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employees to deal with work family issues so that organizational support is negatively connected to WFC (Kossek, Pichler, Bodner, & Hammer, 2011). Furthermore, Kossek et al. (2011) showed that work family specific support has a stronger negative connection with work family conflict. Interesting results by other researchers show that family friendly organizational culture also has an indirect effect on WFC via supervisor support and coworker support (Dolcoy & Daley, 2009). Surprisingly, some research also shows that the utilization of provided resources such as child care support or flexible work hours has no longitudinal connection with WFC (Hammer, Neal, Newson, Brockwood, & Colton, 2005). This result speaks against common assumptions. Also, the supervisor has a social-support function for his/her subordinates. As Moen and Yu (2000) showed supervisor support is an indicator for lower levels of WFC. Further support for this hypothesis stems from a study conducted by
Thompson and Prottas (2005). Keeping in mind the support function, organizations should provide trainings for the supervisors and conduct the selection process of new employees. Similar as for organizational support, the meta-analysis by Kossek et al. (2011) showed that general supervisor is negatively connected to WFC. Again, work–family-specific supervisor support has a stronger negative connection with WFC. Aside from support by the organization and the supervisor, research points out a third source of work-place support: The coworker. The informal support by the coworker not only correlates with positive aspects such as job satisfaction, but is also negatively associated with negative variables such as WFC (Dolcos & Doley, 2009; Thompson & Prottas, 2005).
152:, was largely influenced from the industrial revolution and the changes in the social role of men and women during this period. This theory implies that life is concerned mainly with two separate spheres: productive life which happens in the workplace and affective life which occurs at home. Structural functionalism theory believes in the existence of radical separation between work (institution, workplace, or market) and families. According to this theory, these two (workplace and family) work best "when men and women specialize their activities in separate spheres, women at home doing expressive work and men in the workplace performing instrumental tasks" (Kingsbury & Scanzoni, 1993; as cited in MacDermid, 2005:18).
164:'s concept of "greedy institutions". These institutions are called "greedy" in the sense that they make all-encompassing demands on the commitment and loyalty of individuals, and tend to discourage involvement in other social spheres. Institutions such as religious orders, sects, academia, top level sports, the military and senior management have been interpreted as greedy institutions. On the other hand, also the family has been interpreted as a greedy institution in consideration of the demands placed on a caretaker. When a person is involved in two greedy institutions—be it child care and university, or family and the military, or others—task and role conflicts arise.
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Conceptually, enrichment between work and family is bi-directional. Most researchers make the distinction between what is termed work–family enrichment, and what is termed family–work enrichment. Work–family enrichment occurs, when ones involvement in work provides skills, behaviors, or positive mood
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Spillover is a process by which an employee's experience in one domain affects their experience in another domain. Theoretically, spillover is perceived to be one of two types: positive or negative. Spillover as the most popular view of relationship between work and family, considers multidimensional
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In contrast to work–family conflict which is associated with several negative consequences, work–family enrichment is related to positive organizational outcomes such as job satisfaction and effort (Wayne et al., 2004). There are several potential sources enrichment can arise from. Examples are that
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In 1979, Piotrkowski argued that according to this theory employees "look to their homes as havens, look to their families as sources of satisfaction lacking in the occupational sphere." What distinguishes compensation theory from the previous theories is that, in compensation theory, for the first
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According to this theory, the combination of certain roles has a positive, rather than a negative effect on well-being. This theory states that participation in one role is made better or easier by virtue of participation in the other role. Moreover, this theory acknowledges the negative effect of
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is the equilibrium between the two. There are many aspects of one's personal life that can intersect with work, including family, leisure, and health. A work–life balance is bidirectional; for instance, work can interfere with private life, and private life can interfere with work. This balance or
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This theory is one of the recent models for explaining the relationship between work and family. According to this model, experience in one role (work or family) will enhance the quality of life in the other role. In other words, this model tries to explain the positive effects of the work–family
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Supplemental and reactive compensation theories are two dichotomies of compensation theory which were developed during the late 1980s and the early 1990s. While compensation theory describes the behavior of employees in pursuing an alternative reward in the other sphere, supplemental and reactive
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Several theories explain different aspects of the relationship between work and family life. Boundary theory and border theory are the two fundamental theories that researchers have used to study these role conflicts. Other theories are built upon the foundations of these two theories. In the two
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Research has focused especially on the role of the organization and the supervisor in the reduction of WFC. Results provide evidence for the negative association between the availability of family friendly resources provided by the work place and WFC. General support by the organization aids the
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There are various additional factors that might influence the effectiveness of WFC interventions. For example, some interventions seem more adequate to reduce family-to-work conflict (FWC) than WFC (Hammer et al., 2011). More research is still needed, before optimal treatments against WFC can be
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Based on this theory work and family do not affect each other, since they are segmented and independent from each other. The literature also reports the usage of the terms compartmentalization, independence, separateness, disengagement, neutrality, and detachment to describe this
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have been shown to be positively related to work–family enrichment (Wayne et al., 2004). Next to individual antecedents, organizational circumstances such as resources and skills gained at work foster the occurrence of work–family enrichment (Voydanoff, 2004). For example, abilities such as
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was separating economic work from the family home. The 19th century's technological advancements in machinery and manufacturing initiated the separation of work from family. However, it was not until the early 20th century that the first view of work–family theories started to take shape.
459:
A methodological review by Casper, Eby, Bordeaux, Lockwood, and
Lambert (2007) summarizes the research methods used in the area of work–family research from 1980 to 2003. Their main findings are that study samples do include diverse family types, and most research relies on surveys.
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in employees that were high in WFC. At the same time, employees having low WFC scores even decreased in physical health. This shows that even though interventions can help, it is important to focus on the right persons. Otherwise, the intervention damages more than it helps.
