Work/Existence Quality and Work/Existence Balance Guide. What work-existence quality and work-existence balance are and just how they are influenced by work settings, generations, worker turnover, and worldwide locations.
As mentioned within the OECD research How’s Existence? 2020: Calculating Well-being Work-Existence Balance, work-existence balance means, amongst other things, “some feeling of the total amount between both compensated and delinquent work. ” Within this study, compensated work implies hrs spent at the office, while delinquent work implies caring responsibilities, cooking, and cleaning. Laptop computer collected data from 37 OECD countries and 4 partner countries.
- What is work-life quality?
- What is work-life balance?
- The major elements of work-life quality
- The major elements of work-life balance
- Remote work
- Remote work and setting boundaries
- Working remotely and working on-site
- Flexible and non-flexible working
- Baby Boomers and work-life balance
- Gen X and Work-Life Balance
- Millennials and Work-Life Balance
- Work-life quality and employee turnover
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Work-life balance and different generations
The Organisation for Economic Co-operation and Development (OECD) consists of 37 countries. These are Australia, Austria, Belgium, Canada, Chile, Colombia, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Israel, Italy, Japan, Korea, Latvia, Lithuania, Luxembourg, Mexico, Netherlands, New Zealand, Norway, Poland, Portugal, Slovak Republic, Slovenia, Spain, Sweden, Switzerland, Turkey, United Kingdom, and the United States.
Gartner Identifies Three Dimensions That Define The New Employer-Employee Relationship
Learn more about recent Gartner press.
“Employers are focused on providing employees more flexibility than ever before, creating a shared purpose and building deeper connections with employees,” said Brian Kropp, chief of research in the Gartner HR practice. “The organizations that get this right will have a more engaged workforce, greater employee retention and better ability to attract the best talent. ”
However, Gartner research found that issuing a corporate statement degrades employee engagement when compared to doing nothing. When organizations act – reallocating resources, changing suppliers, giving employees time off to volunteer – the number of highly engaged employees increases significantly. Gartner’s found that while 40% of respondents were considered highly engaged employees, this number increased to 60% when the organization took action on the social issues of today.
- Flexible Jobs and Work-Life Balance
- Flexible Jobs and Personal Health
- Flexible Jobs and Non-Romantic Relationships
- Flexible Jobs and Romantic Relationships
- Most Desired Choice of Work Flexibility
FlexJobs’ Work-Life-Relationship Survey Results
Those seeking a flexible or work from home job often do so for great reasons. They may want to eliminate a commute, stay closer to family, or increase their productivity. But what they may not realize is that flexible work can positively impact their relationships, mental health, and their ability to deal with difficult circumstances. The Impact of Flex Work on Mental HealthFlexJobs’ Work-Life-Relationship survey recently asked 3,900 people about how work impacts their personal health, stress levels, work-life balance, and family and romantic relationships. Of this group of respondents, 2,100 people identified themselves as having a mental illness, such as anxiety or depression. A large majority of that group—84%—reported that having a flexible job would help them better manage their mental health. Additionally, 35% of the overall pool of 3,900 respondents said they have had to take a break from work because of difficult personal circumstances (i. e., death, divorce, serious physical or mental illness of themselves or a loved one, etc.
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References:
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from Social Epidemiology | |
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from The Experience of Nature: A Psychological Perspective | |
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from Research in Personnel and Human Resources Management | |
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from Commuting Stress: Causes, Effects, and Methods of Coping | |
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from Psychology of Gender: Fifth Edition |
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