Perceptions Of Balance Research Articles

Occupational Balance Among Parents of Typically Developing Children and Parents of Children With Disabilities.

Parenting may influence perceptions of occupational balance (OB), particularly among parents of children with disabilities (PCWD). To compare OB among PCWD and parents of typically developing children (PTDC), identify potential predictors of OB, and examine the association between OB and family quality of life (FQOL). Cross-sectional group-comparison design. Two hospitals under the Hamad Medical Corporation, Doha, Qatar. Data were collected between November 2020 and February 2021. PCWD attending occupational therapy clinics and PTDC from the hospital staff and their relatives were recruited through convenience sampling. Participants were 89 PCWD and 89 PTDC, of whom 38% spoke Arabic, and 62% spoke English. The revised 11-item Occupational Balance Questionnaire and the short version of the Family Quality of Life Survey-2006 were used to measure outcome variables. An investigator-developed demographic survey was used to collect information on independent variables. All data collection forms were available in English and Arabic. The hypothesis was generated before data were collected. Statistically significant but marginal differences were found in OB between PTDC and PCWD (M difference = 1.87, p = .02; 95% confidence interval [0.331, 3.339]). A moderate association existed between OB and FQOL among PCWD (r = .57, p = .001) and PTDC (r = .31, p = .003). Occupational therapists working with families of young children may find it helpful to assess OB and address OB-related issues to facilitate better FQOL. What This Article Adds: Parenting young children affects OB regardless of the disability status of the child. Role satisfaction and spousal support are possible intervention targets to improve OB and thereby improve FQOL.

Work conditions as predictors of Swedish occupational therapists’ occupational balance

Background There is little knowledge of how organizational and social work environmental conditions impact workers’ perceptions of occupational balance. The aim of the present study was to investigate organizational and social work environmental conditions as predictors of Swedish occupational therapists’ perceptions of occupational balance. Materials/Methods This prospective study collected data twice, with a one-year interval, and used a web survey. The present study included 1835 participants. Logistic regression analysis was used to analyze the work predictors of occupational balance. Results A reasonable workload, high control, and high reward predicted high occupational balance. Having no children living at home, a satisfactory financial situation, and being physically active also predicted high occupational balance. Conclusion A reasonable workload, high control and high reward predicted occupational balance among the occupational therapists. All these factors may be of importance for a sustainable working life for occupational therapists. Significance This knowledge can support occupational therapists in the development of interventions at the work place, with focus on the workload and the resources (control and reward), to promote employees’ occupational balance.

Organizational leisure benefits – a resource to facilitate employees’ work-life balance?

PurposeUsing the job demands-resources (JD-R) model as a theoretical foundation, this study aims to explore the potential of organizational leisure benefit programs in the interplay of job demands and perceived work-life balance.Design/methodology/approachThis article is based on qualitative data collected from semi-structured interviews with 24 hospitality industry employees in Austria.FindingsThematic analysis revealed that organizational leisure benefits can play different roles in the context of job demands depending on the individual’s perceptions of work-life balance. Three major themes were identified, showing that organizational leisure benefits can be a multifaceted organizational resource (1) to facilitate employees’ leisure participation, (2) to boost employees’ recovery or (3) to meet the employees’ need for workplace fun. The results also demonstrated the limitations of organizational leisure benefits, showing that in case employees are constantly experiencing private duties that interfere with recovery during leisure time, leisure benefits do not play any role regarding their perception of work-life balance.Originality/valueThis study contributes to the scare literature on organizational leisure benefits and clarifies their potential, and limitations, as an emerging organizational resource. In particular, findings broaden existing research in the context of the JD-R model by showing that the notion of job resources can stretch beyond workplace resources and can also encompass organizational leisure support.

Exploring work-life balance among professional women in mainland China: A qualitative study.

This article introduces a qualitative study utilizing semi-structured interviews to explore the barriers and resources of professional women to attain work-life balance (WLB) in the context of mainland China. Interviews were conducted with full-time employed women who had received higher education and possessed professional qualifications (N = 20). The findings reveal underlying factors in work and non-work domains which influence the achievement of work-life balance among Chinese professional women. Participants were found to perceive and attain their work-life balance differently according to their personal traits. The findings also highlight social and family support resources for Chinese professional women from the perspective of Confucianism. This study contributes to current knowledge on work and life issues through the lens of professional women's work-life balance perceptions and experiences in mainland China.