275:
Conceptually, the conflict between work and family is bi-directional. Scholars distinguish between what is termed work-to-family conflict (WFC), and what is termed family-to-work conflict (FWC). This bi-directional view is displayed in the figure on the right.
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Lu, L., Kao, S. F., Cooper, C. L., Allen, T. D., Lapierre, L. M., O'Driscoll, M., Poelmans, S. A. Y., Sanchez, J. I., & Spector, P. L. (2009). Work resources, work-to-family conflict, and its consequences: A Taiwanese–British cross-cultural comparison.
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on the job correlates negatively with the employee's WFC. However, other functions of mentoring, like the role model aspect, appear to have no effect on WFC. Therefore, the mechanisms how having a mentor influences the work–family interface remain unclear.
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the work–family relationship, in which, only beyond a certain upper limit may overload and distress occur, however, the central focus of this perspective is mainly on the positive effects of work and family relationship, such as resource enhancement.
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which then may improve performance or involvement in another domain (Greenhaus & Powell, 2006). For example, involvement in the family role is made easier by participation in the work role (Wayne, Musisca, & Fleeson, 2004).
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Kossek, E.E., Pichler, S., Bodner, T., & Hammer, L. (2011). Workplace Social
Support and Work–Family Conflict: A Meta Analysis Clarifying the Influence of General and Work Specific Supervisor and Organizational Support.
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Hammer, L., Neal, M., Newson, J., Brockwood, K., & Colton, C. (2005). A Longitudinal Study of the
Effects of Dual-Earner Couples' Utilization of Family-Friendly Workplace Supports on Work and Family Outcomes.
317:
from
Western countries, such as U.S. Therefore, the generalizability of their findings is in question. Fortunately, there is also literature studying WFC and its consequences in other cultural contexts, such as
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Hammer, L. B., Kossek, E., Anger, W., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work–family intervention processes: The roles of work–family conflict and family-supportive supervisor behaviors.
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326:. Lu, Kao, Cooper, Allen, Lapierre, O'Driscoll, Poelmans, Sanchez, and Spector (2009) could not find any cultural difference related in work-related and nonwork-related outcomes of WFC when they compared
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Work and family studies historically focus on studying the conflict between different roles that individuals have in their society, specifically their roles at work, and their roles as a family member.
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In terms of work–family enrichment, supervisors and organizations are also relevant, since they are able to provide with important resource (e.g., skills and financial benefits) and positive affect.
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related WFC. Additionally, this training is more effective, if the partner of the focal person is also participating. Therefore, integrating the family into the intervention seems to be helpful too.
121:(ICT) has drastically altered the work–life interface. Work can now be completed at any time and in any location, meaning that domains are more likely to be blended and boundaries barely exist.
108:) or can be beneficial (e.g., work–life enrichment) in nature. Recent research has shown that the work-life interface has become more boundary-less, especially for technology-enabled workers.
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conflict where the participation in one role interfere with the participation in another. Greenhaus and
Beutell (1985) differentiate three sources for conflict between work and family:
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In terms of primary and secondary intervention there are some results. Hammer, Kossek, Anger, Bodner, and
Zimmerman (2011) conducted a field study and showed that training
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with each other, more attention has been directed at WFC. This may because family demands are more elastic than the boundaries and responsibilities of the work role. Also,
283:. Family-to-work conflict occurs when experiences in the family interfere with work life. For example, a parent may take time off from work in order to take care of a sick
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Work–family enrichment or work–family facilitation is a form of positive spillover, defined as a process whereby involvement in one domain establishes benefits and/or
167:
A 2020 LinkedIn survey based on over 2.9 million responses concluded that employees struggling with work-life balance were 4.4 times more likely to show symptoms of
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Grandey, A. A., Cordeiro, B. L., & Crouter, A. C. (2005). A longitudinal and multi-source test of the work–family conflict and job satisfaction relationship.
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Pal, S., & Saksvik, P. Ø. (2008). Work–family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study.
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Thompson, C. A., & Prottas, D. F. (2005). Relationships among organizational family support, job autonomy, perceived control, and employee well-being.
411:
which influences the family life in a positive way. Family-work enrichment, however, occurs when ones involvement in the family domain results in positive
634:"Contemporary Knowledge Workers and the Boundaryless Work–Life Interface: Implications for the Human Resource Management of the Knowledge Workforce"
1170:(2004). Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation.
976:
Schultz
Jennifer, Higbee Jeanne (April 2010). "An Exploration Of Theoretical Foundations For Working Mothers' Formal Workplace Social Networks".
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Casper, W. J., Eby, L. T., Bordeaux, C., Lockwood, A., & Lambert, D. (2007). A review of research methods in IO/OB work–family research.
298:
Allen, Herst, Bruck, and Sutton (2000) describe in their paper three categories of consequences related to WFC: work-related outcomes (e.g.,
310:). For example, WFC has been shown to be negatively related to job satisfaction whereas the association is more pronounced for females.
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interpersonal communication skills are learned at work and may then facilitate constructive communication with family members at home.
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Wilson, M. G., Polzer-Debruyne, A., Chen, S. & Fernandes, S. (2007). Shift work interventions for reduced work–family conflict.
952:
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has found that work roles are more likely to interfere with family roles than family roles are likely to interfere with work role.
219:
According to a 2021 study by Indeed, 53% of on-site workers found it challenging to stop thinking about work in their spare time.
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Dolcos, S., & Daley, D. (2009). Work pressure, workplace social resources and work–family conflict: The tale of two sectors,
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17:
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Nielson, T. R., Carlson, D. S., & Lankau, M. J. (2001). The supportive mentor as a means of reducing Work–Family conflict.
