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Item Survey reveals two-thirds of NZ employees want more work-life flexibility – How should employers respond?(The Conversation Media Group Ltd, 2022-09-16) Macpherson W; Tootell B; Scott J; Kobayashi KItem The relationship between organisational context and work-life balance of employees in New Zealand : a quantitative study using social exchange theory : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand(Massey University, 2022) Malenga, JosephineWork-life balance (WLB) is often a determining factor in terms of employee retention, commitment, and satisfaction. Demographic changes such as the increase of women in the labour force, ageing populations and family structures, have resulted in employees shifting their lifestyle focus from solely work to catering to their non-work activities as well. This has also evolved the relationship between employee and employer. According to social exchange theory (SET), the employment relationship is built on the rule of reciprocity where employee attitudes and behaviours are influenced by expected benefits or fulfilment of needs. This thesis will address the application of SET to WLB by investigating how the concepts of perceived organisational support (POS), employee engagement (defined as organisational and job engagement) and the psychological contract (PC) interact with WLB. The primary research design used in this study is a cross-sectional correlational survey. The target participants were New Zealand (NZ) based individuals employed in various fields and positions. A total of 114 fully completed surveys were analysed using the partial least squares structural equation model (PLS-SEM) technique. To help further explore key findings from the quantitative analysis, semi-structured qualitative interviews with a diversity expert, a senior human resource professional, and a human resource professor provided valuable insights with which to triangulate and extend the survey findings. POS was found to influence all the PC dimensions and WLB. Organisational engagement did not have any influence on either the PC dimensions or WLB, while job engagement had a negative influence on WLB. This presents concerns for employers on how attachment to the organisation may or may not impact areas other than WLB, such as turnover and organisational citizenship behaviour. The only PC dimensions with an influence on WLB were those related to job content and the respect for private life. The study offers a framework on how the context that the organisation offers impacts employees’ perceptions of WLB. The implication that there is a link between what employees expect and how they relate to WLB demonstrates the importance for practitioners to take a more personalised approach around WLB practices if they are to be effective.Item An exploration of influences on the careers of professional women planners : a 152.803 research report presented in partial fulfilment of the requirements of the Master of Business Studies at Massey University, Albany, New Zealand(Massey University, 2016) Campbell, Phillipa JeanThe literature which explores key influences on women’s career pathways suggests women’s careers are a blend of the work and non-work facets of their lives. The kaleidoscope career model (Mainiero & Sullivan, 2005, 2006) portrays the attributes of authenticity, balance and challenge as constants in a woman’s life and drivers which move constantly to shape her career at any particular point in its trajectory. The model seeks to explain why women ‘opt-out’ or work in different ways throughout their career. There is little knowledge or research on professional women planners and the influences on their careers. The report explores key influences using thematic analysis to analyse interview data from six participants. The results show professional women planners are adept at crafting their careers and taking into account their own particular objectives, needs and life criteria. They are able to work in a range of ways throughout their careers, from the corporate and local government sectors through to running their own consultancy practices in the private sector. The report finds they are able to do this without ‘opting out’, and integrate the facets of the kaleidoscope career model to take into account their own particular circumstances.Item Equestrian sport and the work-life interface : an exploratory study on the combination of horses, family and work in competitive, working horse riders : a thesis presented in partial fulfillment of the requirements for the degree of Master of Science in Psychology at Massey University, Albany, New Zealand(Massey University, 2015) Craies, SusannahThis study investigated the work-life interface and individual outcomes in a novel population of working, equestrian athletes. Work-life balance, enrichment and conflict were investigated under the premise that non-work roles other than family may significantly influence individual and organisational outcomes. Competitive equestrian athletes working outside of equestrian sport (N=100) completed a questionnaire on work-life balance, enrichment, conflict, coping, satisfaction, perceived stress, commitment and performance. Confirmatory factor analysis provided support for the use of modified scales in this population, and alluded to important relationships between variables. Consistent with previous research in the work-life field, this study found significant relationships between work-life balance and enrichment and positive individual outcomes such as life satisfaction, job satisfaction, performance and stress. This study also found significant relationships between work-life conflict and negative individual outcomes. Additionally, this study found work commitment and equestrian sport commitment significantly influenced work-life balance enrichment and conflict. This study concludes that the combination of equestrian sport, work and family