448:
employees to deal with work family issues so that organizational support is negatively connected to WFC (Kossek, Pichler, Bodner, & Hammer, 2011). Furthermore, Kossek et al. (2011) showed that work family specific support has a stronger negative connection with work family conflict. Interesting results by other researchers show that family friendly organizational culture also has an indirect effect on WFC via supervisor support and coworker support (Dolcoy & Daley, 2009). Surprisingly, some research also shows that the utilization of provided resources such as child care support or flexible work hours has no longitudinal connection with WFC (Hammer, Neal, Newson, Brockwood, & Colton, 2005). This result speaks against common assumptions. Also, the supervisor has a social-support function for his/her subordinates. As Moen and Yu (2000) showed supervisor support is an indicator for lower levels of WFC. Further support for this hypothesis stems from a study conducted by
Thompson and Prottas (2005). Keeping in mind the support function, organizations should provide trainings for the supervisors and conduct the selection process of new employees. Similar as for organizational support, the meta-analysis by Kossek et al. (2011) showed that general supervisor is negatively connected to WFC. Again, work–family-specific supervisor support has a stronger negative connection with WFC. Aside from support by the organization and the supervisor, research points out a third source of work-place support: The coworker. The informal support by the coworker not only correlates with positive aspects such as job satisfaction, but is also negatively associated with negative variables such as WFC (Dolcos & Doley, 2009; Thompson & Prottas, 2005).
152:, was largely influenced from the industrial revolution and the changes in the social role of men and women during this period. This theory implies that life is concerned mainly with two separate spheres: productive life which happens in the workplace and affective life which occurs at home. Structural functionalism theory believes in the existence of radical separation between work (institution, workplace, or market) and families. According to this theory, these two (workplace and family) work best "when men and women specialize their activities in separate spheres, women at home doing expressive work and men in the workplace performing instrumental tasks" (Kingsbury & Scanzoni, 1993; as cited in MacDermid, 2005:18).
164:'s concept of "greedy institutions". These institutions are called "greedy" in the sense that they make all-encompassing demands on the commitment and loyalty of individuals, and tend to discourage involvement in other social spheres. Institutions such as religious orders, sects, academia, top level sports, the military and senior management have been interpreted as greedy institutions. On the other hand, also the family has been interpreted as a greedy institution in consideration of the demands placed on a caretaker. When a person is involved in two greedy institutions—be it child care and university, or family and the military, or others—task and role conflicts arise.
265:
3220:
33:
410:
Conceptually, enrichment between work and family is bi-directional. Most researchers make the distinction between what is termed work–family enrichment, and what is termed family–work enrichment. Work–family enrichment occurs, when ones involvement in work provides skills, behaviors, or positive mood
215:
Spillover is a process by which an employee's experience in one domain affects their experience in another domain. Theoretically, spillover is perceived to be one of two types: positive or negative. Spillover as the most popular view of relationship between work and family, considers multidimensional
394:
In contrast to work–family conflict which is associated with several negative consequences, work–family enrichment is related to positive organizational outcomes such as job satisfaction and effort (Wayne et al., 2004). There are several potential sources enrichment can arise from. Examples are that
188:
In 1979, Piotrkowski argued that according to this theory employees "look to their homes as havens, look to their families as sources of satisfaction lacking in the occupational sphere." What distinguishes compensation theory from the previous theories is that, in compensation theory, for the first
206:
According to this theory, the combination of certain roles has a positive, rather than a negative effect on well-being. This theory states that participation in one role is made better or easier by virtue of participation in the other role. Moreover, this theory acknowledges the negative effect of
103:
is the equilibrium between the two. There are many aspects of one's personal life that can intersect with work, including family, leisure, and health. A work–life balance is bidirectional; for instance, work can interfere with private life, and private life can interfere with work. This balance or
227:
This theory is one of the recent models for explaining the relationship between work and family. According to this model, experience in one role (work or family) will enhance the quality of life in the other role. In other words, this model tries to explain the positive effects of the work–family
197:
Supplemental and reactive compensation theories are two dichotomies of compensation theory which were developed during the late 1980s and the early 1990s. While compensation theory describes the behavior of employees in pursuing an alternative reward in the other sphere, supplemental and reactive
116:
Several theories explain different aspects of the relationship between work and family life. Boundary theory and border theory are the two fundamental theories that researchers have used to study these role conflicts. Other theories are built upon the foundations of these two theories. In the two
447:
Research has focused especially on the role of the organization and the supervisor in the reduction of WFC. Results provide evidence for the negative association between the availability of family friendly resources provided by the work place and WFC. General support by the organization aids the
371:
There are various additional factors that might influence the effectiveness of WFC interventions. For example, some interventions seem more adequate to reduce family-to-work conflict (FWC) than WFC (Hammer et al., 2011). More research is still needed, before optimal treatments against WFC can be
179:
Based on this theory work and family do not affect each other, since they are segmented and independent from each other. The literature also reports the usage of the terms compartmentalization, independence, separateness, disengagement, neutrality, and detachment to describe this
438:
have been shown to be positively related to work–family enrichment (Wayne et al., 2004). Next to individual antecedents, organizational circumstances such as resources and skills gained at work foster the occurrence of work–family enrichment (Voydanoff, 2004). For example, abilities such as
140:
was separating economic work from the family home. The 19th century's technological advancements in machinery and manufacturing initiated the separation of work from family. However, it was not until the early 20th century that the first view of work–family theories started to take shape.
459:
A methodological review by Casper, Eby, Bordeaux, Lockwood, and
Lambert (2007) summarizes the research methods used in the area of work–family research from 1980 to 2003. Their main findings are that study samples do include diverse family types, and most research relies on surveys.
360:
in employees that were high in WFC. At the same time, employees having low WFC scores even decreased in physical health. This shows that even though interventions can help, it is important to focus on the right persons. Otherwise, the intervention damages more than it helps.
275:
Conceptually, the conflict between work and family is bi-directional. Scholars distinguish between what is termed work-to-family conflict (WFC), and what is termed family-to-work conflict (FWC). This bi-directional view is displayed in the figure on the right.
1086:
Lu, L., Kao, S. F., Cooper, C. L., Allen, T. D., Lapierre, L. M., O'Driscoll, M., Poelmans, S. A. Y., Sanchez, J. I., & Spector, P. L. (2009). Work resources, work-to-family conflict, and its consequences: A Taiwanese–British cross-cultural comparison.
348:
on the job correlates negatively with the employee's WFC. However, other functions of mentoring, like the role model aspect, appear to have no effect on WFC. Therefore, the mechanisms how having a mentor influences the work–family interface remain unclear.
207:
the work–family relationship, in which, only beyond a certain upper limit may overload and distress occur, however, the central focus of this perspective is mainly on the positive effects of work and family relationship, such as resource enhancement.
390:
which then may improve performance or involvement in another domain (Greenhaus & Powell, 2006). For example, involvement in the family role is made easier by participation in the work role (Wayne, Musisca, & Fleeson, 2004).
1250:
Kossek, E.E., Pichler, S., Bodner, T., & Hammer, L. (2011). Workplace Social
Support and Work–Family Conflict: A Meta Analysis Clarifying the Influence of General and Work Specific Supervisor and Organizational Support.
1277:
Hammer, L., Neal, M., Newson, J., Brockwood, K., & Colton, C. (2005). A Longitudinal Study of the
Effects of Dual-Earner Couples' Utilization of Family-Friendly Workplace Supports on Work and Family Outcomes.
317:
from
Western countries, such as U.S. Therefore, the generalizability of their findings is in question. Fortunately, there is also literature studying WFC and its consequences in other cultural contexts, such as
1126:
Hammer, L. B., Kossek, E., Anger, W., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors.
587:
326:. Lu, Kao, Cooper, Allen, Lapierre, O'Driscoll, Poelmans, Sanchez, and Spector (2009) could not find any cultural difference related in work-related and nonwork-related outcomes of WFC when they compared
242:
Work and family studies historically focus on studying the conflict between different roles that individuals have in their society, specifically their roles at work, and their roles as a family member.
