Work-life balance : a psychological perspective

The aims of this thesis are to overview the work-family literature; to examine factors influencing work and life outside work in the UK; to produce more generic work-life conflict and life-work conflict scales than have currently been available; to examine the effects on conflicts, turnover intention and psychological health of control and support in the workplace; to investigate attitudes in the UK about flexible working and long hours; and to examine different work orientations and ways in which flexible working might be synonymous with success at work.

Chapter one reviews the work-life balance research and examines the position on work-life balance, flexible working and the long hours culture in the UK. Chapter two reviews the literature on antecedents and consequences of work-family conflict and examines factors that influence the working and non-working lives of individuals in the UK. Chapter three adapts existing work-family and family-work conflict scales in order to develop a more generic measure of work-life and life-work conflict. Drawing on role theory (Kahn, et al., 1964), these first three chapters highlight the conflict experienced between work and non-working roles. Chapter four builds on the findings of chapters two and three by examining the effects of control and support on psychological health, turnover intention and work-life conflict, reflecting the salience of social support theory (Cobb, 1976; Cohen & Wills, 1985; Thoits, 1982). Chapter five examines the attitudes of undergraduate students - ‘tomorrow’s managers’ - towards flexible working and personal responsibilities. Chapter six looks to generalise the findings of the previous chapter to a working population and extends these findings by examining explanations for attitudes towards long hours and flexible working. Chapter seven examines work orientations and the role of the psychological contract in attitudes towards alternative working arrangements, drawing on social exchange theory (Blau, 1964; Gouldner, 1960) in explanation of the findings. Chapter eight summarises the findings from the reported studies and offers theoretical, applied and policy implications.

The results of six empirical studies are presented and hypotheses are considered within each chapter. In summary, the findings show that although people hold positive attitudes towards obtaining work-life balance, a long hours culture prevails in the UK. People are anxious about working flexible hours for fear of impingement on career success and because they are seen as less reliable or committed than others who work long and regular hours. Developing an organisational culture where the positive effects of control and support are understood, and encouraging a psychological contract involving mutuality and reciprocity between managers and staff, is suggested in terms of application of the findings in order that attitudes may begin to change and lead to less conflict between working and non-working lives.