The effects of high commitment environment on work-life balance responsiveness

Stacey Jenkins; Ramudu Bhanugopan Ramudu

The effects of high commitment environment on work-life balance responsiveness

Stacey Jenkins, Ramudu Bhanugopan Ramudu

Management and Marketing

Research output: Book chapter/Published conference paper › Conference paper › peer-review

Abstract

This study investigates the impact of a high commitment environment on an organisation’s work-life balance responsiveness. Survey data from 219 owner / managers of small and medium enterprises (SMEs) within Australia is analysed to investigate the relationship between a bundle of work practices, referred to as HPWS, and employer attitudes (ATTI), on an organisation’s work –life balance responsiveness (WLBR). The study identified organisational characteristics associated with the adoption of WLB practices. Of two models tested, the second direct effect model supports a framework that includes high performance work systems and employer attitudes towards work-life balance practices which have a positive impact on WLBR. The findings suggest that organisational characteristics namely, employer education levels and the age of the workforce (i.e., the number of staff over 40 years of age) has a positive significant impact on an organisations WLBR. Implications for theory and practice are discussed along with avenues for future research.

Original language	English
Title of host publication	British Academy of Management 2018
Subtitle of host publication	Driving Productivity in Uncertain and Challenging Times
Publisher	British Academy of Management
Number of pages	32
ISBN (Print)	9780995641310
Publication status	Published - 04 Sep 2018
Event	British Academy of Management Conference 2018: BAM2018 - Bristol Business School, University of the West of England , Bristol, United Kingdom Duration: 04 Sep 2018 → 06 Sep 2018 https://www.bam.ac.uk/civicrm/event/info?id=3337 (Conference website) http://conference.bam.ac.uk/BAM2018/htdocs/index.php (conference proceedings) https://www.bam.ac.uk/sites/bam.ac.uk/files/BAM2018_conference_Web2Smaller.pdf (conference program)

Conference

Conference	British Academy of Management Conference 2018
Country	United Kingdom
City	Bristol
Period	04/09/18 → 06/09/18
Internet address	https://www.bam.ac.uk/civicrm/event/info?id=3337 (Conference website) http://conference.bam.ac.uk/BAM2018/htdocs/index.php (conference proceedings) https://www.bam.ac.uk/sites/bam.ac.uk/files/BAM2018_conference_Web2Smaller.pdf (conference program)

UN SDGs

This output contributes to the following Sustainable Development Goal(s)

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Cite this

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title = "The effects of high commitment environment on work-life balance responsiveness",

abstract = "This study investigates the impact of a high commitment environment on an organisation{\textquoteright}s work-life balance responsiveness. Survey data from 219 owner / managers of small and medium enterprises (SMEs) within Australia is analysed to investigate the relationship between a bundle of work practices, referred to as HPWS, and employer attitudes (ATTI), on an organisation{\textquoteright}s work –life balance responsiveness (WLBR). The study identified organisational characteristics associated with the adoption of WLB practices. Of two models tested, the second direct effect model supports a framework that includes high performance work systems and employer attitudes towards work-life balance practices which have a positive impact on WLBR. The findings suggest that organisational characteristics namely, employer education levels and the age of the workforce (i.e., the number of staff over 40 years of age) has a positive significant impact on an organisations WLBR. Implications for theory and practice are discussed along with avenues for future research. ",

author = "Stacey Jenkins and Ramudu, {Ramudu Bhanugopan}",

year = "2018",

month = sep,

day = "4",

language = "English",

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note = "British Academy of Management Conference 2018 : BAM2018 ; Conference date: 04-09-2018 Through 06-09-2018",

url = "https://www.bam.ac.uk/civicrm/event/info?id=3337, http://conference.bam.ac.uk/BAM2018/htdocs/index.php, https://www.bam.ac.uk/sites/bam.ac.uk/files/BAM2018_conference_Web2Smaller.pdf",

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AU - Ramudu, Ramudu Bhanugopan

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N2 - This study investigates the impact of a high commitment environment on an organisation’s work-life balance responsiveness. Survey data from 219 owner / managers of small and medium enterprises (SMEs) within Australia is analysed to investigate the relationship between a bundle of work practices, referred to as HPWS, and employer attitudes (ATTI), on an organisation’s work –life balance responsiveness (WLBR). The study identified organisational characteristics associated with the adoption of WLB practices. Of two models tested, the second direct effect model supports a framework that includes high performance work systems and employer attitudes towards work-life balance practices which have a positive impact on WLBR. The findings suggest that organisational characteristics namely, employer education levels and the age of the workforce (i.e., the number of staff over 40 years of age) has a positive significant impact on an organisations WLBR. Implications for theory and practice are discussed along with avenues for future research.

AB - This study investigates the impact of a high commitment environment on an organisation’s work-life balance responsiveness. Survey data from 219 owner / managers of small and medium enterprises (SMEs) within Australia is analysed to investigate the relationship between a bundle of work practices, referred to as HPWS, and employer attitudes (ATTI), on an organisation’s work –life balance responsiveness (WLBR). The study identified organisational characteristics associated with the adoption of WLB practices. Of two models tested, the second direct effect model supports a framework that includes high performance work systems and employer attitudes towards work-life balance practices which have a positive impact on WLBR. The findings suggest that organisational characteristics namely, employer education levels and the age of the workforce (i.e., the number of staff over 40 years of age) has a positive significant impact on an organisations WLBR. Implications for theory and practice are discussed along with avenues for future research.

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