451:
In terms of work–family enrichment, supervisors and organizations are also relevant, since they are able to provide with important resource (e.g., skills and financial benefits) and positive affect.
368:
related WFC. Additionally, this training is more effective, if the partner of the focal person is also participating. Therefore, integrating the family into the intervention seems to be helpful too.
121:(ICT) has drastically altered the work–life interface. Work can now be completed at any time and in any location, meaning that domains are more likely to be blended and boundaries barely exist.
108:) or can be beneficial (e.g., work–life enrichment) in nature. Recent research has shown that the work-life interface has become more boundary-less, especially for technology-enabled workers.
250:
conflict where the participation in one role interfere with the participation in another. Greenhaus and
Beutell (1985) differentiate three sources for conflict between work and family:
352:
In terms of primary and secondary intervention there are some results. Hammer, Kossek, Anger, Bodner, and
Zimmerman (2011) conducted a field study and showed that training
291:
with each other, more attention has been directed at WFC. This may because family demands are more elastic than the boundaries and responsibilities of the work role. Also,
283:. Family-to-work conflict occurs when experiences in the family interfere with work life. For example, a parent may take time off from work in order to take care of a sick
386:
Work–family enrichment or work–family facilitation is a form of positive spillover, defined as a process whereby involvement in one domain establishes benefits and/or
167:
A 2020 LinkedIn survey based on over 2.9 million responses concluded that employees struggling with work-life balance were 4.4 times more likely to show symptoms of
1073:
Grandey, A. A., Cordeiro, B. L., & Crouter, A. C. (2005). A longitudinal and multi-source test of the work–family conflict and job satisfaction relationship.
2363:
1100:
Pal, S., & Saksvik, P. Ø. (2008). Work–family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study.
1304:
Thompson, C. A., & Prottas, D. F. (2005). Relationships among organizational family support, job autonomy, perceived control, and employee well-being.
411:
which influences the family life in a positive way. Family-work enrichment, however, occurs when ones involvement in the family domain results in positive
634:"Contemporary Knowledge Workers and the Boundaryless Work–Life Interface: Implications for the Human Resource Management of the Knowledge Workforce"
1170:(2004). Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation.
976:
Schultz
Jennifer, Higbee Jeanne (April 2010). "An Exploration Of Theoretical Foundations For Working Mothers' Formal Workplace Social Networks".
1317:
Casper, W. J., Eby, L. T., Bordeaux, C., Lockwood, A., & Lambert, D. (2007). A review of research methods in IO/OB work–family research.
298:
Allen, Herst, Bruck, and Sutton (2000) describe in their paper three categories of consequences related to WFC: work-related outcomes (e.g.,
310:). For example, WFC has been shown to be negatively related to job satisfaction whereas the association is more pronounced for females.
2201:
2179:
592:
439:
interpersonal communication skills are learned at work and may then facilitate constructive communication with family members at home.
3105:
118:
1140:
Wilson, M. G., Polzer-Debruyne, A., Chen, S. & Fernandes, S. (2007). Shift work interventions for reduced work–family conflict.
952:
2949:
2511:
1626:
295:
has found that work roles are more likely to interfere with family roles than family roles are likely to interfere with work role.
219:
According to a 2021 study by Indeed, 53% of on-site workers found it challenging to stop thinking about work in their spare time.
3296:
3130:
1264:
Dolcos, S., & Daley, D. (2009). Work pressure, workplace social resources and work–family conflict: The tale of two sectors,
521:
3001:
2447:
1770:
1765:
1760:
1755:
1750:
1740:
1113:
Nielson, T. R., Carlson, D. S., & Lankau, M. J. (2001). The supportive mentor as a means of reducing Work–Family conflict.
128:, segmentation, compensation, supplemental and reactive compensation, role enhancement, spillover, and work enrichment model.
3785:
895:
874:
735:
702:
124:
Seven dominant theories have been utilized to explain this relationship on the boundary-border spectrum; These theories are:
334:
and India. Nevertheless, more cross-cultural research is needed to understand the cultural dimensions of the WFC construct.
3006:
1894:
1376:
1291:
Moen, P., & Yu, Y. (2000). Effective work/life strategies: Working couples, work conditions, gender, and life quality.
582:
279:
Accordingly, WFC might occur when experiences at work interfere with family life like extensive, irregular, or inflexible
341:
to reduce WFC is currently still very limited. As an exception, Nielson, Carlson, and Lankau (2001) showed that having a
3652:
419:
better with problems at work, feel more confident and in the end being more productive at work (Wayne, et al., 2004).
330:
and Taiwan. Likewise, Pal and
Saksvik (2008) also did not detect specific cultural differences between employees from
302:
or job performance), nonwork-related outcomes (e.g., life or family satisfaction), and stress-related outcomes (e.g.,
3243:
2418:
2206:
2174:
1332:
758:
75:
17:
364:
Another study (Wilson, Polzer-Debruyne, Chen, & Fernandes, 2007) showed that training employees helps to reduce
3228:
1153:
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work–family enrichment.
577:
254:"time devoted to the requirements of one role makes it difficult to fulfill requirements of another" (p. 76);
43:
3238:
2318:
260:"specific behaviors required by one role make it difficult to fulfill the requirements of another" (p. 76).
160:
It has been argued that the work–family conflicts, in particular role conflicts, can be interpreted in terms of
4004:
3799:
3702:
3687:
3248:
3011:
2383:
2335:
1601:
1549:
526:
3806:
3099:
2991:
2403:
1951:
1230:
Voydanoff, P. (2004). The effects of work demands and resources on work-to-family conflict and facilitation.
198:
compensation theories try to describe the reason behind the work–family compensation behavior of employees.
3180:
2353:
1404:
257:"strain from participation in one role makes it difficult to fulfill requirements of another" (p. 76);
3379:
3289:
3165:
2378:
49:
Parenthetical citations are used, but the sources are not delineated separately from the reference list.
3958:
3733:
3094:
2976:
2452:
1904:
1596:
1504:
1210:
Crouter, A. C. (1984). Spillover from family to work: The neglected side of the work–family interface.
1036:
381:
3571:
3555:
3258:
3253:
3074:
2748:
2659:
2538:
803:
Lavassani, K. M., & Movahedi, P. (2014). "Developments in theories and measures of work–family".
557:
338:
3334:
3263:
3233:
2924:
2726:
2485:
2442:
2408:
1909:
1899:
1581:
1369:
501:
237:
125:
105:
53:
3983:
3596:
3545:
3485:
3424:
3419:
3190:
3069:
2971:
2909:
2721:
2348:
2235:
2169:
2082:
551:
468:
996:
3876:
3581:
3434:
3282:
3044:
2996:
2966:
2803:
2771:
2761:
2578:
2563:
2543:
2425:
2196:
2191:
1466:
1011:
435:
3946:
3792:
3369:
2986:
2981:
2919:
2864:
2813:
2435:
1966:
1939:
1611:
1539:
906:
404:
145:
theories of early 20th century and one of the first to resemble modern work–family theories.
137:
3916:
3906:
3601:
3054:
2830:
2783:
2603:
2598:
2373:
2368:
2343:
2283:
2127:
2107:
2059:
1929:
1844:
1682:
531:
491:
481:
168:
8:
4014:
3866:
3707:
3606:
3591:
3540:
2959:
2954:
2892:
2840:
2558:
2526:
2516:
2398:
2388:
1919:
1914:
1735:
1715:
1636:
1556:
1534:
1514:
1362:
506:
416:
314:
3941:
3827:
3550:
3429:
3059:
3023:
2887:
2776:
2756:
2629:
2593:
2480:
2462:
2393:
2029:
1889:
1869:
1824:
1725:
1710:
863:
Women
Singing, Cadets Leaving. The Extreme Case Syndrome in Religion-Army Relationships
668:
633:
1179:
313:
The vast majority of studies investigating the consequences of WFC were interrogating
3951:
3820:
3813:
3768:
3632:
3576:
3170:
3150:
2882:
2847:
2679:
2573:
2553:
2472:
2325:
2260:
1934:
1884:
1859:
1819:
1814:
1745:
1591:
1239:
1056:
1052:
891:
870:
820:
The Free Press, New York 1974. Cited after: Jan Currie, Patricia Harris, Bev Thiele:
731:
698:
673:
655:
616:(2nd ed.). Washington, DC: American Psychological Association. pp. 165–183.