Beyond litigation: Policy work within cause lawyering organizations

AbstractThis article investigates why cause lawyering organizations choose policy work and how policy agendas are set. Interviews and documents from eight legal organizations in the LGBTQ movement reveal that policy work expands the scope of conflict, giving organizations not only more opportunities to act, but potentially providing greater autonomy to lawyers by allowing them to build their own opportunities. Furthermore, policy agendas are not simply tied to litigation and resources. Organizations balance perceptions of opportunity and need with resource availability. These perceptions are often informed by collaborations with state and local organizations, facilitating communication between groups, organizers, and activists at different vantage points. Thus, the nature of a legal organization's multidimensional strategy, which expands opportunities to reach their goals, may be shaping what those goals are. These findings contribute to our understanding of cause lawyering tactics and agendas.

Exploring the psychological impact of the COVID-19 pandemic on PICU consultants, advanced nurse practitioners and trainee doctors

Background: Paediatric intensive care unit (PICU) staff members are at risk of burnout, stress, and fatigue. The COVID-19 pandemic has affected how we live and work; we postulate this increases the risk of stress-related disorders. Aims: To explore the impact of the COVID-19 pandemic on the wellbeing of PICU clinicians. Methods: An anonymised, single-centre survey was sent to clinicians, comprising four sections: burnout, work-related stress, work-related fatigue, and work-life balance. Two free-text questions explored perceptions of work-life balance and measures to improve wellbeing. Results: 55.6% of respondents returned scores suggesting high burnout risk. 55.6% had answers suggesting work-related stress. 82.4% reported work-related fatigue. 55.5% felt that work-life balance had not improved during the pandemic. Conclusions: The proportion of staff at risk of burnout in this study is higher than that reported in pre-pandemic studies. Perceived work-life balance has been negatively impacted, and high levels of work-related stress and fatigue were identified.

Comparative Analysis of Work–Life Balance Perceptions of Civil Engineering Students

AbstractProjects in the architecture, engineering, and construction (AEC) industry are known for cost and time pressures that cause stress, which brings excessive workload to employees. As candidat...

Power Dynamics and Negotiation Behaviors: How Perception of Power Balance Affects Negotiation Strategy

Abstract This study examines how power impacts parties’ negotiation behaviors. We propose a new conceptualization of power. Since power is largely a matter of perception, and symmetry lies in the eye of the beholder, the parties’ perceptions of power balance, be it symmetry or asymmetry, is highlighted. We relate perception of power balance to negotiation strategies, hypothesizing that in the case of perceived power symmetry, parties’ negotiation behaviors tend to be more competitive and combative, whereas in the case of perceived power asymmetry, the negotiation behaviors are likely to be more cooperative. To test this proposition, a comparative case study is presented.

Unequal but balanced: Highly educated mothers' perceptions of work-life balance during the COVID-19 lockdown in Finland and the Netherlands.

One year after the European work–life balance directive, which recognises the need for work–family policy support, measures to slow the spread of the COVID-19 pandemic began shaping parents’ work–life balance in significant ways. Academically, we are challenged to explore whether existing theoretical frameworks hold in this new environment with combined old and new policy frameworks. We are also challenged to understand the nuanced ways in which the first lockdown affects the combination of paid work and care. We address both of these issues, providing a cross-sectional comparative analysis of highly educated mothers’ perceptions of work–life balance during the COVID-19 pandemic in Finland and the Netherlands. Our findings show that highly educated Finnish mothers have more difficulty combining work and care during the first lockdown than Dutch mothers. The absence of state-provided care during the lockdown creates greater difficulty for full-time working Finnish mothers in a dual-earner/state-carer system than an absence of such care in the Dutch one-and-a-half earner system, where most mothers work part time. Further analyses suggest variation in part-time and (nearly) full-time hours mitigates the work–life balance experiences of highly educated Dutch mothers. Additional factors explaining cross-country variation or similarities include the presence of young children and the presence of a partner. We discuss these findings in light of current theoretical frameworks and highlight avenues for future research.

Five Years Later: Impact of a Focused Women in Radiology Program.

Women are underrepresented in radiology and experience barriers to professional growth that can affect job satisfaction and career advancement. The authors hypothesized that a structured, intentional Women in Radiology (WiR) program would increase women faculty members' perceptions of workplace gender equity, satisfaction with pace of professional advancement, interest in research and teaching, and perceptions of work-life balance and mentorship opportunities. Components and structure of a sustainable WiR program are described in detail. Baseline and summative 5-year surveys of women faculty members in the department were distributed. The primary outcome measure was perception of equitable access to professional development opportunities for women. The authors also assessed the impact of the WiR program on creating a departmental culture shift to improve career advancement for women. Secondary outcomes included WiR's impact on women's satisfaction with pace of professional advancement, mentorship opportunities, work-life balance, and interest in research and teaching. Compared with 5 years prior, more women faculty members now believe that there is equitable access to career advancement opportunities and that the formal WiR program has contributed to a positive culture shift in the department. Significant gains in women faculty members' satisfaction with pace of their professional advancement were demonstrated. During the study period, more women developed interest in teaching and research, served as mentors, and perceived improvements in work-life balance compared with baseline. A structured, intentional WiR program can contribute to improved workplace gender equity, career satisfaction for women, and a positive departmental culture shift to support the needs of women in radiology.

