Work-Life Harmony:Work-Life Harmony:Productivity AND PeaceProductivity AND Peace

E. Jeffrey Hill, Ph.D., CFLEBYU School of Family Life

jeff_hill@byu.edu

Brigham Young UniversityBrigham Young University

Family Studies CenterFamily Studies Center

BackgroundBackground Mission: to make Mission: to make

valuable contributions to valuable contributions to families by encouraging, families by encouraging, sponsoring, sponsoring, coordinating, and coordinating, and disseminating BYU’s disseminating BYU’s intellectual effort related intellectual effort related to the familyto the family

Sponsors 30 projects in Sponsors 30 projects in the United States and 10 the United States and 10 other countries other countries (Australia Bosnia, (Australia Bosnia, Cambodia, China, Japan, Cambodia, China, Japan, Russia, Singapore, South Russia, Singapore, South Africa, UK, and Vietnam)Africa, UK, and Vietnam)

Work-Life Harmony Work-Life Harmony TeamTeam

Dr. E. Jeffrey Hill,Dr. E. Jeffrey Hill, BYU BYU and IBMand IBM

Dr. Graeme Russell,Dr. Graeme Russell, Aequus PartnersAequus Partners

Ellen Galinsky,Ellen Galinsky, CEO CEO Families and Work Families and Work Institute Institute

Dr. Joseph Grzywacz,Dr. Joseph Grzywacz, Wake Forest UniversityWake Forest University

Dr. D. Russell Crane,Dr. D. Russell Crane, BYUBYU

Overview: Overview:

Metaphor of Harmony vs. BalanceMetaphor of Harmony vs. Balance Work-Life Harmony Conceptual Work-Life Harmony Conceptual

ModelModel Singapore National Study of Work-Singapore National Study of Work-

Life HarmonyLife Harmony– National Measure of Work-Life HarmonyNational Measure of Work-Life Harmony– Key FindingsKey Findings

IBM Global Work and Life Issues IBM Global Work and Life Issues Surveys (1986-2007)Surveys (1986-2007)– Key FindingsKey Findings

Work-Life MetaphorsWork-Life Metaphors

Metaphors influence our thoughtsMetaphors influence our thoughts ““Balance” and “Juggling”: are Balance” and “Juggling”: are

dominant work-family metaphorsdominant work-family metaphors Scarcity mentality based on timeScarcity mentality based on time Assumes a “Zero-Sum” game Assumes a “Zero-Sum” game Emphasis on conflictEmphasis on conflict Productivity comes at the Productivity comes at the

expense of individual peace. expense of individual peace.

Harmony: Harmony: A Better MetaphorA Better Metaphor Harmony Harmony instead of instead of BalanceBalance Person is the composer, Person is the composer,

orchestrator, and director of orchestrator, and director of his/her own life. his/her own life.

Life roles may harmonize or be Life roles may harmonize or be dissonant (Work and family are dissonant (Work and family are pre-eminent)pre-eminent)

Emphasis on facilitation as well as Emphasis on facilitation as well as conflict conflict

Productivity AND peace are BOTH Productivity AND peace are BOTH possible simultaneouslypossible simultaneously

2006 Singapore National Study of Work-Life 2006 Singapore National Study of Work-Life

HarmonyHarmony Objectives of StudyObjectives of Study

For the MCYSFor the MCYS Develop Develop Singapore National Study of Work-Life Singapore National Study of Work-Life

HarmonyHarmony Develop a Develop a National Measure of Work-Life Harmony National Measure of Work-Life Harmony

(Establish a scaled benchmark to measure progress (Establish a scaled benchmark to measure progress over time in Singapore)over time in Singapore)

Explore relationship of Work-Life Harmony to work Explore relationship of Work-Life Harmony to work and family outcomes (especially fertility) and family outcomes (especially fertility)

Provide data for research-based policy discussionProvide data for research-based policy discussion

For the Family Studies CenterFor the Family Studies Center Validate scholarly model of theValidate scholarly model of the

Work-Family Interface in SingaporeWork-Family Interface in Singapore Publish work-family scholarly articles Publish work-family scholarly articles

in leading academic journals in leading academic journals

Methodology:Methodology:

Conceptual model includes Conceptual model includes predictors and outcomes of work-predictors and outcomes of work-life harmony.life harmony.

