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Strategies for Achieving Work-Life Balance in the Modern Workplace
Abstract
This chapter delves into the intricate dynamics of work-life balance in modern workplaces, leveraging insights gleaned from a comprehensive analysis of existing literature. Explored within a structured framework, the narrative covers key aspects such as personal and professional priorities, boundary setting, time management, flexibility, remote work, and the role of employee assistance programs (EAPs). The exploration culminates with a dedicated focus on wellness practices and cultivating robust support systems. Real-life narratives and cases studies illustrate fruitful efforts for harmonization, with key insights and strategies distilled for practical application. The discussion encapsulates the evolving nature of work, acknowledges the need for boundaries setting, and underscores the interconnectedness of individual choices, organizational practices, and societal influences. The chapter provides a roadmap for navigating work and life complexities, fostering harmonized equilibrium and functionality in the work-life course.
... During the past decade, the contemporary business landscape has been characterized by heightened volatility, uncertainty, complexity, and ambiguity, exacerbated by recurrent economic, environmental, and health crises Rossidis et al., 2021b;Belias et al., 2022a;Skagias et al., 2023). Organizational survival and competitive advantage necessitate the development of robust strategic capabilities (Viterouli et al., 2024a;Viterouli et al., 2024b;Belias et al., 2024a). ...
Leadership has been a focal point of academic and practitioner interest for over three decades, with evidence suggesting complex relationships between leadership styles, communication satisfaction, and group dynamics. This study aimed to evaluate the psychometric properties of three measurement instruments for these constructs within the Greek hotel industry. Employing Exploratory Factor Analysis and Cronbach's Alpha on data collected from 367 Greek hotel employees, the findings supported the reliability and validity of the scales for use in this context..
The purpose of this chapter is to examine the effect that strategic leadership has on the integration and the successful implementation of a change plan. Overall, it was found that strategic leadership had a significant and positive relationship with change integration, as well as the successful implementation of a change plan for an organization. Α strategic plan which will focus on having the change management process as a primary focus, not a secondary function, is expected to bring positive results such as the commitment of the employees and their high levels of satisfaction, which will result in the integration of the changes and furthermore on the success. Originality/value in a time where changes are constant, it is necessary to examine in depth and understand the drives of change but also how change can work. In this case, the examined relationships have not been widely examined.
The purpose of this chapter is to examine the relationship between ethics and organizational management but also to indicate some contemporary issues which concern ethical change management in the post Covid-19 era such as the great resignation and Gen Z in the workplace. Overall, it aims to investigate the current issues in relation with ethics in change management. Overall, it seems that ethics have a strong relationship with the commitment and engagement of a change and hence with the potential success of change management. The research has identified two current issues where future research may focus. The first one is ethical leadership and whether it can have a positive impact on the implementation of a change management program. The second one refers to the Gen Z, which seems to have a strong ethical background.
The purpose of this chapter is to examine the relationships between organizational communication, organizational cultural, and organizational change. In other words, this chapter aims to examine the current issues of organizational behavior in relation to the concept of change management. The methodology that is used in this chapter is literature review. The authors have collected data with the use of the most known scientific and academic databases, such as Google Scholar, Elsevier Scopus, and Science Direct. Their research included a combination of the keywords "change management," "organizational culture," and "communication." Overall, it was found that organizational change has a strong and significant connection with organizational culture and organizational communication. Managers have to take into serious consideration that when they want to implement an organizational change, they have to prepare all the employees for the benefits of the upcoming change.
Work-life balance is a policy and program that an organization or company can offer to workers to minimize the pressure and conflict of many roles when balancing career and family. Work-life balance itself is an important issue for now, balancing work time and personal life is a challenge that must be faced by the majority of employees who work in the banking industry. The purpose of this study is to analyze the impact of work-life balance implementation on employee welfare, including, job satisfaction, health, and personal life harmony. This research uses qualitative methods through literature review or documentation studies. Data is collected sourced from documents, books, journals, articles/other online media. The result of this study is the finding of the impact of the implementation of work-life balance in the banking industry which has an impact on employee welfare in terms of mental health able to reduce employee stress levels, physical health, career sustainability, financial health, community and social security.
Purpose: The purpose of this Industry Analysis is to know more in-depth about 4 different Hospitals based on their Services provided to nurses. Balancing work and life is basic and necessary for working women to a healthy lifestyle. During the Pandemic hot situations created in the minds of nurses as well people. Nurses have to stay for lengthy working hours, away from family, Shifts, and so on. Similar case studies are studied by many researchers but this simplifies the study and gives a simple solution. This study included the work-life balance of nurses. Design/Methodology: The design of this study is based on secondary data. To gather the data for the study, magazine articles, journals, and published books were employed as introductory resources. Findings: The findings indicated an in-person connection between performance in the role and work-life balance. However, it was shown that the development of emotive commitment comes from employees' experiences with work-life harmony and that emotive commitment improves in-role performance. Originality/Value: This is based on real-time challenges faced by the hospital staff primarily the nurses. Paper Type: Case Study.
The need for ever-increasing administrative and socio-economic results combined with the demand for a more productive public administration has led to an ever-greater focus on the utilisation of IT and communication technologies through the implementation of integrated e-governance programs. By systematically measuring the implementation of e-governance strategies, their efficiency and quality are enhanced, and the wide use of services is achieved, creating value for society as a whole. The development of commonly accepted indicators provides the possibility of cross-national comparisons. The European Commission has established the Digital Economy and Society Index (DESI) to record the digital performance of the EU Member States, illustrating the quality and quantity of their development in digital technology. The present study will focus on the analysis of the DESI index for Cyprus and Greece through their comparison to the average of the corresponding indicators of the rest of the EU Member States. Ultimately, the digital maturity of the countries will be assessed by identifying problems and gaps as well as opportunities for improvement.
