Work-Life Initiatives: Greed or Benevolence Regarding Workers

By Catherine Kirchmeyer. 2000

225 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/7affe4262320f27e1e4b2637082b084235a4df2f

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Citations in the corpus

Work-Life Balance: an Integrative Review (2017, background): “The third definition is balanced satisfaction across life domains (e.g., Clark 2000; Greenhaus et al. 2003; Kirchmeyer 2000).”
Challenges for work–life balance during COVID-19 induced nationwide lockdown: exploring gender difference in emotional exhaustion in the Indian setting (2020, background): “Even distribution of time, energy and commitment across different life domains lead to an experience of satisfaction among all domains, which altogether facilitate the attainment of WLB (Kirchmeyer, 2000).”
Achieving Work-Family Balance: An Action Regulation Model (2019, background): “Other conceptualizations of balance focus on domain involvement, arguing that a balanced person is highly and equally involved in both work and family domains (e.g., Kirchmeyer, 2000; Marks & MacDermid, 1996).”
Leaving Work at Work: A Meta-Analysis on Employee Recovery From Work (2019, background): “Moreover, personal resources might also result in greater confidence in the capacity to balance work and life, reducing one’s hesitancy to engage in recovery activities (Kirchmeyer, 2000).”
Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB (2007, background): “In reviewing the flexibility literature, scholars have generally concluded that the potential benefits of flexibility have not been fully realized and more theory building and research are needed (Avery & Zabel, 2001; Kirchmeyer, 2000; Perlow, 1997).”
The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research (2020, background): “WLB can be achieved through attentive engagement in multiple roles (Marks, 1977; Marks & MacDermid, 1996), in which time allocation and involvement are approximately equal (Kirchmeyer, 2000).”
Work–life balance: A review of the meaning of the balance construct (2008, background): “Kirchmeyer (2000) defined work–life balance as: ‘achieving satisfying experiences in all life domains and to do so requires personal resources such as energy, time, and commitment to be well distributed across domains’ (Kirchmeyer 2000: 80).”
The relation between work-family balance and quality of life (2003, background): “The inputs are the personal resources (Kirchmeyer, 2000) that are applied to each role.”
Constructs of the Work/ Life Interface: A Synthesis of the Literature and Introduction of the Concept of Work/Life Harmony (2011, background): “They proposed a definition of balance that attempted to combine the different foci of prominent researchers in the field: equality (Clark, 2000; Kirchmeyer, 2000; Marks & MacDermid, 1996; Mead, 1964) and engagement (Marks & MacDermid, 1996).”
Career advancement and family balance strategies of executive women (2009, methodology): “We use the term "career" instead of "work" because careers generally demand greater dedication than do series of jobs, and we understand careerlfamily balance as achieving satisfying experiences in career and family (Clark, 2000; Kirchmeyer, 2000).”
Work Life Balance: A Conceptual Review (2018, background): “Kirchmeyer [52] also defined a balanced life as achieving satisfying experiences in all life domains.”
The Workaholism Analysis Questionnaire: Emphasizing Work-Life Imbalance and Addiction in the Measurement of Workaholism (2013, background): “The Workaholism Battery (WorkBat; Spence & Robbins, 1992) and the Work Addiction Risk Test (WART; Robinson, 1989) are the two most widely used measures of workaholism. The WorkBat consists of three facets (i.e., work involvement, work drive, and work enjoyment; McMillan et al., 2002). Work involveme”