(A) Work Characteristics

(B) Individual Characteristics

(C) Family Characteristics

(F) Work-to-HomeConflict/Facilitation

(F) Home-to-WorkConflict/Facilitation

(D) Work-to-HomeAdaptive

Strategies

(E) Home-to-WorkAdaptive

Strategies

(H) Work Vitality

(I) Personal Vitality

(J) Family Vitality

(G)

Work/Life Harmony

*Focus groups were conducted to validate the model for Singapore

(K) CommunityVitality

Development ProcessDevelopment Process Expert consultation (Russ Crane, Ellen Expert consultation (Russ Crane, Ellen

Galinsky, Joseph Grzywacz, E. Jeffrey Hill Galinsky, Joseph Grzywacz, E. Jeffrey Hill and Graeme Russell)and Graeme Russell)

Focus groups in Singapore (Focus groups in Singapore (N = N = 93)93) Item constructionItem construction Pilot study Pilot study (N = (N = 435)435) Scale reliability analysis Scale reliability analysis Final survey (Final survey (N = N = 1601) 1601) Confirm scale reliability Confirm scale reliability Create measureCreate measure

Singapore Measure of Singapore Measure of Work-Life HarmonyWork-Life Harmony

The QuestionsThe Questions All in all, I am able to effectively integrate my All in all, I am able to effectively integrate my

work responsibilities and family/personal work responsibilities and family/personal aspirations. aspirations.

How easy or difficult is it for you to integrate your How easy or difficult is it for you to integrate your work and your personal/family life? work and your personal/family life?

My job fits well with: My job fits well with: My individual personalityMy individual personality My desire to be happily married. My desire to be happily married. My desired number of children.My desired number of children. My desire to spend time with my family/children.My desire to spend time with my family/children. My preferred pace (tempo) of life.My preferred pace (tempo) of life. My desire for social interaction (e.g. time with friends).My desire for social interaction (e.g. time with friends). My personal aspirations.My personal aspirations.

Singapore Measure of Singapore Measure of Work-Life Harmony Work-Life Harmony

9 Item Measure

Coefficient Alpha = .91

Highly Reliable

Methodology:Methodology:

Final survey is comprehensive and Final survey is comprehensive and nationally representative of nationally representative of Singapore.Singapore. Survey consists of 155 questions and represents the Survey consists of 155 questions and represents the

conceptual model plus important demographics. conceptual model plus important demographics.

Sample is nationally representative of employed Sample is nationally representative of employed persons in Singapore persons in Singapore ((N N = 1601)= 1601)

Margin of Error: Overall = +/- 2%Margin of Error: Overall = +/- 2%(Male = +/- 3%; Female = +/- 4%)(Male = +/- 3%; Female = +/- 4%)

Interviews conducted by Interviews conducted by

aAdvantage Consulting Group aAdvantage Consulting Group (35-45 minute interview)(35-45 minute interview)

Oversampling of 100 mothers with Oversampling of 100 mothers with pre-school children (weighted results)pre-school children (weighted results)

Calculation of the measureCalculation of the measure

Mean of nine questions in the scale is calculated. Mean of nine questions in the scale is calculated.

(Range from 1=no harmony to 4=total harmony)(Range from 1=no harmony to 4=total harmony) Mean is scaled from 0 to 100.Mean is scaled from 0 to 100. 0=no harmony, 100=total harmony0=no harmony, 100=total harmony Singapore Work-Life Harmony measure is:Singapore Work-Life Harmony measure is:

Singapore National Singapore National Measure of Work-Life Measure of Work-Life HarmonyHarmony

6464

National Measure of Work-Life HarmonyNational Measure of Work-Life Harmony

Positive Link Between Positive Link Between Work-Life Harmony and Work-Life Harmony and FertilityFertility

Controlling for age, education, gender, and HH Controlling for age, education, gender, and HH income, the odds of reporting fewer children than income, the odds of reporting fewer children than ideal is more than two times greater for those with ideal is more than two times greater for those with little work-life harmony than those with high work-life little work-life harmony than those with high work-life harmony.harmony.

