What Makes a Difference at the Organizational Level?

The data also allow us to draw conclusions with respect to what factors reduce conflict between work and life. Organizations that wish to make it easier for employees to balance competing demands need to focus on the behaviour of their managers, the implementation of flexible work arrangements and a supportive culture.

The view that employees' work-life balance is often at the discretion of individual managers was very much evident among the comments given by respondents. Whether by interpreting company policy fairly, or sometimes by working around it, the manager appears to be key with respect to solving work-life conflicts. Those who wrote positively about their managers, while not great in number, expressed gratitude that they worked for understanding individuals who recognize and make accommodations for the employee's life outside of work.

A number of the positive comments about organizations referred to flexibility regarding work hours as an important factor in achieving balance. Whether commenting on a general relaxed attitude toward hours of work, or the options of flextime, compressed work weeks, telework, part-time work, leave without pay, or income averaging, employees expressed appreciation that their organization offered this flexibility. Some stated that without this flexibility they would not be able to take part in the workforce. Flexibility around work hours, promotion of work-life balance, and understanding in the event of illness or bereavement were the major reasons for positive comments about the organization.

Respondents were also appreciative of their organization's support and promotion of work-life balance for employees. The organization that established policies and implemented practices that supported balance was seen by many to be an "employer of choice." Comments ranged from employees' expressions of thanks for family leave days to recognition of the organization's efforts to create an environment where balance is encouraged. Many comments were of a personal nature, recounting how the organization had helped the employee to deal with death, serious illness or eldercare issues. These employees were grateful for the humanity, caring and understanding shown by the organization to employees dealing with personal difficulties.

Finally, it should be noted that while the organizations represented in this study varied considerably with respect to their policies and practices, the data indicate that it is in the best interest of employers to take whatever measures they can to accommodate employees' responsibilities outside work. Balance among employees may be strongly linked to the "bottom line."