AtkinsonThis study explores Work Life Balance (WLB) in two Palestinian organisations. It argues that the nature and content of WLB policies and the reasons for their adoption in many Arabic organisations differ from those in Western organisations. Additionally, research is under-developed concerning the role of line managers in interpreting access to WLB practices, and to what extent such WLB practices are accessed and utilised by individuals. Based on a qualitative approach, using semi-structured interviews with 49 employees and managers, this study shows that WLB policies involve, particularly for female employees, mainly family support, and financial, social, and religious benefits. These reflect cultural and religious characteristics of an Arab, Islamic country. In addition to identifying the role of government, and the needs of a female workforce, this study develops a new theoretical framework explaining the role of religious and cultural variables, as well as international networking of the organisations, as factors underlying adoption of WLB policies. Line managers often used Wasta, being the political and religious origin of individuals as criteria in granting benefits to individuals. WLB practices are useful for women, but males made less use of these practices, preferring strong ‘breadwinner Arabic cultural norms. A valuable contribution in understanding the extension of WLB policies in Arabic settings is offered, as well as cultural, social and religious reasons for their implementation. The study presents a theoretical model of the adoption and application of WLB policies which can be used in further crosscultural research.

This study explores Working from Home (WFH) as a model of work in a public organisation in London, which operates in the clinical-trials sector. It argues that WFH is used as a strategy that offers benefits both to the organisation and its employees. WFH is offered to all Clinical Research Associates (CRAs) who work as monitors of the whole process of a clinical trial. Based on a qualitative approach, using semi-structured interviews of 29 CRAs, managers and administrative staff and secondary data, this single-case study focuses on five topics that are part of the CRAs’ everyday life. These are work-life balance (WLB), cost reduction, the Information and Communications Technology (ICT) factor, the performance of the CRAs and the management of remote workers. In particular, the study identified that WFH had a positive effect on CRAs’ WLB. Moreover, it argues that WFH may offer significant assistance to organisational budgets and may reduce personal expenses. It found that existing ICT could cover all employees’ technological needs and reduce the requirement of managers to keep them physically present at a centralised workplace. Additionally, this thesis also identified that WFH improved CRAs’ performance, whilst it also highlighted that results-oriented management was the main managerial approach towards employees who work from a distance. The key contribution of the thesis is the examination of the CRA occupation through a contemporary perspective on the WFH phenomenon.

The purpose of this study is to enhance the understanding of event project managers' challenges related to work-life balance. A comprehensive view of the subject is presented through semi-structured interviews with nine project managers from various organizations and government agencies. The study's findings reveal both organizational and individual factors that influence the balance between work-and personal life, such as the freedom to plan and personal experience. Respondents expressed a desire to separate the domains of work and personal life in order to achieve a favorable balance, also referred to as the segregation strategy. While most respondents theoretically desired strong boundaries, there was a distinction between their aspirations and actual adherence, as the majority demonstrated weak boundaries in practice. The most important strategy for avoiding imbalance was individuals' ability to plan for recovery, which is connected to both planning freedom and experience. There appears to be an expectation that project managers in the event industry should exhibit a high level of commitment and be prepared to invest significant time and energy in order to succeed, from both the individual and the employer's perspectives.

Problematisk skolfrånvaro bland svenska elever är ett växande problem där ett stort ansvar läggs på barnets vårdnadshavare. Syftet med föreliggandestudie var att undersöka hur mödrar till barn som lider av problematisk skolfrånvaro upplever balansen mellan arbets- och familjeliv med hjälp av kvalitativ metod. Nio semistrukturerade intervjuer genomfördes för att sedan tematiseras. Tematiseringen identifierade sex teman som berör aspekter som hindrar och främjar intervjudeltagarnas upplevelse av balans i vardagenutifrån studiens två frågeställningar. Resultat från studien visade på en obalans där familjelivet påverkar arbetslivet genom upplevd otillräcklighet, mental och fysisk frånvaro i arbetslivet samt brister i stödsystemet kring barnen. Därtill visade resultatet att arbetet som fristad och energigivare, stöd från kollegor och chef samt flexibla arbetsformer främjar balansen. Slutsatser från studien är att mödrarna är i en ohållbar situation där det råder en obalans mellan arbets- och familjelivet, där brister i stödsystemet kring barnen och oförutsägbarheten hindrar balansen.

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The COVID-19 pandemic has led to major transformations in education, workplaces, and work-life balance. Though most restrictions have been lifted in Sweden, some processes will likely remain online. This master thesis research collected quantitative data from a sample of university students at Halmstad University regarding the effects the pandemic had on their lives and their personal work preferences. Despite the pandemic leading to major changes both personally and professionally, the results of the study conclude that the pandemic primarily had both good and bad effects on education and did not have a major effect on university students’ outlook on their future in the labor market. Regarding preferences, this study found that there is no consensus. Several of the results are likely the effect of the culture and policies of the Nordic welfare states, which shape and surround this sample. This research contributes to the field of health and lifestyle as it identifies and analyzes potential factors which have strengthened and weakened the sample in focus.

Work-life balance (WLB) is becoming a topic of focus for management, employees, HR specialists and wellness coordinators due to its association to the health, wellbeing and performance of employees. In line with this, the aim of the study was partly to study which initiatives exist for a balance between work and private life in hospitality organizations and partly how employees and managers, respectively, experience its impact on performance. Furthermore, the aim was to find out which strategies, according to employees' and managers' perceived experiences, can enable hospitality organizations to achieve improved employee performance from work-life balance initiatives. The study employed qualitative research design using semi-structured interviews as the data collection tool and thematic analysis. Herzberg’s Two-Factor Theory of Motivation-Hygiene was used as the theoretical framework to aid in the analysis of the findings. The findings revealed a positive relationship between WLB initiatives and perceived employee performance in hospitality organizations. Moreover, the study indicated that managers had a positive attitude towards WLB implementation as they alluded that WLB help to improve employees’ performance because it helps employees manage their roles in a better way without stress and burnout. These initiatives (such as paid leaves, work breaks, and flexible scheduling) were found to contribute positively to the performance of employees in terms of increasing their productivity as they help employees to manage their roles in a better way without any stress. The study concluded that the hospitality organizations can enhance work-life balance through the creation of various HR policies, flexible scheduling, paid time off for child care, paid maternity leave, fitness centers, counseling, and training sessions as well as implement programs such as workshops and seminars on time management, stress reduction, efficient job management among other things.

Yes / This article presents midwives’ views and experiences of flexible working and work-life balance. Both flexible working and work-life balance are important contemporary agendas within midwifery and can have both positive and negative consequences for midwives. Full-time midwives and those without caring commitments feel disadvantaged by flexible working and work-life balance policies as they have to fit when they work around part-time midwives and are increasingly expected to cover extra work. They feel their work-life balance is marginalised and this is fuelling discontent and resentment among midwives and leading to divisions between full and part-time staff that reinforce flexibility stigma. Although flexible working and work-life balance are important for recruiting and retaining midwives they are part of the ongoing tensions and challenges for midwives and the midwifery profession. Keywords flexibility stigma, flexible working, full-time work, marginalisation, midwives, National Health Service,