128:, segmentation, compensation, supplemental and reactive compensation, role enhancement, spillover, and work enrichment model.
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Seven dominant theories have been utilized to explain this relationship on the boundary-border spectrum; These theories are:
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and India. Nevertheless, more cross-cultural research is needed to understand the cultural dimensions of the WFC construct.
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Moen, P., & Yu, Y. (2000). Effective work/life strategies: Working couples, work conditions, gender, and life quality.
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Accordingly, WFC might occur when experiences at work interfere with family life like extensive, irregular, or inflexible
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to reduce WFC is currently still very limited. As an exception, Nielson, Carlson, and Lankau (2001) showed that having a
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better with problems at work, feel more confident and in the end being more productive at work (Wayne, et al., 2004).
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and Taiwan. Likewise, Pal and
Saksvik (2008) also did not detect specific cultural differences between employees from
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or job performance), nonwork-related outcomes (e.g., life or family satisfaction), and stress-related outcomes (e.g.,
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Another study (Wilson, Polzer-Debruyne, Chen, & Fernandes, 2007) showed that training employees helps to reduce
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Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work–family enrichment.
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254:"time devoted to the requirements of one role makes it difficult to fulfill requirements of another" (p. 76);
43:
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260:"specific behaviors required by one role make it difficult to fulfill the requirements of another" (p. 76).
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It has been argued that the work–family conflicts, in particular role conflicts, can be interpreted in terms of
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Voydanoff, P. (2004). The effects of work demands and resources on work-to-family conflict and facilitation.
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compensation theories try to describe the reason behind the work–family compensation behavior of employees.
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257:"strain from participation in one role makes it difficult to fulfill requirements of another" (p. 76);
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Parenthetical citations are used, but the sources are not delineated separately from the reference list.
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theories of early 20th century and one of the first to resemble modern work–family theories.
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Women
Singing, Cadets Leaving. The Extreme Case Syndrome in Religion-Army Relationships
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The vast majority of studies investigating the consequences of WFC were interrogating
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399:) gained in one role lead to better functioning in the other role (Sieber, 1974) or
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decades since boundary theory and border theory were first proposed, the rise of
1037:"The Work–Family Interface: Integrating Research and Career Counseling Practice"
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The references used may be made clearer with a different or consistent style of
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that are acquired in one role are useful in the other role (Crouter, 1984).
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The roots of this theory can be traced back to the early 20th century, when
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Mature Women Students: Separating Or Connecting Family and Education
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Greedy Institutions': Straddling the worlds of family and education
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time, the positive effect of work to family has been recognized.
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287:. Although these two forms of conflict—WFC and FWC—are strongly
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List of countries by rate of fatal workplace accidents
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268:Adopted from Lavassani & Movahedi (2014),
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3101:Comprehensive Employment and Training Act
917:Jan Currie, Patricia Harris, Bev Thiele:
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216:aspects of work and family relationship.
76:Learn how and when to remove this message
2945:Job losses caused by the Great Recession
1627:Simultaneous recruiting of new graduates
1009:
756:
263:
222:
3126:Credentialism and educational inflation
750:
588:Work–life balance in the European Union
522:List of minimum annual leave by country
443:The role of organization and supervisor
231:
14:
3992:
2997:List of countries by unemployment rate
994:
593:Work–life balance in the United States
193:Supplemental and reactive compensation
183:
155:
88:Intersection of work and personal life
3781:Anekdote zur Senkung der Arbeitsmoral
3273:
1358:
1330:
112:Dominant theories of the relationship
1895:Practice-based professional learning
799:
797:
795:
793:
791:
789:
26:
2443:Workers' right to access the toilet
454:
246:Work–family conflict is defined as
24:
1232:Journal of Marriage and Family, 66
1172:Journal of Vocational Behavior, 64
1115:Journal of Vocational Behavior, 59
25:
4021:
3299:
1319:Journal of Applied Psychology, 92
1280:Journal of Applied Psychology, 90
1166:Wayne, J. H., Musisca, N., &
1129:Journal of Applied Psychology, 96
1010:Morrison, Courtney (2021-05-04).
786:
730:. Harvard Business Review Press.
211:The Negative Effects of Spillover
3214:
3213:
2507:Corporate collapses and scandals
1240:10.1111/j.1741-3737.2004.00028.x
1192:American Sociological Review, 39
1155:Academy of Management Review, 31
1053:10.1002/j.2161-0045.2015.00094.x
1041:The Career Development Quarterly
583:Work–life balance in South Korea
31:
1324:
1311:
1298:
1285:
1271:
1258:
1244:
1224:
1204:
1184:
1160:
1147:
1134:
1120:
1107:
1094:
1080:
1067:
1028:
1003:
988:
969:
945:
924:
911:
880:
757:Woolston, Chris (8 July 2022).
174:
3007:Employment-to-population ratio
2379:Occupational health psychology
1384:
851:
827:
727:HBR Guide to Work-Life Balance
605:
13:
1:
3802:The Moon and the Sledgehammer
3095:Works Progress Administration
2987:Unemployment Convention, 1919
2399:Personal protective equipment
1952:Occupational Outlook Handbook
1331:Nocks, Lisa (17 March 2021).
