The concept of work-life balance has been a topic of discussion for decades. However, it wasn’t until the release of Greenhaus 2002 that a definitive framework was developed. The goal of this article is to provide an overview of the impact of Greenhaus 2002 on work-life balance.
Greenhaus 2002 was a seminal work that introduced the construct of work-family conflict. It highlighted the impact of work on family life and vice versa, challenging the notion that work and family were distinct entities that could be managed separately. Instead, it suggested that work-family conflict was an inevitable consequence of the spillover of demands and resources between work and family domains.
The framework proposed by Greenhaus 2002 identified three types of work-family conflict: time-based, strain-based, and behavior-based. Time-based conflict is when role demands in one domain interfere with the ability to meet role demands in the other domain. Strain-based conflict is when the stress associated with one role spills over into the other role. Behavior-based conflict is when behaviors or actions that are effective in one domain are ineffective or inappropriate in the other domain.
Research has shown that work-family conflict has numerous negative consequences for both work and family domains. Some of these negative effects include decreased job satisfaction, reduced workplace productivity, increased absenteeism, and higher levels of work stress. Moreover, work-family conflict has been linked to negative outcomes in the family domain, such as decreased marital satisfaction, parental effectiveness, and child well-being.
As a result of the Greenhaus 2002 framework, many organizations began to adopt work-family policies aimed at reducing work-family conflict. These policies include flexible work arrangements, telecommuting, job-sharing, and family leave programs. Furthermore, research has shown that organizations that implement such policies experience greater employee satisfaction, reduced turnover, and increased productivity.
In conclusion, the impact of Greenhaus 2002 on work-life balance cannot be overstated. Its introduction of the concept of work-family conflict provided a framework for understanding the spillover of demands and resources between work and family domains. This understanding has led to the development of numerous work-family policies and programs aimed at reducing work-family conflict, with positive outcomes for both the work and family domains.
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