In 2022, the US Office of the Surgeon General (OSG) released 2 reports1,2 that should have an immense impact on healthcare practice, including health-system pharmacy. In this commentary, I review these reports and their application to health-system pharmacy, with a particular focus on work-life harmony. In addition, I propose an integrated approach to career and life fulfillment and planning that includes the creation of a holistic work-life harmony action plan. By using the approach proposed in this commentary, individual health-system pharmacists and technicians, and pharmacy departments, can address the concerns raised by the OSG reports in a proactive manner.
OSG’s advisory on health worker burnout
The first of the aforementioned reports, Addressing Health Worker Burnout: The U.S. Surgeon General’s Advisory on Building a Thriving Health Workforce,¹ was released on May 23, 2022. The report is an advisory, which is “a public statement that calls the American people’s attention to an urgent public health issue and provides recommendations for how that issue should be addressed.” In the advisory, the negative consequences of burnout on health workers themselves, patients, the healthcare system, and communities and society are described. The report identified 4 types of factors associated with burnout: societal and cultural, healthcare system, organizational, and workplace and learning environment. Each of these 4 areas impacts burnout differently and, in many cases, coexist, which means they can amplify each other. The report contains the example of a health worker who, due to a heavy workload, including paperwork related to obtaining prior authorization, has insufficient time to spend with patients. While the report does not explicitly refer to pharmacists in that example, the scenario could certainly apply to many pharmacists in this country.
In describing my career, I have tried to share the experiences as well as the resume‐worthy accomplishments, trying to reflect not only the difficulties encountered but also the help from people along the way. After beginning with a short biography (initial conditions, education and training, career in a nutshell), I highlight some of the struggles and successes along the way (being a woman in the field, my supervisors, my promotions, work‐life balance, finally seminars, and retirement), before closing with something I've learned (advice) and an acknowledgment section, regretting that I almost certainly left someone out.
Tourism today is in a critical crossroad, not only due of the changes on the structure of the tourist industry where the focus has shifted from mass tourism to alternative tourism, but also the question on how the tourist industry will cope with the case of the Covid-19 crisis. Still, the tourist industry does not know what the future of the sector can be. Therefore, the purpose of this paper is to investigate and make suggestions on how the future will shape sustainable tourism. This is a literature review in an ongoing phenomenon which is the Covid-19 pandemic. Hence, this chapter will rely on both the existing literature review and on published scientific papers. Nonetheless, it is crucial to refer to the fact that there is a lack of research on this issue. For this reason, the authors will expand their research on articles and reports published on the internet so to have the latest updates on this issue.
The task-switching paradigm is deemed a measure of cognitive flexibility. Previous research has demonstrated that individual differences in task-switch costs are moderately inversely related to cognitive ability. However, current theories emphasize multiple component processes of task switching, such as task-set preparation and task-set inertia. The relations of task-switching processes with cognitive ability were investigated in the current study. Participants completed a task-switching paradigm with geometric forms and a visuospatial working memory capacity (WMC) task. The task-switch effect was decomposed with the diffusion model. Effects of task-switching and response congruency were estimated as latent differences using structural equation modeling. Their magnitudes and relations with visuospatial WMC were investigated. Effects in the means of parameter estimates replicated previous findings, namely increased non-decision time in task-switch trials. Further, task switches and response incongruency had independent effects on drift rates, reflecting their differential effects on task readiness. Findings obtained with the figural tasks employed in this study revealed that WMC was inversely related to the task-switch effect in non-decision time. Relations with drift rates were inconsistent. Finally, WMC was moderately inversely related to response caution. These findings suggest that more able participants either needed less time for task-set preparation or that they invested less time for task-set preparation.
The complex process of work-life management combined with social and economic demands have created difficulties for many working mothers. Although ideologies about “good mothers” suggest that mothers should be constantly available for care work responsibilities, most mothers must also engage in paid work for family sustainability. Using what I call work-friendly child spaces, some privileged mothers have found locations that cater to both parenting and work, which enable them to sustain their careers while also engaging in the early years of parenting. Based on participant observation and interviews, I argue that although work-friendly child spaces accommodate work arrangements that are flexible and mobile, they ultimately reify deep structural inequalities and leave care work as primarily the responsibility of women.
Employee engagement constitutes a critical driver of business success in today's competitive marketplace, since it effectuates internal stimuli for action and reaction. Fostering engagement into one's workforce is not a simple, one-dimensional task, but rather entails a multiplicity of factors and a conglomeration of approaches. The term 'Employee Engagement' relates to the level and breadth of an employee's commitment and connection to an organization and is influenced by a variety of factors such as organisational culture and communication schemata, managerial styles and leadership types, general policies and practices within the workplace. To this end, the aim of this paper is to introduce a strong connection between engagement and self-directedness by melding it with psychologically, educationally and strategically elaborated notions of facilitation (Knowles, 1975), self-actualization (Maslow, 1943) and autonomy (Lopes, Calapez and Lopes, 2015) along with operational tactics of learning and training that can address different mentalities and generations (Berkup, 2014). Employees need to be assisted in developing and evolving critical skills such as their self-directedness by means of empowerment. This study considers that empowerment and commitment can be achieved if management integrates self-directedness notions and principles into one's training and work environment. A self-directed employee is a dynamic, self-reflective, mature and autonomous person that chooses to engage and remain engaged. Self-initiation can be displayed, communicated and instructed, since people are the making of social, cultural and discursive constructions (Lopez et al. 2015). Considering that self-directedness leads to improved personal agency and initiative, adaptability and employability in the labour market, and efficiency in terms of organisational performance, instilling it in employees translates to endorsing engagement into one's personnel. That is why a detail literature review approach has been adopted for the research purpose highlighting significant works on self-directedness, empowerment and engagement. The data is collected from various databases, research articles, whitepapers, magazines, project works and the internet. This study contributes to extending literature on the relationship between self-directedness and engagement by addressing key practices and factors that attribute to fortifying their interrelation.
