Vrije Universiteit Brussel

Juggling three life spheres in local politics in Belgium Emery, Laura; Meier, Petra; Mortelmans, Dimitri

Published in: The Work-Life Balance Bulletin

Publication date: 2019

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Citation for published version (APA): Emery, L., Meier, P., & Mortelmans, D. (2019). Juggling three life spheres in local politics in Belgium. The Work- Life Balance Bulletin, 3(1), 14-17.

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Download date: 03. Oct. 2021 The Work-Life Balance Bulletin A DOP Publication Vol. 3, No. 1, Summer 2019 Message from the Co-chairs Almuth McDowall & Gail Kinman

Almuth McDowall Gail Kinman

Work-life balance: European insights and no one stays after hours, and short HIS EDITORIAL was written as one working weeks are common. In practice, this of us (Almuth McDowall) enjoyed means that academics don’t always find it Ta visiting professorship for a month at easy to request equipment, get support with the University of Aix-Marseille in Provence, other tasks and so on, increasing workloads. in the laboratory of Social Psychology. This Naturally, I was also keen to hear more provided rich and fertile ground not only about experiences in the private sector. for academic and theoretical exchange, Again, anecdotal evidence was similar – but also to discuss working practices more having a law does not equate changes in widely – with a particular focus of course on policy or practice, even where organisations academia! had gone as far as to draw up a charter, there It’s now three years ago that France seemed little evidence that this was taken up passed a law to allow employees to discon- in practice. nect from email, and have time off as It was noticeable though, for someone organisations above a certain size need who is used to wolfing down a salad whilst to draw up a charter in consultation with sitting at her desk, that French colleagues their employees. Naturally, one of my first allowed far more time for lunch together questions to my colleagues was ‘So, has and informal gatherings and also greeting this worked?’ ‘Mais non’, was the emphatic each other in the corridor each day. This answer, as our academic colleagues are makes for a more relaxed, welcoming and working just as hard as we do in the United informal atmosphere. There has been much Kingdom (UK), particularly in early career talk this week about the UK universities roles. Weekend and evening work is routine, becoming stressful and ‘unkind’ places with and emails from students are abundant and little room for interaction and checking in never ending. One of the reasons for this on people. My visit to France brought home is that French universities are reluctant to how important these regular informal check embrace technology, so online learning points are, and that we should make more environments are not common in public time to connect with each other. Social universities. This means that questions support is crucial for good work-life balance are direct and unfiltered, as there are for (Kossek et al., 2011), but we need to find instance no discussion forums, meaning ways of strengthening and legitimising such a lot of queries are duplicated. So in theory, support. colleagues would like to disconnect more, in Other aspects which we discussed was practice this is difficult to achieve. However, the ‘gig economy’, not least as permanent the influence of the unions is much stronger lectureships are hard to come by in France in France. Indeed, administrative staff in now. Many early career researchers take on the university work a very routine schedule posts with little job security and work extra – long lunch breaks from 12 to 2 are sacred hard in the hope of being able to hold on

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 1 Almuth McDowall & Gail Kinman to their current positions. Of course, we event during National Work-Life Week at the have seen similar trends in the UK, across British Psychological Society on 14 October different sectors. Our recent work with 2019, save the date! Dr Marina Burakova Parents in the Performing Arts indicates that from the University of Aix-Marseille has been self-employment is rife in this industry, as invited as our keynote to present data from 58 per cent of the people surveyed work French academics on work-life balance; an freelance, compared to 15 per cent in the interview with her will feature in our next general population. Not surprisingly, partici- edition. pants reported lower work-life balance, higher job insecurity, low employability A bientôt! yet also high engagement, indicative of a ‘precarious’ profession where people feel Professor Almuth McDowall very passionate about what they do, yet make [email protected] sacrifices. Professor Gail Kinman We will debate such current issues at an [email protected]

References Kossek, E.E., Pichler, S., Bodner, T. & Hammer, L.B. (2011). Workplace social support and work– family conflict: A meta-analysis clarifying the influence of general and work–family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289–313. doi:10.1111/j.1744- 6570.2011.01211.x

To download the PiPA report, please go to: http://www.pipacampaign.com/balancing-act- survey/

Celebrating ten years of the DOP’s Work-Life Balance Working Group An event for National Work Life Week

Date: 14 October 12:15pm–5:00pm Location: Tabernacle Street

Join us for a thought-provoking afternoon celebrating ten years of the Work-Life Balance Working Group and setting the agenda for the next ten years. During the afternoon a range of high-profile speakers will provide an overview of current and emergent issues in work-life balance; and participants will be invited to help us shape our future agenda. We are delighted that Dr Marina Burakova from the University of Aix Marseille will be joining us as keynote speaker. Marina will be sharing her research into the work-life balance challenges faced by French academics. Other speakers will focus on work-life balance in relation to precarious work, multi-cultural organisations and supporting organisations through change

We only have space for a limited number of delegates and will shortly be disseminating more information and a link to book your place.

