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Conciliazione vita-lavoro e soddisfazione lavorativa: uomini e donne a confronto
Garlatti Costa, Grazia
2024
Abstract
Organizational well-being represents a crucial factor for the survival of organizations. As demonstrated by numerous scientific evidences, promoting well-being positively affects work performance, increases productivity, decreases turnover and absenteeism rates, and enhances job satisfaction (Bryson et al., 2017; Haddon, 2018). However, the needs related to work well-being and job satisfaction vary significantly between men and women. A determining factor for workers’ well-being is the reconciliation between work life and private life, in other words, the “work-life balance”, which is an increasing necessity in the world of work and, at the same time, a challenge for companies that must adapt to this growing need (Powell et al., 2019). The work-life balance involves different challenges for women and men (Greenhaus & Beutell, 1985). Women suffer greater social and family pressures for the care of children, elderly parents, and household chores, with consequent risks of discrimination, precarity, stress, and career limitations that negatively impact their job satisfaction. Therefore, it is essential that organizations carefully consider the different needs of men and women, implementing specific measures for each situation and ensuring that all workers feel adequately supported by the organization itself (Eisenberger et al., 1986). This contribution is based on an empirical study that involved eight large companies in Northeast Italy, to analyze how the level of work-life balance varies between men and women, assessing the impact that the perception of support received from the organization has, and how all this affects job satisfaction. Managerial implications functional for targeted management of the organizational well-being of men and women will be provided.
Il benessere organizzativo rappresenta un fattore imprescindibile per la sopravvivenza delle organizzazioni. Come dimostrato da numerose evidenze scientifiche, la promozione del benessere influisce positivamente sulle performance lavorative, incrementa la produttivita, diminuisce i tassi di turnover e di assenteismo e accresce la soddisfazione lavorativa (Bryson et al., 2017; Haddon, 2018). Tuttavia, le esigenze connesse al benessere lavorativo e alla soddisfazione lavorativa variano significativamente tra uomini e donne. Un fattore determinante per il benessere dei lavoratori e delle lavoratrici e la conciliazione tra vita lavorativa e vita privata, in altre parole il “work-life balance”, che e una necessita sempre piu sentita nel mondo del lavoro e al contempo una sfida per le imprese che devono adattarsi a questa crescente esigenza (Powell et al., 2019). La conciliazione vita-lavoro, implica sfide diverse per donne e uomini (Greenhaus & Beutell, 1985). Le prime subiscono maggiori pressioni sociali e familiari per la cura di figli e figlie e di genitori anziani e delle faccende domestiche, con conseguenti rischi di discriminazione, precarieta, stress e limitazioni di carriera che impattano negativamente sulla loro soddisfazione lavorativa. Pertanto e essenziale che le organizzazioni considerino attentamente le diverse necessita di uomini e donne, implementando misure specifiche per ogni situazione e assicurandosi che tutti i lavoratori e le lavoratrici si sentano adeguatamente supportate dall’organizzazione stessa (Eisenberger et al., 1986). Questo contributo si basa su uno studio empirico che ha coinvolto otto grandi imprese del Nord-est dell’Italia, con l’obiettivo di analizzare come varia tra uomini e donne il livello di conciliazione vita-lavoro, valutare l’impatto che ha la percezione del supporto ricevuto da parte dell’organizzazione e come tutto questo si ripercuote sulla soddisfazione lavorativa. Si forniranno delle implicazioni manageriali utili per una mirata gestione del benessere organizzativo di uomini e donne.
Organizational well-being represents a crucial factor for the survival of organizations. As demonstrated by numerous scientific evidences, promoting well-being positively affects work performance, increases productivity, decreases turnover and absenteeism rates, and enhances job satisfaction (Bryson et al., 2017; Haddon, 2018). However, the needs related to work well-being and job satisfaction vary significantly between men and women. A determining factor for workers’ well-being is the reconciliation between work life and private life, in other words, the “work-life balance”, which is an increasing necessity in the world of work and, at the same time, a challenge for companies that must adapt to this growing need (Powell et al., 2019). The work-life balance involves different challenges for women and men (Greenhaus & Beutell, 1985). Women suffer greater social and family pressures for the care of children, elderly parents, and household chores, with consequent risks of discrimination, precarity, stress, and career limitations that negatively impact their job satisfaction. Therefore, it is essential that organizations carefully consider the different needs of men and women, implementing specific measures for each situation and ensuring that all workers feel adequately supported by the organization itself (Eisenberger et al., 1986). This contribution is based on an empirical study that involved eight large companies in Northeast Italy, to analyze how the level of work-life balance varies between men and women, assessing the impact that the perception of support received from the organization has, and how all this affects job satisfaction. Managerial implications functional for targeted management of the organizational well-being of men and women will be provided.
Source
Grazia Garlatti Costa, "Conciliazione vita-lavoro e soddisfazione lavorativa: uomini e donne a confronto", in: Saveria Capellari (a cura di ), "Parità: a che punto siamo? Contributi per un dialogo interdisciplinare", Trieste, EUT Edizioni Università di Trieste, 2024, pp. 201-219
Languages
it
Rights
Attribution-NonCommercial-NoDerivatives 4.0 International
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