This article seeks to decentre the Global North knowledge production about ‘work–life balance’ (WLB) in academia by applying a temporal gaze to illuminate WLB possibilities in Bangladeshi academia where institutional WLB policies are absent. Drawing on Adam’s (2008) timescapes and Flaherty’s (2002) time work concepts, we focus on Bangladeshi women faculty’s experiences as an example of how a temporal gaze can help illuminate the interrelationships between time, gender, and life transitions underlying women faculty accounts of WLB in a Global South context. Drawing on the narratives of three Bangladeshi women faculty in different career stages and family statuses, we probe how women faculty manipulate, control, or customize their temporal experience (i.e. temporal agency) in response to local gendered norms and life transitional episodes (e.g. separation, academic mobility, illness, and/or retirement). We demonstrate how WLB is not a static outcome, but a work-in-progress, and that a temporal lens helps illuminate multiple time work strategies that emerge during life transitional episodes. We argue that a temporal lens troubles the outcome (quantitative, clock-oriented) and spatial orientation of WLB practices, as our participants constantly blurred work/home boundaries refracted across social positionality, gendered norms, and relationships. By examining the temporal dimensions underlying WLB, we contribute a comprehensive understanding of the interrelationships between academic/personal life, various roles, and temporality in a South Asian context.
COVID-19 pandemic has brought many changes to the way that the tourist sector operates. Almost all of the tourist businesses are affected by the impact of the measures which were taken in order to deal with the effects of COVID-19. As a result there is high uncertainty on the internal and external environment that the management of tourist businesses would have to take into consideration. Indeed, the change context (internal and external environment) is unstable and this creates uncertainty. For this reason, this publication aims to develop a research framework which links the change context with the level of resilience of hotels during the COVID-19 crisis as well as the impact that this has on the performance. For this reason the paper recommends the use of Melián-Alzola et al (2020)'s research framework which is going to be enriched with the measure taken for COVID-19, which is its key contribution on the academia and the practitioners.
The tourism industry is one of the most dominant industries at a global level that affect the world’s economy (Belias et al., 2017), as the tourism industry contributes to a very high percentage of the Gross Domestic Product of many countries (such as United States, China, Japan, Italy, France and Spain) (Statista, 2021). On the other hand, researchers have acknowledged the importance of organizational culture (Cook & Yanow, 1993; Schein, 1993) as well as the importance of group dynamics, (Crossan et al., 1999; Wastell, 1999) on the members of an organization. Over the latest decades, globalization has made cultural diversity a world-wide phenomenon. Tourism and Hospitality is a field where someone can recognize the importance of cultural differences among different cultural groups. In an organization, such as a hotel company, there are a lot of cultural diversities not only among the employees of the hotel but also among the guests of the
hotel (Rampley, 2005; Bavik, 2015). So it is essential for a hotel company to establish its organizational culture which will be consist of several values, rules and priorities that everyone who is involved in it (employees and guests) has to follow. The aim of this paper is to examine the current literature concerning the relationship between organizational culture and group dynamics in general, as well as in the tourism industry. The methodology which will be used is literature selection of papers, studies, articles and journals retrieved from online bibliographic databases (such as Science Direct and Google Scholar). Although, there is a significant amount of papers discussing the organizational culture or the group dynamics in an organization there seems to be a research lack in the connection between organizational culture and group dynamics especially in the touristic and hospitality services. With the current paper we try to shed some light in the above field in order to trigger for future theoretical as also empirical research
This study examines the relationship between self-leadership strategies and occupational well-being and whether psychological safety has moderated these relationships in the context of enforced remote work caused by COVID-19. Altogether, 2493 higher education employees, most of whom were working entirely remotely due to the pandemic, responded to an electronic survey in May 2021. Hierarchical multiple linear regression analyses were conducted as the main method of analysis. The results showed that goal-oriented and well-being-related self-leadership strategies as well as psychological safety were positively related to meaningfulness of work and negatively to job burnout. Psychological safety moderated the relation between goal-oriented self-leadership strategies and meaningfulness of work. The study presents much-needed novel knowledge about self-leadership and psychological safety in the context of remote work and sheds light on the interrelatedness between self-leadership strategies, psychological safety, and occupational well-being. It presents a novel category of well-being-related self-leadership strategies and contributes to the measurement of both self-leadership and psychological safety. In order to both enable sufficient well-being and facilitate flourishing at work, it is imperative to support employees in learning and applying diverse self-leadership strategies as well as ensure psychological safety at workplace, especially in post-pandemic multi-locational work.
Published in the special issue: Challenges in Work and Employment during the COVID-19 Pandemic.
In the foreseeable future, mobile and wearable computing technology with an augmented reality (AR) interface can provide an omnipresent, environmentally adaptive, and everyday reality augmentation. This new pervasive AR technology will lead to a continuous moderation of experienced reality with the potential to support better and faster decision-making, the exploration of new information, and novel ways of communication, interaction, and collaboration. However, pervasive AR technology will also have undesired consequences, e.g., in the areas of privacy, commercial exploitation, distractions, digital inequality, and our perception of what is true and real. Little is known about how severe these effects will be when AR has become pervasive and how they can be prevented or mitigated. We draw on current developments in research and the market, sketch a near-time future of pervasive AR technology, identify ethical considerations, and discuss the development of pervasive AR systems.
