As an emerging human resource issue in business ethics, work-life balance has been gaining increasing attention from both practitioners and scholars in recent years. In response to the call of Kelliher et al. :97–112, 2019), we addressed the research gap by examining the WLB of Chinese knowledge workers under flextime arrangement and the impact of work-life supportive culture on work-life spillover of the workers. Specifically, we examined the relationships between three components of (...) class='Hi'>work-life supportive culture, namely managerial support, career consequences, and organizational time demands, and two aspects of work-life spillover, positive and negative spillover, perceived by the workers. A quantitative survey with 35 employees in a software development company in Hong Kong was conducted. The results of structure equation modelling showed that managerial support was positively related to positive work-life spillover while organizational time demands was positively related to employees’ negative spillover. WLB needs of knowledge workers and the role of organizational culture in effective implementation of WLB policies were discussed, and several feasible WLB policies were suggested for managers. (shrink)

This research contributes to an improved understanding of authentic leadership at the work–life interface. We build on conservation of resources theory to develop a leader–follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work–life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve (...) a positive work–life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study and an experimental study generally supported indirect effects linking authentic leadership to job satisfaction through work–life balance perceptions. However, both studies highlighted the relevance of followers’ own work–life balance as a mediator more so than the sequence of leaders’ and followers’ work–life balance. We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work–life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees’ well-being as well as avenues for future research. (shrink)

This study aims to elaborate on how work-life balance practices influence organizational cynicism through the mediation effects of person-job fit. We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply (...) that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. (shrink)

The aim of this research is to find out the effect of green Human Resources Management and employee performance on work-life balance, in small and medium enterprises operating in transition economies, specifically in Kosovo. Additionally, this paper presents a comprehensive conceptual framework for green human resources management and work-life balance. In order to find out this relation, a questionnaire was delivered to employees of small and medium enterprises in Kosovo. The data collected was analyzed (...) using STATA 14. To test the hypothesis, a linear model was constituted, and a regression analysis was conducted using the OLS technique. The model results indicate positive linear correlation between green human resource management, work-life balance, and employee performance, which means that green HRM and employee performance have significant impact on work-life balance of employees in small and medium enterprises in transition countries. This study contributes to practical level, as it provides important information to companies in Kosovo, who should take into consideration the importance of incorporating new green strategies in their human resource practices to facilitate work-life balance for employees, consequently leading to enhance company performance. (shrink)

The aim of this study was to investigate how job crafting, work engagement, and workaholism were related in public sector organizations. The participants were civil servants from three Finnish public organizations, representing different professions, such as school personnel, secretaries, directors, parking attendants, and ICT specialists. We duly operationalized job crafting, work engagement, and workaholism by using the Job Crafting Scale, the UWES-9, and the Work Addiction Risk Test. The current study focused on the Finnish public sector, since (...) work engagement is recognized at the governmental level and has been shown to be strongly and positively associated with economic activity and productivity, while workaholism is associated with poor wellbeing. We analyzed the data by using structural equation modeling and found that three job crafting dimensions were strongly intertwined with one another. These dimensions were increasing structural job resources, increasing social job resources, and increasing challenging job demands. In the structural model, dimension “increasing structural job resources” was positively related to work engagement, whereas dimension “decreasing hindering job demands” was negatively associated with workaholism. This study highlighted the relevance of employees learning to balance their job resources and demands. We recommend that, in the public sector, employees be systematically encouraged to practice job crafting behavior by enabling them to increase structural job resources. These results are of high relevance, considering the heavy workload of public sector employees during the COVID-19 pandemic. (shrink)

The COVID-19 pandemic has altered workers' possibilities to combine work and private life. Work and private life could either interfere with each other, that is, when conflicting demands arise, or enrich, that is, when the two roles are beneficial to one another. Analyzing data from the Swedish Longitudinal Occupational Survey of Health through individual growth models, we investigated time trends of interference and enrichment between work and private life from 2016 through March to September (...) 2020, which is during the first wave of the pandemic. The sample included workers who had remained in the same workplace throughout the study period and worked at least 30% of full time, reaching 5,465 individuals. In addition, we examined trends in level of interference and enrichment across gender and industries. Results showed that Life-to-work interference increased over time in the Swedish working population, but neither did work-to-life interference nor enrichment. We observed only marginal differences across gender. Also, in the industries of fine manufacturing and real-estate activities, a decrease in interference, work-to-life interference, and life-to-work interference, respectively, was observed. In the human health and social care industry, an increase in interference and life-to-work interference was seen. Our conclusion is that overall changes to the possibilities to balance work and private life have occurred for workers in Sweden during the first period of the pandemic. Further studies are needed to study development time trends throughout the pandemic and across different occupations. (shrink)

