Abstract
Purpose - This paper reflects on the underlying conflicts associated with current work-life balance and travel-to-work policies, as employed in organizations in the UK.Design/methodology/approach - A mixed method approach is used to ascertain (1) whether professional work-group cultures limit the effectiveness of work-life balance policy; and, (2) the extent spillover is present between work-life balance and transport preferences, especially car use? These concerns are explored empirically using an in-depth local level quantitative-qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England). Findings - The evidence presented in this paper suggests: (i) work-group cultures prevent employees, especially women, from achieving work-life balance; (ii) there is spillover between work and non-work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work-life balance, and; (iii) specific conflicts are reported in balancing work with travel-to-work, especially car parking. Practical implications - The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of HR policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the ‘choice’ to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home-based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change.Originality/value - This paper provides important recommendations for employers, and HR managers, designing and implementing work-life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance.
Purpose - This paper reflects on the underlying conflicts associated with current work-life balance and travel-to-work policies, as employed in organizations in the UK.Design/methodology/approach - A mixed method approach is used to ascertain (1) whether professional work-group cultures limit the effectiveness of work-life balance policy; and, (2) the extent spillover is present between work-life balance and transport preferences, especially car use? These concerns are explored empirically using an in-depth local level quantitative-qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England). Findings - The evidence presented in this paper suggests: (i) work-group cultures prevent employees, especially women, from achieving work-life balance; (ii) there is spillover between work and non-work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work-life balance, and; (iii) specific conflicts are reported in balancing work with travel-to-work, especially car parking. Practical implications - The research findings suggest that transport, especially employee car parking, needs to be considered a focal point in the planning and implementation of HR policies. Employers also need to reconsider their approach to flexible working to dissolve the negative repercussions that the ‘choice’ to work flexibly has for the careers of highly skilled workers, especially working mothers. Increases in formalised home-based teleworking, restructuring the gender balance in management, and positive discrimination toward certain groups offer potential routes for change.Originality/value - This paper provides important recommendations for employers, and HR managers, designing and implementing work-life balance policies. Transport issues, presently considered largely external from the employer perspective, have central relevance.