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Occupational and individual determinants of work-life balance among office workers with flexible work arrangements
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology, Occupational Health Science. University of Gävle, Centre for Musculoskeletal Research.ORCID iD: 0000-0002-1280-1003
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology, Occupational Health Science. University of Gävle, Centre for Musculoskeletal Research.ORCID iD: 0000-0002-2741-1868
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology, Occupational Health Science. University of Gävle, Centre for Musculoskeletal Research.ORCID iD: 0000-0003-1443-6211
University of Gävle, Faculty of Health and Occupational Studies, Department of Occupational Health Science and Psychology, Occupational Health Science. University of Gävle, Centre for Musculoskeletal Research.ORCID iD: 0000-0002-7322-9346
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2020 (English)In: International Journal of Environmental Research and Public Health, ISSN 1661-7827, E-ISSN 1660-4601, Vol. 17, no 4, article id 1418Article in journal (Refereed) Published
Abstract [en]

Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.

Place, publisher, year, edition, pages
MDPI, 2020. Vol. 17, no 4, article id 1418
Keywords [en]
work-life balance; autonomy; job resources; job demands; work control
National Category
Occupational Health and Environmental Health
Research subject
Health-Promoting Work
Identifiers
URN: urn:nbn:se:hig:diva-30408DOI: 10.3390/ijerph17041418ISI: 000522388500294PubMedID: 32098327Scopus ID: 2-s2.0-85079902220OAI: oai:DiVA.org:hig-30408DiVA, id: diva2:1335320
Funder
Forte, Swedish Research Council for Health, Working Life and Welfare, 2009-1761Swedish Transport Administration, 2015/92392Available from: 2019-07-05 Created: 2019-07-05 Last updated: 2020-04-23Bibliographically approved

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Bjärntoft, SofieHallman, DavidMathiassen, Svend ErikLarsson, JohanJahncke, Helena

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