Controlling for age, education, gender, and HH Controlling for age, education, gender, and HH income, the odds of reporting fewer children than income, the odds of reporting fewer children than ideal ideal coupled with no intentioncoupled with no intention to have more to have more children, is over 2X greater for participants with children, is over 2X greater for participants with low work-life harmony than those with high work-low work-life harmony than those with high work-life harmony. life harmony.

Poor work-life harmony is associated with Poor work-life harmony is associated with having fewer children than is believed to be having fewer children than is believed to be

ideal.ideal.

Summary of Singapore Summary of Singapore Results:Results: Harmony=Productivity AND Harmony=Productivity AND PeacePeace Business case for work-life harmony is strongly Business case for work-life harmony is strongly

validated: it predicts valued work, personal, and validated: it predicts valued work, personal, and family outcomes (Productivity AND Peace). family outcomes (Productivity AND Peace). – Greater job loyalty, satisfaction, opportunity, performanceGreater job loyalty, satisfaction, opportunity, performance– Less job attritionLess job attrition– Greater life satisfaction, physical health, mental healthGreater life satisfaction, physical health, mental health– Enhanced marital and family satisfactionEnhanced marital and family satisfaction– Higher fertilityHigher fertility

Work-life harmony is predicted by:Work-life harmony is predicted by:– Personal: Health, sleep, personal incomePersonal: Health, sleep, personal income– Work: Manager support and workplace flexibility Work: Manager support and workplace flexibility – Family: Participation in family activities, and having both Family: Participation in family activities, and having both

children and elders living in the home. children and elders living in the home.

Employees express most interest in flexible work Employees express most interest in flexible work options (especially flextime) and paid leave options (especially flextime) and paid leave

National Work-life Harmony Measure can be used National Work-life Harmony Measure can be used as a benchmark to measure progress over timeas a benchmark to measure progress over time

IBM Work and Life IBM Work and Life Issues Surveys (1986-Issues Surveys (1986-2007)2007)US (‘86, ‘91, ‘96); Global (‘01, ‘04, US (‘86, ‘91, ‘96); Global (‘01, ‘04,

‘07) ‘07) – Industry leading surveysIndustry leading surveys– 21 years of trending available21 years of trending available

2007 IBM Global Work and Life 2007 IBM Global Work and Life Issues Survey FactsIssues Survey Facts– 75 countries75 countries– 10 languages10 languages– 88 core questions88 core questions– 59k invitees, 43% response rate59k invitees, 43% response rate– 52k write-in comments52k write-in comments

0

40

80

1996 2001 2004 2007

Hours Worked

Flexibility in Where Work is Done

Working from Home is Acceptable

Work/Life Difficulty

Findings at IBM: Flexibility = Findings at IBM: Flexibility = Productivity AND peace. Productivity AND peace.

WOMEN %

1. Flexibility in WHERE work gets done 352. Greater management acceptance of W/L 283. Part-time, job share, reduced hours 244. Child care services 245. Flexibility in WHEN work gets done 24

6. Greater W/L education for employees 177. Elder care services 12

2007 IBM OVERALL %

1. Flexibility in WHERE work gets done 362. Flexibility in WHEN work gets done 253. Greater management acceptance of W/L 254. Child care services 215. Greater W/L education for employees 216. Part-time, job share, reduced hours 167. Focus on needs of older workers 15

MEN %

1. Flexibility in WHERE work gets done 362. Flexibility in WHEN work gets done 263. Greater management acceptance of W/L 254. Greater W/L education for employees 225. Child care services 206. Focus on needs of older workers 16 16 7. Part-time, job share, reduced hours 13

FIRST-LINE MANAGERS %

1. Greater management acceptance of W/L 322. Flexibility in WHERE work gets done 303. Child care services 224. Flexibility in WHEN work gets done 205. Greater W/L education for managers 186. Elder care services 157. Part-time, job share reduced hours 15

IBM employees perceive IBM employees perceive that greater flexibility is the that greater flexibility is the key to greater harmony.key to greater harmony.