Popular representations of remote work often depict it as a flexible, technologically feasible, and family-friendly work arrangement. Have the images of remote working as a desirable work arrangement been challenged by the COVID-19 pandemic? What have we learned from the widespread involuntary remote work imposed on many employees during this time? To answer these questions, we analysed 40 recent empirical studies that examined work-life balance while working from home during the pandemic. Our analysis was informed by the person-environment fit theory and complemented by literature reviews on remote work conducted prior to the pandemic. We found four themes representing misfits between desirable expectations and the undesirable realities of remote work: (1) flextime vs. work intensity, (2) flexplace vs. space limitation, (3) technologically-feasible work arrangementvs. technostress and isolation, and (4) family-friendly work arrangement vs. housework and care intensity. We highlight the important role HRD practitioners can play in assisting employees to achieve a fit between their expectations and experiences of remote work.
Introduction:
As a physician, it is important to develop time management and task prioritization skills early to promote future career success. In medical education, there is minimal structured time to teach these skills prior to residency. Stephen Covey's Time Management Matrix Technique (TMMT) is one strategy that can be used to develop these skills. This technique categorizes tasks into a four-quadrant table based on importance and urgency. Using this technique as a model, the authors developed a workshop for medical students on an inpatient pediatric or internal medicine subinternship.
Methods:
Prior to the workshop, students read an article and completed a survey and two self-directed exercises. The exercises asked students to create a list of tasks, develop an individualized TMMT model, and review specialty-specific patient cases. The workshop consisted of discussions on the presession work and group exercises on prioritizing tasks and responding to patient-related pages. Students evaluated the curriculum after the workshop with a survey.
Results:
Most participants (82%) strongly agreed or agreed that the workshop improved their ability to manage time effectively and prioritize tasks on a clinical rotation. There was a statistically significant increase in both median time management and task prioritization confidence scores after completion of the workshop (p < .05).
Discussion:
This workshop provides one strategy that can be implemented within undergraduate medical education to enhance time management skills prior to residency. Future studies should be aimed at evaluating these skills within the clinical setting.
The neoliberalization of higher education in western countries has led to work intensification, projectification, and work-life balance issues for academics. This article draws on interviews with Digital Humanities practitioners in higher education conducted in 2017–2018 in three Nordic countries to introduce the concept of the ‘work-work balance’, an under-researched phenomenon in contemporary academe. The term ‘work-work balance’ refers to the ways in which workers in higher education seek to balance conflicting concurrent work demands made on them. Four such work scenarios emerged from the data: the 50/50 split across different jobs; working across multiple projects simultaneously; occupying multiple functional roles; and conflicting demands within one job. The article argues that work-work balance, or rather imbalance, issues result in the inability of higher education workers to meet the demands put upon them. This raises questions regarding the role of HEIs and research funding regimes in the generation and maintenance of work-work balance scenarios and suggests that work-work balance issues need to be researched further as well as requiring urgent attention from HEIs and research funders.
he linkage between Human Resource (HR) Management and Organizational Performance is difficult to determine and, in some cases, even to address. There has been an effort to depict the processes through which HR practices ultimately impact organization performance, through a number of conceptual models, but none proved sufficient enough for or wholly applicable to all HRM departments. Thus, the mediating variables and mechanisms through which HRM has an impact on performance are not panacea clear. The principles of Adult Education (AE) could actually aid in seeing the part HRM (HR practices, mediating variables, HR-related outcomes, more distal outcomes etc.) has in overall performance, offer precise insights to scholars and practitioners and show the means through which the HRM and the Adult Education could be integrated in order to enhance individual and collective performance. Adult Education is all about the person him/herself; its main aim is to find ways through which one can better himself/herself individually and self-directedly or with the help of others. If the focus is shifted towards the human aspect of what each individual endeavors, experiences and anticipates, we might be able to understand the barriers, expectations and aspirations one holds. Therefore, if a person reaches his/her full potential with the aid of the AE principles, then subsequently he/she will be equipped with the means and resources necessary to actively participate in the organizational processes and performance, and foster growth in the organization itself directly. In practice, we mostly fail to remember that organizations are entities comprised of other entities, individuals; each unique and exceptional in his/her own way. Accordingly, HRM practices seemingly remain focused in favour of organizational outcomes and try to serve organizational uniqueness then every action will have a positive reaction to the organizational performance and the results will prove to f organizational change and organizational brilliance.
Purpose
The purpose of this paper is to provide a clear view of current dynamics and research diversification of extant literature in the field of work-life balance (WLB). This paper provides a systematic and critical analysis of WLB literature using bibliometric analysis.
Design/methodology/approach
Scopus database has been used for carrying out this review that is based on 945 research papers published from 1998 to 2020. The prominence of the research is assessed by studying the publication trend, sample statistics, theoretical foundation, the highly cited research articles and journals, most commonly used keywords, research themes of top four recognized clusters, sub-themes within each cluster and thematic overview of WLB corpus formed on the premise of bibliographic coupling. Additionally, content analysis of recently published papers revealed emerging research patterns and potential gaps.
Findings
Major findings indicate that the research area consists of four established and emerging research themes based on clusters formed as (1) flexible work arrangements, (2) gender differences in WLB, (3) work–life interface and its related concepts, and (4) WLB policies and practices. Emerging themes identified through content analysis of recent articles include gender discrepancy, the impact of different forms of contextual (situational) factors and organizational culture.
