includes 3 Annotated Bibliography. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particular dhttps://doi.org/10.1177/0146167218797294
Personality and Social
Psychology Bulletin
2019, Vol. 45(5) 808 –823
© 2018 by the Society for Personality
and Social Psychology, Inc
Article reuse guidelines:
sagepub.com/journals-permissions
DOI: 10.1177/0146167218797294
pspb.sagepub.com
Article
Partner with the right person because you cannot have a full
career and a full life at home with the children if you are also
doing all the housework and childcare.
—Sheryl Sandberg (2013)
In understanding gender disparities in career advancement,
social psychologists have focused on how stereotypes about
women constrain women’s career decisions (Brown &
Diekman, 2010; Ceci & Williams, 2011; Park, Smith, &
Correll, 2010; Stout, Dasgupta, Hunsinger, & McManus,
2011). But as Facebook COO Sheryl Sandberg suggests,
the dynamics in heterosexual couples can also impact wom-
en’s ability to freely pursue their career. Although there is
an active literature on the gendered distribution of domestic
labor in sociology and economics (England, 2010; Haddock,
Zimmerman, Lyness, & Ziemba, 2006; Kroska, 2004; Offer
& Schneider, 2011), social psychologists have not exam-
ined how expectations about men’s roles constrain wom-
en’s own aspirations to adopt counterstereotypic roles. In
line with field theory (Lewin, 1939), which highlights how
social forces constrain and afford individuals’ behavior, it
stands to reason that women’s expectations of adopting tra-
ditional roles (i.e., becoming a caregiver rather than a
breadwinner) are causally predicted by their perception that
men are becoming more involved in childcare. We tested
this complementarity hypothesis across five experiments
and an internal meta-analysis.
The Division of Domestic Labor and
Asymmetrically Changing Gender
Roles
Over the past several decades, gender roles have both
changed and stayed the same. In 1970, almost half of all two
parent households had a mother who stayed at home, whereas
today nearly 70% of families in the United States are com-
prised of dual-earner parents (Pew Research Center, 2015).
Although men generally outearn their partners, women are
increasingly likely to be the primary economic provider in
their families (Pew Research Center, 2013). Despite this evi-
dence of women’s expanding roles, family responsibilities
continue to fall disproportionately to them (Hochschild &
Machung, 2012). In fact, after having children, women are
797294 PSPXXX10.1177/0146167218797294Personality and Social Psychology BulletinCroft et al.
research-article2018
1The University of Arizona, Tucson, USA
2The University of British Columbia, Vancouver, Canada
Corresponding Author:
Alyssa Croft, The University of Arizona, 1503 E University Blvd., Tucson,
AZ 85721-0001, USA.
Email: [email protected]
Life in the Balance: Are Women’s
Possible Selves Constrained by Men’s
Domestic Involvement?
Alyssa Croft1, Toni Schmader2, and Katharina Block2
Abstract
Do young wome53A Qualitative Study on Work-Life Balance of Software Professionals© 2017 IUP. All Rights Reserved.
A Qualitative Study on Work-Life Balance
of Software Professionals
Rajni Gyanchandani*
* Assistant Professor, Sinhgad Institute of Management and Computer Application, Narhe, Pune 411041,
Maharashtra, India. E-mail: [email protected]
Work-life balance is characterized by a condition of balance in which the demands
of both a man’s occupation and individual life are equivalent. It involves contributing
equivalent measures of time and vitality between work and individual life. The
transformation of information and communication technologies and its usage has
affected individuals work and family lives positively or negatively. The objective of
this study is to explore the work-life balance among select employees (N=30). The
study employs thematic analysis through six themes: social need, personal need,
time management, team work, compensation and benefits, and work. The outcomes
suggests that many employees relinquish their own time keeping in mind the end
goal to strike a balance between work and life. Employees, particularly women, have
a great deal of role clash as moms and other family members. Men nowadays need
to take up family duties. A considerable measure of adapting procedures that the
workers used have been talked about in the present study.