1180:10.1016/S0001-8791(03)00035-6
890:, Taylor & Francis 1993,
599:
3176:Psychopathy in the workplace
2349:Human factors and ergonomics
578:Work–life balance in Germany
7:
3161:Narcissism in the workplace
2374:Occupational exposure limit
527:Marx's theory of alienation
474:
10:
4026:
3090:Civil Works Administration
2972:Technological unemployment
2448:Workplace health promotion
1905:Professional certification
1602:Personality–job fit theory
1220:10.1177/001872678403700601
940:10.1177/0095327X8601300101
463:
395:resources (e.g., positive
379:
235:
3839:
3772:
3721:
3615:
3559:
3551:Twelve Tribes communities
3458:
3307:
3209:
3108:
3070:Guaranteed minimum income
3027:
2868:
2742:
2655:Organizational commitment
2607:
2499:
2466:
2329:
2254:
2131:
2058:
1992:
1779:
1701:
1645:
1495:
1392:
869:, Lexington Books, 2014,
772:10.1146/knowable-070722-1
558:Right to rest and leisure
3239:Aspects of organizations
2920:Involuntary unemployment
2481:Equal pay for equal work
2404:Repetitive strain injury
1910:Professional development
1900:Professional association
1582:Letter of recommendation
1253:Personnel Psychology, 64
697:. Taylor & Francis.
651:10.3389/fpsyg.2018.02414
502:Downshifting (lifestyle)
337:The research concerning
132:Structural functionalism
126:structural functionalism
3541:Testimony of simplicity
3459:Religious and spiritual
3420:Subsistence agriculture
3415:Slow movement (culture)
3224:Aspects of corporations
3186:Slow movement (culture)
3065:Employer of last resort
2967:Structural unemployment
2905:Frictional unemployment
2344:Epilepsy and employment
2231:Performance-related pay
2165:National average salary
2083:996 working hour system
638:Frontiers in Psychology
552:Return on time invested
469:Lillian Moller Gilbreth
436:openness for experience
202:Role enhancement theory
91:In the intersection of
47:. The reason given is:
3872:Appropriate technology
3430:Sustainable sanitation
3375:Low-impact development
3234:Aspects of occupations
3040:Unemployment insurance
2992:Unemployment extension
2962:Reserve army of labour
2767:Constructive dismissal
2574:Sleeping while on duty
2539:Exploitation of labour
2421:Sick building syndrome
1597:Person–environment fit
1467:Independent contractor
1142:Employee Relations, 29
382:Work–family enrichment
376:Work–family enrichment
272:
3788:Escape from Affluenza
3365:Intentional community
3244:Aspects of workplaces
2982:Unemployment benefits
2977:Types of unemployment
2915:Graduate unemployment
2809:Letter of resignation
2438:Workers' compensation
2431:Occupational fatality
1940:Vocational university
1540:Employment counsellor
267:
223:Work enrichment model
138:industrial revolution
3912:Front Porch Republic
3902:Ecological footprint
3722:Modern-day adherents
3050:Job creation program
2826:Mandatory retirement
2779:Employee offboarding
2599:Workplace incivility
2594:Workplace harassment
2369:Occupational disease
2364:Occupational burnout
2279:Disability insurance
2123:Workweek and weekend
1930:Vocational education
1845:Continuing education
1683:Permanent employment
532:Need for achievement
482:Achievement ideology
238:Work–family conflict
232:Work–family conflict
169:occupational burnout
3979:Work–life interface
3862:Anarcho-primitivism
3703:Henry David Thoreau
3587:Open Source Ecology
2955:Recession-proof job
2950:Lists of recessions
2888:Economic depression
2836:Retirement planning
2717:Work–life interface
2554:Employee monitoring
2522:Corporate behaviour
2512:Accounting scandals
2394:Occupational stress
2384:Occupational injury
1920:Reflective practice
1915:Professional school
1637:Work-at-home scheme
1557:Induction programme
1535:Employment contract
1515:Business networking
1293:Social Problems, 47
1212:Human Relations, 37
507:Effects of overtime
270:Work–life interface
184:Compensation Theory
156:Greedy institutions
18:Work–life interface
3937:Intentional living
3823:Small Is Beautiful
3698:George Skene Keith
3546:Tolstoyan movement
3445:War tax resistance
3425:Sustainable living
3218:See also templates
3055:Job creation index
3019:Youth unemployment
2883:Discouraged worker
2772:Wrongful dismissal
2752:At-will employment
2625:Civil conscription
2589:Workplace bullying
2476:Affirmative action
2458:Workplace wellness
2389:Occupational noise
2030:Long service leave
1890:Overspecialization
