Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

Sign In to gain access to subscriptions and/or personal tools.
Asia Pacific Journal of Human Resources
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Brough, P.
Right arrow Articles by Ryan, C.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

The ability of work—life balance policies to influence key social/organisational issues

Paula Brough

Griffith University, Brisbane, Queensland, Australia, p.brough{at}griffith.edu.au

Jackie Holt

Griffith University, Brisbane, Queensland, Australia

Rosie Bauld

Griffith University, Brisbane, Queensland, Australia

Amanda Biggs

Griffith University, Brisbane, Queensland, Australia

Claire Ryan

Griffith University, Brisbane, Queensland, Australia

There is increasing evidence that work—life imbalance has a direct impact on societal issues, such as delayed parenting, declining fertility rates, ageing populations, and decreasing labour supply. It is documented that work—life balance policies are beneficial for individuals, their families, organisations, and society. However, other evidence demonstrates that the associated benefits are not always realised and work—life balance policies can result in reinforced gender inequities and increased levels of work—life conflict. This paper reviews the ability of work—life balance policies to actually influence some key social and organisational issues. Current developments, such as an increased casual workforce and the impact of changes in newly industrialised nations, are discussed. Recommendations for work—life balance to be addressed via a comprehensive multilevel approach are made.

Key Words: casual labour • human resource policies • work—life balance

Asia Pacific Journal of Human Resources, Vol. 46, No. 3, 261-274 (2008)
DOI: 10.1177/1038411108095758.
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?