Introduction
The conventional wisdom indicates that employees will never feel truly satisfied with work
until they are satisfied with life. But in this new age it seems that organizations have
failed to comprehend that work-life balance is an important aspect for the individual as
well as for the organization. The survival of any enterprise today is not only dependent
on its own ability to innovate and systemize its activities but also on the happy workers
and it can be achieved by maintaining the balance between work and personal life. So
the biggest challenge for human resource professionals is recruiting, training and retaining
the people by keeping in mind the cost involved in all and this it is very important that
organizations cultivate the culture that provides for balance between the professional and
non-professional life of employees. Work-life balance is the term used to describe those
practices at workplace that acknowledge and aim to support the needs of employees
in achieving a balance between the demands of their family life and work lives (Agarwal,
The IUP Journal of Organizational Behavior, Vol. XVI, No. 4, 201754
2009). According to Kofodimos (1993), work-life balance alludes to “a fulfilling, sound,
and beneficial life that incorporates work, play and love”. Work culture ought to provide
great environment to an individual and his/her family. Thus, the work-life balance is about
overseeing internal pressure from one’s own particular cravings and setting sensible
objectives which do not impinge on family commitments. Work-life balance can
includes 3 Annotated Bibliography. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particular dhttps://doi.org/10.1177/0146167218797294
Personality and Social
Psychology Bulletin
2019, Vol. 45(5) 808 –823
© 2018 by the Society for Personality
and Social Psychology, Inc
Article reuse guidelines:
sagepub.com/journals-permissions
DOI: 10.1177/0146167218797294
pspb.sagepub.com
Article
Partner with the right person because you cannot have a full
career and a full life at home with the children if you are also
doing all the housework and childcare.
—Sheryl Sandberg (2013)
In understanding gender disparities in career advancement,
social psychologists have focused on how stereotypes about
women constrain women’s career decisions (Brown &
Diekman, 2010; Ceci & Williams, 2011; Park, Smith, &
Correll, 2010; Stout, Dasgupta, Hunsinger, & McManus,
2011). But as Facebook COO Sheryl Sandberg suggests,
the dynamics in heterosexual couples can also impact wom-
en’s ability to freely pursue their career. Although there is
an active literature on the gendered distribution of domestic
labor in sociology and economics (England, 2010; Haddock,
Zimmerman, Lyness, & Ziemba, 2006; Kroska, 2004; Offer
& Schneider, 2011), social psychologists have not exam-
ined how expectations about men’s roles constrain wom-
en’s own aspirations to adopt counterstereotypic roles. In
line with field theory (Lewin, 1939), which highlights how
social forces constrain and afford individuals’ behavior, it
stands to reason that women’s expectations of adopting tra-
ditional roles (i.e., becoming a caregiver rather than a
breadwinner) are causally predicted by their perception that
men are becoming more involved in childcare. We tested
this complementarity hypothesis across five experiments
and an internal meta-analysis.
The Division of Domestic Labor and
Asymmetrically Changing Gender
Roles
Over the past several decades, gender roles have both
changed and stayed the same. In 1970, almost half of all two
parent households had a mother who stayed at home, whereas
today nearly 70% of families in the United States are com-
prised of dual-earner parents (Pew Research Center, 2015).
Although men generally outearn their partners, women are
increasingly likely to be the primary economic provider in
their families (Pew Research Center, 2013). Despite this evi-
dence of women’s expanding roles, family responsibilities
continue to fall disproportionately to them (Hochschild &
Machung, 2012). In fact, after having children, women are
797294 PSPXXX10.1177/0146167218797294Personality and Social Psychology BulletinCroft et al.
research-article2018
1The University of Arizona, Tucson, USA
2The University of British Columbia, Vancouver, Canada
Corresponding Author:
Alyssa Croft, The University of Arizona, 1503 E University Blvd., Tucson,
AZ 85721-0001, USA.
Email: [email protected]
Life in the Balance: Are Women’s
Possible Selves Constrained by Men’s
Domestic Involvement?
Alyssa Croft1, Toni Schmader2, and Katharina Block2
Abstract
Do young wome53A Qualitative Study on Work-Life Balance of Software Professionals© 2017 IUP. All Rights Reserved.
A Qualitative Study on Work-Life Balance
of Software Professionals
Rajni Gyanchandani*
* Assistant Professor, Sinhgad Institute of Management and Computer Application, Narhe, Pune 411041,
Maharashtra, India. E-mail: [email protected]
Work-life balance is characterized by a condition of balance in which the demands
of both a man’s occupation and individual life are equivalent. It involves contributing
equivalent measures of time and vitality between work and individual life. The
transformation of information and communication technologies and its usage has
affected individuals work and family lives positively or negatively. The objective of
this study is to explore the work-life balance among select employees (N=30). The
study employs thematic analysis through six themes: social need, personal need,
time management, team work, compensation and benefits, and work. The outcomes
suggests that many employees relinquish their own time keeping in mind the end
goal to strike a balance between work and life. Employees, particularly women, have
a great deal of role clash as moms and other family members. Men nowadays need
to take up family duties. A considerable measure of adapting procedures that the
workers used have been talked about in the present study.