2 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Message from the Editor Roxane L. Gervais

Roxane Gervais

WRITE THIS message having just returned message is brief as the focus is on work-life from the European Association of Work balance and politicians. Iand Organizational Psychology (EAWOP) Of course, this edition has a few of the congress in Torino, Italy. The Division of ‘normal’ features, such as the international Occupational Psychology (DOP) was well piece, in which Fang Lee Cooke provides represented with members presenting us with an overview of work-life balance in symposia on return to work, the political China. It provides us with an interesting sphere, work engagement, and assessment. insight into a country of 1.4 billion people The Division had an exhibitor’s stand also that covers close to 20 per cent of the to promote the 2021 congress which will world’s population. As Fang notes, China has be held in Glasgow and organised by the the largest global industrial workforce, so is BPS/DOP. This is very exciting and a good one for which we would want to understand opportunity to have the largest gathering of how it addresses those work and life issues occupational/work/organisational/indus- that arise. I found the article fascinating and trial psychologists on our home turf. I hope you do also. With a congress of just over 1900 dele- In another segment, John Hackston gates it was challenging to attend all of the covers those work-life balance issues that arise papers that I wanted to attend. However, among those who work in the gig economy. I managed to attend a few, and there will be As limited research exists at present on the an overview of the work-life material from the gig economy, this article offers context about congress in the next edition of the bulletin. a group of workers on which much more This edition of the bulletin has a political research is required to understand their slant, with Dr Ashley Weinberg, in his guest work/life needs. editor role, providing an edition that looks So enjoy, and we will catch up in the at work-life balance in the political sphere. winter edition. This is timely given the visibility of politics across the globe, and perhaps allows us to Dr Roxane L. Gervais realise that politicians are people too. My [email protected]

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 3 Welcome to this issue (Guest Editor) Ashley Weinberg

Ashley Weinberg

AY IS A busy month, but none quite issue isn’t designed to initiate self-loathing so busy in politics as the month just or indeed other-loathing, rather to invite Mpast, with two elections taking place you to consider the lives of one occupational and with May giving way to what follows in group traditionally ignored by researchers every sense. Rightly proud of our capacity and practitioners, yet which exerts a dispro- to predict the future, psychologists from portionate effect on all our lives. So, I’d like the Division of Occupational Psychology to thank Roxane and the Work-Life Balance (DOP) have given a politics-themed sympo- Bulletin team for letting us bring the ideas sium at EAWOP. This rounds off a month and issues to you on the following pages begun at the BPS Annual Conference in and to extend my thanks and apprecia- Harrogate by the newly-formed Political tion to all of you who have contributed to Psychology section – which is supported and and supported the establishment of a new led by a number of Occupational Psychol- section in Political Psychology which brings ogists – considering ‘Brexit and Me’. As politicians (however we define them) under I write this, Ritsa Ventouratos-Fotinatos, psychological scrutiny. We hope to continue Jo Silvester and Maddy Wyatt are at the annual these efforts on all fronts through research, EAWOP conference in Turin presenting at teaching and practice. a symposium titled, ‘Politics with a capital Of course, you won’t need me to remind “P” in organisations: The global effect of you of how politics shapes our lives at work, politics on the wellbeing of organisations’. and in editing this volume for specialists They are leading discussions on behalf of the in work-life matters, I’m aware you are all DOP about what we know about politicians too familiar with the politics of what tran- and how politics impacts in many ways on spires outside of work as well. So what our experiences of the workplace, whether happens when we shine the spotlight on by policy, practice or by mistake. those curious arbiters of national, regional By the time you read this, the United and local policy – our politicians. What can Kingdom (UK) may have a new Prime we learn or dare to believe about their lives Minister or perhaps the date of the next outside of the job or where their work inter- General Election will become clearer. Either sects with non-work life? Indeed is there way, you will have asked yourself the ques- such a thing as life beyond politics for those tion, who are these people in charge, how whose career survival may depend on always do they do this job and I wonder what might being ‘connected’ to events, on call at the happen in my job if I returned to clients, disposal of a 24-hour media which is hungrily colleagues or students with the same set of reporting if not leading on emerging stories, suggestions they had rejected twice before? whilst vying for the support of a concerned, (Please don’t try this at home). agitated, disenchanted, bored or intrigued Politicians may not be your favourite electorate? people, but then in our own daily lives aren’t Of course this doesn’t mean we should we all politicians? Please don’t worry, this feel sorry for our politicians, but perhaps we

