Abstract
The objective of this chapter and empirical research study is to explore managerial and non-managerial employees’ perspectives that relate to work–family conflicts that affect work-life balance, health and well-being initiatives to promote work-life-balance satisfaction, and the employers’ implementation of family-friendly support to promote a more psychologically healthy workplace. The methodological approach adopted in this study is qualitative. Thirty-six semi-structured interviews were conducted with key informants and two focus groups with managerial and non-managerial employees from diverse occupational groups (i.e. education, health, finance, forestry, public sector, social work, first nations, not-for-profit, hospitality, legal, information technology, and retail). The findings reveal that work–family conflicts that affect employees’ work life include limited resources, stress, poor relationships, substance abuse, and other external factors. Factors to support a family-friendly workplace include fun and family-friendly activities, counselling, periodic breaks, trust, and confidentiality. Health and well-being initiatives to promote work-life balance and well-being satisfaction include company group health plan, EAP, Gym membership, flexible working arrangements, wellness strategies, and fairness at work. Organisational leaders, managers, HR and well-being professionals, and researchers may find these factors relevant and insightful for policy and practice, in contrast to the management literature.
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Cvenkel, N. (2020). Work-Life Balance and Well-Being at Work: Strategies for Individual and Organisational Health and Potential. In: Well-Being in the Workplace: Governance and Sustainability Insights to Promote Workplace Health . Approaches to Global Sustainability, Markets, and Governance. Springer, Singapore. https://doi.org/10.1007/978-981-15-3619-9_11
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