Introduction
The conventional wisdom indicates that employees will never feel truly satisfied with work
until they are satisfied with life. But in this new age it seems that organizations have
failed to comprehend that work-life balance is an important aspect for the individual as
well as for the organization. The survival of any enterprise today is not only dependent
on its own ability to innovate and systemize its activities but also on the happy workers
and it can be achieved by maintaining the balance between work and personal life. So
the biggest challenge for human resource professionals is recruiting, training and retaining
the people by keeping in mind the cost involved in all and this it is very important that
organizations cultivate the culture that provides for balance between the professional and
non-professional life of employees. Work-life balance is the term used to describe those
practices at workplace that acknowledge and aim to support the needs of employees
in achieving a balance between the demands of their family life and work lives (Agarwal,
The IUP Journal of Organizational Behavior, Vol. XVI, No. 4, 201754
2009). According to Kofodimos (1993), work-life balance alludes to “a fulfilling, sound,
and beneficial life that incorporates work, play and love”. Work culture ought to provide
great environment to an individual and his/her family. Thus, the work-life balance is about
overseeing internal pressure from one’s own particular cravings and setting sensible
objectives which do not impinge on family commitments. Work-life balance can
includes 3 Annotated Bibliography. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particular dhttps://doi.org/10.1177/0146167218797294
Personality and Social
Psychology Bulletin
2019, Vol. 45(5) 808 –823
© 2018 by the Society for Personality
and Social Psychology, Inc
Article reuse guidelines:
sagepub.com/journals-permissions
DOI: 10.1177/0146167218797294
pspb.sagepub.com
Article
Partner with the right person because you cannot have a full
career and a full life at home with the children if you are also
doing all the housework and childcare.
—Sheryl Sandberg (2013)
In understanding gender disparities in career advancement,
social psychologists have focused on how stereotypes about
women constrain women’s career decisions (Brown &
Diekman, 2010; Ceci & Williams, 2011; Park, Smith, &
Correll, 2010; Stout, Dasgupta, Hunsinger, & McManus,
2011). But as Facebook COO Sheryl Sandberg suggests,
the dynamics in heterosexual couples can also impact wom-
en’s ability to freely pursue their career. Although there is
an active literature on the gendered distribution of domestic
labor in sociology and economics (England, 2010; Haddock,
Zimmerman, Lyness, & Ziemba, 2006; Kroska, 2004; Offer
& Schneider, 2011), social psychologists have not exam-
ined how expectations about men’s roles constrain wom-
en’s own aspirations to adopt counterstereotypic roles. In
line with field theory (Lewin, 1939), which highlights how
social forces constrain and afford individuals’ behavior, it
stands to reason that women’s expectations of adopting tra-
ditional roles (i.e., becoming a caregiver rather than a
breadwinner) are causally predicted by their perception that
men are becoming more involved in childcare. We tested
this complementarity hypothesis across five experiments
and an internal meta-analysis.
The Division of Domestic Labor and
Asymmetrically Changing Gender
Roles
Over the past several decades, gender roles have both
changed and stayed the same. In 1970, almost half of all two
parent households had a mother who stayed at home, whereas
today nearly 70% of families in the United States are com-
prised of dual-earner parents (Pew Research Center, 2015).
Although men generally outearn their partners, women are
increasingly likely to be the primary economic provider in
their families (Pew Research Center, 2013). Despite this evi-
dence of women’s expanding roles, family responsibilities
continue to fall disproportionately to them (Hochschild &
Machung, 2012). In fact, after having children, women are
797294 PSPXXX10.1177/0146167218797294Personality and Social Psychology BulletinCroft et al.
research-article2018
1The University of Arizona, Tucson, USA
2The University of British Columbia, Vancouver, Canada
Corresponding Author:
Alyssa Croft, The University of Arizona, 1503 E University Blvd., Tucson,
AZ 85721-0001, USA.
Email: [email protected]
Life in the Balance: Are Women’s
Possible Selves Constrained by Men’s
Domestic Involvement?
Alyssa Croft1, Toni Schmader2, and Katharina Block2
Abstract
Do young wome53A Qualitative Study on Work-Life Balance of Software Professionals© 2017 IUP. All Rights Reserved.
