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Time biases: exploring the work–life balance of single Nigerian managers and professionals

Time biases: exploring the work–life balance of single Nigerian managers and professionals This study investigates the overarching ideology of work–life balance (WLB) or conflict as predominantly being a work–family affair. Based on a Nigerian study, and using organisational justice as a theoretical lens, it explores perceived fairness in accessing family-friendly policies by managers and professionals who are single and do not have children – a workgroup conventionally ignored in research on WLB.Design/methodology/approachRelying on an interpretivist approach, the data set comprises of interviews with 24 bank managers and 20 medical doctors working in Nigeria.FindingsThe authors’ findings highlight employers' misconceptions concerning the non-work preferences and commitments of singles as well as an undervaluation by employers of their non-work time. Conceptualised as “time biases”, such time is routinely invaded by the organisation, with profound implications for perceptions of fairness. This fosters backlash behaviours with potential detrimental effects in terms of organisational effectiveness.Research limitations/implicationsThe study is limited to investigating the WLB of singles in high-status roles, namely banking and medical careers. Future research may examine the experiences of a more diverse range of occupations. The sample comprises heterosexual, never-married professionals, whose experiences may differ from other categories of single workers, such as childless divorced people, widows, non-heterosexual singles and partners who have no children.Practical implicationsIn order to avoid counterproductive behaviours in the workplace, WLB policies should not only focus on those with childcare concerns. Inclusive work–life policies for other household structures, such as single-persons, are necessary for improving overall organisational well-being.Originality/valueThe majority of WLB studies have been undertaken in Western and Asian contexts, to the neglect of the Sub-Saharan African experience. Additionally, research tends to focus on WLB issues on the part of working parents, overlooking the difficulties faced by singles. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Time biases: exploring the work–life balance of single Nigerian managers and professionals

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References (54)

Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
0268-3946
DOI
10.1108/jmp-12-2018-0537
Publisher site
See Article on Publisher Site

Abstract

This study investigates the overarching ideology of work–life balance (WLB) or conflict as predominantly being a work–family affair. Based on a Nigerian study, and using organisational justice as a theoretical lens, it explores perceived fairness in accessing family-friendly policies by managers and professionals who are single and do not have children – a workgroup conventionally ignored in research on WLB.Design/methodology/approachRelying on an interpretivist approach, the data set comprises of interviews with 24 bank managers and 20 medical doctors working in Nigeria.FindingsThe authors’ findings highlight employers' misconceptions concerning the non-work preferences and commitments of singles as well as an undervaluation by employers of their non-work time. Conceptualised as “time biases”, such time is routinely invaded by the organisation, with profound implications for perceptions of fairness. This fosters backlash behaviours with potential detrimental effects in terms of organisational effectiveness.Research limitations/implicationsThe study is limited to investigating the WLB of singles in high-status roles, namely banking and medical careers. Future research may examine the experiences of a more diverse range of occupations. The sample comprises heterosexual, never-married professionals, whose experiences may differ from other categories of single workers, such as childless divorced people, widows, non-heterosexual singles and partners who have no children.Practical implicationsIn order to avoid counterproductive behaviours in the workplace, WLB policies should not only focus on those with childcare concerns. Inclusive work–life policies for other household structures, such as single-persons, are necessary for improving overall organisational well-being.Originality/valueThe majority of WLB studies have been undertaken in Western and Asian contexts, to the neglect of the Sub-Saharan African experience. Additionally, research tends to focus on WLB issues on the part of working parents, overlooking the difficulties faced by singles.

Journal

Journal of Managerial Psychology – Emerald Publishing

Published: Mar 6, 2020

Keywords: Managers; Work–life balance; Work–family issues

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