Gaps between managers' and employees' perceptions of work–life balance

Abstract

Research on work–life balance (WLB) practices has increased in recent years. Academics affirm that the implementation of WLB practices helps to achieve better organizational results and improve employee outcomes such as higher satisfaction and commitment, and reduce turnover intentions. However, some authors have argued that there are differences between the availability of WLB practices in companies and employees' perceptions of access to such practices. The literature on the differences in perceptions between managers and employees in relation to WLB and its effects is sparse. Using two samples of 229 managers and 511 employees from the same firms, we in this paper contribute to our knowledge of the existence of the perception gaps between managers and employees and their influence on the take-up of WLB. Implications for academics and practitioners are discussed.

Keywords:

• perception gap
• usage
• work–life balance

Notes

1. According to the European Commission (2003), SMEs have fewer than 250 employees, with an annual turnover not exceeding €50 million euros, and an annual balance sheet total not exceeding €43 million euros.