6/4/2023 0 Comments Life balance programThe dataset includes a range of organisational demographic data and the answers to questions such as how many within the organisation accessed work-life policies and why organisations were offering these family policies and practices. 203 Human Resource Managers completed the survey questions in 2009 according to 4 subscales: planning and alignment, customization, supportive culture & leadership and demonstrated value. Following a pilot test, a mailing list from a commercial company called ListBank was used to target Human Resources managers from all over Australia. It is an output of a project funded by Converge International where researchers from Monash University, Anne Bardoel, Helen De Cieri and Tracey Shea, measured work-life balance using a scale which they developed by integrating academic literature and data from focus groups conducted with 27 practitioners. This dataset contains the results of a national paper based survey about what work family policies the human resources managers have in their organisations and how the policies are linked into their business strategy. &rft.creator=Assoc Prof Elizabeth Bardoel&rft.creator=Dr Tracey Shea&rft.creator=Prof Helen De Cieri&rft.date=2012&rft.relation= &rft_subject=Organisational Planning and Management&rft_subject=COMMERCE, MANAGEMENT, TOURISM AND SERVICES&rft_subject=BUSINESS AND MANAGEMENT&rft_subject=Work-life policies&rft_subject=Human resource management&rft_subject=Family friendly&rft_subject=Australia&rft.type=dataset&rft.language=English Access the data Organisations trying to measure progress to establish work-life integration and how these practices are connected to business outcomes may use the data to inform changes to organisational policy and practice. The framework and scale will provide useful tools for scholars and practitioners seeking to measure and understand the contribution and impact of work-life initiatives. The dataset comprises the results of a survey using the first known instrument to determine whether there is an association between attitudes to work-life balance and the extent of the work-life initiatives that are offered by an organisation. Other users may wish to run the survey again to see what has changed or to run parts of the survey as a scale. The rigorous process followed could also be used as a template for developing other measures of organisational performance, for example, organisational health. Following the survey the aggregated de-identified data from each subscale was subjected to Rasch model analysis using RUMM2020 software. Ctx_ver=Z39.88-2004&rft_val_fmt=info%3Aofi%2Ffmt%3Akev%3Amtx%3Adc&rfr_id=info%3Asid%2FANDS&rft_id=1959.1/470614&rft.title=Key performance indicators of work-life practice: data&rft.identifier=1959.1/470614&rft.publisher=Monash University&rft.description=This dataset contains the results of a national paper based survey about what work family policies the human resources managers have in their organisations and how the policies are linked into their business strategy.
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