Work and non-work relation

3889 WordsMay 8, 201416 Pages
Work and non-work relation Nowadays balancing between work and non-work life has become one of the major social and family concerns. It has been found that, working stress or family conflict may have negative impact on employee work performance and productivity (Pleck et al., 1980). The main objective of this essay is to find the prevalence of the role conflicts in work and non-work domain and probable influences of this on the family, society and the organizations at large. The discussion will start with a clear understanding of work and non-work issues. Spillover cost-benefit in work and non-work relationship will then be critically evaluated. Next, a critical evaluation on the threefold typology (extension, opposition, neutrality) of…show more content…
According to Parker (1982), positive spill over is work resources such as learning opportunities, skill development, social support; higher job satisfaction etc. that leads to higher life satisfaction. On the other hand, job stress, family problem considered as Negative spillover (Menon and Akhilesh, 1994). Positive spillover motivates the employees, increases productivity and encourages retention. On the other hand, negative spillover reduces the employee performance and productivity, increases absenteeism and tardiness. A threefold typologies of work-leisure relationship by Porter will be covered in the next section of the discussion. Work and non-work life relation can be discussed under three category; extension/spill over, Opposition/compensation, and Neutrality (Parker, 1982). Opposition approach of the work-leisure relationship typology says, work and leisure are opposite to one another. Voluntarily performed activity in the domain of work place is sharply differentiated from that one performs in his/her behavioral regime (McDonald et al., 2005). It is more likely when people find their work uninteresting and finish the work-shift by doing something differently enjoyable. Neutrality typology of Parker (1983) suggests no causal relationship between work and leisure. Mageni and Slabbert (2005) argued that the work-leisure relationship is difficult to identify from the Parker’s typology due to several limitations. First, it is likely that occupation
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