Quality of Life and Work in Europe: Theory, Practice and by Margareta Back-Wiklund, Tanja van der Lippe, Laura den Dulk,
By Margareta Back-Wiklund, Tanja van der Lippe, Laura den Dulk, Anneke Doornie-Huskies
Excessive globalization, quickly altering places of work and kin styles have renewed the foreign curiosity in caliber of life. This book examines diverse institutional preparations, work-place stipulations and gendered paintings and care that impact the stipulations for reaching caliber of labor and lifestyles in eu nations.
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It is probably more important to feel good about your relationship than to merely have a spouse or partner, with whom your relationship may also be negative (Abendroth and Den Dulk, 2008). Outsourcing domestic work reduces the amount of time spent on domestic chores and can relieve the double burden of paid and domestic work. com - licensed to Universitetsbiblioteket i Tromso - PalgraveConnect - 2011-04-13 Laura den Dulk et al. 1057/9780230299443 - Quality of Life and Work in Europe, Edited by Margareta Back-Wiklund, Tanja van der Lippe, Laura den Dulk and Anneke Doorne-Huiskes A Theoretical Framework sufficient income: people can outsource tasks to house cleaners, babysitters, home maintenance suppliers, by ordering take-away food or going to a restaurant (De Ruijter, 2005).
She defines satisfaction with the work–life balance as an overall level of contentment resulting from an assessment of one’s degree of success at meeting job and family role demands (Valcour, 2007, p. 1512). This more positive understanding takes into account that the significance of work and family or private life differs between individuals and that the private life encompasses more than the family role alone (Abendroth and Den Dulk, 2008). A more positive approach has also resulted in research focusing on work engagement, as opposed to outcomes like burnout or stress.
Job insecurity is therefore very stressful and can have a negative impact on the quality of life of workers. , 2009). Of greatest relevance is whether employees are in control of the arrangements. The European Foundation for the Improvement of Living and Working Conditions (2002) makes a distinction between positive and negative flexibility. Positive flexibility means that workers can use flexible working arrangements to suit their own needs. Negative flexibility, on the other hand, is when flexible working arrangements are dictated by a worker’s tasks, clients or supervisor.