1870:Induction training
1825:Career development
886:Rosalind Edwards:
428:Personality traits
273:
106:work–life conflict
4000:Work–life balance
3987:
3986:
3947:Rainbow Gathering
3816:The Power of Half
3809:Mother Earth News
3628:Ernest Callenbach
3560:Secular movements
3267:
3266:
3166:Post-work society
3146:Kiss up kick down
2878:Barriers to entry
2843:Severance package
2675:Human trafficking
2569:Sexual harassment
2549:Employee handbook
2468:Equal opportunity
2331:Safety and health
2321:Take-home vehicle
1935:Vocational school
1885:Lifelong learning
1860:Further education
1820:Career counseling
1815:Career assessment
1592:Overqualification
896:978-0-7484-0087-4
875:978-0-7391-9417-1
763:Knowable Magazine
737:978-1-63369-713-3
704:978-1-135-42219-6
568:Social alienation
512:Four-day workweek
101:work–life balance
86:
85:
78:
16:(Redirected from
4017:
3887:Critique of work
3867:Anti-consumerism
3734:Robin Greenfield
3693:E. F. Schumacher
3633:G. K. Chesterton
3567:Back-to-the-land
3405:Self-sufficiency
3345:Forest gardening
3294:
3287:
3280:
3271:
3270:
3254:Critique of work
3249:Corporate titles
3217:
3216:
3136:Evil corporation
3002:Employment rates
2925:Jobless recovery
2893:Great Depression
2853:Golden parachute
2848:Golden handshake
2645:Job satisfaction
2635:Critique of work
2453:Workplace phobia
2284:Health insurance
2241:Wage compression
2209:Progressive wage
2068:35-hour workweek
2035:No call, no show
2025:Leave of absence
1875:Knowledge worker
1803:Master craftsman
1607:Personality hire
1545:Executive search
1525:Curriculum vitae
1510:Background check
1379:
1372:
1365:
1356:
1355:
1350:
1349:
1347:
1345:
1328:
1322:
1315:
1309:
1302:
1296:
1289:
1283:
1275:
1269:
1262:
1256:
1248:
1242:
1228:
1222:
1208:
1202:
1188:
1182:
1164:
1158:
1151:
1145:
1138:
1132:
1124:
1118:
1111:
1105:
1098:
1092:
1084:
1078:
1071:
1065:
1064:
1032:
1026:
1025:
1023:
1022:
1007:
1001:
1000:
992:
986:
985:
973:
967:
966:
964:
963:
957:www.linkedin.com
949:
943:
928:
922:
915:
909:
902:
884:
878:
857:Lewis A. Coser:
855:
849:
847:10.7202/018124ar
833:Lewis A. Coser:
831:
825:
816:Lewis A. Coser:
814:
808:
801:
784:
783:
781:
779:
774:
754:
748:
747:
745:
744:
721:
715:
714:
712:
711:
688:
682:
681:
671:
653:
629:
618:
617:
609:
497:Critique of work
455:Research methods
300:job satisfaction
81:
74:
70:
67:
61:
35:
34:
27:
21:
4025:
4024:
4020:
4019:
4018:
4016:
4015:
4014:
3990:
3989:
3988:
3983:
3917:Green anarchism
3835:
3768:
3717:
3616:Notable writers
3611:
3607:Transition town
3555:
3511:New Monasticism
3454:
3303:
3298:
3268:
3263:
3259:Organized labor
3229:Aspects of jobs
3205:
3196:Toxic workplace
3131:Emotional labor
3104:
3028:Public programs
3023:
2940:Great Recession
2910:Full employment
2898:Long Depression
2864:
2762:Banishment room
2738:
2660:Refusal of work
2603:
2527:Corporate crime
2495:
2462:
2325:
2250:
2127:
2054:
1988:
1865:Graduate school
1775:
1697:
1641:
1632:Underemployment
1491:
1435:Self-employment
1410:Contingent work
1400:Academic tenure
1393:Classifications
1388:
1383:
1353:
1343:
1341:
1329:
1325:
1316:
1312:
1303:
1299:
1290:
1286:
1276:
1272:
1263:
1259:
1249:
1245:
1229:
1225:
1209:
1205:
1200:10.2307/2094422
1189:
1185:
1165:
1161:
1152:
1148:
1139:
1135:
1125:
1121:
1112:
1108:
1099:
1095:
1085:
1081:
1072:
1068:
1033:
1029:
1020:
1018:
1008:
1004:
995:Indeed (2021).
993:
989:
974:
970:
961:
959:
951:
950:
946:
929:
925:
916:
912:
900:
885:
881:
856:
852:
832:
828:
815:
811:
802:
787:
777:
775:
755:
751:
742:
740:
738:
722:
718:
709:
707:
705:
689:
685:
630:
621:
610:
606:
602:
597:
477:
466:
457:
445:
384:
378:
308:substance abuse
240:
234:
225:
213:
204:
195:
186:
177:
158:
134:
114:
89:
82:
71:
65:
62:
51:
42:has an unclear
36:
32:
23:
22:
15:
12:
11:
5:
4023:
4013:
4012:
4007:
4002:
3985:
3984:
3982:
3981:
3976:
3974:Sustainability
3971:
3966:
3961:
3959:Low-technology
3956:
3951:
3950:
3949:
3944:
3934:
3929:
3927:Global warming
3924:
3919:
3914:
3909:
3904:
3899:
3894:
3889:
3884:
3879:
3874:
3869:
3864:
3859:
3854:
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3843:
3841:
3837:
3836:
3834:
3833:
3826:
3819:
3812:
3805:
3798:
3791:
3784:
3776:
3774:
3770:
3769:
3767:
3766:
3761:
3756:
3751:
3746:
3744:Pentti Linkola
3741:
3736:
3731:
3725:
3723:
3719:
3718:
3716:
3715:
3710:
3705:
3700:
