| Abstract [eng] |
Topic relevance. In today's world, which speaks volumes about self-directed career goals, business, profit and various other personal and professional success factors, it is increasingly difficult for people to align various areas of life. This situation brings an important question - how to effectively manage professional and private life, to find the right balance? Research reveals that work and home (or family) are the two most important components of a working person's life (Igbinomwanhia, Iyayi & Iyayi, 2012). Although it is debatable that self-realization is perceived through work – pursuing goals and choosing career paths - true self-realization encompasses both: work and life. The term work-life balance was first used in the United Kingdom in 1970 to describe the stability of the individual‘s work and private life. This term is endorsed by many authors, including Nwagbara and Akanji (2012) who discuss that the concept of work-life balance is based on the ability to divide time into two main areas: work and life, trying not to negatively affect each other. Some studies already are done about personality traits in relation with work-life balance. For example, a study by Devadoss and Minnie (2013) showed that different personality types have different abilities to achieve work-life balance. While openness to experience is seen as the best in balancing work and private life, neurotic personality type has been noted as one of the most difficult to achieve work-life balance. Speaking about work-life balance, it is important to reveal gender‘s role. Firstly, Europe has seen a rapid increase in the number of women in the labour market over the last decade. Secondly, women and men have different understandings of work-life balance. Authors Hofacker and Konig (2013) conducted a study to determine the relationship between work-life balance and gender/ partner working hours. The results of the study show that while women having an opportunity to choose a flexible work schedule use it as an opportunity to achieve work-life balance and spend more time with their families, men use it as an opportunity to show their commitment to the organization. Research aim. The purpose of this paperwork is to analyse personality traits‘ impact on work-life balance according to gender, rising a question: what are the differences between different types of personalities and work-life balance between men and women? Research results. 434 respondents in Lithuania, who are employed or are working by themselves, were examined in this research, including 355 women and 79 men. Personality traits were analysed through Big Five theory, where the main five personality types are described: extraversion, agreeableness, conscientiousness, neuroticism and openness to experience. Big five inventory (BFI) instrument by Goldberg (1993) was used for analysis of personality traits for this survey. Hayman's (2005) questionnaire was used for work-life balance evaluation, where, it is analysed based on balance through work interference with personal life (WIPL), personal life interference with work (PLIW), and work/personal life enhancement (WPLE). The results demonstrated statistical differences according to gender. It was found that extraversion, agreeableness and conscientiousness makes it easier for men to manage work interference with personal life (WIPL) and personal life interference with work (PLIW), while women face more difficulties in achieving work-life balance in these dimensions. However, although most personality traits for women are associated with more challenges to manage work-life balance, each of the trait, except of neuroticism, determines women abilities to transfer positive energy and good mood from work to personal life and the other way round, meaning it is easier to women to manage work/personal life enhancement (WPLE). Neuroticism was found to have a higher statistical relationship with WIPL, PLIW and WPLE for men, than women. These results could be useful for HR managers trying to arrange WLB of their employees, create WLB systems or develop various character features of their employees. |
