Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Work‐life balance, travel‐to‐work, and the dual career household

Work‐life balance, travel‐to‐work, and the dual career household Purpose – The purpose of this paper is to reflect on the underlying conflicts associated with current work‐life balance and travel‐to‐work policies, as employed in organisations in the UK. Design/methodology/approach – A mixed method approach is used to ascertain whether professional work‐group cultures limit the effectiveness of work‐life balance policy, and the extent to which spill‐over is present between work‐life balance and transport preferences, especially car use. These concerns are explored empirically using an in‐depth local level quantitative‐qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England). Findings – The evidence presented in this paper suggests: work‐group cultures prevent employees, especially women, from achieving work‐life balance; there is spill‐over between work and non‐work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work‐life balance; and specific conflicts are reported in balancing work with travel‐to‐work, especially car parking. Practical implications – The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of human resource (HR) policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the “choice” to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home‐based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change. Originality/value – This paper provides important recommendations for employers and HR managers, designing and implementing work‐life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Review Emerald Publishing

Work‐life balance, travel‐to‐work, and the dual career household

Personnel Review , Volume 41 (6): 19 – Sep 14, 2012

Loading next page...
 
/lp/emerald-publishing/work-life-balance-travel-to-work-and-the-dual-career-household-Q8zGHmWbL3

References (45)

Publisher
Emerald Publishing
Copyright
Copyright © 2012 Emerald Group Publishing Limited. All rights reserved.
ISSN
0048-3486
DOI
10.1108/00483481211263764
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to reflect on the underlying conflicts associated with current work‐life balance and travel‐to‐work policies, as employed in organisations in the UK. Design/methodology/approach – A mixed method approach is used to ascertain whether professional work‐group cultures limit the effectiveness of work‐life balance policy, and the extent to which spill‐over is present between work‐life balance and transport preferences, especially car use. These concerns are explored empirically using an in‐depth local level quantitative‐qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England). Findings – The evidence presented in this paper suggests: work‐group cultures prevent employees, especially women, from achieving work‐life balance; there is spill‐over between work and non‐work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work‐life balance; and specific conflicts are reported in balancing work with travel‐to‐work, especially car parking. Practical implications – The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of human resource (HR) policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the “choice” to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home‐based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change. Originality/value – This paper provides important recommendations for employers and HR managers, designing and implementing work‐life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance.

Journal

Personnel ReviewEmerald Publishing

Published: Sep 14, 2012

Keywords: Work‐life balance; Travel‐to‐work; Car parking; Dual career households; Hours of work; Family life; Travel; Dual‐career couples

There are no references for this article.