3695:
3690:
3685:
3680:
3675:
3670:
3665:
3660:
3658:Harlan Hubbard
3655:
3653:Tom Hodgkinson
3650:
3645:
3643:Mahatma Gandhi
3640:
3635:
3630:
3625:
3619:
3617:
3613:
3612:
3610:
3609:
3604:
3599:
3594:
3589:
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3579:
3574:
3569:
3563:
3561:
3557:
3556:
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3553:
3548:
3543:
3538:
3533:
3528:
3523:
3518:
3513:
3508:
3503:
3498:
3493:
3491:Jesus movement
3488:
3483:
3478:
3473:
3468:
3462:
3460:
3456:
3455:
3453:
3452:
3447:
3442:
3437:
3432:
3427:
3422:
3417:
3412:
3407:
3402:
3397:
3392:
3387:
3382:
3377:
3372:
3370:Local currency
3367:
3362:
3357:
3352:
3347:
3342:
3337:
3332:
3327:
3322:
3317:
3311:
3309:
3305:
3304:
3297:
3296:
3289:
3282:
3274:
3265:
3264:
3262:
3261:
3256:
3251:
3246:
3241:
3236:
3231:
3226:
3220:
3219:
3210:
3207:
3206:
3204:
3203:
3198:
3193:
3188:
3183:
3181:Sunday scaries
3178:
3173:
3168:
3163:
3158:
3153:
3148:
3143:
3138:
3133:
3128:
3123:
3118:
3112:
3110:
3106:
3105:
3098:
3097:
3092:
3087:
3082:
3077:
3072:
3067:
3062:
3057:
3052:
3047:
3042:
3037:
3031:
3029:
3025:
3024:
3022:
3021:
3016:
3011:
3010:
3009:
3004:
2994:
2989:
2984:
2979:
2974:
2969:
2964:
2959:
2958:
2957:
2952:
2947:
2942:
2932:
2930:Phillips curve
2927:
2922:
2917:
2912:
2907:
2902:
2901:
2900:
2895:
2885:
2880:
2874:
2872:
2866:
2865:
2863:
2862:
2857:
2856:
2855:
2850:
2840:
2839:
2838:
2833:
2831:Retirement age
2828:
2818:
2813:
2812:
2811:
2801:
2796:
2791:
2786:
2784:Exit interview
2781:
2776:
2775:
2774:
2769:
2764:
2754:
2748:
2746:
2740:
2739:
2737:
2736:
2731:
2730:
2729:
2724:
2714:
2709:
2708:
2707:
2702:
2697:
2692:
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2682:
2677:
2672:
2662:
2657:
2652:
2647:
2642:
2637:
2632:
2627:
2622:
2617:
2611:
2609:
2605:
2604:
2602:
2601:
2596:
2591:
2586:
2581:
2576:
2571:
2566:
2561:
2556:
2551:
2546:
2541:
2536:
2534:Discrimination
2531:
2530:
2529:
2524:
2519:
2514:
2503:
2501:
2497:
2496:
2494:
2493:
2488:
2486:Gender pay gap
2483:
2478:
2472:
2470:
2464:
2463:
2461:
2460:
2455:
2450:
2445:
2440:
2435:
2434:
2433:
2423:
2418:
2417:
2416:
2406:
2401:
2396:
2391:
2386:
2381:
2376:
2371:
2366:
2361:
2356:
2351:
2346:
2341:
2335:
2333:
2327:
2326:
2324:
2323:
2318:
2317:
2316:
2306:
2301:
2299:Parental leave
2296:
2294:Marriage leave
2291:
2289:Life insurance
2286:
2281:
2276:
2271:
2266:
2260:
2258:
2252:
2251:
2249:
2248:
2243:
2238:
2233:
2228:
2223:
2218:
2217:
2216:
2206:
2205:
2204:
2199:
2194:
2189:
2179:
2178:
2177:
2172:
2162:
2157:
2152:
2147:
2145:Income bracket
2141:
2139:
2129:
2128:
2126:
2125:
2120:
2115:
2110:
2105:
2100:
2095:
2090:
2085:
2080:
2078:Eight-hour day
2075:
2070:
2064:
2062:
2056:
2055:
2053:
2052:
2047:
2042:
2037:
2032:
2027:
2022:
2017:
2012:
2007:
2002:
1996:
1994:
1990:
1989:
1987:
1986:
1981:
1976:
1975:
1974:
1969:
1959:
1954:
1949:
1944:
1943:
1942:
1937:
1932:
1927:
1922:
1917:
1912:
1907:
1902:
1897:
1892:
1887:
1882:
1877:
1872:
1867:
1862:
1857:
1852:
1847:
1837:
1835:Creative class
1832:
1827:
1822:
1817:
1812:
1807:
1806:
1805:
1795:
1793:Apprenticeship
1789:
1787:
1777:
1776:
1774:
1773:
1768:
1763:
1761:Scarlet-collar
1758:
1753:
1748:
1743:
1738:
1733:
1728:
1723:
1718:
1713:
1707:
1705:
1699:
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1604:
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1527:
1522:
1517:
1512:
1507:
1501:
1499:
1493:
1492:
1490:
1489:
1484:
1479:
1477:Temporary work
1474:
1469:
1464:
1463:
1462:
1457:
1452:
1445:Skilled worker
1442:
1437:
1432:
1427:
1422:
1417:
1412:
1407:
1402:
1396:
1394:
1390:
1389:
1382:
1381:
1374:
1367:
1359:
1352:
1351:
1323:
1310:
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1270:
1257:
1243:
1223:
1203:
1183:
1159:
1146:
1133:
1119:
1106:
1093:
1079:
1066:
1027:
1016:EveryoneSocial
1002:
987:
968:
944:
923:
910:
879:
877:, p. 130.
850:
826:
809:
785:
749:
736:
716:
703:
683:
619:
603:
601:
598:
596:
595:
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570:
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560:
555:
549:
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519:
514:
509:
504:
499:
494:
489:
484:
478:
476:
473:
465:
462:
456:
453:
444:
441:
380:Main article:
377:
374:
262:
261:
258:
255:
236:Main article:
233:
230:
228:relationship.