Work-life Balance Is Matter during COVID-19 Pandemic?

This study analyzes change in public perceptions of Work-life balance (WLB) and factors that contribute to the impact on it during the COVID-19 pandemic. It examines changes in perception, differences in relation to individual characteristics, and factors affecting perception, using data from a public perception survey conducted in 2014 and 2021. The public perception of WLB reduced the perception of the importance and necessity of WLB in the COVID-19 pandemic in 202 compared to 2014. Second, differences were seen in the perception of WLB according to age, education level, and ideological orientation. In particular, respondents in their 20s and 30s recognized the need for WLB in the context of the COVID-19 pandemic. Third, the main factors affecting the perception of WLB were age, job type, ideological orientation, and trust in the government. The older the age, the lower the perception of the WLB, and ideological orientation had a positive (+) effect. Trust in Government had a positive (+) effect on the importance of a work label and a negative (-) effect on necessity. In addition, self-employment had a negative (-) effect on the lack of WLB, showing that the self-employed are strongly aware of the necessity of work rather than leisure in the context of the COVID-19 pandemic.

Indiana Public High School Parents’ Perceptions of Interscholastic Competitive Balance

As part of the educational mission of interscholastic athletics, ensuring competitive balance is a priority of state athletic associations nationwide. Specifically, teams playing within a postseason championship tournament should have a fair and equitable chance to win. Private high schools, in particular, have been the focus of competitive balance scrutiny from public high school stakeholders due to disproportionately high success in many states. Despite much anecdotal scrutiny from public stakeholders, it is not clear how much they know about interscholastic policy or private school characteristics. Therefore, this study set to explore Indiana public high school parents’ perceptions of interscholastic competitive balance through qualitative interview data. Using thematic analysis, five themes emerged from the data influential to competitive balance (location, policy, sport culture, financial resources, and education). Each of these themes was influenced by an omnipresent private school impact, which reinforced a need for additional education of policy and private school characteristics.

Work-Life Balance Research in Athletic Training: Perspectives on Future Directions.

Work-Life Balance Research in Athletic Training: Perspectives on Future Directions.

#PhDlife: The effect of stress and sources of support on perceptions of balance among public administration doctoral students

ABSTRACT Emerging studies indicate a dangerous trend regarding high levels of stress, depression, and burnout among graduate students across all disciplines. This study focuses on public administration doctoral students specifically and probes this issue further by asking how stress and sources of social and institutional support affect students’ perceptions of stress and balance in their lives. To address this, we surveyed students about their experiences navigating and managing stress in their respective doctoral programs and found that four sources of support were critical in decreasing students’ stress and perceptions of conflict between their academic and non-academic lives. Our results help to understand the complex experiences of public administration doctoral students and offer insight into how sources of support can help mitigate stress and improve the lives of students. We conclude with recommendations for how doctoral programs can encourage and provide these critical supports and begin to institutionalize student well-being.

Investigating balance, gait, and physical function in people who have undergone thoracic surgery for a diagnosis of lung cancer: A mixed-methods study.

ObjectivesSymptoms associated with lung cancer and thoracic surgery might increase fall risk. We aimed to investigate: 1) balance, gait and functional status in people post-thoracic surgery compared to healthy controls; 2) perceptions of balance, gait and functional status.MethodsRecruitment targeted older adults (≥50 years) who had undergone thoracic surgery for a diagnosis of lung cancer in the previous 3 months, and healthy age-matched controls. Dynamic and static balance, gait velocity, knee-extension strength and physical activity levels were assessed using the BESTest, Kistler force plate, GAITRite system, Biodex System 3 and CHAMPS questionnaire, respectively. Two-part semi-structured interviews were conducted post-surgery.ResultsIndividuals post-surgery (n = 15) had worse dynamic balance and gait, and lower levels of moderate/vigorous physical activity (MVPA) (all p<0.05) versus healthy controls (n = 15). Strength did not differ between groups (p > 0.05). No associations between BESTest and strength or physical activity existed post-surgery (p > 0.05). Three themes were identified: 1) Symptoms affect daily activities; 2) Functional assessments alter perceptions of balance ability and 3) Open to supervised rehabilitation.ConclusionBalance, gait and MVPA are impaired post-thoracic surgery, yet balance was not viewed to be important in enabling activities of daily living. However, supervised rehabilitation was considered acceptable.

