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.

No / A multivariate analysis identified six predictors to explain positive work-life balance (WLB) among 1,566 teleworkers. Time flexibility variables were found to be most dominant. Gender or having dependent children was not significant. These results demonstrated that controlling working hours was the most important ability for sampled teleworkers to achieve positive WLB.

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Yes / Both flexible working and worklife balance (WLB) are important issues for the midwifery profession and can have both positive and negative consequences for midwives working in the National Health Service (NHS). This study examined midwives’ views and experiences of flexible working, work-life balance and the implications for the midwifery profession.

Thesis (MBA)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: The old belief that work and life are two separate, conflicting issues no longer holds true for companies that wish to establish a sustainable competitive advantage. Because of the transformation of global markets and the changing demographics of the workforce, the benefits of work-life balance for employees and employers can no longer be ignored. The purpose of this research was to ascertain whether the use of work-life balance enhancing practices leads to increased organisational benefits and improved employee morale. The study identified numerous benefits of efficient work-life balance practices for employees as well as employers and established that the existence of work-life balance practices enhances organisational benefits and employee morale. The research question was addressed through the use of a self-developed structured questionnaire consisting of a list of written questions. The survey was carried out using an online questionnaire and targeted professionals in permanent paid employment in South Africa. In answer to the research objectives, the outcomes of the survey suggest that work-life balance is decreased as a result of an increase in work-life conflict. Work-life conflict may be aggravated by an increase in stress levels, work commitments impacting negatively on time available for leisure activities or family responsibilities, and an increase in the number of hours worked. The existing corporate culture and related negative perceptions surrounding employees making use of work-life balance initiatives, may further add to the conflict between work and life. The results of the survey indicated that not having effective work-life balance practices in a company may negatively impact on organisational aspects such as reduced job satisfaction, poor retention; increased absenteeism and more negative spill-over from life to work. The absence of work-life balance practices may affect employee morale adversely as a result of a decrease in well-being due to a lack of balance; poor health due to stress and feeling over-worked; an increase in work-life conflict; more negative spill-over from work to life; and an increase in work-life conflict due to an increase in working hours. Based on survey results, improved productivity, better recruitment and enhanced career commitment were not directly affected as a result of a lack of work-life balance practices. To realise the full benefits that effective work-life balance practices have to offer requires a paradigm shift away from a focus on policy to a process approach which involves examining the nature of paid work as well as the underlying assumptions in an effort to uncover innovative ways of altering these to benefit organisations, employees and societies more holistically. It is hoped that this research will help encourage the debate of exploring a social sustainability methodology that questions some of the existing assumptions of competitive capitalism which value economic growth for its own sake regardless of related social issues. / AFRIKAANSE OPSOMMING: Die historiese oortuiging dat werk en lewe „n aparte, teenstrydige vraagstuk is, is nie langer geldig vir maatskappye wat hoop om „n volhoubare kompeterende voordeel daar te stel nie. Die voordele wat werk-lewe balans vir werknemers sowel as werkgewers inhou, kan nie langer geïgnoreer word te midde van die veranderende wêreldwye marklandskap asook veranderinge in die demografie van die werksmag nie. Die doel van hierdie navorsing is om vas te stel of die gebruikmaking van effektiewe werk-lewe balanspraktyke tot verhoogde organisatoriese voordele en verbeterde werknemermoraal lei. Die studie het verskeie voordele van effektiewe werk-lewe balanspraktyke vir werknemes en werkgewers geidentifiseer. Dit het ook vasgestel dat die bestaan van praktyke wat werk-lewe balans aanmoedig, voordele inhou vir die organisasie sowel as werknemermoraal. Die navorsingsvraag is aangespreek deur „n selfontwikkelde gestruktureerde vraelys wat bestaan uit „n lys van skriftelike vrae. Die opname is uitgevoer met behulp van 'n aanlynvraelys en het professionele mense in permanent betaalde werk in Suid-Afrika geteiken. Na aanleiding van die navorsingsdoelwitte, het die uitkomste van die opname daarop gedui dat werk-lewe balans afneem as gevolg van „n toename in die werk-lewe konflik. Werk-lewe konflik word vererger deur „n toename in stresvlakke, werksverpligtinge wat „n negatiewe impak het op tyd beskikbaar vir ontspanning of gesinsverantwoordelikhede, en „n toename in die aantal ure gewerk. Die bestaande korporatiewe kultuur en verwante negatiewe persepsies rondom werknemers wat gebruik maak van werk-lewe balans inisiatiewe, kan verder bydra tot die konflik tussen werk en lewe. Die resultate van die opname het aangedui dat die afwesigheid van effektiewe werk-lewe balanspraktyke in „n maatskappy mag „n negatiewe impak hê op organisatoriese aspekte soos verlaagde werksbevrediging, swak retensie, verhoogde afwesigheid en meer negatiewe oorloopgevolge tussen lewe en werk. Die afwesigheid van werk-lewe balans praktyke kan werknemermoraal nadelig beïnvloed as gevolg van „n afname in welstand weens „n gebrek aan balans; swak gesondheid as gevolg van stres en „n gevoel van oorwerk; „n toename in werk-lewe konflik; meer negatief oorloopsgevolge tussen werk en lewe; en „n toename in die werk-lewe konflik as gevolg van „n toename in werksure. Gebaseer op die resultate van die studie, was verbeterde produktiwiteit, beter werwing en verbeterde loopbaan toewyding nie direk beïnvloed deur „n gebrek aan werk-lewe balans praktyke nie. Om die volle voordele van effektiewe werk-lewe balanspraktyke te realiseer, verg „n paradigmaskuif weg van „n fokus op beleid na „n benadering wat die aard van betaalde werk ondersoek, sowel as die onderliggende aannames, in „n poging om innoverende maniere van die verandering hiervan te ontbloot tot voordeel van organisasies, werknemers en gemeenskappe. Daar word gehoop dat hierdie navorsing sal help om die debat aan te moedig wat die moontlikheid van „n sosiale volhoubaarheid metodologie wat sommige van die bestaande aannames van mededingende kapitalisme, wat ekonomiese groei bo alles nastreef, ongeag verwante sosiale kwessies sal ondersoek. Stellenbosch University http://scholar.sun.ac.za