567:
511:
412:
396:
303:
399:) gained in one role lead to better functioning in the other role (Sieber, 1974) or
3891:
3871:
3738:
3697:
3637:
3409:
3349:
3140:
2929:
2897:
2857:
2852:
2649:
2639:
2457:
2288:
2245:
2218:
2213:
2067:
2034:
2024:
1874:
1802:
1606:
1544:
1524:
1509:
1235:
1215:
1195:
1175:
1048:
935:
842:
766:
663:
645:
496:
299:
3921:
3611:
3515:
3505:
3200:
3135:
2944:
2914:
2902:
2766:
2664:
2531:
1864:
1631:
1434:
1409:
1399:
1167:
725:
692:
307:
117:
decades since boundary theory and border theory were first proposed, the rise of
1037:"The Work–Family Interface: Integrating Research and Career Counseling Practice"
423:
52:
The references used may be made clearer with a different or consistent style of
3978:
3963:
3931:
3748:
3662:
3657:
3647:
3495:
3449:
3374:
3185:
2934:
2835:
2788:
2490:
2303:
2298:
2293:
2149:
2077:
1834:
1792:
1476:
1444:
1219:
939:
161:
57:
771:
4009:
3998:
3758:
3743:
3717:
3692:
3682:
3677:
3672:
3627:
3444:
3305:
3160:
3079:
3064:
3049:
2820:
2798:
2704:
2588:
2521:
2495:
2430:
2273:
2230:
2225:
2072:
1956:
1854:
1576:
1429:
1414:
1337:
1060:
659:
650:
541:
327:
96:
407:
that are acquired in one role are useful in the other role (Crouter, 1984).
136:
The roots of this theory can be traced back to the early 20th century, when
3936:
3896:
3667:
3525:
3490:
3404:
3394:
3389:
3364:
3324:
3195:
3175:
3155:
3145:
3120:
2874:
2709:
2689:
2674:
2644:
2634:
2413:
2268:
2250:
2186:
2164:
2122:
2112:
2009:
1999:
1971:
1702:
1692:
1519:
1459:
677:
562:
546:
486:
431:
427:
342:
280:
149:
612:
Greenhaus, J. H.; Allen, T. D. (2011). J. C. Quick; L. E. Tetrick (eds.).
3968:
3886:
3881:
3856:
3712:
3642:
3520:
3510:
3414:
2808:
2731:
2699:
2159:
2102:
1720:
1677:
1652:
1621:
1616:
1571:
1496:
1486:
1471:
1424:
861:
The Free Press, New York 1974. Cited after: Asher Cohen, Bernard Susser:
288:
997:"Employee Burnout Report: COVID-19's Impact and 3 Strategies to Curb It"
264:
3926:
3911:
3861:
3753:
3480:
3475:
3354:
3339:
3018:
2825:
2738:
2716:
2684:
2583:
2568:
2548:
2313:
2278:
2240:
2154:
2117:
2049:
2044:
2039:
2004:
1961:
1946:
1924:
1849:
1687:
1667:
1586:
1454:
1449:
1419:
1385:
717:
572:
365:
353:
92:
867:
Civil–Military Relations in Israel: Essays in Honor of Stuart A. Cohen
837:
The Free Press, New York 1974. Cited after R. Burchielli, T. Bartram:
805:
Contemporary Research on Organization Management and Administration, 2
3851:
3535:
3500:
3384:
3359:
3329:
3205:
3125:
2939:
2624:
1978:
1879:
1839:
1809:
1730:
1566:
1529:
846:
142:
1199:
888:
Mature Women Students: Separating Or Connecting Family and Education
3973:
3901:
3439:
3039:
2097:
2087:
2019:
2014:
1983:
1829:
1784:
1662:
1657:
1561:
1439:
903:
Greedy Institutions': Straddling the worlds of family and education
536:
387:
356:
to show more family supportive behavior, led to increased physical
292:
953:"How Employees Are Feeling: Burnout Rises to Top of Stressor List"
865:, S. 127 ff. In: Elisheva Rosman-Stollman, Aharon Kampinsky:
759:"How to deal with work stress — and actually recover from burnout"
3530:
3344:
2669:
2619:
2358:
2308:
2092:
1797:
1481:
516:
189:
time, the positive effect of work to family has been recognized.
3274:
287:. Although these two forms of conflict—WFC and FWC—are strongly
3834:
3586:
3399:
3319:
2793:
2141:
1780:
824:
Gender and Education, 2000, Vol. 12, No. 3, p. 269–291. S. 270.
357:
345:
331:
319:
3763:
3470:
3454:
2654:
1354:
934:, Armed Forces & Society (1986), Vol. 13 No. 1, p. 9–38,
810:
614:
Work–family balance: A review and extension of the literature
400:
323:
284:
148:
The structural functionalism theory, which emerged following
1190:
Sieber, S. D. (1974). Toward a theory of role accumulation.
2694:
2137:
1333:"Learn Who We Have to Thank for the Term Work-Life Balance"
471:
established the philosophical basis for work-life balance.
247:
684:
442:
1672:
1075:
Journal of Occupational and Organizational Psychology, 78
415:, feeling of success or support that help individuals to
192:
111:
921:
Gender and Education, 2000, Vol. 12, No. 3, p. 269–291.
723:
2364:
List of countries by rate of fatal workplace accidents
859:
Greedy Institutions. Patterns of Undivided Commitment.
835:
Greedy Institutions. Patterns of Undivided Commitment.
818:
Greedy Institutions. Patterns of Undivided Commitment.
724:
Friedman, S. D.; Saunders, E. G.; Bregman, P. (2019).
919:
Sacrifices in Greedy Universities: are they gendered?
822:
Sacrifices in Greedy Universities: are they gendered?
627:
625:
623:
1035:
Whiston, Susan C.; Cinamon, Rachel G. (March 2015).
210:
932:The Military And the Family As Greedy Institutions
620:
1012:"16 Employee Burnout Statistics You Can't Ignore"
690:
141:Structural-functionalism was one of the dominant
3996:
975:
1266:International Journal of Stress Management, 16
1102:International Journal of Stress Management, 15
1089:International Journal of Stress Management, 16
1034:
694:Work-Life Balance: A Psychological Perspective
611:
426:of work–family enrichment have been proposed.
268:Adopted from Lavassani & Movahedi (2014),
3290:
1370:
1306:Journal of Occupational Health Psychology, 10
691:Jones, F.; Burke, R. J.; Westman, M. (2013).
978:Journal of Business & Economics Research
841:, érudit, 2008, Vol. 63, No. 1, p. 108–133,
839:Work–Family Balance or Greedy Organizations?
131:
3297:
3283:
1377:
1363:
632:Chan, Xi Wen; Field, Justin Craig (2018).
201:
119:Information and Communication Technologies
104:interface can be adverse in nature (e.g.,
3106:Comprehensive Employment and Training Act
917:Jan Currie, Patricia Harris, Bev Thiele:
770:
667:
649:
631:
375:
216:aspects of work and family relationship.
76:Learn how and when to remove this message
2950:Job losses caused by the Great Recession
1627:Simultaneous recruiting of new graduates
1009:
756:
263:
222:
3131:Credentialism and educational inflation
750:
588:Work–life balance in the European Union
522:List of minimum annual leave by country
443:The role of organization and supervisor
231:
14:
3997:
3002:List of countries by unemployment rate
994:
593:Work–life balance in the United States
193:Supplemental and reactive compensation
183:
155:
88:Intersection of work and personal life
3786:Anekdote zur Senkung der Arbeitsmoral
3278:
1358:
1330:
112:Dominant theories of the relationship
1895:Practice-based professional learning
799:
797:
795:
793:
791:
789:
26:
2448:Workers' right to access the toilet
454:
246:Work–family conflict is defined as
24:
1232:Journal of Marriage and Family, 66
1172:Journal of Vocational Behavior, 64
1115:Journal of Vocational Behavior, 59
25:
4026:
3304:
1319:Journal of Applied Psychology, 92
1280:Journal of Applied Psychology, 90
1166:Wayne, J. H., Musisca, N., &
1129:Journal of Applied Psychology, 96
1010:Morrison, Courtney (2021-05-04).