Work-life balance among newly employed officers – a qualitative study

BackgroundA military career puts great demands on the individual as regards combining working life and private life. The military and the family both demand time, energy, engagement, and commitment from the individual. Finding an appropriate balance between work and non-work might be particularly complex during military training and deployments that require extended periods away from home. The aim of this study was to investigate newly employed officers’ perceptions of work-life balance and its implications for future careers.Participants and procedureThis article is based on 34 semi-structured interviews with newly employed officers and non-commissioned officers in the Swedish Armed Forces (SAF). The interviews were analyzed according to the six-phase ap-proach of coding and theme development by thematic analysis.ResultsThe analysis resulted in the emergence of three main themes: coping with different loyalties, individual and organizational strategies, and concerns about the future. All officers expressed loyalty to their work and organi-zation, but these perceptions were influenced by significant others in private life. High ambitions in combination with stressful working conditions made organizational supportive strategies important, but these differed be-tween units. Concerns about a constantly high workload and lack of recovery were highlighted, as well as con-cerns about future career and family building.ConclusionsIn order to retain qualified personnel, the SAF should provide support and create conditions that help employ-ees to balance work and non-work. A career in the Armed Forces will inevitably entail a reduced work-life bal-ance, and our results show that the newly employed officers are highly aware of this. To ease the pressure, the SAF could be clearer about the expectations on their new employees.

Faculty perceptions of work-life balance: the role of marital/relationship and family status

This study examined correlates of work-life balance perceptions for faculty from various marital/relationship and family statuses, using data from the multi-institutional survey of faculty from the Collaborative on Academic Careers in Higher Education (COACHE) project at Harvard University’s Graduate School of Education. Indicating lower work-life balance among single (rather than married/partnered) faculty, our findings call for colleges and universities to directly address the work-life struggles of single faculty members with and without children. Our findings also underscore the central importance of institutional support for making personal/family obligations and an academic career compatible for all faculty, supports that are correlated with better faculty work-life balance at the level of both individual faculty and the institution. In addition, we argue that institutional supports are particularly important for early-career faculty, who assessed their work-life balance consistently lower than faculty at higher ranks.

More Even Distribution of ACGME-mandated Cases Improves Residents' Perceptions of Fairness and Balance.

The Accreditation Council for Graduate Medical Education (ACGME) mandates minimum numbers of cases in many specialties, including anesthesiology, but resident scheduling is often done on the basis of time spent on each rotation rather the number of opportunities for specific cases, risking uneven case distribution, particularly for low-volume cases. We used the neuroanesthesia rotation as a model to evaluate a system to more evenly distribute ACGME-mandated cases among residents and assessed the effects on their perceptions of their experience on the rotation. In November 2018, we instituted a targeted operating room scheduling system at our institution by making specific daily assignment requests for anesthesia residents on the neuroanesthesia rotation. We used Shewhart control charts to analyze the variation in case distribution among all resident rotations (N = 91) from January 2018 to October 2019. We then surveyed residents who had experienced both systems (n = 15) and those who had experienced only the old system (n = 16). Shewhart p-charts of the proportion of ACGME-mandated cases assigned to each resident showed wide variation under the old scheduling system and a more even distribution under the new system. Residents reported significantly greater perceived fairness of case distribution and balance between their education and service obligations under the new system (response rates: 10/16 [62.5%] and 13/15 [86.7%]). Targeted resident scheduling based on ACGME-mandated case numbers rather than solely time spent on a rotation is feasible and can improve resident perceptions of fairness and balance between education and service, a top priority of the ACGME.

More Even Distribution of ACGME-mandated Cases Improves Residents’ Perceptions of Fairness and Balance

More Even Distribution of ACGME-mandated Cases Improves Residents’ Perceptions of Fairness and Balance

Work-life balance policies in high performance organisations: A comparative interview study with millennials in Dutch consultancies

The literature on work-life balance primarily focuses on how individuals cope with high work demands. This study, however, investigates how young professionals experience the work-life balance support offered by organisations. Twenty-four millennial consultants were interviewed to explore their perceptions of work-life balance and organisational support policies in an extreme work context. Twelve consultants worked for strategy houses with an average working week of around 60 hours, while the other 12 worked for general management consultancies with average working weeks of roughly 50 hours. Our comparative findings suggest that overall work-life balance perceptions stay positive in both settings. In strategy houses, where work pressures are highest, reported policies and practices go beyond health programmes, training and coaching, which are the most common work-life balance measures. Strategy houses monitor their consultants’ work-life balance experience weekly, provide options to outsource components of the work, and offer multiple forms of compensation. These further policies are much appreciated. Despite these positive assessments, we also observe an increase of negative work-life balance experiences due to the higher work pressures at strategy houses. There is, therefore, some ambiguity in the work-life balance perceptions of consultants, who recalibrate what are ‘normal’ work demands and reframe and refocus on the bright side of work life. Such occupational ideologies indicate a ‘dirty work’ experience.