TOP 10 COUNTRIES for Work-at-TOP 10 COUNTRIES for Work-at-HomeHome

1. United States1. United States 31% 31% (+12)(+12)

2. UK2. UK 18% 18% (+11)(+11)

3. Australia3. Australia 16% 16% (+10)(+10)

4. Canada4. Canada 16% (+ 16% (+ 6)6)

5. Germany5. Germany 11% (+ 11% (+ 6)6)

6. Austria6. Austria 10% (+ 10% (+ 4)4)

7. Brazil7. Brazil 7% (+ 6)7% (+ 6)

8. Mexico8. Mexico 7% (+ 5)7% (+ 5)

9. Netherlands9. Netherlands 7% (+ 2)7% (+ 2)

10. South Africa10. South Africa 6% (+ 5)6% (+ 5)

Working from home acceptable in my work group: US 1996 34%US 2001 51%US 2004 69% US 2007 79%IBM 2007 70%

Commitment NOT questioned for using flexible work arrangements:US 1996 33%US 2001 42%US 2004 48% US 2007 46%IBM 2007 55%

Globally, work-at-home has Globally, work-at-home has increased from 5% in ’01, to increased from 5% in ’01, to 10% in ’04, to 15% in ‘0710% in ’04, to 15% in ‘07

Flexibility and Harmony: Flexibility and Harmony: Finding an Extra Day per Finding an Extra Day per WeekWeek

Study uses “Break Point” analysis: Mathematical Study uses “Break Point” analysis: Mathematical point in hours per week at which 50% of point in hours per week at which 50% of respondents report difficulty managing work-life respondents report difficulty managing work-life demands. demands.

Overall Break Point:Overall Break Point:– 52 hours/week for those without flexibility52 hours/week for those without flexibility– 60 hours/week for those with flexibility60 hours/week for those with flexibility– Benefit of 8 hours/week (an extra day per week)Benefit of 8 hours/week (an extra day per week)

Break Point for Women with Pre-schoolersBreak Point for Women with Pre-schoolers– 32 hours/week for those without flexibility32 hours/week for those without flexibility– 43 hours/week for those with flexibility43 hours/week for those with flexibility– Benefit of 11 hours/week (an extra day per week)Benefit of 11 hours/week (an extra day per week)Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding

an extra day a week: The positive effect of job flexibility on work and family life balance. Family Relations 50(1), 49-58 *Data from IBM 1996 United States Work and Life Issues Survey

60-Hour Dual-Earner 60-Hour Dual-Earner Work Week Promotes Work Week Promotes HarmonyHarmony Comparison of three couple work arrangements:Comparison of three couple work arrangements:

– FT/FT: Both partners work 40+ hours per weekFT/FT: Both partners work 40+ hours per week– 60 Hour: Both partners work and at lest one works part-60 Hour: Both partners work and at lest one works part-

timetime– FT/NE: One partner works full-time, the other is not FT/NE: One partner works full-time, the other is not

employed.employed. 60-hour group compares favorably to other groups60-hour group compares favorably to other groups

– Greater job flexibilityGreater job flexibility– Improved work-family fitImproved work-family fit– Enhanced family satisfactionEnhanced family satisfaction– Less work-to-family conflictLess work-to-family conflict

1.5 jobs per family seems to work best1.5 jobs per family seems to work bestHill, E. J., Mead, N. T., Dean, L. R., Hafen, D. M., Gadd, R., Palmer, A. A., & Ferris, M. (2006). Researching the 60-hour dual-earner work week: An alternative to the “opt out revolution.” American Behavioral Scientist. 49, 1184-1203. *Data from IBM 2004 Global Work and Life Issues Survey

Dinnertime and Dinnertime and HarmonyHarmony Long work hours associated with:Long work hours associated with:

– lower perceived life successlower perceived life success– poorer family relationship qualitypoorer family relationship quality– greater work-family conflictgreater work-family conflict– perceptions of unhealthy workplaceperceptions of unhealthy workplace

Dinnertime mediated all these Dinnertime mediated all these relationships.relationships.

