1. Impact of work-family balance results on employee work engagement within the organization : the case of SloveniaJasmina Žnidaršič, Mojca Bernik, 2021, izvirni znanstveni članek Opis: Background and purpose: Organizations strive to increase the work engagement of their employees, as engaged employees are more productive employees, but often neglect the significant effects of work-family balance on work engagement. Numerous studies confirm the importance of work-family balance and work engagement, but there is lack of research that explores the relationship between the concepts. Our research fills a research gap in investigating the impact of work-family balance on work engagement, both directly and through individual perceptions of organizational support for work-family balance. The main aim of our research is to empirically test the relationships between the policies and practices of organizations regarding work-family balance, work-life balance and work engagement.
Methods: Using validated questionnaires, we collected data on organizational support for work-family balance (family-friendly policies and practices, support by leader, support by co-workers, working hours and complexity of work), work-family balance and work engagement. The quantitative data for our analysis was collected through a survey of 343 online participants who were employees in various positions in companies in Slovenia.
The results: Our results show that the organization's work-family balance policies and practices, such as support by leader, co-workers, and family-friendly policies and practices, have a positive impact on the individual's work-family balance, that work-family balance leads to an increase in work engagement, and that the individual's perception of the organization's work-family balance support leads to an increase in work engagement.
Conclusion: Knowledge of important work-family balance implications with an understanding of organizational support for work-family balance and the relationships between the constructs of work-family balance and work engagement can be beneficial to business leaders. This understanding can help them to strengthen employee work engagement through family-friendly policies and practices, and thereby contributing to the area of employee behavior and improving employee productivity. Ključne besede: work-family balance, work engagement, organization management Objavljeno v DKUM: 14.11.2024; Ogledov: 0; Prenosov: 15
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2. Relationships between work-family balance, job satisfaction, life satisfaction and work engagement among higher education lecturersJasmina Žnidaršič, Miha Marič, 2021, izvirni znanstveni članek Opis: Background and Purpose: Our research examines the impact of work-life balance on work engagement, both direct impact as well as through job and life satisfaction. The main aim of our research is to empirically test relations between work-life balance, job satisfaction, life satisfaction, and work engagement among higher education lecturers from Austria, Croatia, Czech Republic, Germany, Serbia, and Slovenia.
Methods: Using validated questionnaires, we collected data on work-life balance, job satisfaction, life satisfaction and their work engagement. The quantitative data for our analysis were collected through a survey of 164 online participants. Based on an extensive literature review, we have formulated five hypotheses, which we tested in one structural model by using structural equation modelling (SEM).
Results: Our findings show that an increase in work-life balance positively relates to life and work satisfaction and that life satisfaction leads to an increase in work engagement.
Conclusion: The knowledge of important impact of work-life balance, together with the understanding of the relations between the researched constructs of work-life balance, life satisfaction, job satisfaction and work engagement, can strengthen teachers’ work engagement by respecting employees as actors in other roles and supporting work-family balance in the form of family-friendly policies and practices, and thereby contributes to the area of employee’s behaviour and improves the teacher’s productivity. Ključne besede: work-life balance, job satisfaction, life satisfaction, organisationwork engagement, work engagement, SEM Objavljeno v DKUM: 15.09.2022; Ogledov: 516; Prenosov: 42
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3. Work-life balance by area, actual situation and expectations : the overlapping opinions of employers and employees in SloveniaTatjana Kozjek, Nina Tomaževič, Janez Stare, 2014, izvirni znanstveni članek Opis: Background: The question of work-life balance (WLB) is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field.
Purpose:The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia.
Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI) method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS) was used.
Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employeesʼ ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a childʼs first day of school.
Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employeesʼ can achieve a good WLB with an emphasison gender equality. Ključne besede: work-life balance, employer, employee, multidimensional scaling, Slovenia Objavljeno v DKUM: 23.01.2018; Ogledov: 1771; Prenosov: 248
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4. Perceived gender equality in managerial positions in organizationsPolona Tominc, Urban Šebjan, Karin Širec, 2017, izvirni znanstveni članek Opis: Background and Purpose: This research aims to achieve two main objectives: to investigate differences between male and female managers regarding the perceived gender equality in organizations and to analyze the gender differences in relationships among the perceived gender equality, the perceived satisfaction with employment position and career, the perceived satisfaction with work, and the perceived work-family conflict.
Design/Methodology/Approach: The sample of research includes 82 managers in Slovenian organizations. In first stage, we analyzed with t-test differences between male and female regarding perceived gender equality in decision-making positions. In the next step we developed the conceptual models and used structural equational modeling (SEM), and analyzed differences between constructs in two conceptual models.
Results: The research results show that female managers perceive gender equality in organizations in general to be significantly lower than males; furthermore, perceived gender equality is positively related to the perceived satisfaction with employment position and career as well as to the perceived satisfaction with work, but both relationships are significantly stronger for female managers. On the other hand female managers seems to cope more efficiently with the perceived work-family conflict since it has significantly different impact on female managers’ perceived satisfaction with work, as compared to the male managers.
Conclusion: To achieve more gender equality within organizations and a reduction of the gender gap, the legislative initiatives cannot be successful without appropriate corporate strategy sets, which presents the framework for doing business and determines the internal working culture. The findings offer several policy, as well as business practice-oriented implications. Ključne besede: gender balance, decision-making position, employment satisfaction, work satisfaction, organization, management, managerial positions, gender equality Objavljeno v DKUM: 06.07.2017; Ogledov: 1519; Prenosov: 501
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