224:
221:
212:
209:
203:
200:
194:
191:
185:
182:
176:
173:
162:Lewis A. Coser
157:
154:
133:
130:
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44:citation style
39:
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9:
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4022:
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3922:The good life
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3795:The Good Life
3792:
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3782:
3778:
3777:
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3765:
3762:
3760:
3757:
3755:
3754:Peace Pilgrim
3752:
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3740:
3739:Ted Kaczynski
3737:
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3688:Dugald Semple
3686:
3684:
3681:
3679:
3678:Peace Pilgrim
3676:
3674:
3673:Scott Nearing
3671:
3669:
3668:Helen Nearing
3666:
3664:
3661:
3659:
3656:
3654:
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3649:
3648:Richard Gregg
3646:
3644:
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3623:Wendell Berry
3621:
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3577:Environmental
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3457:
3451:
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3441:
3440:Vegetarianism
3438:
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3333:
3331:
3328:
3326:
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3321:
3318:
3316:
3313:
3312:
3310:
3306:
3302:
3301:Simple living
3295:
3290:
3288:
3283:
3281:
3276:
3275:
3272:
3260:
3257:
3255:
3252:
3250:
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3182:
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3174:
3172:
3169:
3167:
3164:
3162:
3159:
3157:
3156:Make-work job
3154:
3152:
3149:
3147:
3144:
3142:
3139:
3137:
3134:
3132:
3129:
3127:
3124:
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3119:
3117:
3114:
3113:
3111:
3107:
3103:
3102:
3096:
3093:
3091:
3088:
3086:
3083:
3081:
3078:
3076:
3075:Right to work
3073:
3071:
3068:
3066:
3063:
3061:
3060:Job guarantee
3058:
3056:
3053:
3051:
3048:
3046:
3045:Make-work job
3043:
3041:
3038:
3036:
3033:
3032:
3030:
3026:
3020:
3017:
3015:
3012:
3008:
3005:
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3000:
2999:
2998:
2995:
2993:
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2988:
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2824:
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2822:
2819:
2817:
2816:Restructuring
2814:
2810:
2807:
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2800:
2797:
2795:
2794:Notice period
2792:
2790:
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2725:
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2710:
2706:
2703:
2701:
2700:Unfree labour
2698:
2696:
2693:
2691:
2688:
2686:
2683:
2681:
2678:
2676:
2673:
2671:
2670:Bonded labour
2668:
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2597:
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2587:
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2584:Whistleblower
2582:
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2577:
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2572:
2570:
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2555:
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2537:
2535:
2532:
2528:
2525:
2523:
2520:
2518:
2517:Control fraud
2515:
2513:
2510:
2509:
2508:
2505:
2504:
2502:
2498:
2492:
2491:Glass ceiling
2489:
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2479:
2477:
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2426:Work accident
2424:
2422:
2419:
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2414:United States
2412:
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2400:
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2314:United States
2312:
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2300:
2297:
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2277:
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2272:
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2269:Casual Friday
2267:
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2262:
2261:
2259:
2257:
2253:
2247:
2244:
2242:
2239:
2237:
2234:
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2226:Paid time off
2224:
2222:
2221:Overtime rate
2219:
2215:
2212:
2211:
2210:
2207:
2203:
2202:United States
2200:
2198:
2195:
2193:
2190:
2188:
2185:
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2176:
2173:
2171:
2168:
2167:
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2081:
2079:
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2073:Four-day week
2071:
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2023:
2021:
2018:
2016:
2013:
2011:
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2001:
1998:
1997:
1995:
1991:
1985:
1982:
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1968:
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1957:Practice firm
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1855:Employability
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1759:
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1756:Orange-collar
1754:
1752:
1749:
1747:
1744:
1742:
1739:
1737:
1734:
1732:
1729:
1727:
1724:
1722:
1719:
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1703:Working class
1700:
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1577:Job interview
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1430:Part-time job
1428:
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1416:
1415:Full-time job
1413:
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1339:
1338:IEEE Spectrum
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559:
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542:Paid time off
540:
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359:
355:
350:
347:
344:
340:
339:interventions
335:
333:
329:
328:Great Britain
325:
321:
316:
311:
309:
305:
301:
296:
294:
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282:
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165:
163:
153:
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146:
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139:
129:
127:
122:
120:
109:
107:
102:
98:
97:personal life
94:
80:
77:
69:
66:February 2024
59:
55:
50:
46:
45:
40:This article
38:
29:
28:
19:
3932:Hedonophobia
3892:Deep ecology
3828:
3821:
3814:
3807:
3800:
3793:
3786:
3663:Satish Kumar
3521:Plain people
3486:Distributism
3400:Sattvic diet
3390:Permaculture
3385:Off-the-grid
3360:Gift economy
3330:Downshifting
3320:Cord-cutting
3191:Toxic leader
3171:Presenteeism
3151:Labor rights
3141:Going postal
3116:Bullshit job
3099:
3084:
3079:
2870:Unemployment
2722:Downshifting
2705:Wage slavery
2685:Penal labour
2640:Dead-end job
2630:Conscription
2409:Right to sit
2264:Annual leave
2246:Working poor
2182:Minimum wage
2160:Maximum wage
2118:Working time
2108:Six-hour day
2010:Career break
1972:Professional
1766:Black-collar
1736:White-collar
1716:Green-collar
1693:Volunteering
1530:Drug testing
1520:Cover letter
1460:Tradesperson
1342:. Retrieved
1336:
1326:
1318:
1313:
1305:
1300:
1292:
1287:
1279:
1273:
1265:
1260:
1252:
1246:
1231:
1226:
1211:
1206:
1191:
1186:
1171:
1162:
1154:
1149:
1141:
1136:
1128:
1122:
1114:
1109:
1101:
1096:
1088:
1082:
1074:
1069:
1047:(1): 44–56.
1044:
1040:
1030:
1019:. Retrieved
1015:
1005:
990:
981:
977:
971:
960:. Retrieved
956:
947:
931:
930:M.W. Segal:
926:
918:
913:
899:
898:, Chapter 4
887:
882:
866:
862:
858:
853:
838:
834:
829:
821:
817:
812:
804:
776:. Retrieved
762:
752:
741:. Retrieved
726:
719:
708:. Retrieved
693:
686:
641:
637:
613:
607:
563:Six-hour day
547:Productivism
487:Annual leave
467:
458:
450:
446:
432:extraversion
421:
409:
393:
385:
370:
363:
351:
336:
312:
297:
278:
274:
269:
245:
241:
226:
218:
214:
205:
196:
187:
178:
175:Segmentation
166:
159:
147:
135:
123:
115:
100:
90:
72:
63:
48:
41:
3964:Nonviolence
3882:Consumerism
3877:Bohemianism
3852:Agrarianism
3708:Leo Tolstoy
3638:Duane Elgin
3597:Small house
3516:Plain dress
3506:Monasticism
3501:Mindfulness
3410:Slow living
3080:Historical:
2804:Resignation
2744:Termination
2727:Slow living
2695:Truck wages
2680:Labour camp
2608:Willingness
2500:Infractions
2155:Living wage
2103:Remote work
1771:Gold-collar
1726:Pink-collar
1721:Grey-collar
1711:Blue-collar
1678:Labour hire
1653:Cooperative
1617:Recruitment
1572:Job hunting
1505:Application
1487:Wage labour
1472:Labour hire
1425:Job sharing
1234:, 398–412.