The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected (...) job resources, in terms of support from supervisor, job autonomy, and participation in decision making, to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining work-family conflict, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with work-family conflict. Secondly, job resources, including support from supervisor and participation in decision making, buffered this association, which was stronger when resources were low. On the contrary, job autonomy did not buffer the association between workload and work-family conflict. Overall, the results of this study are consistent with the Job Demands-Resources model and contribute to to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely support from supervisor and participation in decision making, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing work-family conflict among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of work-family conflict. (shrink)

This article examines the relationship between women entrepreneurs’ job autonomy and work–life balance, with a particular focus on how this relationship might be augmented by environments that discriminate against women, whether socio-economically, institutionally, or culturally. Multisource data pertaining to 5334 women entrepreneurs from 37 countries indicate that their sense of job autonomy increases the likelihood that they feel satisfied with their ability to balance the needs of their work with those of their personal life. (...) This process is particularly prominent when they operate in countries characterized by discriminatory socio-economic and institutional conditions, though a mitigating instead of invigorating effect arises in culturally discriminatory settings. For business ethics scholars and practitioners, these findings indicate how the extent to which women entrepreneurs, seeking to combine professional and private responsibilities, derive benefits from initiatives aimed at enhancing their job-related freedom critically depends on whether they operate in adverse external environments. (shrink)

Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we (...) assess whether women's work-life balance and organizational commitment are associated with their sociodemographic characteristics. Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment. (shrink)

“Work–life balance” is a relatively modern expression. However, there is no novelty in the core concept, as resistance to excessive incompatibility between work roles and personal roles has a history that predates contemporary struggles for a decline in unnecessary work–life conflict. The authors of this manuscript aim to convey a portion of this history by instilling, from an ethics perspective, an awareness of the efforts of early labor organizations, including labor unions, and a social (...) organization that addressed labor issues. They will also communicate the resolve of key individuals, especially women, including labor leaders and activists, who contributed to labor reform and served as early proponents for WLB. In addition, implications and suggestions for practice and future inquiry will be provided. (shrink)

The purpose of this article is to unearth the dimensions of quality of work life and work–life balance and to find the impact of the quality of work life on work–life balance. Data have been gather...

The aim of this article is to offer a view of the current status of women in medical physics and biomedical engineering, while focusing on solutions towards gender balance and providing examples of current activities carried out at national and international levels. The International Union of Physical and Engineering Scientists in Medicine is committed to advancing women in science and health and has several initiatives overseen by the Women in Medical Physics and Biomedical Engineering Task Group. Some of the (...) main strategies proposed by the Task Group to attain gender balance are: (a) identify and promote female role models that achieve successful work-life balance, (b) establish programs to develop female leaders, (c) create opportunities for females to increase the international visibility within the scientific community, and (d) establish archives and databases of women in STEM. (shrink)

Ongoing developments, such as digitalization, increased the interference of the work and nonwork life domains, urging many to continuously manage engagement in respective domains. The COVID-19 pandemic and subsequent home-office regulations further boosted the need for employees to find a good work-nonwork balance, thereby optimizing their health and well-being. Consequently, proactive individual-level crafting strategies for balancing work with other relevant life domains were becoming increasingly important. However, these strategies received insufficient attention in previous research (...) despite their potential relevance for satisfying psychological needs, such as psychological detachment. We addressed this research gap by introducing a new scale measuring crafting for a work-nonwork balance and examining its relevance in job-and life satisfaction, work engagement, subjective vitality, family role and job performance, boundary management and self-rated work-nonwork balance. The Work-Nonwork Balance Crafting Scale was validated in five countries, encompassing data from a heterogeneous sample of more than 4,200 employees. In study 1, exploratory factor analysis revealed a two-factorial scale structure. Confirmatory factor analysis, test for measurement invariance, and convergent validity were provided in study 2. Replication of confirmatory factor analysis, incremental and criterion validity of the Work-Nonwork Balance Crafting Scale for job and life satisfaction were assessed in study 3. Study 4 displayed criterion validity, test–retest reliability, testing measurement invariance, and applicability of the scale across work cultures. Finally, study 5 delivered evidence for the Work-Nonwork Balance Crafting Scale in predicting work-nonwork balance. The novel Work-Nonwork Balance Crafting Scale captured crafting for the challenging balance between work and nonwork and performed well across several different working cultures in increasingly digitalized societies. Both researchers and practitioners may use this tool to assess crafting efforts to balance both life domains and to study relationships with outcomes relevant to employee health and well-being. (shrink)