Popular messages not only illuminate many of the struggles people experience wrestling with the tensions between work and home life, but these popular texts also influence the behaviors of those who consume them. They not only reflect organizational members' experiences, but they also shape what they do. The following dissertation provides a theoretical discussion that conceptualizes and locates popular messages within dominant cultural patterns and explores the role of popular discourse in socializing organizational members. Next, "work-life" research is understood in terms of enactments and construals of time. This discussion not only develops a temporal perspective for "work-life" research, but also highlights inequalities embedded in the current "work-life" research. A narrative approach is offered as a theoretical perspective and methodological tool for uncovering perspectives. Sixty-seven participants are interviewed, and findings suggest differing perspectives on work-life balance, work-life expectations, and the role popular messages play in shaping work-life expectations vary along gender, socioeconomic, and generational lines. Further, analyses of interview data reveal gender and socioeconomic inequalities exist within the "work-life" construct and differing construals of time. / text

Experts estimate that by 2013, every adult in the world will own a mobile phone. Mobile technologies are one of the fastest growing and most widely adopted technologies in history. This study seeks to understand the impacts of an increasingly mobile culture in the United States, focusing on how being “always on” impacts individuals' relationships with work. Being always on refers to an individual’s propensity to remain continuously connected to the world through a web-enabled, mobile technology device, such as an iPhone or BlackBerry. Influenced by Clark's (2000) work-family border theory, I conducted 49 in-depth interviews, in order to develop a communicative model of being always on. The model is characterized by using new mobile technologies, needing to be connected, blurring boundaries between work and non-work spheres, identifying with work, working long hours, and having work-life balance. Being always on is linked to a strong work identity and desire for control over one's time. However, being constantly connected with a smartphone also means being more connected to work; it has become easier to work longer hours, have work leak into personal time, and slowly but ultimately lose control over the boundaries between work and non-work domains. Ironically, individuals who are always on in order to gain more control over their time may actually end up giving up more control than they gain. However, always-on individuals actually feel like they have an appropriate work-life balance, which complicates traditional understandings of the meaning of “balance.” Instead, these findings suggest always-on individuals actually “atomize,” a term that refers to the breaking down of communicative tasks into small pieces to can be completed anywhere, at any time, enabling flexibility and control. / text

Syftet med denna studie är att bidra med en förståelse för hur rekryterare upplever och hanterar flexibilitet, tillgänglighet och work-life balance i en multinationell och expanderande organisation präglad av det gränslösa arbetslivet. Denna förståelse är betydelsefull då det gränslösa arbetslivet innebär ett stort eget ansvar för individen, vilket skapar en utmaning för individen själv att måna om sin work-life balance och upprätthållandet av ett långsiktigt välmående. För att uppfylla studiens syfte genomfördes femton kvalitativa intervjuer med rekryterare på Spotifys rekryteringsavdelning Talent Acquisition. Resultatet visar en positiv upplevelse av flexibilitet och tillgänglighet tillsammans med en rådande medvetenhet kring de utmaningar som följer av ständig uppkoppling, flexibilitet och tillgänglighet och hur de påverkar medarbetarnas work-life balance, då gränser tenderar att suddas ut och bli mer diffusa. Denna medvetenhet har resulterat i flertalet individuella strategier och hanteringssätt för att hantera det gränslösa arbetslivets utmaningar. / The purpose of this study is to provide an understanding of how recruiters perceive and manage flexibility, accessibility and work-life balance in an multinational and expanding organization characterized by boundaryless work. This understanding is important because the boundaryless work means a great responsibility for the individual, which creates a challenge for the individual to take care of their work-life balance and the maintenance of a long-term wellbeing. To fulfill the purpose of the study, fifteen qualitative interviews were conducted with recruiters on Spotify's recruitment department Talent Acquisition. The result shows a positive experience of flexibility and accessibility, but also shows an awareness of the challenges of constant connectivity, flexibility and accessibility and how they affect employees' work-life balance, and that boundaries tend to become blurred and more diffuse. This awareness has resulted in several individual strategies to handle the challenges of boundaryless work.

The factor structure of the work/family conflict scale developed by Carlson, Kacmar, & Williams (2000) was analyzed for measurement invariance between a US and an Australian/New Zealand (ANZ) sample using a multisample confirmatory factor analysis procedure. Results indicated that factor pattern fit between the female samples on the common model was good-to-mediocre, and factor pattern fit between the male samples and the common model was mediocre-to-poor. Both samples exhibited significant changes in chi square when testing for the more restrictive factor loading equivalence. Partial measurement invariance revealed a better fit between the male samples when three of the items were unconstrained, and when eight items were unconstrained between the female samples. Finally, males and females in the ANZ sample exhibited factor pattern invariance, but required two items to be unconstrained before factor loading invariance was achieved. Mean differences on the six scales revealed higher levels of time-based work interference with family and family interference with work for males than for females in the ANZ sample.