Purpose – The purpose of this paper is to describe family‐friendly policies at Shanghai Shuozhi Management Consulting Co. Ltd. Design/methodology/approach – The paper examines the background to the policies, the form they take and some of the results they achieve. Findings – The paper...

Purpose – This paper aims to describe how HSBC is set to offer all new parents a part‐time role at a pro‐rata salary and the same level as their original role following maternity or paternity leave. Design/methodology/approach – The paper explains the reason for the policy and the...

This paper describes a research project that involved an in‐depth investigation into freelancing in the public relations industry with data collected from both freelancers and their employers. The analysis of these data highlighted the complexity of issues for those working in and employing...

Purpose – This paper seeks to describe how the results of the qualitative research method of focus groups may be used as conceptual data at the onset of a research study to inform researchers regarding relevant issues for future more in‐depth quantitative study. Design/methodology/approach...

Purpose – This paper aims to understand how managers in an Australian financial institution coordinated different organisational actions for the management of the work health of employees, by adopting “work‐life balance” initiatives. Design/methodology/approach – The paper uses a...

Purpose – The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and...

Purpose – The purpose of this paper is to explore the impact of remote e‐working on the key research areas of work‐life balance, job effectiveness and well‐being. The study provides a set of generalisable themes drawn from the key research areas, including building trust, management...

Managers at Marriott Hotels typically worked more than 50 hours a week. The prevailing idea was that the more hours one put in, the better. “See and be seen” were the watchwords. But by the mid‐1990s, the company was having increasing difficulty recruiting talented people. Some of its best...