A Qualitative Study on Work-Life Balance
of Software Professionals
Rajni Gyanchandani*
* Assistant Professor, Sinhgad Institute of Management and Computer Application, Narhe, Pune 411041,
Maharashtra, India. E-mail: [email protected]
Work-life balance is characterized by a condition of balance in which the demands
of both a man’s occupation and individual life are equivalent. It involves contributing
equivalent measures of time and vitality between work and individual life. The
transformation of information and communication technologies and its usage has
affected individuals work and family lives positively or negatively. The objective of
this study is to explore the work-life balance among select employees (N=30). The
study employs thematic analysis through six themes: social need, personal need,
time management, team work, compensation and benefits, and work. The outcomes
suggests that many employees relinquish their own time keeping in mind the end
goal to strike a balance between work and life. Employees, particularly women, have
a great deal of role clash as moms and other family members. Men nowadays need
to take up family duties. A considerable measure of adapting procedures that the
workers used have been talked about in the present study.
Introduction
The conventional wisdom indicates that employees will never feel truly satisfied with work
until they are satisfied with life. But in this new age it seems that organizations have
failed to comprehend that work-life balance is an important aspect for the individual as
well as for the organization. The survival of any enterprise today is not only dependent
on its own ability to innovate and systemize its activities but also on the happy workers
and it can be achieved by maintaining the balance between work and personal life. So
the biggest challenge for human resource professionals is recruiting, training and retaining
the people by keeping in mind the cost involved in all and this it is very important that
organizations cultivate the culture that provides for balance between the professional and
non-professional life of employees. Work-life balance is the term used to describe those
practices at workplace that acknowledge and aim to support the needs of employees
in achieving a balance between the demands of their family life and work lives (Agarwal,
The IUP Journal of Organizational Behavior, Vol. XVI, No. 4, 201754
2009). According to Kofodimos (1993), work-life balance alludes to “a fulfilling, sound,
and beneficial life that incorporates work, play and love”. Work culture ought to provide
great environment to an individual and his/her family. Thus, the work-life balance is about
overseeing internal pressure from one’s own particular cravings and setting sensible
objectives which do not impinge on family commitments. Work-life balance can
includes 3 Annotated Bibliography. The purpose of the annotation is to inform the reader of the relevance, accuracy, and quality of the sources cited.Overtime and Quality of Working Life in Academics and Nonacademics:
The Role of Perceived Work-Life Balance
Rita Fontinha
University of Reading
Simon Easton and Darren Van Laar
University of Portsmouth
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra
hours which can then lead to a poorer work-life balance. In this study, we compare academic versus
nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a
broad conceptualization of the overall work experience of employees. Second, we investigate whether the
negative relationships between being an academic and quality of working life variables are made worse
by working extra hours, and moderated by the perception of having a balanced work-life interface. Our
sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education
institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results
showed that academics tend to report a poorer quality of working life than nonacademics within HEIs,
and this is exacerbated by their higher reported number of extra hours worked per week. The work-life
balance of employees was found to moderate the negative relationships between academics (vs.
nonacademics) in variables such as perceived working conditions and employee commitment. We
additionally found curvilinear relationships where employees who worked up to 10 extra hours were
more satisfied with their job and career and had more control at work than those who either did not work
extra hours or worked for a higher number of extra hours. These results extend previous research and
provide new insights on work-life balance among academics and nonacademics, which in turn may be
relevant for the well-being practices of HEIs and wider HE policymaking.
Keywords: quality of working life, academics, working overtime, work-life balance
Academic jobs used to be considered privileged roles associated
with relatively low stress levels in a sense that they provided
flexibility, autonomy and job security after tenure was achieved.
However, this general assumption has been changing over the past
20 years, with increasing productivity demands, not only in terms
of research, but also in terms of teaching and administrative
activities (Kinman, 2014). This relates to institutional reforms that
higher education institutions in many OECD countries have been
experiencing, which have led them to a more market-oriented
perspective (Whitley & Gläser, 2014). The increased productivity
demands have been associated with high reported stress levels
among academics (e.g., Catano et al., 2010; Coetzee & Rothmann,
2005; Kinman, Jones, & Kinman, 2006; Tytherleigh, Webb, Coo-
per, & Ricketts, 2005; Winefield, Boyd, Saebel, & Pignata, 2008),
and there is evidence that academics feel their stress levels are
increasing (Kinman & Wray, 2016). High levels of stress, in
particular dhttps://doi.org/10.1177/0146167218797294
Personality and Social
Psychology Bulletin
2019, Vol. 45(5) 808 –823
© 2018 by the Society for Personality
and Social Psychology, Inc
Article reuse guidelines:
sagepub.com/journals-permissions
DOI: 10.1177/0146167218797294
pspb.sagepub.com
Article
Partner with the right person because you cannot have a full
career and a full life at home with the children if you are also
doing all the housework and childcare.