786:
730:. Harvard Business Review Press.
211:The Negative Effects of Spillover
3219:
3218:
2512:Corporate collapses and scandals
1240:10.1111/j.1741-3737.2004.00028.x
1192:American Sociological Review, 39
1155:Academy of Management Review, 31
1053:10.1002/j.2161-0045.2015.00094.x
1041:The Career Development Quarterly
583:Work–life balance in South Korea
31:
1324:
1311:
1298:
1285:
1271:
1258:
1244:
1224:
1204:
1184:
1160:
1147:
1134:
1120:
1107:
1094:
1080:
1067:
1028:
1003:
988:
969:
945:
924:
911:
880:
757:Woolston, Chris (8 July 2022).
174:
3012:Employment-to-population ratio
2384:Occupational health psychology
1384:
851:
827:
727:HBR Guide to Work-Life Balance
605:
13:
1:
3807:The Moon and the Sledgehammer
3100:Works Progress Administration
2992:Unemployment Convention, 1919
2404:Personal protective equipment
1952:Occupational Outlook Handbook
1331:Nocks, Lisa (17 March 2021).
1180:10.1016/S0001-8791(03)00035-6
890:, Taylor & Francis 1993,
599:
3181:Psychopathy in the workplace
2354:Human factors and ergonomics
578:Work–life balance in Germany
7:
3166:Narcissism in the workplace
2379:Occupational exposure limit
527:Marx's theory of alienation
474:
10:
4031:
3095:Civil Works Administration
2977:Technological unemployment
2453:Workplace health promotion
1905:Professional certification
1602:Personality–job fit theory
1220:10.1177/001872678403700601
940:10.1177/0095327X8601300101
463:
395:resources (e.g., positive
379:
235:
3844:
3777:
3726:
3620:
3564:
3556:Twelve Tribes communities
3463:
3312:
3214:
3113:
3075:Guaranteed minimum income
3032:
2873:
2747:
2660:Organizational commitment
2612:
2504:
2471:
2334:
2259:
2136:
2058:
1992:
1779:
1701:
1645:
1495:
1392:
869:, Lexington Books, 2014,
772:10.1146/knowable-070722-1
558:Right to rest and leisure
3244:Aspects of organizations
2925:Involuntary unemployment
2486:Equal pay for equal work
2409:Repetitive strain injury
1910:Professional development
1900:Professional association
1582:Letter of recommendation
1253:Personnel Psychology, 64
697:. Taylor & Francis.
651:10.3389/fpsyg.2018.02414
502:Downshifting (lifestyle)
337:The research concerning
132:Structural functionalism
126:structural functionalism
3546:Testimony of simplicity
3464:Religious and spiritual
3425:Subsistence agriculture
3420:Slow movement (culture)
3229:Aspects of corporations
3191:Slow movement (culture)
3070:Employer of last resort
2972:Structural unemployment
2910:Frictional unemployment
2349:Epilepsy and employment
2236:Performance-related pay
2170:National average salary
2083:996 working hour system
638:Frontiers in Psychology
552:Return on time invested
469:Lillian Moller Gilbreth
436:openness for experience
202:Role enhancement theory
91:In the intersection of
47:. The reason given is:
3877:Appropriate technology
3435:Sustainable sanitation
3380:Low-impact development
3239:Aspects of occupations
3045:Unemployment insurance
2997:Unemployment extension
2967:Reserve army of labour
2772:Constructive dismissal
2579:Sleeping while on duty
2544:Exploitation of labour
2426:Sick building syndrome
1597:Person–environment fit
1467:Independent contractor
1142:Employee Relations, 29
382:Work–family enrichment
376:Work–family enrichment
272:
3793:Escape from Affluenza
3370:Intentional community
3249:Aspects of workplaces
2987:Unemployment benefits
2982:Types of unemployment
2920:Graduate unemployment
2814:Letter of resignation
2443:Workers' compensation
2436:Occupational fatality
1940:Vocational university
1540:Employment counsellor
267:
223:Work enrichment model
138:industrial revolution
3917:Front Porch Republic
3907:Ecological footprint
3727:Modern-day adherents
3055:Job creation program
2831:Mandatory retirement
2784:Employee offboarding
2604:Workplace incivility
2599:Workplace harassment
2374:Occupational disease
2369:Occupational burnout
2284:Disability insurance
2128:Workweek and weekend
2108:Retroactive overtime
1930:Vocational education
1845:Continuing education
1683:Permanent employment
532:Need for achievement
482:Achievement ideology
238:Work–family conflict
232:Work–family conflict
169:occupational burnout
3984:Work–life interface
3867:Anarcho-primitivism
3708:Henry David Thoreau
3592:Open Source Ecology
2960:Recession-proof job
2955:Lists of recessions
2893:Economic depression
2841:Retirement planning
2722:Work–life interface
2559:Employee monitoring
2527:Corporate behaviour
2517:Accounting scandals
2399:Occupational stress
2389:Occupational injury
1920:Reflective practice
1915:Professional school
1637:Work-at-home scheme
1557:Induction programme
1535:Employment contract
1515:Business networking
1293:Social Problems, 47
1212:Human Relations, 37
507:Effects of overtime
270:Work–life interface
184:Compensation Theory
156:Greedy institutions
3942:Intentional living
3828:Small Is Beautiful
3703:George Skene Keith
3551:Tolstoyan movement
3450:War tax resistance
3430:Sustainable living
3223:See also templates
3060:Job creation index
3024:Youth unemployment
2888:Discouraged worker
2777:Wrongful dismissal
2757:At-will employment
2630:Civil conscription
2594:Workplace bullying
2481:Affirmative action
2463:Workplace wellness
2394:Occupational noise
2030:Long service leave
1890:Overspecialization
1870:Induction training
1825:Career development
886:Rosalind Edwards:
428:Personality traits
273:
106:work–life conflict
4005:Work–life balance
3992:
3991:
3952:Rainbow Gathering
3821:The Power of Half
3814:Mother Earth News
3633:Ernest Callenbach
3565:Secular movements
3272:
3271:
3171:Post-work society
3151:Kiss up kick down
2883:Barriers to entry
2848:Severance package
2680:Human trafficking
2574:Sexual harassment
2554:Employee handbook
2473:Equal opportunity
2336:Safety and health
2326:Take-home vehicle
1935:Vocational school
1885:Lifelong learning
1860:Further education
1820:Career counseling
1815:Career assessment
1592:Overqualification
896:978-0-7484-0087-4
875:978-0-7391-9417-1
763:Knowable Magazine
737:978-1-63369-713-3
704:978-1-135-42219-6
568:Social alienation
512:Four-day workweek
101:work–life balance
86:
85:
78:
18:Work-life balance
16:(Redirected from
4022:
3892:Critique of work
3872:Anti-consumerism
3739:Robin Greenfield
3698:E. F. Schumacher
3638:G. K. Chesterton
3572:Back-to-the-land
3410:Self-sufficiency
3350:Forest gardening
3299:
3292:
3285:
3276:
3275:
3259:Critique of work
3254:Corporate titles
3222:
3221:
3141:Evil corporation
3007:Employment rates
2930:Jobless recovery
2898:Great Depression
2858:Golden parachute
2853:Golden handshake
2650:Job satisfaction
2640:Critique of work
2458:Workplace phobia
2289:Health insurance
2246:Wage compression
2214:Progressive wage
2068:35-hour workweek