The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, work–family conflict, and perceived organisational support on workplace flourishing for higher education employees. The study (...) followed a cross-sectional quantitative research framework. Data were collected from a sample of 227 academic and support staff employees from a selected residential University in South Africa. The results indicated that technostress through perceived organisational support and through work–family conflict influences workplace flourishing. No direct significant effect was reported between technostress and workplace flourishing. Technostress, work–family conflict, and perceived organisational support combined explained 47% variance in workplace flourishing. Perceived organisational support displayed the strongest direct effect on workplace flourishing, and technostress is a strong determinant of work–family conflict, which then mediates the relationship between technostress and workplace flourishing. The study concluded that providing organisational support and creating policies favourable to work–life balance assist employees in managing techno-overload, techno-invasion, and techno-complexity better and enhance workplace flourishing. Although employees struggle in the remote working context with demands imposed by techno-overload, techno-invasion, and techno-complexity, the results indicate that perceived organisational support and balanced work life act as job resources that enhance emotional, psychological, and subjective wellbeing. (shrink)

There has been much scholarly attention given to the role of women in the labor market throughout the years. While there are plenty of evaluations of ideas and perspectives regarding work-life concepts, there is limited understanding regarding the theoretical foundation of work-life concerns specifically about mothers. This study aims to provide an overview of theories used to investigate the work-life issues of working mothers. The data were collected from the Web of Science database. A (...) total of 63 research studies examining the work-life challenges faced by employed women were evaluated based on theoretical frameworks. It was seen that identity theory and gender perspective are dominant perspectives in the current literature. In addition, the prevailing work-life perspectives adopted in the studies are work-life balance and work-life conflict. The study offers a detailed examination of the various theoretical perspectives employed in understanding the work-life difficulties encountered by employed mothers. (shrink)

In this study, Consistency and Balance Model (CBM) is proposed and introduced. In the context of the model, the importance of consistency is emphasized in morality just like in Philosophy. Therefore, CBM gives the reason prominence in morality to ensure the consistency and according to CBM the emotion, the intuition and the conscience in addition to the reason, are also important. In order to see the principles determined by the reason in human behaviors, two kinds of classification (...) are developed for the virtues that is defined as the middle of excess and defect. The first of them is the triple classification of virtues that draws attention to the false existence of virtues and determines the opposite of virtues as forming dichotomy. The latter is the tetrad classification, which is based on the duality of two means that propose to consider the virtues together. The Contrast is considered as the central concept in the first classification and the integration is considered as the central concept in the second classification. Then it is offered that the virtues may be evaluated consistently in the social, global and theological contexts. However, the ideal morality with objective qualities and the real morality with subjective qualities are produced in order to reach the universal morality that is determined by the reason, then the consistency and the integration are proposed for them. Similarly, consistency and integration are proposed in the dualities of principle-virtue, abstract-concrete, intention-outcome, universality-locality, objectivity-subjectivity throughout the study. Finally, it is pointed out that the reasonableness of applying consistency in morality has exceptions.Summary: Philosophy is the logical, systematic and consistent thinking that focuses on specific questions and topics to reach the reality. When this basic tendency of philosophy is applied to morality, logical, systematic and consistent actions are expected to emerge. Accordingly, a new model called as Consistency and Balance Model (CBM) is proposed and introduced in this article. By this model, the importance of consistency is emphasized in morality just like in philosophy. Therefore, CBM gives the reason prominence in morality to ensure thought, expression and behavior consistency. According to CBM the human emotion, the divine intuition and the solid conscience in addition to reason are required to determine the virtues. CBM, which is a synthesis of the good intention and the reason, aims to constitute the sensible and good actions. According to CBM, which has a holistic structure, if a person can adopt the virtue as a principle and reflect the virtue in all of his behaviors during his whole life, he can be defined as consistently virtuous.CBM defines the good with the concepts of consistency and balance. According to CBM, the good is the mean of excess and defect. In this respect, CBM is based on Aristotle’s mean idea. However, CBM aims to develop it with new content. Two important questions arise during the identification of the evil: 1. Is it bad that nothing happens? 2. Is it bad that something is wrong? The point of defect represents the absence and the point of excess represents the fallacy in the entity. Both of them are bad in morality. The middle of them is the virtue. In order to see the principles determined by the reason in human behaviors, two kinds of classification are developed for the virtues which are defined as the middle of excess and defect. The first is the triple classification of virtues that draws attention to the false existence of virtues and determines the opposite of virtues as forming dichotomy. The triple classification, which forms a dichotomy as an empty pattern that can be applied to all virtues, is determined as over virtue-virtous-virtueless. According to CBM the opposite of the mean is always clearly the point of defect and implicitly the point of excess. Therefore, it is important to determine extremes of virtues. The point of defect can be briefly denoted as virtueless. The point of excess can be denoted as in fact virtueless, pretending as virtuous, masked virtue and over virtue. The latter is the tetrad classification, which is based on the duality of two means. In this classification, it is possible to produce new and better virtues by considering two virtues together. The Contrast is considered as the central concept in the first classification and the integration is considered as the central concept in the second classification.The principle is seen as a guarantee for the consistency in philosophy. CBM points out that a similar situation should be in ethics. According to Kant, the invisible internal principles of the actions are more important than the actions themselves to determine the moral value. The principle does not vary according to the individual and the condition, on the contrary, the individual is shaped by the principle and all individuals benefit equally from the outcome of the principle. Thus, the abuse of the rights of individuals with arbitrary treatments and double standards are prevented. In this democratic environment formed by the principle not only the owner of the power, but all right holders can get their rights. In this respect, the adherence to the principle is the guarantee of the rights and the freedom by establishing a balance between the rule and the freedom.Aristotle’s virtue and Kant’s principle are discussed in a holistic manner in this study. Thus, it is aimed that the principles in the human mind and the virtues in human actions are consistent in themselves and ultimately the union of the principles and the virtues can be ensured. Besides, the concepts of the ideal morality and the real morality are introduced in this article. The ideal morality takes place on the objective basis of the good and the truth, which is absolute, universally and unarguably accepted by everyone. The ideal morality with its objective qualities can be seen as the target that people know and want to achieve. The real morality is the morality that is shaped in the people or society in all its positive and negative aspects, which also includes the subjectivity of them as their own realities. The real morality with subjective qualities is the morality that occurs in life. CBM aims at the integrity and the consistency between the ideal morality and the real morality to reach the universal morality. In this article, the virtues are divided into two parts as material and spiritual. Then it is offered that the virtues may be evaluated consistently in the principal, individual, social, global and theological contexts. In this context, on the one hand it is aimed that the principal, individual, social, global and theological virtues are consistent within themselves and on the other hand they all are consistent within each other. In this classification the principal and theological morality have objective qualities and the individual and social morality have subjective qualities. CBM aims at an objectivity that incorporates subjectivity within the consistency and integrity of the principal, individual, social, global and theological morality. CBM aims to achieve the ultimate morality by integrating the starting point as the principal morality and the end point as the theological morality and to make them clear in the individual and social morality. As a result, CBM confirms the mean found by reason, by the revelation given by God. In other words, the morality that God has already there and always presents and the morality that the human mind finds here and now coincide. The consistency and integration are also proposed in the dualities of principle-virtue, abstract-concrete, intention-outcome, universality-locality, objectivity-subjectivity in the article. However, consistency, which is the central concept of the article, can form the basis for possible criticisms. But, it can be foreseen that the possible criticisms oriented to CBM would come from an extreme consistency perception that detaches the concept of consistency from reality without careful consideration. For this reason it should be kept in mind that it is wrong to expect excessive consistency in human behavior and to accept the ideal morality as absolute by neglecting the real morality. Finally, it is pointed out that the reasonableness of applying the consistency in morality has exceptions. (shrink)