—Sheryl Sandberg (2013)
In understanding gender disparities in career advancement,
social psychologists have focused on how stereotypes about
women constrain women’s career decisions (Brown &
Diekman, 2010; Ceci & Williams, 2011; Park, Smith, &
Correll, 2010; Stout, Dasgupta, Hunsinger, & McManus,
2011). But as Facebook COO Sheryl Sandberg suggests,
the dynamics in heterosexual couples can also impact wom-
en’s ability to freely pursue their career. Although there is
an active literature on the gendered distribution of domestic
labor in sociology and economics (England, 2010; Haddock,
Zimmerman, Lyness, & Ziemba, 2006; Kroska, 2004; Offer
& Schneider, 2011), social psychologists have not exam-
ined how expectations about men’s roles constrain wom-
en’s own aspirations to adopt counterstereotypic roles. In
line with field theory (Lewin, 1939), which highlights how
social forces constrain and afford individuals’ behavior, it
stands to reason that women’s expectations of adopting tra-
ditional roles (i.e., becoming a caregiver rather than a
breadwinner) are causally predicted by their perception that
men are becoming more involved in childcare. We tested
this complementarity hypothesis across five experiments
and an internal meta-analysis.
The Division of Domestic Labor and
Asymmetrically Changing Gender
Roles
Over the past several decades, gender roles have both
changed and stayed the same. In 1970, almost half of all two
parent households had a mother who stayed at home, whereas
today nearly 70% of families in the United States are com-
prised of dual-earner parents (Pew Research Center, 2015).
Although men generally outearn their partners, women are
increasingly likely to be the primary economic provider in
their families (Pew Research Center, 2013). Despite this evi-
dence of women’s expanding roles, family responsibilities
continue to fall disproportionately to them (Hochschild &
Machung, 2012). In fact, after having children, women are
797294 PSPXXX10.1177/0146167218797294Personality and Social Psychology BulletinCroft et al.
research-article2018
1The University of Arizona, Tucson, USA
2The University of British Columbia, Vancouver, Canada
Corresponding Author:
Alyssa Croft, The University of Arizona, 1503 E University Blvd., Tucson,
AZ 85721-0001, USA.
Email: [email protected]
Life in the Balance: Are Women’s
Possible Selves Constrained by Men’s
Domestic Involvement?
Alyssa Croft1, Toni Schmader2, and Katharina Block2
Abstract
Do young wome53A Qualitative Study on Work-Life Balance of Software Professionals© 2017 IUP. All Rights Reserved.
A Qualitative Study on Work-Life Balance
of Software Professionals
Rajni Gyanchandani*
* Assistant Professor, Sinhgad Institute of Management and Computer Application, Narhe, Pune 411041,
Maharashtra, India. E-mail: [email protected]
Work-life balance is characterized by a condition of balance in which the demands
of both a man’s occupation and individual life are equivalent. It involves contributing
equivalent measures of time and vitality between work and individual life. The
transformation of information and communication technologies and its usage has
affected individuals work and family lives positively or negatively. The objective of
this study is to explore the work-life balance among select employees (N=30). The
study employs thematic analysis through six themes: social need, personal need,
time management, team work, compensation and benefits, and work. The outcomes
suggests that many employees relinquish their own time keeping in mind the end
goal to strike a balance between work and life. Employees, particularly women, have
a great deal of role clash as moms and other family members. Men nowadays need
to take up family duties. A considerable measure of adapting procedures that the
workers used have been talked about in the present study.
Introduction
The conventional wisdom indicates that employees will never feel truly satisfied with work
until they are satisfied with life. But in this new age it seems that organizations have
failed to comprehend that work-life balance is an important aspect for the individual as
well as for the organization. The survival of any enterprise today is not only dependent
on its own ability to innovate and systemize its activities but also on the happy workers
and it can be achieved by maintaining the balance between work and personal life. So
the biggest challenge for human resource professionals is recruiting, training and retaining
the people by keeping in mind the cost involved in all and this it is very important that
organizations cultivate the culture that provides for balance between the professional and
non-professional life of employees. Work-life balance is the term used to describe those
practices at workplace that acknowledge and aim to support the needs of employees
in achieving a balance between the demands of their family life and work lives (Agarwal,
The IUP Journal of Organizational Behavior, Vol. XVI, No. 4, 201754
2009). According to Kofodimos (1993), work-life balance alludes to “a fulfilling, sound,
and beneficial life that incorporates work, play and love”. Work culture ought to provide
great environment to an individual and his/her family. Thus, the work-life balance is about
overseeing internal pressure from one’s own particular cravings and setting sensible
objectives which do not impinge on family commitments. Work-life balance can
