Strategies for improving work-life balance in small construction firms in New Zealand
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Authors
Ramsey, R.
Palfreyman, Sue
Sharma, Rashika
Palfreyman, Sue
Sharma, Rashika
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Date
2024-11
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Conference Contribution - Oral Presentation
Ngā Upoko Tukutuku (Māori subject headings)
Keyword
Auckland (N.Z.)
New Zealand
construction companies
construction workers
work-life balance
job satisfaction
small businesses
human resources management (HRM)
New Zealand
construction companies
construction workers
work-life balance
job satisfaction
small businesses
human resources management (HRM)
ANZSRC Field of Research Code (2020)
Citation
Ramsey, R., Palfreyman, S., & Sharma, R. (2024, 24-27 November).Strategies for improving work-life balance in small construction firms in New Zealand [Paper presentation]. 47th Australasian Universities Building Education Association (AUBEA) Conference 2024, Victoria University, Melbourne, Australia
https://hdl.handle.net/10652/6892
Abstract
Maintaining a work-life balance (WLB) in the construction sector is often challenging due to the demanding nature of the industry. The existing work culture dictates long working hours, disruptive work schedules and high-pressure deadlines that affects the well-being of construction professionals. Poor work-life balance has significant impacts, resulting in absenteeism, low job satisfaction, high employee turnover, low productivity, demotivated workers, reduced mental health, and a stressful work environment. Strategies to maintain a work-life balance are necessary for construction professionals to achieve higher job satisfaction and successful careers in the industry. This qualitative research investigated the strategies employed within a small construction company to improve its employees' work-life balance. Furthermore, it evaluated the impacts of these work-life balance strategies and their appropriateness for adoption by small construction organisations in New Zealand. A case study was conducted on a small construction company in Auckland using document analysis and semi-structured interviews as data collection methods. The findings indicate that smaller organisations often utilise informal approaches to WLB compared to larger organisations with formalised processes. The research also identified that workplace culture and company size affected WLB approaches, with smaller organisations focusing on enhancing workplace connections and creating a positive environment for employees compared to larger organisations centering on providing incentives. However, compared to larger firms, smaller construction organisations need to have adequate systems to raise awareness of work-life balance strategies that will benefit their employees.
RESEARCH OBJECTIVES
This study explored strategies a small construction company employed to improve WLB for its employees.
Main research question: How can work-life balance be improved within a small construction company in Auckland?
The sub-questions explored the various strategies implemented by the small company, the employees’ awareness of these WLB strategies and the perceptions of employees towards these strategies.
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