Quality of work life is generally associated with a series of objective organizational conditions and practices that enables employees of an organization to perceive that they are virtually safe, satisfied and have better chances of growth and development as individual human beings. QWL is nowadays drawing more attention globally as in modern society people spend about more than one-third of their lives at their workplace. Hence, the eminence and importance of QWL is unparalleled and unquestionable. This article first (...) focuses on the definitions of QWL, followed by various paradigms of QWL, which form the basic element of QWL in any organization: health and safety, employment security, job satisfaction, occupational stress, work environment, work–life balance and human relations. Finally, the article proposes some strategies to improve QWL in organizations that focus on different areas of organizational functions: employee participation, job design and work organization, workforce awareness and career guidance, inter-group relationships, role of HR managers, self-managing work teams, rewards, alternative work schedules and supportive organizational culture. It is argued that one needs to pay attention to improve all these functions and strike a balance among them to make QWL effective. (shrink)

Recent work on epistemic integration in the life sciences has emphasized the importance of integration in thinking about explanatory practice in science, particularly for articulating a robust alternative to reductionism and anti-reductionism. This paper analyzes the role of models in balancing the relative contributions of lower- and higher-level epistemic resources involved in this process. Integration between multiple disciplines proceeds by constructing a problem agenda (Love 2008), a set of interrelated problems that structures the problem space of a complex (...) phenomenon that is investigated by many disciplines. The usage of models, it is argued, mark changes in a phenomenon’s problem agenda depending on the task that is expected of it. Particularly, it emphasizes the sensitivity of a problem agenda to changing attitudes in the solutions to the conceptual and empirical items constituting that agenda. The analysis will proceed by means of a case study, the Reichardt motion detector, a model that has been vital to the methodological and conceptual development of research on motion detection, especially in invertebrates. As will be seen, the history of the Reichardt model will exemplify the dynamic changes that occur in the interdisciplinary negotiations that comprise the active efforts of various sciences working to integrate their resources. (shrink)

