Work Life Integration-Concept-Definitions-Trends-Theories

The points of view expressed by the authors of videos, academic or non-academic articles, blogs, academic books or essays (“the material”) are those of their author(s); they in no way bind the members of the Global Wo.Men Hub, who, amongst themselves, do not necessarily think the same thing. By sponsoring the publication of this material, Global Wo.Men Hub considers that it contributes to useful societal debates. Material could therefore be published in response to others.

By Joan C. Williams, Jennifer L. Berdahl, and Joseph A. Vandello, Annu. Rev. Psychol. 2016. 67:515–39 First published online as a Review in Advance on
October 6, 2015 The Annual Review of Psychology is online at psych.annualreviews.org  This article’s doi: 10.1146/annurev-psych-122414-033710

Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man—the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done and life is lived meets resistance because it places these cherished identities at risk. Resistance to these identity threats keeps current workplace norms in place. This is why even the business case—which shows that current practices are not economically
efficient—fails to persuade organizations to enact change. What is needed now is sustained attention to the implicit psychological infrastructure that cements the mismatch between today’s workplace and today’s workforce.

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The points of view expressed by the authors of videos, academic or non-academic articles, blogs, academic books or essays (“the material”) are those of their author(s); they in no way bind the members of the Global Wo.Men Hub, who, amongst themselves, do not necessarily think the same thing. By sponsoring the publication of this material, Global Wo.Men Hub considers that it contributes to useful societal debates. Material could therefore be published in response to others.

By  Muhammad Rizky Afif, Advances in Social Science, Education and Humanities Research, volume 307, 1st Social and Humaniora Research Symposium (SoRes 2018)

ABSTRACT

The Millennials has become the key that become the foundation of the company. The aim of this study is to see which is the most effective mechanism between work-life balance & work-life integration which will boost up the work & potential
of them. First, we see the basic essence between that two variables. What is the contrast point between the two? From this explanation, it will be seen the effectiveness of which method is more engaged to millennials. This study was conducted using a
literature review method. In millennials today, work-life integration becomes a path chosen as long as the responsibility is complete. Even so, not all the companies could use the work-life integration concept, instead use work-life balance concept. This is
due to the difference of the job function that couldn’t use flexible working hours that use in work-life integration system.

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The points of view expressed by the authors of videos, academic or non-academic articles, blogs, academic books or essays (“the material”) are those of their author(s); they in no way bind the members of the Global Wo.Men Hub, who, amongst themselves, do not necessarily think the same thing. By sponsoring the publication of this material, Global Wo.Men Hub considers that it contributes to useful societal debates. Material could therefore be published in response to others.