4 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Welcome to this issue (Guest Editor) need to consider the potential costs for indi- Belgian researchers examining work, family viduals serving the public, particularly where and politics among local politicians, the their ability to function is impaired to such a UK experience of redesigning the work of degree that people are not adequately repre- the MP and its impact on work-life balance sented, poor decisions are made and little and the difficulties of having a life outside support is on offer to help remedy the situa- of work facing national representatives in tion. Without answers to these issues, we are Malawi. The ‘interview with a politician’ all the losers! If you don’t believe this, then it represents a necessarily tricky manoeuvre – may be revealing to know that in January the it is a composite of conversations with politi- (jauntily titled) journal Parliamentary Affairs cians, some attributed and some not, some published a paper by work psychologists and nearly and some complete, which reflect political scientists titled, ‘Governing under their work-life realities. pressure? The mental well-being of politi- Was that really a whole editorial on poli- cians’ and by the end of a politically charged tics which didn’t mention Brexit yet? In case Spring, MIND had written to all Members you’re getting withdrawal symptoms, and of Parliament (MPs) in the UK House of if you feel that joining a vibrant political Commons to offer psychological help to any psychology movement is the logical step, MP who needed it! then please feel free to join (for free until OK, this may sound a little dramatic, but 2020!) the new BPS Political Psychology it doesn’t require an issue of the Work-Life Section. You can access the web address Balance Bulletin to tell you that democracy below for more details about this exciting is facing major challenges. What I hope this development, with news about events and issue will offer is an insight into the work-life how to join, or please feel free to drop me a experiences of those who put themselves line at [email protected] forward for office – locally or nationally – https://www.bps.org.uk/member-micro- how or whether they cope and how equipped sites/political-psychology-section are parliaments to deal with the associated problems. Research has shown consistently Enjoy! that the work-life interface for politicians is a key predictor of their mental health as it All best wishes, is for most of us – the difference is that if the balance is lacking for this occupational Ashley Weinberg (Guest Editor) group, then this is a potential challenge for [email protected] democracy and all of us. University of Salford I do hope you will find this issue of Salford, United Kingdom interest and of use. Articles are inspired by

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 5 Author name Featured article The politics of work-life balance – for politicians Ashley Weinberg

Ashley Weinberg

OW EFFECTIVELY an employee can integral to this, along with trusted advisers deal with the challenges of balancing and colleagues, political mentors and spon- Hher/his job and life outside of the job sors. At the 2015 annual Division of Occu- depends on many considerations. For the pational Psychology (DOP) conference, Member of Parliament (MP) where the job Almuth McDowall, Gail Kinman and Chris- requirements pervade time, the role played tine Grant ran a workshop fostering work-life by the MP’s employer in encouraging each balance competence and noted ‘a growing politician to maintain this balance is likely to recognition that enabling employers to self-manage be significant. However, for MPs there is no their work-life balance will not only have benefits employer or indeed clear definition of their for well-being and performance, but can also act as job! They are classed as ‘individual office a “trigger” for culture change’ (2015, p.31). As holders’ (Cox, 2018). other articles in this edition demonstrate, the Representing constituents, holding the link between work-life balance, performance government to account, acting as a good and wellbeing among MPs is clear. However political party member, being seen by the the culture in which they are required to electorate to do the right things and being operate runs counter to this in many ways. present or virtually visible at any time as It is enlightening and at times alarming to required by local or national events, mean consider how this can be seen in practice there are many acting in the role of would-be and the reality of extended working hours ‘employers’. This presents an immediate – which mean life is often mainly about issue of being accountable to many, but actu- working – can mean prolonged exposure to ally being employed by no one. The House a toxic psychosocial environment. of Commons is one of two places consti- tuting the MP’s place of work, where offices, Toxic organisational culture expenses, administrative and research staff Dame Laura Cox chaired an enquiry into are based – with the need for these to be the bullying and harassment of House of reflected in arrangements established by the Commons staff and published her findings MP in their own constituency. However it last autumn. Her report highlights the impor- was only in 2010 following the expenses’ tance of the culture of the organisation in scandal that a Members’ Handbook was permitting the continuation of unacceptable introduced to inform and guide MPs about standards of working. It is based on the testi- their role and subsequently their pay and mony of many of the 2300 people working expenses have been handled by the Inde- at the House of Commons, as well as of the pendent Parliamentary Standards Authority. 650 MPs they support. While the report In terms of work-life balance this places concludes ‘the overwhelming majority of Members a firm emphasis on the capacity and success behave entirely appropriately and courteously of MPs in self-monitoring, devising their own towards members of House staff’ (2018, p.153), strategies for achieving some form of work- the catalogue of past and ongoing abuse and able equilibrium. Family and friends are negligence is shocking. Acknowledging the