is important to consider under the umbrella of work-life balance, enrichment and conflict. In summary, whether equestrian athletes experience positive or negative psychological and performance outcomes is greatly influenced by work-life balance, enrichment, conflict and commitment to roles. Further research should move beyond this exploratory study to further investigate how these variables interact in larger, more complex models.Item Correlates of the use and perceived importance of family friendly initiatives : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University(Massey University, 2001) Pianina, JennyThe present research investigated the relationship between family friendly initiatives (FFIs) and work-family conflict (WFC), performance, psychological strain, and turnover intent. In addition to considering the use of FFIs the current study also examined the perceived importance of FFIs, currently a neglected variable in FFI research. The importance of considering factors that may impact on the relationship between the use of FFIs and outcomes was also addressed in the current study by examining several support variables both within and outside the organisation, as well as psychological job involvement and effort in the work and family domains. Respondents were from one large New Zealand organisation that had well established FFIs in place. A self-report questionnaire was developed that contained items from existing scales as well as some items developed specifically for the current research. Overall 169 male and female employees returned useable questionnaires resulting in a response rate of 51 percent. As expected women perceived FFIs to be more important than men, but only those women with dependents. Interestingly the men in the current study showed higher levels of WFC than the women. In terms of 'outcomes' use of FFIs was positively related to intention to stay, this relationship was mediated though by team leader support and the work-family balance dimension of organisational support. Use of FFIs was also positively related to psychological strain suggesting that as strain increases so does the use of FFIs. Limitations of the current research along with suggestions for future research.Item Turnover intentions of New Zealand employees : a multi-study comparison of skill levels : Master of Management in Human Resource Management at Massey University, Albany, New Zealand(Massey University, 2015) Eastgate, Lindsay RichardThis study investigates turnover intentions across three different skill levels of New Zealand employees: low-skilled (Study 1), semi-skilled (Study 2), and skilled (Study 3) using both quantitative and qualitative methods. Specifically, this study first compares job autonomy, supervisor support, and work-life balance towards job satisfaction and turnover intentions and then ultimately, tests a two mediator model in which firstly, work-life balance and then job satisfaction act as the mediators towards turnover intentions. These mediator effects were confirmed by Monte Carlo analysis. Overall, there is strong support across the studies that work-life balance predicts job satisfaction, which in turn predicts turnover intentions. Towards the antecedents, there is uniformity between low-skilled and skilled employee samples, with supervisor support predicting work-life balance and job autonomy predicting both work-life balance and job satisfaction. Finally, this study uses qualitative interviews (Study 4) to add depth to the quantitative results and explore any additional emerging themes, while also providing a personal narrative to the turnover literature, which is often missing. The interviews generally reinforced the quantitative findings although additional themes were found, and two mini-cases were explored regarding actual turnover. Overall, this thesis aids our understanding of turnover intentions across the various skill levels.Item Evaluation of the relationship between lifestyle balance, emotional regulation, and relapse with individuals with drug and/or alcohol problems : a thesis presented in partial fulfilment of the requirements for the degree of Masters of Science in Psychology at Massey University, Albany, New Zealand(Massey University, 2013) Dicks, Casey WilliamDrug and alcohol abuse costs the country over $5.3 billion per year (Slack, Nana, Webster, Stokes, & Wu, 2009). Treatment can reduce both the health and social cost of drug and alcohol abuse (Rout, 2008) but relapse remains a major problem (Stewart, 2000). Studies have shown lifestyle balance and emotion regulation are important factors in relapse prevention (Thakker & Ward, 2012; Matto, Strolin & Mogro-Wilson, 2008). This study explored the relationship between lifestyle balance, emotion regulation and relapse with 25 participants, aged between 18 and 55, actively seeking treatment through CADS North Action group. Participants reported their subjective lifestyle balance, emotion regulation, and whether they had relapsed, at three time periods (pre-, mid-, and post-treatment). Relapse rates were 56% at pre-, 42% at mid-, and 25% at post-treatment. Results indicate a positive relationship between lifestyle balance and relapse, which suggests that as lifestyle balance improves relapse decreases. Results also indicate that, as emotion regulation improves relapse decreases. A newly developed lifestyle balance questionnaire (LBQ) showed good psychometric properties, which were comparable with existing measures. This study addresses a gap in the literature on the relationship between lifestyle balance, emotion regulation and relapse, in a drug and alcohol population, and seems to be the first of its kind in New Zealand. Limitations of the research and future directions are discussed.Item An in-depth study into how organisational wellness programmes impact the work-life balance of CPIT's female part-time employees : a thesis presented in partial fulfilment of the requirements for the Masters