scholarly journals Estrés organizacional en estudiantes de Medicina de la Universidad de Mucia

2021 ◽  
Vol 2 (2) ◽  
pp. 41-53
Author(s):  
Juan Fernández-Pérez
Keyword(s):  
Academic Support ◽  
High Stress ◽  
Work Life ◽  
Organizational Stress ◽  
Work Life Balance ◽  
Average Score ◽  
Life Balance ◽  
Knowledge And Skills ◽  
The Uk ◽  
De Medicina

En este trabajo hemos estudiado el estrés organizacional de estudiantes de medicina de la Universidad de Murcia. Se trata de un diseño transversal por medio de una encuesta autocumplimentada que consta de datos sociodemográficos y un cuestionario de estrés organizacional. Este cuestionario es una adaptación de otro empleado en Reino Unido para estudiar el estrés organizacional en varias facultades de medicina del país. Obtuvimos una tasa de participación del 25.8 %. En relación con el estrés organizacional, se calculó la media de los distintos apartados: equilibrio vida-trabajo, adquisición de conocimientos y habilidades, cultura, apoyo académico percibido, apoyo personal y sanitario percibido. Al comparar con la puntuación media de las facultades de otros países, se obtuvieron diferencias significativas en los dominios “apoyo académico percibido”, “adquisición de conocimientos y habilidades” y “equilibrio vida-trabajo”. En el resto de dominios del cuestionario de estrés organizacional no hubo diferencias significativas entre la UMU y la media de las facultades de Reino Unido. Las puntuaciones en el cuestionario de estrés organizacional indican alto estrés en varios apartados estudiados. Los estudiantes también señalan otros aspectos que les resultan estresantes y que no están contemplados en los cuestionarios administrados. Pequeñas intervenciones podrían mejorar las puntuaciones obtenidas en algunos apartados. In this work we have studied the organizational stress of medical students at the University of Murcia. It is a cross-sectional design through a self-completed survey that consists of sociodemographic data and an organizational stress questionnaire. This questionnaire is adapted by another employee in the UK to study organizational stress in various medical schools in the country. We obtained a participation rate of 25.8%. In relation to organizational stress, the average of the different sections was calculated: work-life balance, acquisition of knowledge and skills, culture, perceived academic support, perceived personal and health support. When comparing with the average score of the faculties of other countries, significant differences were obtained in the domains “perceived academic support”, “acquisition of knowledge and skills” and “work-life balance”. In the rest of the domains of the organizational stress questionnaire, there were no significant differences between the UMU and the mean of the UK faculties. Scores on the organizational stress questionnaire indicate high stress in several sections studied. The students also point out other aspects that are stressful for them and that are not covered in the administered questionnaires. Small interventions could improve the scores obtained in some sections.

scholarly journals Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

2018 ◽  
Vol 151 (2) ◽  
pp. 521-545 ◽  
Author(s):  
Heejung Chung
Keyword(s):  
Gender Differences ◽  
Work Life ◽  
Working Time ◽  
Work Life Balance ◽  
Negative Consequences ◽  
Life Balance ◽  
Flexible Working ◽  
Part Time ◽  
Negative Perceptions ◽  
The Uk

AbstractThis study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma—i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers’ commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

scholarly journals COVID-19 and Work-Life Balance: What about Supervisor Support and Employee Proactiveness?

2020 ◽  
Vol 2 (4) ◽  
pp. 1-9
Author(s):  
Rajendra Kumar ◽  
Uma Mohan Mokashi
Keyword(s):  
Higher Education ◽  
Structural Equation ◽  
Education Institution ◽  
Supervisor Support ◽  
Work Life ◽  
Work Behavior ◽  
Work Life Balance ◽  
Equation Modeling ◽  
Life Balance ◽  
The Uk

The authors attempted to investigate how to resolve the growing work-life balance issue occurring due to COVID-19 Pandemic in the higher education sector. On the premise of prominent literature, the study conceptualized a framework to test if supervisor support and employee`s proactive work behavior could help address the work-life balance issue. Through applying the quantitative approach, the study collected data from employees working in a higher education institution in the UK. Results of the structural equation modeling found significant association and influence of supervisor support and work-life balance. The study also found a strong affiliation between proactive work behavior and work-life balance. However, proactive work behavior did not moderate supervisor support and work-life balance relationship. The study concluded that both supervisor support and proactive work behavior could be vital in helping employees to achieve their work goals effectively and efficiently without compromising their work-life balance. The study forwards prominent implications to guide practitioners, policymakers and researchers in this domain.

scholarly journals Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

2017 ◽  
Vol 71 (1) ◽  
pp. 47-72 ◽  
Author(s):  
Heejung Chung ◽  
Mariska van der Horst
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
Large Household ◽  
Family Demands ◽  
The Uk ◽  
The Right

This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals’ work capacities in periods of increased family demands. This has major implications for supporting mothers’ careers and enhancing gender equality in the labour market.

scholarly journals The Intersection of Reproductive, Work-Life Balance and Early-Education and Care Policies: ‘Solo’ Mothers by Choice in the UK and Spain