Originality/value
This research paper is the first of its kind on the subject of WLB as it provides multifariousness of study fields within the WLB corpus by using varied bibliographic mapping approaches. It also suggests viable avenues for future research.
Purpose
The purpose of this research is to examine the impact of work–life balance on project performance with mediating role of job burnout and moderating role of organizational support and what are the indirect effects of work–life balance on project performance via organizational support. For quantifying this effect, regression analysis has been used, and to calculate variable mediation, moderation and conditional process analysis, Model of Preacher and Hayes has been utilized.
Design/methodology/approach
Four variables and 23 measurement items have been extracted from published literature. Further, data collection for this research study has been conducted through the “Questionnaire” technique. The questionnaire has been developed based on previously established questions available in the literature. Finally, to obtain a more objective assessment, a statistical model is developed, and regression analysis is performed to highlight the most significant variables that impact the project performance.
Findings
The results of the study show that work–life balance harmed project performance, and organizational support was putting the main impact on project performance. Moreover, the findings of the study include the positive association of job burnout with project performance. And a total mediation effect was observed between work–life balance and project performance, through the bootstrapping results.
Practical implications
The authors have found that the theoretical model got practical implications, both for the managers and the organization involved in the project. The first implication is that adopting suitable work–life balance practices will be beneficial and support professionals working on projects. Professionals engaged in projects, both at managerial and team levels, are exposed to work–life balance resulting from work performance and personal life responsibilities. The empirical results revealed conflicts came across due to poor time management, and these conflicts have adverse effects on personal and professional commitments. It should be one of the basic considerations for project-based organizations, to make available ample time for the professionals to be with their families.
Originality/value
This study has enabled the authors to understand the work–life balance, organizational support and job burnout and how these variables affect project performance via their relationship as described in a theoretical framework. Furthermore, this research contributes toward the field by considering different ways to balance the work–family conflicts by examining the effects of work–life balance on Job Burnout and Project Performance. This study brought some significant insights and one of its kind in the developing countries and adds to the existing body of knowledge by developing a regression model that will help decision makers and top management to further enhance their project performance.
The aim of this research is to examine the new landscape that is taking shape in the tourism economy, due to the adoption of technological innovations. The technologies and systems used to make the most of the resulting interdisciplinary and multilingual big data, the methods by which heterogeneous elements from different sources are incorporated to bring new knowledge, and the modern services that are ultimately implemented and provided to the public, as well as the people involved in this process, and those who benefit from the new services are among the issues analyzed. The work is not limited to a simple mapping of space but concludes with an evaluation of the systems already implemented and the various methods of analysis and exploitation of large-scale data for this industry, which is based on detailed research of the current literature to identify the potential gaps for future research. This is a literature review. The authors have identified the content of this research on well-known online databases which include scholar, google and Scopus. They used the appropriate keywords such as "big data" & "tourism innovation" to reach the publications used in this research, also given attention on using recent papers which are derived from reliable journals. The research has concluded that the use of big data in the tourism sector is a rising trend. Big data creates expectations for a better understanding of tourism demand and the adjustment of supply by tourism companies to meet the demands of tourists and the profitable activity of tourism businesses. There is a need to examine how can big data help the hotels to deal with Covid-19 pandemic, which can be a topic for future research. Big data is one of the most recent trends on innovation, Information Communication Technologies (ICT) and knowledge management. Hence, there is a need to gather and analyze the existing publications which concern the tourist industry. The originality of this research stems from making an analysis of the current situation as well as it is a bridge to the future by making suggestions on how future research can be shaped. The key limitation of this research resides on that it focuses on the existing literature and used secondary data. However, it gives directions for the future research which can take place with primary data collection.
The rise of neoliberal governance in the higher education sector and the growing demands that the values of equality be institutionally embedded represent two potentially conflicting trends. In this context, the steady deployment of a neoliberal agenda to organizations has come to interfere with the work–life balance. Whereas the demands of the neoliberal university rely upon a hegemonic work-centric model that can affect academics irrespective of gender, women are more likely to experience work–life conflict and its associated impacts. This article focuses on how work–life conflict has been studied with three main objectives. First, to map the challenges of combining work and private life in the neoliberalised university. Second, to conduct a systematic review of the literature on work–life balance in academia. Third, to discuss findings and limitations in order to propose research recommendations. As the COVID-19 pandemic raises new and specific challenges to work–life balance, more gender inclusive and theoretically informed studies are needed to tackle the blind spots found here.
The COVID-19 pandemic has had an unprecedented impact on health systems in most countries, and in particular, on the mental health and well-being of health workers on the frontlines of pandemic response efforts. The purpose of this article is to provide an evidence-based overview of the adverse mental health impacts on healthcare workers during times of crisis and other challenging working conditions and to highlight the importance of prioritizing and protecting the mental health and well-being of the healthcare workforce, particularly in the context of the COVID-19 pandemic. First, we provide a broad overview of the elevated risk of stress, burnout, moral injury, depression, trauma, and other mental health challenges among healthcare workers. Second, we consider how public health emergencies exacerbate these concerns, as reflected in emerging research on the negative mental health impacts of the COVID-19 pandemic on healthcare workers. Further, we consider potential approaches for overcoming these threats to mental health by exploring the value of practicing self-care strategies, and implementing evidence based interventions and organizational measures to help protect and support the mental health and well-being of the healthcare workforce. Lastly, we highlight systemic changes to empower healthcare workers and protect their mental health and well-being in the long run, and propose policy recommendations to guide healthcare leaders and health systems in this endeavor. This paper acknowledges the stressors, burdens, and psychological needs of the healthcare workforce across health systems and disciplines, and calls for renewed efforts to mitigate these challenges among those working on the frontlines during public health emergencies such as the COVID-19 pandemic.