Greater work-life harmony is achieved Greater work-life harmony is achieved when employees use flexibility to when employees use flexibility to maintain regular family mealtime, even maintain regular family mealtime, even in the face of long work hours. in the face of long work hours.

Jacob, J., Allen, S. M., Hill, E. J. Mead, N. L. (In Press). Work Interference with Dinnertime as a Mediator and Moderator Between Work Hours and Work and Family Outcomes. Family and Consumer Sciences Research Journal. *Data from IBM 2004 Global Work and Life Issues Survey

Work and Family Work and Family Facilitation and Facilitation and HarmonyHarmony Qualitative analysis of 13,315 free response Qualitative analysis of 13,315 free response

comments from 13 countries to two questions comments from 13 countries to two questions asking about how work and family facilitate one asking about how work and family facilitate one another.another.

Work-to-family facilitationWork-to-family facilitation– Work place flexibilityWork place flexibility– Financial benefitsFinancial benefits– Ability to keep family commitmentsAbility to keep family commitments

Family-to-work facilitationFamily-to-work facilitation– Supportive family relationshipsSupportive family relationships– Psychological benefits of home Psychological benefits of home Hill, E. J., Allen, S., Jacob, J. I., Bair, A. F., Bikhazi, S. L., Cox, A.,

Martinengo, G., Parker, T. T., & Walker, E. (2007). Work-family facilitation: Generating theory using a qualitative assessment. Advances in Developing Human Resources, 9(4), 507-526 *Data from IBM 2004 Global Work and Life Issues Survey

Understanding Workplace Understanding Workplace Flexibility:Flexibility:Gender and Life-Stage are KeyGender and Life-Stage are Key

Study flexibility usage during 5 life stagesStudy flexibility usage during 5 life stages1.1. <35 years old, no children<35 years old, no children2.2. Children, oldest less than 6Children, oldest less than 63.3. Children, both less than 6 and 6+Children, both less than 6 and 6+4.4. Children, just 6+Children, just 6+5.5. >45 years old, no children>45 years old, no children

Curvilinear relationship in use of flexibilityCurvilinear relationship in use of flexibility– At stage 1 no differences in flexibility useAt stage 1 no differences in flexibility use– Women use flexibility more during stages 2-4Women use flexibility more during stages 2-4– Few differences at stage 5Few differences at stage 5

Gender and life stage are key to understanding Gender and life stage are key to understanding flexibilityflexibility

Hill, E. J., Jacob, J. I., Shannon, L., Martinengo, G., & Crouter, A. (In Press). Exploring the Relationship of Workplace Flexibility, Gender, and Life Stage to Family-to-Work Conflict, and Stress and Burnout. Community, Work and Family, 11(2).

*Data from WFD-Sloan Multi-Organization Database

The metaphor of harmony is more The metaphor of harmony is more productive than the metaphor of productive than the metaphor of balance. balance.

Workplace flexibility is an Workplace flexibility is an important tool to promote important tool to promote harmony.harmony.– However, one size does not fit allHowever, one size does not fit all

Research supports the business Research supports the business and personal case for harmony.and personal case for harmony.

Productivity AND peace are BOTH Productivity AND peace are BOTH possible simultaneously.possible simultaneously.

ImplicationsImplications

Work-Life Harmony:Work-Life Harmony:Productivity AND PeaceProductivity AND Peace

THANK YOU!THANK YOU!

E. Jeffrey Hill, Ph.D., CFLEBYU School of Family Life

jeff_hill@byu.edu