With the shift toward online environments due to COVID-19 pandemic, particularly for educational sector, employees’ performance has been affected by an array of different factors. Personal aspects as well as organizational focus on individuals’ wellbeing are the main focus of this study through inclusion of job autonomy and work-life conflict alongside other factors, such as informational support that can aid academic staff regarding their wellbeing during times of crisis. In response to the effects of COVID-19 on employees, this (...) study aims to provide tangible data to protect university teachers during crises and establish key points that can improve their wellbeing. For this purpose, we used interviews to provide in-depth understanding of the subject. A total of 16 teachers as interviewees have provided qualitative data that was analyzed with MAXQDA. This study highlights the importance of work-life conflict and vitality of job autonomy on academic staffs’ performance and overall wellbeing through a conceptual analysis. We emphasize the role of organizations in maintaining a work environment where university teachers’ wellbeing is prioritized and various elements such as training and support are used to help stabilizing work-life balance. The current findings can be beneficial for both scholars and decision-makers in schools and universities to enhance elements of remote work for their staff. (shrink)

As men take on more family responsibilities over time, with women still shouldering considerably more childcare and housework, an important ethical matter facing organizations is that of providing a supportive environment to foster employee well-being and balance between work and family. Using conservation of resources theory, this multi-source study examines the association between perceived family responsibility discrimination and work–life conflict as mediated by emotional exhaustion. Employee gender and power distance values are tested as moderators of the (...) perceived family responsibility discrimination to emotional exhaustion relationship. Results suggest that male employees who perceive family responsibility discrimination from their supervisor and hold high power distance values experience increased emotional exhaustion and work–life conflict. Female workers who perceive family responsibility discrimination from their supervisor experience increased emotional exhaustion and work–life conflict regardless of whether they have high or low power distance. Findings are consistent with theory-based predictions from conservation of resources theory: resources that are valued and not provided in the work context deplete emotional energies and ultimately trigger work–life conflict. Findings build on the work–life literature by introducing gender and power distance as factors that shape when employees feel the draining effects of family responsibility discrimination. (shrink)

BackgroundPast research shows that physicians experience high ill-being but also high well-being.ObjectiveTo shed light on how medical faculty’s experiences of their job demands and job resources might differentially affect their ill-being and their well-being with special attention to the role that the work-life interface plays in these processes.MethodsQualitative thematic analysis was used to analyze interviews from 30 medical faculty at a top research hospital in Canada.FindingsMedical faculty’s experiences of work-life conflict were severe. Faculty’s job demands had (...) coalescing effects on their stress, work-life conflict, and exhaustion. Although supportive job resources helped to mitigate the negative effects of job demands, stimulating job resources contributed to greater work-life conflict, stress, and exhaustion. Thus, for these medical faculty job resources play a dual-role for work-life conflict. Moreover, although faculty experienced high emotional exhaustion, they did not experience the other components of burnout. Some faculty engaged in cognitive reappraisal strategies to mitigate their experiences of work-life conflict and its harmful consequences.ConclusionThis study suggests that the precise nature and effects of job demands and job resources may be more complex than current research suggests. Hospital leadership should work to lessen unnecessary job demands, increase supportive job resources, recognize all aspects of job performance, and, given faculty’s high levels of work engagement, encourage a climate that fosters work-life balance. (shrink)

The purpose of this study was to develop and test a model capturing the effects of ethics institutionalization on employee experiences in work life and overall life satisfaction. It was hypothesized that explicit ethics institutionalization has a positive effect on implicit ethics institutionalization, which in turn enhances employee experiences in work life. It was also hypothesized that employee work life experiences have a positive effect on overall life satisfaction and happiness, moderated (...) by work–family life conflict. Data were collected though a survey of marketing managers in Italy. The data provide good but partial support for the model. Theoretical and managerial implications are discussed. (shrink)

This biography presents the interaction between his socialist ideals, scientific aspirations and work as an economic expert.