2021 ◽  
Vol 10 (12) ◽  
pp. 458
Author(s):  
Ana Bravo-Moreno
Keyword(s):  
Assisted Reproductive Technologies ◽  
Early Education ◽  
Reproductive Technologies ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Childhood Care ◽  
Education And Care ◽  
The Uk ◽  
The Impact

This article focuses on women who have opted to be mothers on their own by choice in the UK and Spain, and how their access to assisted reproductive technologies in the National Health Service was affected because they were 35 years old or older, forcing them to go to private clinics for their treatment. Having given birth to their children, the participants face a second obstacle: the lack of policies that support work-life balance. A third obstacle also arises, in the form of a lack of childcare and early-education provision, particularly in the UK. The last two obstacles affect the whole population, but they are intensified in the case of solo-mother-families where the mother is responsible for simultaneously being the caregiver and the sole economic provider. Solo motherhood by choice highlights the impact of the absence of these policies, and the inequalities that result from current contemporary conceptualizations of family, woman and early-childhood-care and education. This article draws on ethnographic research that took place in the UK and Spain where I conducted 60 in-depth interviews and participant observations. The aim is to provide an analysis capable of capturing and confronting how inequalities affect women-mothers-workers and their children.

EDITORIAL INTRODUCTION

2021 ◽  
Vol 9 (3) ◽  
Author(s):  
Werdie Van Staden ◽  
James Appleyard
Keyword(s):  
Working Conditions ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
The Third ◽  
Regulatory Changes ◽  
The United Kingdom ◽  
The Uk ◽  
The Relationship

This issue features the third set of articles in the volume on work–life balance and burnout. It focuses on burnout among physicians and an intervention pursuing well-being by which to prevent or recover from burnout. Burnout among physicians is addressed from perspectives from the United Kingdom (UK), Nordic countries, Japan and Germany [4]. Different from the focus on burnout among physicians in these four articles, another article [7] focuses on interventions that pursue well-being by which one may prevent or recover from burnout. Burnout is a global problem adversely affecting physicians and patient care. In the UK, the first article shows, burnout among about a third of physician puts their national health service at risk. Burnout is linked to working conditions leading to emotional exhaustion and impediments to a good work–life balance. Working conditions brought about by regulatory changes in Japan and Germany feature respectively in the third and fifth articles. The fourth article drawing on Nordic studies underscores the person-centered point that burnout among physicians is adversely affecting the very foundation of the physician’s work, that is, the relationship with the patient. This issue, furthermore, features an article on the quantitative effects that well-being interventions had on the personality and health of a sample of refugees living in Sweden.

scholarly journals The impacts of work-life-balance (WLB) challenges on social sustainability

2018 ◽  
Vol 40 (5) ◽  
pp. 868-888 ◽  
Author(s):  
Rahman Mushfiqur ◽  
Chima Mordi ◽  
Emeka Smart Oruh ◽  
Uzoechi Nwagbara ◽  
Tonbara Mordi ◽  
...  
Keyword(s):  
Institutional Environment ◽  
High Stress ◽  
Social Sustainability ◽  
Work Life ◽  
Work Life Balance ◽  
Medical Doctors ◽  
Structured Interviews ◽  
Life Balance ◽  
Content Type ◽  
High Stress Level

Purpose The purpose of this paper is to examine the implications of work-life-balance (WLB) challenges for Nigerian female medical doctors. This study focusses on Nigeria, which its peculiar socio-cultural, institutional and professional realities constitute WLB as well as social sustainability (SS) challenge for female medical doctors. Design/methodology/approach Relying on qualitative, interpretivist approach and informed by institutional theory, this study explores how Nigeria’s institutional environment and workplace realities engender WLB challenges, which consequently impact SS for female doctors. In total, 43 semi-structured interviews and focus group session involving eight participants were utilised for empirical analysis. Findings The study reveals that factors such as work pressure, cultural expectations, unsupportive relationships, challenging work environment, gender role challenges, lack of voice/participation, and high stress level moderate the ability of female medical doctors to manage WLB and SS. It also identifies that socio-cultural and institutional demands on women show that these challenges, while common to female physicians in other countries, are different and more intense in Nigeria because of their unique professional, socio-cultural and institutional frameworks. Research limitations/implications The implications of the WLB and SS requires scholarship to deepen as well as extend knowledge on contextual disparities in understanding these concepts from developing countries perspective, which is understudied. Originality/value This study offers fresh insights into the WLB and SS concepts from the non-western context, such as Nigeria, highlighting the previously understudied challenges of WLB and SS and their implications for female doctors.

scholarly journals Contextualising work–life balance: a case of women of African origin in the UK

2020 ◽  
Vol 52 (3) ◽  
pp. 133-153
Author(s):  
Loliya Agbani Akobo ◽  
Jim Stewart
Keyword(s):  
Job Satisfaction ◽  
Gender Gap ◽  
Career Advancement ◽  
Work Life ◽  
Work Life Balance ◽  
African Origin ◽  
Life Balance ◽  
Content Type ◽  
Work Family ◽  
The Uk

Purpose The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses. Design/methodology/approach In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method. Findings The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services. Practical implications The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns. Originality/value This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

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