6 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The politics of work-life balance – for politiciansTitle professional and high standards of the vast subject to negative and threatening abuse. majority of politicians and staff of the House, The seriousness of this has been further high- the report is scathing of the extent of abuse lighted by the imprisonment of a man who and clear in its aims: ‘This is not to demonise had engaged in online threats against Stella the entire institution, but unacceptable behaviour Creasy MP. However the tragic murders of by some, whether elected Members or House staff, Jo Cox MP at her constituency office and inflicts damage on everyone and undermines the of Police Constable Keith Palmer during an legitimacy and authority of the House of Commons. attack outside Parliament demonstrate the Parliament is diminished’. (2018, p.4). real dangers to life of working as part of the Cited examples of reported behaviours democratic system. include, ‘Some women… being humiliated in front of colleagues by comments about why Young families in politics they needed to work or have a career if they had The reciprocal and life-changing impact a husband, or “why do we need another woman of work and home factors for national in here, we already have two.” Some members politicians is clear and in addition to the of staff from “BAME” backgrounds reported spill-over from work to home, it is impor- racist abuse, or being frequently challenged tant to consider an example of family-to- as to their right to be in particular parts of the work conflict. The need to take care of estate’ (2018, p.51). The devastating impact one’s child whilst being called on to make of being exposed to this type of treatment decisions of national importance provides was also evidenced: ‘People who believed them- a good example of the politician’s ultimate selves to be strong, capable individuals suddenly work-life balance dilemma. On 18 April, found that they were unable to eat or sleep properly, 2018, the United States Senate changed or they were shouting at their children or partners, its rules to allow children access to the or were prone to sudden bouts of crying or panic floor of the House. The following day, attacks... People gradually lost all belief in them- this legislation was tested as Illinois politi- selves and some have suffered lasting physical or cian Tammy Duckworth – having become mental ill health as a result’ (2018, p.51). the first US senator to have a baby while Publication of the report attracted wide- holding office only ten days before – felt spread media coverage and public furore, compelled to attend at the prospect of but there was pessimism in Parliament a knife edge vote over the appointment of about the likely uptake of recommendations one of President Trump’s nominees. She for training, the availability of electronic duly appeared in a wheelchair carrying her resources and reconstitution of remedial and daughter and was welcomed by colleagues complaints procedures. In relation to psycho- including the Leaders of both majority logical support, some optimism is warranted and minority parties. On the one hand, as recent years have seen the introduction this is a welcome embrace for politicians of a counselling service for MPs and access as humans, however the existence of the to occupational physicians has existed for need to interrupt parental leave should be far longer. Nevertheless, the report recom- questioned and perhaps what is regarded mended, ‘The Health and Wellbeing Service now as a political necessity, will perhaps be merits greater recognition and support, and its addressed by future consideration of how role should be expanded, promoted and adequately legitimate absence by a politician from the resourced’ (2018, p.151). A different form of job is covered in future. Senator Duckworth aggression has sadly underlined the need for was clear about her view: ‘It felt so much to psychological support as there is continued be able to cast the vote as a mom and be able targeting of a number of MPs by online to do my job and take care of my baby at the hate campaigns which mean that at whatever same time’. moment they take to social media, they are Contrast this with an incident this Spring

