No / This paper explores the responses of 17 participants to using photo-elicitation as part of a project exploring their daily experiences of work-life balance. We explicitly asked participants about their experiences of using the method that involved taking photographs of their work-life balance experiences and interpreting these photographs through participation in semi- structured interviews. Participants took 108 photographs in total. We explore important methodological issues for researchers seeking to use these methods and explain that photograph-elicitation has much to offer management and organizational researchers. A major benefit of the method is the role of photographs as a ‘conversational technology’ in encouraging re-interpretation and reflection of experiences in a manner not always achieved when using other qualitative techniques.

M.Comm. (Business Management) / Changes in the corporate landscape and an increase in female participation rates in corporate workforces necessitate a better understanding of female career paths and how organisations can accommodate them better. The purpose of this study is to identify the most appropriate work-life balance benefits organisations can offer to female employees to assist them in achieving greater work-life balance. The study further aims to identify learning and development opportunities that females who have exited from their professions can follow to remain relevant and up to date in their fields. Through the literature review the study examines the need for women in corporate workforces, and inspects reasons for the underrepresentation of women in workforces. It further investigates alternative career models female professionals often embark on in an attempt to gain more balance between family responsibilities and career demands and subsequently discusses the costs associated with losing female talent. It then explores how organisations can assist female employees by offering work-life balance benefits. The study was conducted by using an online questionnaire and respondents were selected by employing a snowball sampling method. In this study research found that the most appropriate work-life balance benefits are flexible working hours, on-site childcare facilities, parental leave, part-time work, mobile working and virtual or cyber working. Conversely, the most inappropriate work-life balance benefits are weekend work, shift work, overtime, temporary or casual work, term-only working and fixed term contracts. It further found that employees who have exited from their professions can follow certain learning and development opportunities to assist them to remain relevant and up-to-date in their fields and assist them to return to full-time employment. The following learning and development opportunities were listed as being most appropriate: Attending continuous professional development courses and workshops, reading and further studies, keeping in touch with colleagues to stay updated with new developments at the office and the organisation, attending seminars and doing ad hoc, private, part-time or consulting work.

No description available.

Zugl.: Marburg, Univ., veränd. Diss., 2009

This paper examines young adults’ perceptions of work, life, and the balance in between in light of information and communication technologies (ICTs). The intention of this study is to provide a deeper understanding of young adults’ world views for the benefit of organizations. 22 undergraduate students between the ages of 18 to 40 from five different colleges at a Midwestern university participated in a focus group or one-on-one interviews. The age-frame was selected to include young adults in a life stage imperative to their career development. Central themes found in regard to technology use, work, and work/life balance included: viewing technology as access, a divide in preference of integrations vs. separation, viewing technology as expectation, viewing technology as leisure, and parental impact on present-day habits. Participant recommendations for better work/life balance are discussed. Finally, the implications of these findings for organizations are explored.

This project aims to build a system that helps users achieve a delicate work-life balance and decrease stress. Evidence shows that most dual-earner families currently live in multitasking contexts. The increase of multitasking behaviors and experiences among working mothers has led to negative emotions, stress, and work-family conflict. Studies have confirmed that balancing work and family is challenging for parents. After the COVID-19 pandemic, work-life balance became more challenging to achieve. Due to gender inequality, research shows that telecommuting mothers report feelings of depression and anxiety much more than fathers. The study highlights work-life conflict experiences with working mothers through qualitative and quantitative approaches involving specific numbers of interviews and online surveys. Based on research, I developed the system Leto, an application and product design to help mothers in dual-earner families build a better inner and outer system. Further, the design combines functions of the mother community, reminders, customized schedules, and a stress reliever. The design outcome was prototyped and assessed through a heuristic evaluation.

People with Autism Spectrum Disorder (ASD) constitute the fastest-growing developmental disability population in North America, yet their employment outcomes are significantly poorer. Little attention has been given to the role of gender in shaping their employment experiences and the interface between their work and family demands. This qualitative research is intended to enable the ‘voice’ of people with autism to be heard through the content analysis of naturally occurring discourse in an on-line autism forum. The research is composed of three substantive studies. The first study investigated the role of gender in career exploration and job-seeking experiences. Guided by the Stages of Considering Work, the study examined how women and men with autism experienced three consecutive sets of vocational barriers related to contemplating employment, defining career goals, and finding jobs. The second study explored gender differences related to challenges in the workplace to maintain employment, including workplace mental health, social interaction, executive function, communication, disclosure, accommodation, sensory environment, and corporate cultures. The third study investigated the domestic experiences of women with autism as mothers, housekeepers, and caregivers, and how they negotiated the interface of work and family demands. Guided by the work/family border theory, the studyshowed how gender and disability identities significantly influenced their work-family experiences. Overall, this research informs gender-sensitive policies and practices to improve the employment and work-family balance experiences of individuals with autism. / Thesis / Doctor of Philosophy (PhD)

No / Within this chapter, we explore the use of participant photo-elicitation methods in studying how people manage their daily episodes or incidences of work-life balance. Participant photo-elicitation methods rely upon research participants taking their own photographs of a subject as guided by the researcher(s). In addressing this particular technique, we explore some important methodological issues for HRM researchers who seek to use these methods and explain how this type pop methodology has much to offer when studying HR issues such as work-life balance. We conclude that one of the major benefits of the method is the role of photographs as a "conversational technology" (Gammack & Stephens, 1994, p. 76) in encouraging participants to talk and reflect.