of Business Studies in Human Resources Management at Massey University, Extramural, New Zealand(Massey University, 2013) Miles, Laura ElizabethThe purpose of this research was to gain an in- depth understanding of the organisational wellness programmes that contribute to and impact on the work- life balance of current female, part- time employee’s at Christchurch Polytechnic Institute of Technology (CPIT). The literature review has shown that although there has been extensive research conducted in the areas of work- life balance, organisational wellness programmes, flexible working arrangements and part- time employees, these topics have not been widely researched specifically looking at the impact of these factors on part- time employees. Some of the main literature findings include the idea that an employee’s wellbeing is holistic and because employees spend a lot of time in the workplace, it is important that the organisation recognises this and develops a workplace that contributes to their employee’s wellbeing and happiness. Unfortunately for some employees many organisations do not see employee wellness as a crucial workplace priority but rather as something that is nice to have. It is significant that this study focused on part- time employees, as working part- time has become an international phenomenon, with a substantial increase in the numbers of part-time workers occurring over the last twenty-five years. The methodology that was used for this research was a single organisation case study, which included semi- structured interviews, an analysis on policies and guidelines, and data from previous research. The main findings show that the interviewees use a wide range of organisational wellness programmes and benefits, and these make a positive contribution to their lives, work and their ability to achieve and maintain a work- life balance. They have many different motivations to voluntarily work part- time hours but the most common was the ability to be able to spend time with their families and children. Working part- time allows them to achieve a work- life balance and to spend more time doing things that they enjoy such as hobbies which helps to maintain that balance. This research contributes to the gap in the part- time employee literature and encourages other researchers to pursue further research in this area. It would be beneficial to conduct follow up research with the same group of employees to measure any change in attitude and perception towards their workplace, as it was apparent conducting the interviews that they were starting to realise just how much they value and enjoy their workplace, the benefits, wellness programmes and the ability to work flexibly.Item The life of freelance film production workers in the New Zealand film industry : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University(Massey University, 2009) Rowlands, LorraineEleven male and 10 female freelance production workers were interviewed about their experiences of life within the New Zealand film industry. Respondents’ accounts contrast sharply with glamorous images of the industry portrayed in the media. Respondents enjoyed the creative challenges, camaraderie, excitement, and intensity of their working lives and identified strongly with their work. However, they also experienced continual financial insecurity, unpredictable and demoralising periods of unemployment, and recurrent problems maintaining a reasonable work-life balance. Many of the older respondents cited these factors as their main reason for attempting to find work outside the industry. Female production workers appeared to pay a particularly high price for their involvement in the industry and often sacrificed other areas of their lives for their careers. Women frequently compensated for this imbalance by becoming even more career focussed, thus compounding the problems in non-work areas of their lives. Respondents’ accounts are interpreted in relation to current structural conditions, working practices, and power imbalances within the New Zealand film industry. It is argued that freelance production workers’ complex psychological relationship with their work is simultaneously a product of their work environment and helps to perpetuate industry conditions which disadvantage the workforce.Item Elder care, self-employed women and work-family balance: an exploration using work-family border theory : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Human Resource Management at Massey University, Palmerston North, New Zealand(Massey University, 2009) Bourke, Josephine EmilyDespite work-life balance being an area of interest to many researchers, there is little reference to any effects related specifically to elder care. Current demographics indicate that the proportion of elderly in the community is increasing, and with greater workforce participation (particularly among women workers) the availability of family caregivers is less guaranteed. Women are more likely to be responsible for elder care, and as they seek to manage their work and life, are also more likely to seek workplace flexibility, sometimes through self-employment. The effect that elder care may be having on the work-life balance of self-employed women is the focus of this research project. Using work-family border theory as a lens, this research documented the effect that elder care had on the lives of a group of self-employed women who also had elder care responsibilities. Eight women from the Wellington region participated in this research, which was carried out from a broadly phenomenological perspective. Each participant shared information, using a case study approach, about their business and elder care responsibilities. The results of this research indicate the profound effect of emotions in the elder care situation, and also the effect of expectations from others whose influences affected the ability of the participants to achieve work-life balance.