In lieu of an abstract, here is a brief excerpt of the content:Creativity in Teaching and Building a Meaningful Life as a TeacherDavid T. HansenMy point of departure in this essay is the idea that creativity in teaching often has less to do with inventiveness per se than it does with responsiveness. To draw on terms from John Dewey, creative teachers "rise to the needs of the situation" presented in the educational setting.1 They respond well to circumstances not because (...) they necessarily have the pedagogical equivalent of Twyla Tharp's talent for choreography or B.B. King's brilliance on the blues guitar; rather, I want to suggest that creative teachers, at least in many cases, "rise" and do what is needed because they have learned to pay attention both to students and to the subject(s) at hand. In other words, I propose that we consider the idea that creativity in teaching often manifests itself most vividly, if also subtly, in a kind of ongoing attentiveness, by which I mean a dynamic combination of patience, listening, and initiative.I will begin the discussion by first sketching a conception of creativity in teaching centered around the idea of attentiveness. Then I address two [End Page 57] consequences of this conception. The first is that the most suitable models of good practice for new teachers to start with are not the profession's versions, presuming such exist, of Pablo Picasso, Marie Curie, or Michael Jordan. I do not mean that it is uniformly inappropriate to place such models in front of teacher candidates, any more than it would be wrong to put before art students the work of a Cassatt or Rembrandt. However, I will argue that among the best and most consequential initial models are those experiences in which teacher candidates themselves truly listened to the doings of the world around them and heeded what was said, whether the latter "spoke" in the form of a work of art, a human voice or gesture, or the play of wind in the trees. If new teachers take seriously this kind of experience, they can gain a valuable perspective for approaching the long and often difficult process of appreciating teaching's details and engaging them in educational settings. I illustrate these claims by examining a field-based activity that was part of a teacher education program I used to direct.The second consequence of the conception of creativity in teaching I will put forward points to the title of this essay. If new teachers deepen their ability to pay attention and to engage in creative work, they position themselves to receive one of teaching's primary offerings to its practitioners, namely, a life of meaning."Ordinary" Pedagogical CreativityCreativity in teaching can take many forms. We witness it in the structuring of an artful lesson plan; in the logic, flow, and pacing of a dynamic lecture; or in a timely and evocative example or illustration the teacher employs to clinch a point in the midst of a class. All of this is familiar and an important, indeed indispensable, way to think about good teaching. Creativity in practice is associated here, among other things, with notions of expertise and of knowledge gained through experience.However, I want to add to this portrait the notion that creativity in practice can also spring from responsiveness. Rather than issuing solely from what the teacher brings to the educational setting — consider again terms such as expertise and knowledge — creativity can point to what the teacher is capable of deriving or drawing from it. Creativity as responsiveness denotes a form of openness to the setting, which may or may not complement or fit harmoniously with what is preset, prefigured, or anticipated. Experienced teachers would be the first to say that there are times when it becomes educationally vital to shelve a preset plan. There are times when one form of creativity in teaching, embodied in a well-wrought lesson plan, must give way to another form, embodied in what I am calling responsiveness. The art of teaching consists, in part, of balancing these expressions of pedagogical creativity.Let me share the following vignette as a basis for elucidating this point. One morning in March 2002, during which... (shrink)

The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the “new normal.” Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological (...) contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a post hoc test for multiple comparisons were conducted on a sample of employes in the services industry in Southern Africa and other European countries. The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace. (shrink)

Social policy is based, since its inception, on a certain “philosophy” regarding the desirable social model, encompassing religious, political and social values, as well as appropriate objectives and tools for protecting vulnerable target groups. This philosophy differs both geographically and historically. Thus, European social policies have a specific axiological foundation comparing to social models developed on other continents. Even if relatively stable, this foundation is continuously redefined and, therefore, the European social model is an evolving concept. Our paper (...) analyses how social vulnerability and vulnerable groups are redefined within the European social policies, during Covid-19 pandemic. If in recent decades the European social policies have tried to implement more selective and means-tested social protection, the approach to social protection during the pandemic is different, there are indications of increasing the universalisation of social benefits for covering new vulnerabilities. In our analysis, the pandemic accentuated some pre-existing trends to redefine the predilect target groups and their social protection: larger decommodification, protection for atypical employment, social security schemes covering new risks, and instruments for a new work-life balance. At the same time, European social protection policies tend towards synergy with actions in the fields of digitalisation and ecology. Are these changes temporary or will they last even after the pandemic? Of course, it is difficult to make predictions, but we believe that some of them anticipate possible structural reforms of more humane, less biopolitical European social protection policies. Our analysis is based on data from social statistics, official documents and public speeches. (shrink)

This book takes a critical view on corporate practice, governmental action and the general approach to Corporate Social Responsibility. It draws on experience from the Workplace Innovation movement and argues that, as with motherhood and apple pie, it is hard to oppose CSR, with a community of well-meaning people. It is however necessary to challenge the foundations on which it is based. Many accounts of CSR assume a consistent model of capitalism around the world. It is suggested that capitalism (...) can be given a human face, as companies adopt programmes which go beyond the minimum legal requirements. This builds on traditions of optional corporate philanthropy. However, without changing the underlying working of the company, only cosmetic changes are made. In the author's words: "lipstick is applied to the capitalist pig". It can be a mistake to read too much into "Responsible Management", when the culture of management is designed around irresponsibility. Companies have developed elaborate schemes of outsourcing, in an environment of limited liability. This cannot easily be overcome through gestures. This book seeks to engage readers and to provoke thoughts. It can be angry and polemical, but it points a finger directly at ongoing superficial developments. (shrink)