In this chapter, a new ABCD framework as to analyse business models, concepts, technology, systems, and strategies is proposed, developed, and used to analyse nanotechnology as green technology. The framework analyses advantages, benefits, constraints, and disadvantages (ABCD) of a system or concept from different stakeholder point of view. The chapter also contains the Factor & Elemental Analysis of nanotechnology as green technology using ABCD framework.
Knowledge management has emerged as a key lever for improving performance, boosting productivity and creativity and facilitating innovation in organizational settings. Knowledge Management is a modern multidisciplinary process of exploiting knowledge and information of an organization in order to achieve organizational objectives. The particular nature of knowledge management is proving to be a very useful tool in the field of strategic management providing valuable knowledge and information enforcing strategic planning. The aim of this paper is to analyze the interdependency between strategic management and knowledge management. By outlining the main strategic management perspectives in contemporary business literature and combining them with current knowledge management perspectives, an indication of the evolution of research pertaining to strategic knowledge management emerges. The article focuses on the synergies of knowledge-related capabilities in explaining the formation of strategic aspects.
Keywords: Strategic Management, Knowledge Management, Global Environment
JEL Classifications: D8, L1, M1, M16
DOI: https://doi.org/10.32479/irmm.9621
Numerous deep learning architectures have been developed to accommodate the diversity of time-series datasets across different domains. In this article, we survey common encoder and decoder designs used in both one-step-ahead and multi-horizon time-series forecasting—describing how temporal information is incorporated into predictions by each model. Next, we highlight recent developments in hybrid deep learning models, which combine well-studied statistical models with neural network components to improve pure methods in either category. Lastly, we outline some ways in which deep learning can also facilitate decision support with time-series data.
This article is part of the theme issue ‘Machine learning for weather and climate modelling’.
The relevance of balance and harmony to wellbeing has been under-appreciated in psychology. Even though these concepts have received considerable attention across different contexts (e.g., work-life balance), this literature is fragmented and scattered. There have been few attempts to bring these disparate threads together, or to centre these concepts as foundational and important across all aspects of human functioning. This paper remedies this lacuna by offering a narrative review of these diverse works. Relevant literature is organised into four emergent categories: Affect, cognition, behaviour, and self-other relations. Throughout these, balance and harmony can be appreciated as not merely relevant to wellbeing, but arguably a defining principle, a ‘golden thread’ running through its myriad dimensions (though this thread is itself multifaceted, comprising a cluster of interlinked concepts). Based on this analysis, an overarching definition of wellbeing is offered: The dynamic attainment of optimal balance and harmony in any-and ideally all-aspects of life. This paper provides a foundation and stimulus for further work on these important topics.
Objective: The objective of this study is to investigate the relationship between sources of work-related stress (WRS) for pilots, effects on wellbeing, and coping mechanisms.
Background: Recent studies have measured depression levels in pilots but not the relationship between depression levels and coping strategies.
Methods: An anonymous web-based survey was conducted with commercial pilots.
A regression model was advanced to analyze the relationship between each frequency level of each coping strategy and PHQ-9 Scores, and the Odds ratio was interpreted.
Results: Sources of WRS impact on the physical, social, and psychological health of pilots. Not all pilots are suffering. Over half met threshold for mild depression. Nearly 60% are using coping mechanisms to manage WRS and its impact on wellbeing. Pilots using coping mechanisms such as sleep management, taking physical exercise, and diet management were found to have lower depression severity levels.
The findings of this study underscore the need to advance new tools to enable pilot self-management of their health and wellbeing. This includes new training tools, enhanced checklists, and new digital tools to support wellbeing awareness, stress coping, and risk identification both inside and outside the cockpit.
Conclusions: Airlines and pilots need the right tools to safeguard the wellbeing and mental fitness of pilots and ensure flight safety. Pilots, airlines, and aviation regulators can learn from the existing use of coping strategies by pilots.
Leadership is one of the most discussed topics in organization management over the past 50 years. Leadership studies have showed direct relationships between leadership styles and a variety of occupational outcomes, such as job satisfaction and self-efficacy. Similarly, (Wolman, The Journal of Social Psychology 43:11–25, 1956) was one of the first researchers who identified four leadership styles that influence the dynamics of a group. Nowadays, it is commonly accepted that team leaders provide a supportive context for teams by focusing on the team’s direction, structure, and external relations (Wageman et al., The Journal of Applied Behavioral Science. 41:373–398, 2005). One of the primary roles of the team leader is to set the direction for the team. This is very important because establishing a clear and engaging direction for the team is a crucial part of motivating team performance (Levi, D. (2017). Group dynamics for Teams (5th edition). Sage Publications, Inc.). Although there is an efficient amount of papers on leadership styles, there seems to be a scientific research lack on the connection between leadership styles and group dynamics. In addition, whereas there are a few papers connecting leadership and group dynamics (Barnett and McCormick, Educational Management Administration & Leadership 40:653–671, 2012; Yammarino et al., 2010), there is a significant research gap on the connection between leadership and group in the tourism industry. The aim of this paper is to examine the current literature review concerning the relationship between organizational leadership styles and group dynamics in general, as well as in tourism industry; the methodology which will be used is literature selection of papers and articles retrieved from online bibliographic databases.KeywordsLeadership stylesGroup dynamicsRelationshipTourism industryJEL ClassificationsM10M12
Full-text is available here: https://www.tandfonline.com/eprint/3K4YSWUMPP8DPGEQFJDE/full?target=10.1080/03069885.2023.2212856
What produces a happy society and a happy life? Thanks to the new science of wellbeing, we can now answer this question using state-of-the-art empirical evidence. This transforms our ability to base our decisions on the outcomes that matter most, namely the wellbeing of us all including future generations. Written by two of the world's leading experts on the economics of wellbeing, this book shows how wellbeing can be measured, what causes it and how it can be improved. Its findings are profoundly relevant to all social sciences, including psychology, economics, politics, behavioural science and sociology. A field-defining text on a new science that aims to span the whole of human life, this will be an invaluable resource for undergraduate and graduate students, policy-makers and employers, who can apply its insights in their professional and private lives. This title is also available as Open Access on Cambridge Core.
