Work–Family Balance, Perceived Well-Being at Work, and Organisational Context
Work–Family Balance, Perceived Well-Being at Work, and Organisational Context

Summary/Abstract: Purpose – Part-time employment influences employees’ well-being both directly and indirectly, yet its impact on the coordination of family and other life domains remains underexplored. Effects may vary across contexts, such as stressful shift work. As social and health organisations undergo substantial change, a nuanced understanding of how part-time work, workplace well-being, and family life interrelate is essential.Aims(s) – This study examines how organisational factors and changes in workplace well-being affect work–family balance.Design/methodology/approach – We analyse data from the European Working Conditions Survey (1991–2015), focusing on 5,646 Finnish respondents. Generalized linear models and classification trees were used to predict a categorical outcome—work-family balance—based on multiple predictors.Findings – We found that if a job prevents giving time to a family, the balance between work and family is failing. Frequent prevention potentially increases the probability of poor work-family balance by up to 49 per cent, and especially permanent prevention by up to 72 per cent. We also found that increasing the number of working hours in combination with frequent prevention potentially increases the probability of poor work-family balance by up to 51 per cent. Decreasing salary in combination with frequent prevention potentially increases the probability of poor work-family balance by up to 54 per cent. Reductions in working hours or increases in salary each improve work–family balance by approximately 1%, while individual factors contribute an additional ~3%.Limitations of the study – Although the study was restricted to Finland, we were able to consider in the models details of the employees’ education, skill level, age etc.Practical implications – The paper bridges the gap between theory and practice as well as this study has the potential to benefit human resource practitioners, employees, organisations, families and communities.Originality/value – We conclude that deteriorations in work–family balance are associated with strict organisational regulations, increased working hours and reduced salary.

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