The Impact of Time Management on Employee Well-being and Work-Life Integration
Time management is having a profound impact on employee well-being and work-life integration.
Many companies are encouraging employees to adopt more efficient time management practices, such as batching tasks, in order to help them achieve higher levels of productivity. This increased emphasis on the importance of time management has led some to believe that overworking will be the new norm.
But the truth is much different: research has found workaholics experience negative effects on their physical and mental health, including job burnout; they also have difficulties managing relationships with friends and family members outside of work.
"Managing time is not something people tend to do well," says Dr. Melinda Moore, an associate professor of management at Sauder School of Business in Vancouver. "It's a skill that can be learned and practiced but requires deliberate practice. If people are not deliberately practicing, they end up overworking and getting burned out."
The good news is that there are proven time management skills you can develop to improve productivity and work-life effectiveness—far beyond batching tasks, for example. (An article on this website titled Time Management Tips lists some time management tools.)
New research from Sauder's Melinda Moore and Dr. Sara Hodshon of the University of Waterloo, reported in an article titled " Empowered Time Use: Is It a Pathway to Work-Life Integration? (pdf)," concludes it is.
The authors looked at the effects of three organizational practices on employee well-being and work-life integration:
Empowered time use, which focuses on improving employees' ability to manage their own time. The theory behind this practice is that employees who spend an appropriate amount of time on work tasks, but also make time for other activities in their lives, will have greater work-life balance and will be more satisfied with their jobs.
which focuses on improving employees' ability to manage their own time. The theory behind this practice is that employees who spend an appropriate amount of time on work tasks, but also make time for other activities in their lives, will have greater work-life balance and will be more satisfied with their jobs. Manager training, which seeks to improve managers' knowledge of how to directly influence employee well-being. The idea is that if managers can help employees get the right support and resources needed to improve work-life integration, then the organization will benefit from greater employee engagement and retention.
which seeks to improve managers' knowledge of how to directly influence employee well-being. The idea is that if managers can help employees get the right support and resources needed to improve work-life integration, then the organization will benefit from greater employee engagement and retention. Results feedback, which focuses on giving employees a more balanced view of how their performance is viewed by others. The idea is that if employees have a better understanding of how they are viewed by others, they are likely to feel more satisfied with their jobs and lead happier lives overall.
The researchers analyzed data from 3,096 employees across 29 organizations that had used one or more of these three practices between 2007 and 2010. The study found that time management was related to higher levels of work-life integration for both men and women. And men with higher levels of well-being were more likely to engage in work-life practices such as finding ways to increase work-life balance and participating in family activities after work.
"Employees who use time management skills to improve their ability to manage their time well are more likely to have better work-life integration," says Moore. "When employees report higher levels of well-being, they are more likely to engage in positive work-family behaviors that contribute to better work life integration."
The research also found that men, regardless of their levels of well-being, were generally less likely than women to engage in certain work-life practices. For example, men were less likely to report engaging in positive work-life practices such as finding ways to increase work-life balance with their supervisor and taking steps to support their spouse's career.
"There are a number of factors that may explain these differences, including organizational culture, gender role norms and how men and women differ in their perception of the importance of work compared to their non-work roles," says Moore. "In many cases, managers can play an important role in creating and supporting a healthy work environment where all employees feel supported."
The researchers say that the findings can be useful for organizations trying to promote greater employee well-being. For example, organizations could design policies that reward time management skills development. Likewise, managers could provide training on time management skills to help employees engage in more work-life activities and feel better about their jobs.
"The results of our study suggest that organizations may benefit by focusing on time management skills as a way to improve work-life integration," Moore says. "Organizations that focus on developing and supporting these skills can expect to have more engaged employees who are more satisfied with the organization's ability to support them in managing their work life."
Explore further: The price of being overworked: Early death risk for white collar professionals
More information: Melinda E. Moore et al. Empowered Time Use: Is It a Pathway to Work-Life Integration?, Journal of Occupational Health Psychology (2016). DOI: 10.1037/apl0000155
Melinda E. Moore et al. Empowered Time Use: Is It a Pathway to Work-Life Integration?, Journal of Occupational Health Psychology (2016). DOI: 10.1037/apl0000155
Melinda E. Moore et al. Empowered Time Use: Is It a Pathway to Work-Life Integration?, Journal of Occupational Health Psychology (2016). DOI: 10.1037/apl0000155
Melinda E. Moore et al. Empowered Time Use: Is It a Pathway to Work-Life Integration?, Journal of Occupational Health Psychology (2016). DOI: 10.1037/apl0000155
Melinda E. Moore et al. Empowered Time Use: Is It a Pathway to Work-Life Integration?, Journal of Occupational Health Psychology (2016). DOI: 10.1037/apl0000155
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Conclusion The researchers also suggest that organizations focus on promoting the overall well-being of employees, which involves considering not just management practices, but other factors such as reducing work-family conflict and improving family support.
"We know that the more time an employee spends in their job, the lower their overall well-being," says Moore. "Therefore, it is important for managers to learn how they can help employees engage in positive work-life practices. It is important to know that these practices can make a difference in both work and non-work-related outcomes.