The corporate ethics literature has considerably focused on whether giving results in getting. However, the relationship between corporate philanthropy and performance and the underlying mechanisms remain unclear. Drawing on signaling and cue consistency theories, we develop and test a model that specifies whether, how, and when corporate philanthropy benefits relative competitive performance from a micro-process perspective. Using a Chinese sample of 1623 employees, 145 CEOs, and 145 human resources managers, we found that corporate philanthropy could positively influence relative competitive (...) performance through the internal processes—organization-level citizenship behaviors of employees. Moreover, work–life balance practices strengthen the aforementioned mediation. In particular, when a firm performs high levels of work–life balance practices, corporate philanthropy tends to promote more citizenship behaviors in the entire organization, thereby enhancing the relative competitive performance of the firm. By contrast, when organizations perform low levels of work–life balance practices, the aforementioned mediation becomes nonsignificant. The theoretical and practical implications of these findings are discussed. (shrink)

In recent years, many medical schools around the world have formally established professionalism education as part of their standard curriculum. While the call to prepare future doctors to behave ethically and professionally is not new, what is new is the emphasis on identity formation in the context of the expanding online universe. Nonetheless, role modelling the professional image is challenging in the digital age, especially when cultures and customs across disciplines and generations collide. Against the backdrop of hyper-vigilance about our (...) professional image, this paper explores whether the hidden professionalism curriculum may inadvertently stifle creativity and humanity. It proposes the positive use of social media as relational or pedagogical tools in teaching learners about work-life balance and responsible online behaviours. (shrink)

Parents who are facing decisions about life-sustaining treatment for their seriously ill or dying child are supported by their child's doctors and nurses. They also frequently seek other information sources to help them deal with the medical and ethical questions that arise. This might include written or web-based information. As part of a project involving the development of such a resource to support parents facing difficult decisions, some ethical questions emerged. Should this information be presented in a strictly neutral (...) fashion? Is it problematic if narratives, arguments or perspectives appear to favour stopping over continuing life-sustaining treatment? Similar questions might arise with written materials about decisions for adults, or for other ethically contentious decisions. This paper explores the meaning of ‘balance’ in information provision, focusing particularly on written information about life-sustaining treatment for children. We contrast the norm of non-directiveness in genetic counselling with the shared decision-making model often endorsed in end-of-life care. We review evidence that parents do not find neutrality from medical professionals helpful in discussions. We argue that balance in written information must be understood in the light of the aim of the document, the most common situation in which it will be used, and any existing biases. We conclude with four important strategies for ensuring that non-neutral information is nevertheless ethically appropriate. (shrink)

This study discusses the pattern of development of child-related policies, particularly in recent years. The Liberal Democratic Party (LDP) lacks interest in public engagement in child-related issues, whereas Komeito, the recent coalition partner of the LDP, has been the driving force of recent developments. The study investigates the historical development of three child-related policies: namely, child allowance, childcare services, and the facilitation of work–life balance of employees, and discusses the role of Komeito in the recent coalition government. (...) An analytical model is provided to explain why Komeito was active in the development of child allowance, but not other policies. On the whole, the participation of Komeito in the coalition government seems to give impetus to the development of child-related polices, but the scope of that party's behavior is constrained, due to its position as a minor partner in the coalition government. (shrink)

This paper analyses conceptual and experimental work in synthetic biology on different types of interactions considered as minimal examples or models of communication. It discusses their pertinence and relevance for the wider understanding of this biological and cognitive phenomenon. It critically analyses their limits and it argues that a conceptual framework is needed. As a possible solution, it provides a theoretical account of communication based on the notion of organisation, and characterised in terms of the functional influence exerted by (...) the sender upon the receiver. It shows that this account can be operationalised in synthetic biology, and that it can supply criteria and guidelines for the design and evaluation of synthetic models. (shrink)

Care work is both gendered and relational, defined typically as the care women do for others. When faced with a chronic life-threatening illness such as breast cancer, women must learn to perform care work for the self. Drawing from participant observation and 60 in-depth interviews, the author explores the gendered strategies and justifications women use to cope with breast cancer and engage in care work for the self. Women in the study used a multiprocess, gendered “balancing (...) act” to learn to balance their needs with the needs of others, which involves setting boundaries and establishing criteria for accepting and asking for help. These strategies reflect a negotiation of normative expectations that stress women's selflessness, empathy, and caring for others. (shrink)