1214:, 425–441.
1194:, 567–578.
1174:, 108–130.
1168:Fleeson, W.
984:(4): 87–94.
424:antecedents
354:supervisors
4010:Employment
3994:Categories
3907:Food miles
3857:Amateurism
3749:Jim Merkel
3729:Mark Boyle
3683:Nick Rosen
3602:Tiny house
3536:Temperance
3481:Detachment
3476:Asceticism
3471:Aparigraha
3350:Freeganism
3335:Dry toilet
3014:Wage curve
2821:Retirement
2734:Workaholic
2712:Work ethic
2579:Wage theft
2564:Labour law
2559:Evaluation
2544:Dress code
2309:Sick leave
2274:Child care
2236:Salary cap
2150:Income tax
2113:Shift work
2050:Time clock
2045:Sick leave
2040:Sabbatical
2005:Break room
1993:Attendance
1962:Profession
1947:Mentorship
1925:Retraining
1850:E-learning
1746:New-collar
1741:Red-collar
1688:Supervisor
1668:Internship
1587:Onboarding
1455:Technician
1450:Journeyman
1420:Gig worker
1386:Employment
1308:, 100–118.
1295:, 291–326.
1282:, 799–810.
1268:, 291–311.
1255:, 289–313.
1144:, 162–177.
1131:, 134–150.
1117:, 364–381.
1077:, 305–323.
1021:2023-10-28
962:2023-10-26
942:(abstract)
743:2020-12-01
710:2020-12-01
600:References
573:Workaholic
430:, such as
366:shift work
343:supportive
304:depression
289:correlated
281:work hours
58:footnoting
3954:Itinerant
3847:Affluenza
3531:Rastafari
3496:Mendicant
3380:No frills
3355:Frugality
3325:DIY ethic
3308:Practices
3201:Workhouse
3121:Busy work
2935:Recession
2799:Pink slip
2757:Dismissal
2620:Careerism
2214:Singapore
2192:Hong Kong
2060:Schedules
1979:Tradesman
1880:Licensure
1840:Education
1810:Avocation
1751:No-collar
1731:Precariat
1612:Probation
1567:Job fraud
1061:0889-4019
907:p. 62 ff.
660:1664-1078
405:attitudes
388:resources
372:derived.
248:interrole
143:sociology
3969:Peak oil
3897:Degrowth
3713:Valluvar
3572:Car-free
3435:Veganism
3109:See also
3035:Workfare
2860:Turnover
2256:Benefits
2137:salaries
2098:Overtime
2088:Flextime
2020:Gap year
2015:Furlough
1984:Vocation
1967:Operator
1830:Coaching
1785:training
1663:Employer
1658:Employee
1562:Job fair
1440:Side job
1344:22 March
1321:, 28–43.
1157:, 72–92.
1104:, 22–42.
1091:, 25-44.
778:4 August
678:30555399
644:: 2414.
537:Overwork
475:See also
422:Several
293:research
180:theory.
54:citation
3942:commune
3840:Related
3526:Quakers
3340:Fasting
3085:U.S.A.:
2690:Peonage
2665:Slavery
2615:Boreout
2354:Karoshi
2304:Pension
2093:On-call
1798:Artisan
1482:Laborer
807:, 6–19.
669:6283975
517:Leisure
492:Burnout
464:History
315:samples
3830:Walden
3764:Thomas
3582:Hippie
3395:Regift
3315:Barter
2789:Layoff
2339:Crunch
2197:Europe
2187:Canada
2175:Europe
1781:Career
1622:Résumé
1497:Hiring
1405:Casual
1059:
894:
873:
734:
701:
676:
666:
658:
554:(ROTI)
401:skills
358:health
346:mentor
332:Norway
320:Taiwan
99:, the
3773:Media
3759:Suelo
3466:Amish
3450:WWOOF
2650:McJob
2170:World
2133:Wages
2000:Break
1646:Roles
901:'
324:India
285:child
4005:Work
3592:Slow
2135:and
1783:and
1550:list
1346:2021
1057:ISSN
892:ISBN
871:ISBN
780:2022
732:ISBN
699:ISBN
674:PMID
656:ISSN
434:and
417:cope
413:mood
403:and
397:mood
322:and
150:WWII
95:and
93:work
56:and
1673:Job
1236:doi
1216:doi
1196:doi
1176:doi
1049:doi
936:doi
843:doi
767:doi
664:PMC
646:doi
306:or
3996::
1335:.
1055:.
1045:63
1043:.
1039:.
1014:.
980:.
955:.
905:.
788:^
765:.
761:.
672:.
662:.
654:.
640:.
636:.
622:^
171:.
3783:"
3779:"
3293:e
3286:t
3279:v
1378:e
1371:t
1364:v
1348:.
1238::
1218::
1198::
1178::
1063:.
1051::
1024:.
999:.
982:8
965:.
938::
845::
782:.
769::
746:.
713:.
680:.
648::
642:9
79:)
73:(
68:)
64:(
60:.
20:)
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