2035:No call, no show
2025:Leave of absence
1875:Knowledge worker
1803:Master craftsman
1607:Personality hire
1545:Executive search
1525:Curriculum vitae
1510:Background check
1379:
1372:
1365:
1356:
1355:
1350:
1349:
1347:
1345:
1328:
1322:
1315:
1309:
1302:
1296:
1289:
1283:
1275:
1269:
1262:
1256:
1248:
1242:
1228:
1222:
1208:
1202:
1188:
1182:
1164:
1158:
1151:
1145:
1138:
1132:
1124:
1118:
1111:
1105:
1098:
1092:
1084:
1078:
1071:
1065:
1064:
1032:
1026:
1025:
1023:
1022:
1007:
1001:
1000:
992:
986:
985:
973:
967:
966:
964:
963:
957:www.linkedin.com
949:
943:
928:
922:
915:
909:
902:
884:
878:
857:Lewis A. Coser:
855:
849:
847:10.7202/018124ar
833:Lewis A. Coser:
831:
825:
816:Lewis A. Coser:
814:
808:
801:
784:
783:
781:
779:
774:
754:
748:
747:
745:
744:
721:
715:
714:
712:
711:
688:
682:
681:
671:
653:
629:
618:
617:
609:
497:Critique of work
455:Research methods
300:job satisfaction
81:
74:
70:
67:
61:
35:
34:
27:
21:
4030:
4029:
4025:
4024:
4023:
4021:
4020:
4019:
3995:
3994:
3993:
3988:
3922:Green anarchism
3840:
3773:
3722:
3621:Notable writers
3616:
3612:Transition town
3560:
3516:New Monasticism
3459:
3308:
3303:
3273:
3268:
3264:Organized labor
3234:Aspects of jobs
3210:
3201:Toxic workplace
3136:Emotional labor
3109:
3033:Public programs
3028:
2945:Great Recession
2915:Full employment
2903:Long Depression
2869:
2767:Banishment room
2743:
2665:Refusal of work
2608:
2532:Corporate crime
2500:
2467:
2330:
2255:
2132:
2054:
1988:
1865:Graduate school
1775:
1697:
1641:
1632:Underemployment
1491:
1435:Self-employment
1410:Contingent work
1400:Academic tenure
1393:Classifications
1388:
1383:
1353:
1343:
1341:
1329:
1325:
1316:
1312:
1303:
1299:
1290:
1286:
1276:
1272:
1263:
1259:
1249:
1245:
1229:
1225:
1209:
1205:
1200:10.2307/2094422
1189:
1185:
1165:
1161:
1152:
1148:
1139:
1135:
1125:
1121:
1112:
1108:
1099:
1095:
1085:
1081:
1072:
1068:
1033:
1029:
1020:
1018:
1008:
1004:
995:Indeed (2021).
993:
989:
974:
970:
961:
959:
951:
950:
946:
929:
925:
916:
912:
900:
885:
881:
856:
852:
832:
828:
815:
811:
802:
787:
777:
775:
755:
751:
742:
740:
738:
722:
718:
709:
707:
705:
689:
685:
630:
621:
610:
606:
602:
597:
477:
466:
457:
445:
384:
378:
308:substance abuse
240:
234:
225:
213:
204:
195:
186:
177:
158:
134:
114:
89:
82:
71:
65:
62:
51:
42:has an unclear
36:
32:
23:
22:
15:
12:
11:
5:
4028:
4018:
4017:
4012:
4007:
3990:
3989:
3987:
3986:
3981:
3979:Sustainability
3976:
3971:
3966:
3964:Low-technology
3961:
3956:
3955:
3954:
3949:
3939:
3934:
3932:Global warming
3929:
3924:
3919:
3914:
3909:
3904:
3899:
3894:
3889:
3884:
3879:
3874:
3869:
3864:
3859:
3854:
3848:
3846:
3842:
3841:
3839:
3838:
3831:
3824:
3817:
3810:
3803:
3796:
3789:
3781:
3779:
3775:
3774:
3772:
3771:
3766:
3761:
3756:
3751:
3749:Pentti Linkola
3746:
3741:
3736:
3730:
3728:
3724:
3723:
3721:
3720:
3715:
3710:
3705:
3700:
3695:
3690:
3685:
3680:
3675:
3670:
3665:
3663:Harlan Hubbard
3660:
3658:Tom Hodgkinson
3655:
3650:
3648:Mahatma Gandhi
3645:
3640:
3635:
3630:
3624:
3622:
3618:
3617:
3615:
3614:
3609:
3604:
3599:
3594:
3589:
3584:
3579:
3574:
3568:
3566:
3562:
3561:
3559:
3558:
3553:
3548:
3543:
3538:
3533:
3528:
3523:
3518:
3513:
3508:
3503:
3498:
3496:Jesus movement
3493:
3488:
3483:
3478:
3473:
3467:
3465:
3461:
3460:
3458:
3457:
3452:
3447:
3442:
3437:
3432:
3427:
3422:
3417:
3412:
3407:
3402:
3397:
3392:
3387:
3382:
3377:
3375:Local currency
3372:
3367:
3362:
3357:
3352:
3347:
3342:
3337:
3332:
3327:
3322:
3316:
3314:
3310:
3309:
3302:
3301:
3294:
3287:
3279:
3270:
3269:
3267:
3266:
3261:
3256:
3251:
3246:
3241:
3236:
3231:
3225:
3224:
3215:
3212:
3211:
3209:
3208:
3203:
3198:
3193:
3188:
3186:Sunday scaries
3183:
3178:
3173:
3168:
3163:
3158:
3153:
3148:
3143:
3138:
3133:
3128:
3123:
3117:
3115:
3111:
3110:
3103:
3102:
3097:
3092:
3087:
3082:
3077:
3072:
3067:
3062:
3057:
3052:
3047:
3042:
3036:
3034:
3030:
3029:
3027:
3026:
3021:
3016:
3015:
3014:
3009:
2999:
2994:
2989:
2984:
2979:
2974:
2969:
2964:
2963:
2962:
2957:
2952:
2947:
2937:
2935:Phillips curve
2932:
2927:
2922:
2917:
2912:
2907:
2906:
2905:
2900:
2890:
2885:
2879:
2877:
2871:
2870:
2868:
2867:
2862:
2861:
2860:
2855:
2845:
2844:
2843:
2838:
2836:Retirement age
2833:
2823:
2818:
2817:
2816:
2806:
2801:
2796:
2791:
2789:Exit interview
2786:
2781:
2780:
2779:
2774:
2769:
2759:
2753:
2751:
2745:
2744:
2742:
2741:
2736:
2735:
2734:
2729:
2719:
2714:
2713:
2712:
2707:
2702:
2697:
2692:
2687:
2682:
2677:
2667:
2662:
2657:
2652:
2647:
2642:
2637:
2632:
2627:
2622:
2616:
2614:
2610:
2609:
2607:
2606:
2601:
2596:
2591:
2586:
2581:
2576:
2571:
2566:
2561:
2556:
2551:
2546:
2541:
2539:Discrimination
2536:
2535:
2534:
2529:
2524:
2519:
2508:
2506:
2502:
2501:
2499:
2498:
2493:
2491:Gender pay gap
2488:
2483:
2477:
2475:
2469:
2468:
2466:
2465:
2460:
2455:
2450:
2445:
2440:
2439:
2438:
2428:
2423:
2422:
2421:
2411:
2406:
2401:
2396:
2391:
2386:
2381:
2376:
2371:
2366:
2361:
2356:
2351:
2346:
2340:
2338:
2332:
2331:
2329:
2328:
2323:
2322:
2321:
2311:
2306:
2304:Parental leave
2301:
2299:Marriage leave
2296:
2294:Life insurance
2291:
2286:
2281:
2276:
2271:
2265:
2263:
2257:
2256:
2254:
2253:
2248:
2243:
2238:
2233:
2228:
2223:
2222:
2221:
2211:
2210:
2209:
2204:
2199:
2194:
2184:
2183:
2182:
2177:
2167:
2162:
2157:
2152:
2150:Income bracket
2146:
2144:
2134:
2133:
2131:
2130:
2125:
2120:
2115:
2110:
2105:
2100:
2095:
2090:
2085:
2080:
2078:Eight-hour day
2075:
2070:
2064:
2062:
2056:
2055:
2053:
2052:
2047:
2042:
2037:
2032:
2027:
2022:
2017:
2012:
2007:
2002:
1996:
1994:
1990:
1989:
1987:
1986:
1981:
1976:
1975:
1974:
1969:
1959:
1954:
1949:
1944:
1943:
1942:
1937:
1932:
1927:
1922:
1917:
1912:
1907:
1902:
1897:
1892:
1887:
1882:
1877:
1872:
1867:
1862:
1857:
1852:
1847:
1837:
1835:Creative class
1832:
1827:
1822:
1817:
1812:
1807:
1806:
1805:
1795:
1793:Apprenticeship
1789:
1787:
1777:
1776:
1774:
1773:
1768:
1763:
1761:Scarlet-collar
1758:
1753:
1748:
1743:
1738:
1733:
1728:
1723:
1718:
1713:
1707:
1705:
1699:
1698:
1696:
1695:
1690:
1685:
1680:
1675:
1670:
1665:
1660:
1655:
1649:
1647:
1643:
1642:
1640:
1639:
1634:
1629:
1624:
1619:
1614:
1609:
1604:
1599:
1594:
1589:
1584:
1579:
1574:
1569:
1564:
1559:
1554:
1553:
1552:
1542:
1537:
1532:
1527:
1522:
1517:
1512:
1507:
1501:
1499:
1493:
1492:
1490:
1489:
1484:
1479:
1477:Temporary work
1474:
1469:
1464:
1463:
1462:
1457:
1452:
1445:Skilled worker
1442:
1437:
1432:
1427:
1422:
1417:
1412:
1407:
1402:
1396:
1394:
1390:
1389:
1382:
1381:
1374:
1367:
1359:
1352:
1351:
1323:
1310:
1297:
1284:
1270:
1257:
1243:
1223:
1203:
1183:
1159:
1146:
1133:
1119:
1106:
1093:
1079:
1066:
1027:
1016:EveryoneSocial
1002:
987:
968:
944:
923:
910:
879:
877:, p. 130.