With reference to Wilde’s personal religious struggles, especially the suppression of his long-standing attraction to Roman Catholicism, this essay reads De Profundis, Picture of Dorian Gray, and “Ballad of Reading Gaol” as the author ‘s symbolic working out of his conversion, both spiritually and as a novelist. In the latter sense, the essay draws on the theory of Rene Girard regarding novelistic conversion: the artist’s “disavowal of the mimetic desire that has enslaved him to his models.” Since Christ is in (...) Girardian terms the only model to imitate in safety from envy and violence, Girard’s theory offers insight into Wilde’s views on Christ as individualist and on life as imitation of art. (shrink)

With reference to Wilde’s personal religious struggles, especially the suppression of his long-standing attraction to Roman Catholicism, this essay reads De Profundis, Picture of Dorian Gray, and “Ballad of Reading Gaol” as the author ‘s symbolic working out of his conversion, both spiritually and as a novelist. In the latter sense, the essay draws on the theory of Rene Girard regarding novelistic conversion: the artist’s “disavowal of the mimetic desire that has enslaved him to his models.” Since Christ is in (...) Girardian terms the only model to imitate in safety from envy and violence, Girard’s theory offers insight into Wilde’s views on Christ as individualist and on life as imitation of art. (shrink)

Artificial life uses computer models to study the essential nature of the characteristic processes of complex adaptive systems proceses such as self-organization, adaptation, and evolution. Work in the field is guided by the working hypothesis that simple computer models can capture the essential nature of these processes. This hypothesis is illustrated by recent results with a simple population of computational agents whose sensorimotor functionality undergo open-ended adaptive evolution. These might illuminate three aspects of complex adaptive systems in general: (...) punctuated equilibrium dynamics of diversity, a transition separating genetic order and disorder, and a law of adaptive evolutionary activity. (shrink)

This elegant essay on the justice of work focuses on the fit between who we are and the kind of work we do. Russell Muirhead shows how the common hope for work that fulfills us involves more than personal interest; it also points to larger understandings of a just society. We are defined in part by the jobs we hold, and Muirhead has something important to say about the partial satisfactions of the working life, and the (...) increasingly urgent need to balance the claims of work against those of family and community. Against the tendency to think of work exclusively in contractual terms, Muirhead focuses on the importance of work to our sense of a life well lived. Our notions of freedom and fairness are incomplete, he argues, without due consideration of how we fit the work we do. Muirhead weaves his argument out of sociological, economic, and philosophical analysis. He shows, among other things, how modern feminism's effort to reform domestic work and extend the promise of careers has contributed to more democratic understandings of what it means to have work that fits. His account of individual and social fit as twin standards of assessment is original and convincing--it points both to the unavoidable problem of distributing bad work in society and to the personal importance of finding fulfilling work. These themes are pursued through a wide-ranging discussion that engages thinkers from Plato to John Stuart Mill to Betty Friedan. Just Work shows what it would mean for work to make good on the high promise so often invested in it and suggests what we--both as a society and as individuals--might do when it falls short. (shrink)

Reinvention of the form of expression is a conceptual approach characteristic for the evolution of all arts. This research study provides one such step forward in the advancement of scientific paper, a standard form of expression in natural sciences, toward more progressive terrains. The paper adopts the form of a theatrical play where a scientific family of four attempts to find the way around a writer’s block (Act I). Their idealess sense of confinement is overcome through arts or, more specifically, (...) through scientific research implementing the aesthetics of music as its key element. The characters record compositions differing in the degrees of consonance, rhythmicity and tonality, and play them to birds to observe their vocal and behavioral responses (Act II). They note that the birdsong volume drops significantly when the piano tunes, especially the compositionally complex ones, are played to the birds and increases signifcantly when the white noise of ocean waves is played. The bird count experiment proves indirectly that the birdsong volume reduction is an auditory response of the birds to music rather than the effect of their migrating to or away from the sound source. This science with the flavor of art elevates the characters beyond the limits of their confinement and they, exalted and uplifted, gain ideas for creative research in their own disciplines of biomedical science (Act III). They relinquish the newly gained freedom in favor of embracing love for humanity that underlies medical research and return to their confinement, where they conduct, in the coda of the paper, a series of experiments that venture beyond musicology and ornithology and fall in the domains of tissue engineering and drug delivery, but also psychology (Act III). First, sparrow nests are used as templates for tissue engineering constructs, which facilitate the growth of human fibroblastic cells better than their artificial, gridded replicas. Next, the shell of an Easter egg, predominantly calcite in composition, is used with success as a drug delivery carrier. Lastly, the bird nest drawing experiment demonstrates a greater mental health of children than that of the adults, correlating with one of the overarching points of the paper, which is to present children as a model for grownups to follow rather than the other way around. Over the course of the play, the characters discuss the value of the various fusions between art and science, question the limits of human language and repeatedly go off-topic to celebrate the freeness of the creative thinking process. The play reports on real-life research methods and scientific results through a narrative, without diminishing their empirical rigor and analytical accuracy. (shrink)