Does removing constraints on the time and place of work benefit the utility of workers and firms? We design a randomized experiment of a sample of workers in a large Italian company; workers are randomly divided into a treated group that engages in flexible place and time of work (which we call “smart working”) one day per week for nine months and a control group that continues to work traditionally. By comparing the treated and control groups, we find causal evidence that the flexibility of smart working increases the productivity of workers. We estimate a decrease of one day of leave on average per month, and we exclude a significant decline in objective productivity in any month. We also find sizeable improvements in well-being and work–life balance, and we observe that men also increase the time dedicated to household and care activities.
This paper was accepted by Yan Chen, behavioral economics and decision analysis.
Funding: This work was supported by the Italian Presidency of the Council of Ministries and European Commission (Italy’s Department for Equal Opportunities and t).
Supplemental Material: The online appendix and data are available at https://doi.org/10.1287/mnsc.2023.4767 .
The topic of work motivation permeates industrial/organizational psychology literature due to its established connections with attitudes, affect, well-being, behavior, and performance. Work motivation refers to the direction, intensity, and persistence of job-related behaviors. The concept of goals is essential to understanding motivation because goals represent desired end states toward which motivated effort and persistence are directed. Goal-based processes can be conceptualized in two main phases: goal setting and goal striving. Goal setting involves the selection of a goal after consideration of the feasibility (i.e., expectancy) and desirability (i.e., valence) of potential goals, and goal striving involves planning for and engaging in goal pursuit through the expenditure of effort and other resources. Goals are hierarchically arranged with more specific, shorter term goals toward the bottom of the hierarchy and more abstract, longer term goals toward the top of the hierarchy. Lower level goals represent the means by which higher level goals are attained. Multiple goals naturally exist in most real-world situations, so there is the need to prioritize and balance goal pursuit, with research outlining a number of factors that can aid in this prioritization, including goal expectancies, affect, and distance from goal attainment. Goals differ in a number of ways that have implications for performance and well-being. Two key ways are especially relevant for the workplace: (a) goals focused on approaching desirable outcomes versus goals focused on avoiding undesirable outcomes and (b) goals emanating from the self versus coming from the environment. The implication is that not all goal pursuit is equally beneficial for individuals and organizations.
Health care delivery organizations are positioned to have a tremendous impact on addressing the variables in the practice environment that contribute to occupational distress and that, when optimized, can promote clinician well-being. Many organizations are committed to this work and have clarity on how to address general, system-wide issues and provide resources for individual clinicians. While such top of the organization elements are essential for success, many of the specific improvement efforts that are necessary must address local challenges at the work unit level (department, division, hospital ward, clinic). Uncertainty of how to address variability and the unique needs of different work units is a barrier to effective action for many health care delivery systems. Overcoming this challenge requires organizations to recognize that unit-specific improvement efforts require a system-level approach. In this manuscript, we outline 7 steps for organizations to consider as they establish the infrastructure to improve professional well-being and provide a description of application and evidence of efficacy from a large academic medical center. Such unit-level efforts to address the unique needs of each specialty and occupation at the work unit level have the ability to address many of the day-to-day issues that drive clinician well-being. An enterprise approach is necessary to systematically advance such unit-level action.
The COVID-19 pandemic has accentuated the critical role of organizational support for the workforce. An employee assistance program (EAP) represents an inclusive strategy which organizations adopt to provide supportive and empathic care to help employees overcome undesirable situations. To date, we have limited knowledge of what EAP issues have been researched from the human resource management (HRM) perspective and what theoretical underpinning these studies have used. This article systematically reviews quantitative empirical studies on EAPs. Drawing upon 115 articles from 72 journals across 40 years (1981–2020), we trace the evolutionary trend of the construct of EAP and shed light on the internal link of EAP with HRM. After summarizing research themes, methods, theories, and approaches to the evaluation of EAPs, we identify pitfalls in the current research and contribute to extending the field by proposing several research agendas for future investigation.
Drawing on signaling theory (Spence 1978), we propose that communicating work–life balance benefits offered along with favorable employee recommendations and valued job attributes could be construed as signals organizations deliberately use to influence potential applicants' perceptions of employer attractiveness and enhance job pursuit intentions. We test these ideas in two experiments. In study 1, using carefully constructed vignettes to manipulate work–life balance (WLB) benefits, employee recommendation, and job attributes in a 2 × 2 × 2 between-subjects design and with data gathered from 320 Indian MBA students, we found support for the direct and interactive effects of these variables on employer attractiveness. In study 2, using a 3 × 2 × 2 between-subjects design and data from 360 Indian MBA students, we examined the influence of three different alternative work arrangements, a form of WLB benefit, and how such benefits interact with employee recommendations and job attributes to influence job pursuit intentions. We discuss implications for theory, research, and practice.