850:
826:
809:
785:
749:
736:
716:
703:
683:
619:
603:
601:
598:
596:
595:
590:
585:
580:
575:
570:
565:
560:
555:
549:
544:
539:
534:
529:
524:
519:
514:
509:
504:
499:
494:
489:
484:
478:
476:
473:
465:
462:
456:
453:
444:
441:
380:Main article:
377:
374:
262:
261:
258:
255:
236:Main article:
233:
230:
228:relationship.
224:
221:
212:
209:
203:
200:
194:
191:
185:
182:
176:
173:
162:Lewis A. Coser
157:
154:
133:
130:
113:
110:
87:
84:
83:
44:citation style
39:
37:
30:
9:
6:
4:
3:
2:
4027:
4016:
4013:
4011:
4008:
4006:
4003:
4002:
4000:
3985:
3982:
3980:
3977:
3975:
3972:
3970:
3967:
3965:
3962:
3960:
3957:
3953:
3950:
3948:
3945:
3944:
3943:
3940:
3938:
3935:
3933:
3930:
3928:
3927:The good life
3925:
3923:
3920:
3918:
3915:
3913:
3910:
3908:
3905:
3903:
3900:
3898:
3895:
3893:
3890:
3888:
3885:
3883:
3880:
3878:
3875:
3873:
3870:
3868:
3865:
3863:
3860:
3858:
3855:
3853:
3850:
3849:
3847:
3843:
3837:
3836:
3832:
3830:
3829:
3825:
3823:
3822:
3818:
3816:
3815:
3811:
3809:
3808:
3804:
3802:
3801:
3800:The Good Life
3797:
3795:
3794:
3790:
3787:
3783:
3782:
3780:
3776:
3770:
3767:
3765:
3762:
3760:
3759:Peace Pilgrim
3757:
3755:
3752:
3750:
3747:
3745:
3744:Ted Kaczynski
3742:
3740:
3737:
3735:
3732:
3731:
3729:
3725:
3719:
3716:
3714:
3711:
3709:
3706:
3704:
3701:
3699:
3696:
3694:
3693:Dugald Semple
3691:
3689:
3686:
3684:
3683:Peace Pilgrim
3681:
3679:
3678:Scott Nearing
3676:
3674:
3673:Helen Nearing
3671:
3669:
3666:
3664:
3661:
3659:
3656:
3654:
3653:Richard Gregg
3651:
3649:
3646:
3644:
3641:
3639:
3636:
3634:
3631:
3629:
3628:Wendell Berry
3626:
3625:
3623:
3619:
3613:
3610:
3608:
3605:
3603:
3600:
3598:
3595:
3593:
3590:
3588:
3585:
3583:
3582:Environmental
3580:
3578:
3575:
3573:
3570:
3569:
3567:
3563:
3557:
3554:
3552:
3549:
3547:
3544:
3542:
3539:
3537:
3534:
3532:
3529:
3527:
3524:
3522:
3519:
3517:
3514:
3512:
3509:
3507:
3504:
3502:
3499:
3497:
3494:
3492:
3489:
3487:
3484:
3482:
3479:
3477:
3474:
3472:
3469:
3468:
3466:
3462:
3456:
3453:
3451:
3448:
3446:
3445:Vegetarianism
3443:
3441:
3438:
3436:
3433:
3431:
3428:
3426:
3423:
3421:
3418:
3416:
3413:
3411:
3408:
3406:
3403:
3401:
3398:
3396:
3393:
3391:
3388:
3386:
3383:
3381:
3378:
3376:
3373:
3371:
3368:
3366:
3363:
3361:
3358:
3356:
3353:
3351:
3348:
3346:
3343:
3341:
3338:
3336:
3333:
3331:
3328:
3326:
3323:
3321:
3318:
3317:
3315:
3311:
3307:
3306:Simple living
3300:
3295:
3293:
3288:
3286:
3281:
3280:
3277:
3265:
3262:
3260:
3257:
3255:
3252:
3250:
3247:
3245:
3242:
3240:
3237:
3235:
3232:
3230:
3227:
3226:
3217:
3216:
3213:
3207:
3204:
3202:
3199:
3197:
3194:
3192:
3189:
3187:
3184:
3182:
3179:
3177:
3174:
3172:
3169:
3167:
3164:
3162:
3161:Make-work job
3159:
3157:
3154:
3152:
3149:
3147:
3144:
3142:
3139:
3137:
3134:
3132:
3129:
3127:
3124:
3122:
3119:
3118:
3116:
3112:
3108:
3107:
3101:
3098:
3096:
3093:
3091:
3088:
3086:
3083:
3081:
3080:Right to work
3078:
3076:
3073:
3071:
3068:
3066:
3065:Job guarantee
3063:
3061:
3058:
3056:
3053:
3051:
3050:Make-work job
3048:
3046:
3043:
3041:
3038:
3037:
3035:
3031:
3025:
3022:
3020:
3017:
3013:
3010:
3008:
3005:
3004:
3003:
3000:
2998:
2995:
2993:
2990:
2988:
2985:
2983:
2980:
2978:
2975:
2973:
2970:
2968:
2965:
2961:
2958:
2956:
2953:
2951:
2948:
2946:
2943:
2942:
2941:
2938:
2936:
2933:
2931:
2928:
2926:
2923:
2921:
2918:
2916:
2913:
2911:
2908:
2904:
2901:
2899:
2896:
2895:
2894:
2891:
2889:
2886:
2884:
2881:
2880:
2878:
2876:
2872:
2866:
2863:
2859:
2856:
2854:
2851:
2850:
2849:
2846:
2842:
2839:
2837:
2834:
2832:
2829:
2828:
2827:
2824:
2822:
2821:Restructuring
2819:
2815:
2812:
2811:
2810:
2807:
2805:
2802:
2800:
2799:Notice period
2797:
2795:
2792:
2790:
2787:
2785:
2782:
2778:
2775:
2773:
2770:
2768:
2765:
2764:
2763:
2760:
2758:
2755:
2754:
2752:
2750:
2746:
2740:
2737:
2733:
2730:
2728:
2725:
2724:
2723:
2720:
2718:
2715:
2711:
2708:
2706:
2705:Unfree labour
2703:
2701:
2698:
2696:
2693:
2691:
2688:
2686:
2683:
2681:
2678:
2676:
2675:Bonded labour
2673:
2672:
2671:
2668:
2666:
2663:
2661:
2658:
2656:
2653:
2651:
2648:
2646:
2643:
2641:
2638:
2636:
2633:
2631:
2628:
2626:
2623:
2621:
2618:
2617:
2615:
2611:
2605:
2602:
2600:
2597:
2595:
2592:
2590:
2589:Whistleblower
2587:
2585:
2582:
2580:
2577:
2575:
2572:
2570:
2567:
2565:
2562:
2560:
2557:
2555:
2552:
2550:
2547:
2545:
2542:
2540:
2537:
2533:
2530:
2528:
2525:
2523:
2522:Control fraud
2520:
2518:
2515:
2514:
2513:
2510:
2509:
2507:
2503:
2497:
2496:Glass ceiling
2494:
2492:
2489:
2487:
2484:
2482:
2479:
2478:
2476:
2474:
2470:
2464:
2461:
2459:
2456:
2454:
2451:
2449:
2446:
2444:
2441:
2437:
2434:
2433:
2432:
2431:Work accident
2429:
2427:
2424:
2420:
2419:United States
2417:
2416:
2415:
2412:
2410:
2407:
2405:
2402:
2400:
2397:
2395:
2392:
2390:
2387:
2385:
2382:
2380:
2377:
2375:
2372:
2370:
2367:
2365:
2362:
2360:
2357:
2355:
2352:
2350:
2347:
2345:
2342:
2341:
2339:
2337:
2333:
2327:
2324:
2320:
2319:United States
2317:
2316:
2315:
2312:
2310:
2307:
2305:
2302:
2300:
2297:
2295:
2292:
2290:
2287:
2285:
2282:
2280:
2277:
2275:
2274:Casual Friday
2272:
2270:
2267:
2266:
2264:
2262:
2258:
2252:
2249:
2247:
2244:
2242:
2239:
2237:
2234:
2232:
2231:Paid time off
2229:
2227:
2226:Overtime rate
2224:
2220:
2217:
2216:
2215:
2212:
2208:
2207:United States
2205:
2203:
2200:
2198:
2195:
2193:
2190:
2189:
2188:
2185:
2181:
2178:
2176:
2173:
2172:
2171:
2168:
2166:
2163:
2161:
2158:
2156:
2153:
2151:
2148:
2147:
2145:
2143:
2139:
2135:
2129:
2126:
2124:
2121:
2119:
2116:
2114:
2111:
2109:
2106:
2104:
2101:
2099:
2096:
2094:
2091:
2089:
2086:
2084:
2081:
2079:
2076:
2074:
2073:Four-day week
2071:
2069:
2066:
2065:
2063:
2061:
2057:
2051:
2048:
2046:
2043:
2041:
2038:
2036:
2033:
2031:
2028:
2026:
2023:
2021:
2018:
2016:
2013:
2011:
2008:
2006:
2003:
2001:
1998:
1997:
1995:
1991:
1985:
1982:
1980:
1977:
1973:
1970:
1968:
1965:
1964:
1963:
1960:
1958:
1957:Practice firm
1955:
1953:
1950:
1948:
1945:
1941:
1938:
1936:
1933:
1931:
1928:
1926:
1923:
1921:
1918:
1916:
1913:
1911:
1908:
1906:
1903:
1901:
1898:
1896:
1893:
1891:
1888:
1886:
1883:
1881:
1878:
1876:
1873:
1871:
1868:
1866:
1863:
1861:
1858:
1856:
1855:Employability
1853:
1851:
1848:
1846:
1843:
1842:
1841:
1838:
1836:
1833:
1831:
1828:
1826:
1823:
1821:
1818:
1816:
1813:
1811:
1808:
1804:
1801:
1800:
1799:
1796:
1794:
1791:
1790:
1788:
1786:
1782:
1778:
1772:
1769:
1767:
1764:
1762:
1759:
1757:
1756:Orange-collar
1754:
1752:
1749:
1747:
1744:
1742:
1739:
1737:
1734:
1732:
1729:
1727:
1724:
1722:
1719:
1717:
1714:
1712:
1709:
1708:
1706:
1704:
1703:Working class
1700:
1694:
1691:
1689:
1686:
1684:
1681:
1679:
1676:
1674:
1671:
1669:
1666:
1664:
1661:
1659:
1656:
1654:
1651:
1650:
1648:
1644:
1638:
1635:
1633:
1630:
1628:
1625:
1623:
1620:
1618:
1615:
1613:
1610:
1608:
1605:
1603:
1600:
1598:
1595:
1593:
1590:
1588:
1585:
1583:
1580:
1578:
1577:Job interview
1575:
1573:
1570:
1568:
1565:
1563:
1560:
1558:
1555:
1551:
1548:
1547:
1546:
1543:
1541:
1538:
1536:
1533:
1531:
1528:
1526:
1523:
1521:
1518:
1516:
1513:
1511:
1508:
1506:
1503:
1502:
1500:
1498:
1494:
1488:
1485:
1483:
1480:
1478:
1475:
1473:
1470:
1468:
1465:
1461:
1458:
1456:
1453:
1451:
1448:
1447:
1446:
1443:
1441:
1438:
1436:
1433:
1431:
1430:Part-time job
1428:
1426:
1423:
1421:
1418:
1416:
1415:Full-time job
1413:
1411:
1408:
1406:
1403:
1401:
1398:
1397:
1395:
1391:
1387:
1380:
1375:
1373:
1368:
1366:
1361:
1360:
1357:
1340:
1339:
1338:IEEE Spectrum
1334:
1327:
1320:
1314:
1307:
1301:
1294:
1288:
1281:
1274:
1267:
1261:
1254:
1247:
1241:
1237:
1233:
1227:
1221:
1217:
1213:
1207:
1201:
1197:
1193:
1187:
1181:
1177:
1173:
1169:
1163:
1156:
1150:
1143:
1137:
1130:
1123:
1116:
1110:
1103:
1097:
1090:
1083:
1076:
1070:
1062:
1058:
1054:
1050:
1046:
1042:
1038:
1031:
1017:
1013:
1006:
998:
991:
983:
979:
972:
958:
954:
948:
941:
937:
933:
927:
920:
914:
908:
904:
897:
893:
889:
883:
876:
872:
868:
864:
860:
854:
848:
844:
840:
836:
830:
823:
819:
813:
806:
800:
798:
796:
794:
792:
790:
773:
768:
764:
760:
753:
739:
733:
729:
728:
720:
706:
700:
696:
695:
687:
679:
675:
670:
665:
661:
657:
652:
647:
643:
639:
635:
628:
626:
624:
615:
608:
604:
594:
591:
589:
586:
584:
581:
579:
576:
574:
571:
569:
566:
564:
561:
559:
556:
553:
550:
548:
545:
543:
542:Paid time off
540:
538:
535:
533:
530:
528:
525:
523:
520:
518:
515:
513:
510:
508:
505:
503:
500:
498:
495:
493:
490:
488:
485:
483:
480:
479:
472:
470:
461:
452:
449:
440:
437:
433:
429:
425:
420:
418:
414:
408:
406:
402:
398:
392:
389:
383:
373:
369:
367:
362:
359:
355:
350:
347:
344:
340:
339:interventions
335:
333:
329:
328:Great Britain
325:
321:
316:
311:
309:
305:
301:
296:
294:
290:
286:
282:
277:
271:
266:
259:
256:
253:
252:
251:
249:
244:
239:
229:
220:
217:
208:
199:
190:
181:
172:
170:
165:
163:
153:
151:
146:
144:
139:
129:
127:
122:
120:
109:
107:
102:
98:
97:personal life
94:
80:
77:
69:
66:February 2024
59:
55:
50:
46:
45:
40:This article
38:
29:
28:
19:
3937:Hedonophobia
3897:Deep ecology
3833:
3826:
3819:
3812:
3805:
3798:
3791:
3668:Satish Kumar
3526:Plain people
3491:Distributism
3405:Sattvic diet
3395:Permaculture
3390:Off-the-grid
3365:Gift economy
3335:Downshifting
3325:Cord-cutting
3196:Toxic leader
3176:Presenteeism
3156:Labor rights
3146:Going postal
3121:Bullshit job
3104:
3089:
3084:
2875:Unemployment
2727:Downshifting
2710:Wage slavery
2690:Penal labour
2645:Dead-end job
2635:Conscription
2414:Right to sit
2269:Annual leave
2251:Working poor
2187:Minimum wage
2165:Maximum wage
2123:Working time
2113:Six-hour day
2010:Career break
1972:Professional
1766:Black-collar
1736:White-collar
1716:Green-collar
1693:Volunteering
1530:Drug testing
1520:Cover letter
1460:Tradesperson
1342:. Retrieved
1336:
1326:
1318:
1313:
1305:
1300:
1292:
1287:
1279:
1273:
1265:
1260:
1252:
1246:
1231:
1226:
1211:
1206:
1191:
1186:
1171:
1162:
1154:
1149:
1141:
1136:
1128:
1122:
1114:
1109:
1101:
1096:
1088:
1082:
1074:
1069:
1047:(1): 44–56.
