WORK-FAMILY BALANCING AND WORKING TIME: WHAT MEASURES ARE AVAILABLE TO CANADIAN WORKERS AND WHAT MEASURES SHOULD EMPLOYERS DEVELOP?
Notice bibliographique
Résumé
This article examines work-family balance. Data from the Workplace and Employee Survey (WES) was used to assess the overall situation of this phenomenon in Canada. Representative statistical data was used to determine to what extent employers have taken the work-family challenge into account. Our data indicate that the progress observed regarding the social debate on work-family balance has not necessarily translated into a marked improvement in facilitating conditions in workplaces and that there have even been setbacks. Indeed, the number of workdays per week has slightly increased, reaching almost 5 days on average for men and 4.6 days for women in 2002. Moreover, a significant percentage of the Canadian workforce is on flexible work schedules or rotating shifts, which were identified as a source of difficulty for work-family balance. On the other hand, a great proportion of Canadian workers report that they work a number of hours at home, which may foster balance but can also be a source of encroachment on private life. The WES data show that people work at home because of work demands and not for reasons of work-family balance. In brief, work spills over into their personal lives. Moreover, although the most pressing desire of Canadian parents with children under the age of 3 is that employers offer help with daycare and on-site childcare services, barely more than one-quarter of Canadian workers report that their employers offered childcare services in 2002. Also, employers offer help with eldercare services to only one-tenth of Canadian workers. As regards the impact of the number of children, its effect on work time, schedules and preferences related to work time is ambiguous. As regards interest in work time reduction, the effect is also ambiguous but workers with one child or two children expressed a slightly greater desire to reduce their work hours. On the other hand, a link was found between the number of children and the desire to work extra hours since the more children workers have, the less they want to work extra hours.
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Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,011 | 0,001 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,002 | 0,000 |
| Communication savante | 0,002 | 0,002 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,002 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».