Robots were originally designed to carry out simple tasks. However, during the past years, robots have been used also in the workplace. An example is the hospitality and tourist industry where robots are used in some services, such as refectories, housekeeping, and receptions. However, the use of robots in hotels is in its initial stage. For this reason, the aim of this paper is to examine the current literature and to indicate future directions for research. From the research made, it is understood that there are some research gaps that need to be examined. For example, future research needs to focus on why there is high employee turnover in departments with robots and what the hotel managers can do to deal with this issue. Also, three is a need to better understand why consumers may trust or not trust the use of robots. Finally, there is a new area of research that future research can focus on. This is the use of robots for social distancing in hotels to ensure the health of customers for the hotels working in the post-Covid-19 era.KeywordsRobotsHotel industryResearchAdaptationJEL ClassificationL1M1M16
The 2016 Council for Accreditation of Counseling and Related Educational Programs standards (F.1.k.) and the 2014 American Counseling Association (ACA) Code of Ethics (C.2.g.) stipulate that counselor wellness and self-care be prioritized throughout counselor education programs. However, there is little evidence to suggest counselors’-in-training (CIT) wellness increases during a counseling program. The Introduction to Counseling Wellness Curriculum (ICWC) was developed to assist in meeting these standards and promote wellness from the onset of a counseling program. This eight-week long curriculum presents content to cover different dimensions of wellness and specific activities to implement self-care practices. The skills obtained through the ICWC can provide CIT’s strategies to maintain psychological wellness and prevent professional burn-out. Implications for counselor educators are discussed
Purpose
This paper aims to examine the relationship between perceived organizational support (POS) and work-life balance (WLB) in the context of the Indian banking sector and their subsequent impact on the commitment level of employees.
Design/methodology/approach
Data were collected from 617 banking employees holding different positions with a structured adapted questionnaire. The data analysis was done using structural equation modeling.
Findings
The results revealed a positive influence of POS on WLB. Moreover, this relationship has been found to be partially mediated by organizational commitment (OC).
Originality/value
This study augments the organizational behavior domain by identifying and empirically validating POS as an antecedent of WLB and OC as its consequence in the context of the Indian banking sector, where such studies are scant. The study also suggests the managerial and theoretical implications based on the findings.
The present study examined job satisfaction within the hotel industries from the perspective of ambiguity, role conflict and job autonomy, as well as their interactions. Structurally, the analysis begins with the presentation of the general theoretical framework, followed by the quantitative investigation of the aforementioned relationships and the verification of the research hypotheses. The existence of a negative relationship between role conflict and job ambiguity with job satisfaction, was partially confirmed, whereas role conflict had low, positive relationship with job satisfaction. Furthermore, autonomy did not play a regulatory role in the relationship between conflict and job ambiguity and job satisfaction.
Work-life balance (WLB) issues are taking centre stage in the work and family policies in Kenya. This is due to the diversity of the current workforce that includes high proportions of working women. This article reports on a study that sought to find out how the print media frames the definitions and causes of, and solutions to, WLB issues in Kenya. The study found that the media frames WLB as a middle-and upper-class families’ women’s issue. Thus, WLB is depicted as unattainable and women’s work is framed as their choice made for selfish ambition. This framing places working mothers at a disadvantage. Women are perceived as primary caregivers with roles that cannot be delegated. There is also less support from their spouses and employers and more reliance on domestic workers. The study found the following solutions to WLB challenges: (1) reframe women’s role to be inclusive of work; (2) include nurturing roles to expand the role of fathers and husbands; (3) improve women’s relationship with their domestic workers; (4) encourage women to pace life accordingly; and (5) advise women to plan and have better time management. Policy implications are also discussed in detail in the article.
Research has predominantly focused on the positive aspects of living a calling (LC), hence more attention needs to be given to its potentially negative aspects. The current study examined profiles of 237 South Korean working adults, defined by individuals’ scores on LC, burnout, exploitation, and work–life imbalance from a person-centered perspective. Then, we examined the role of psychological capital, organizational support, and adequate compensation in predicting profile membership. Lastly, we examined mean differences across class membership in the levels of job satisfaction and work-related psychological and physical symptoms. Latent profile analysis identified three distinct profiles of individuals: the adaptive, average, and maladaptive. Psychological capital, organizational support, and adequate compensation predicted a higher likelihood of membership into the adaptive group, compared to the average group. The adaptive group showed the highest job satisfaction and the lowest work-related psychological symptoms. Implications for calling-related interventions and directions for future research are discussed.
This paper investigates the relationship between transformational leadership and job satisfaction of hotel employees working on non-luxury hotels (3/4 star hotels) in Athens, Greece. Although literature suggests that types of leadership affect job satisfaction on hotels, their effects on non-luxurious city hotels are not researched. This research aims to respond to this need, providing data on the influence of types of leadership on job satisfaction in non- luxurious city hotels. The research used a questionnaire which measured the job satisfaction of participants through the Job Satisfaction Survey questionnaire which relies on several dimensions. The analysis demonstrated an overall satisfaction of the participants regarding their workplace and working conditions. Contrary to the luxurious hotels where transformational leadership is clearly perceived by employees, the research results indicated that employees recognize managers’ striving for effective co-operation within the company. This paper will examine the contribution of types of Leadership to Job Satisfaction, shaping the prospects for improving the efficiency and effectiveness of employees in the Tourism Sector. The results of the study confirmed previous findings, according to which certain types of Leadership are positively correlated with Job Satisfaction. This knowledge can greatly improve the management of human resources in the hotel sector.