1044:
1040:
1030:
1019:. Retrieved
1015:
1005:
990:
981:
977:
971:
960:. Retrieved
956:
947:
931:
930:M.W. Segal:
926:
918:
913:
899:
898:, Chapter 4
887:
882:
866:
862:
858:
853:
838:
834:
829:
821:
817:
812:
804:
776:. Retrieved
762:
752:
741:. Retrieved
726:
719:
708:. Retrieved
693:
686:
641:
637:
613:
607:
563:Six-hour day
547:Productivism
487:Annual leave
467:
458:
450:
446:
432:extraversion
421:
409:
393:
385:
370:
363:
351:
336:
312:
297:
278:
274:
269:
245:
241:
226:
218:
214:
205:
196:
187:
178:
175:Segmentation
166:
159:
147:
135:
123:
115:
100:
90:
72:
63:
48:
41:
3969:Nonviolence
3887:Consumerism
3882:Bohemianism
3857:Agrarianism
3713:Leo Tolstoy
3643:Duane Elgin
3602:Small house
3521:Plain dress
3511:Monasticism
3506:Mindfulness
3415:Slow living
3085:Historical:
2809:Resignation
2749:Termination
2732:Slow living
2700:Truck wages
2685:Labour camp
2613:Willingness
2505:Infractions
2160:Living wage
2103:Remote work
1771:Gold-collar
1726:Pink-collar
1721:Grey-collar
1711:Blue-collar
1678:Labour hire
1653:Cooperative
1617:Recruitment
1572:Job hunting
1505:Application
1487:Wage labour
1472:Labour hire
1425:Job sharing
1234:, 398–412.
1214:, 425–441.
1194:, 567–578.
1174:, 108–130.
1168:Fleeson, W.
984:(4): 87–94.
424:antecedents
354:supervisors
4015:Employment
3999:Categories
3912:Food miles
3862:Amateurism
3754:Jim Merkel
3734:Mark Boyle
3688:Nick Rosen
3607:Tiny house
3541:Temperance
3486:Detachment
3481:Asceticism
3476:Aparigraha
3355:Freeganism
3340:Dry toilet
3019:Wage curve
2826:Retirement
2739:Workaholic
2717:Work ethic
2584:Wage theft
2569:Labour law
2564:Evaluation
2549:Dress code
2314:Sick leave
2279:Child care
2241:Salary cap
2155:Income tax
2118:Shift work
2050:Time clock
2045:Sick leave
2040:Sabbatical
2005:Break room
1993:Attendance
1962:Profession
1947:Mentorship
1925:Retraining
1850:E-learning
1746:New-collar
1741:Red-collar
1688:Supervisor
1668:Internship
1587:Onboarding
1455:Technician
1450:Journeyman
1420:Gig worker
1386:Employment
1308:, 100–118.
1295:, 291–326.
1282:, 799–810.
1268:, 291–311.
1255:, 289–313.
1144:, 162–177.
1131:, 134–150.
1117:, 364–381.
1077:, 305–323.
1021:2023-10-28
962:2023-10-26
942:(abstract)
743:2020-12-01
710:2020-12-01
600:References
573:Workaholic
430:, such as
366:shift work
343:supportive
304:depression
289:correlated
281:work hours
58:footnoting
3959:Itinerant
3852:Affluenza
3536:Rastafari
3501:Mendicant
3385:No frills
3360:Frugality
3330:DIY ethic
3313:Practices
3206:Workhouse
3126:Busy work
2940:Recession
2804:Pink slip
2762:Dismissal
2625:Careerism
2219:Singapore
2197:Hong Kong
2060:Schedules
1979:Tradesman
1880:Licensure
1840:Education
1810:Avocation
1751:No-collar
1731:Precariat
1612:Probation
1567:Job fraud
1061:0889-4019
907:p. 62 ff.
660:1664-1078
405:attitudes
388:resources
372:derived.
248:interrole
143:sociology
3974:Peak oil
3902:Degrowth
3718:Valluvar
3577:Car-free
3440:Veganism
3114:See also
3040:Workfare
2865:Turnover
2261:Benefits
2142:salaries
2098:Overtime
2088:Flextime
2020:Gap year
2015:Furlough
1984:Vocation
1967:Operator
1830:Coaching
1785:training
1663:Employer
1658:Employee
1562:Job fair
1440:Side job
1344:22 March
1321:, 28–43.
1157:, 72–92.
1104:, 22–42.
1091:, 25-44.
778:4 August
678:30555399
644:: 2414.
537:Overwork
475:See also
422:Several
293:research
180:theory.
54:citation
3947:commune
3845:Related
3531:Quakers
3345:Fasting
3090:U.S.A.:
2695:Peonage
2670:Slavery
2620:Boreout
2359:Karoshi
2309:Pension
2093:On-call
1798:Artisan
1482:Laborer
807:, 6–19.
669:6283975
517:Leisure
492:Burnout
464:History
315:samples
3835:Walden
3769:Thomas
3587:Hippie
3400:Regift
3320:Barter
2794:Layoff
2344:Crunch
2202:Europe
2192:Canada
2180:Europe
1781:Career
1622:Résumé
1497:Hiring
1405:Casual
1059:
894:
873:
734:
701:
676:
666:
658:
554:(ROTI)
401:skills
358:health
346:mentor
332:Norway
320:Taiwan
99:, the
3778:Media
3764:Suelo
3471:Amish
3455:WWOOF
2655:McJob
2175:World
2138:Wages
2000:Break
1646:Roles
901:'
324:India
285:child
4010:Work
3597:Slow
2140:and
1783:and
1550:list
1346:2021
1057:ISSN
892:ISBN
871:ISBN
780:2022
732:ISBN
699:ISBN
674:PMID
656:ISSN
434:and
417:cope
413:mood
403:and
397:mood
322:and
150:WWII
95:and
93:work
56:and
1673:Job
1236:doi
1216:doi
1196:doi
1176:doi
1049:doi
936:doi
843:doi
767:doi
664:PMC
646:doi
306:or
4001::
1335:.
1055:.
1045:63
1043:.
1039:.
1014:.
980:.
955:.
905:.
788:^
765:.
761:.
672:.
662:.
654:.
640:.
636:.
622:^
171:.
3788:"
3784:"
3298:e
3291:t
3284:v
1378:e
1371:t
1364:v
1348:.
1238::
1218::
1198::
1178::
1063:.
1051::
1024:.
999:.
982:8
965:.
938::
845::
782:.
769::
746:.
713:.
680:.
648::
642:9
79:)
73:(
68:)
64:(
60:.
20:)
Text is available under the Creative Commons Attribution-ShareAlike License. Additional terms may apply.