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 7 AuthorAshley Weinbergname in the Parliament of a country renowned a hostile cultural context in which the rights for its generous parental leave and posi- of women in society were under challenge. tive attitudes towards harmonious work-life In juggling the demands of her job as politi- balance. In March this year, Danish legis- cian with family life, her son noted recently lator Mette Abildgaard decided to bring her how she was ‘making time to have a meal five-month old daughter to the parliamen- with us every day, taking us the mosque every tary chamber when an unexpected vote was Friday, helping us with our homework and called. Her husband was unable to be there most annoyingly never missing PTA meet- and so armed with a ‘dummy’ and with her ings!’ (Bhutto Zardari, 2018). secretary on stand-by if the baby cried, the The appearance of New Zealand Prime politician entered the arena, which is not Minister Jacinda Ardern with her partner covered by any rules about the presence and three-month old baby daughter at of children. Speaker Ms Pia Kjaersgaard the United Nations in June 2018, suggests passed a message via a colleague to say it was that high profile examples of politicians ‘not good’ to bring babies to the chamber, juggling work-life balance remain rare but bringing an end to the child’s presence are unlikely to be stemmed by uncoopera- there. This sparked a flurry of comment tive voices. However she is only the second from all sides of the political spectrum – woman to have a child in office. Returning not all of it supportive of a parent bringing to work after six months parental leave, the her child to work. However such a frosty Prime Minister was clear about the oppor- reception had not been evident three years tunities she has: ‘I have the ability to take previously, when a different Speaker of the my child to work, there’s not many places you Danish Parliament passed no comment at all can do that. I am not the gold standard for on a legislator bringing their child into the bringing up a child in this current environment chamber, even when the enlightened young- because there are things about my circumstances ster decided politics was not so exciting after that are not the same’. For the sake of repre- all and started crying! sentative democracy, it is hoped whatever Some may feel that the focus on a woman one’s responsibilities outside the job, that carrying out parental duties while in the culture of political workplaces incorpo- a political role presents a skewed picture of rates the respect and flexibility which are so parenthood and risks ignoring the role of important to political jobholders’ wellbeing men in bringing up their children. However and ultimately to their performance on our it is the scale of the challenge facing women behalf. in political leadership roles while caring for young families which provides a stark Author context and begs the question ‘why is this Dr Ashley Weinberg unusual?’ When in 1990, Benazir Bhutto [email protected] became the first woman to give birth (to University of Salford her second daughter) while Prime Minister Salford, United Kingdom of Pakistan, she faced calls for dismissal and

8 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The politics of work-life balance – for politiciansTitle

References Bhutto Zardari, B. (2018). Benazir Bhutto showed how Independent (2018). US Senator brings her new- you can be a mother and a prime minister: I know, I am born baby to work to cast historic vote. Avail- her son. Available at: https://www.theguardian. able at: https://www.independent.co.uk/news/ com/world/2018/feb/19/benazir-bilawal- world/americas/us-politics/us-senator-baby-vote- bhutto-mother-prime-minster-i-am-her-son tammy-duckworth-newborn-senate-a8313306. Cox, L. (2018). Report into the Bullying and Harassment html of House of Commons staff. Available at: https:// New York Times (2019). No babies in Parliament, www.parliament.uk/mps-lords-and-offices/ Danish lawmaker is told. Available at: https:// offices/commons/media-relations-group/news/ www.nytimes.com/2019/03/20/world/europe/ statement-on-dame-laura-coxs-report-into-the- denmark-baby-parliament.html/ bullying-and-harassment-of-house-of-commons- The Guardian (2018). Jacinda Ardern makes history staff-/ with baby Neve at UN general assembly. Available McDowell, A., Kinman, G. & Grant, C. (2015). A at: https://www.theguardian.com/world/2018/ workshop on developing work-life balance sep/25/jacinda-ardern-makes-history-with-baby- competence: The importance of context. OP neve-at-un-general-assembly Matters, 25, 30–33.

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 9 Featured article The work-life balance of an MP in Malawi Macjellings Mulenga

Macjellings Mulenga

EMBERS of Parliament (MPs) the mental health of this occupational group play a critical role in the develop- is warranted and my study set out to identify Mment of the country through law common sources and effects of stress, as well making, representing their constituencies as potential coping mechanisms for MPs. and providing an oversight function moni- toring the executive arm of government. Representing the people of Malawi Despite the important roles that MPs play The Malawi National assembly was estab- in the development of the country and the lished under chapter VI of the 1994 Repub- consequent financial benefits of their job, lican Constitution. Its core mandate is to they continue to be confronted with work perform legislative, representational and pressures and lifestyle demands which are oversight functions. Currently, it consists potential risks for occupational stress. The of 193 elected members representing every job is highly demanding, as MPs play a major constituency under the determination of role in addressing the needs of their constitu- Malawi Election Commission, an institution ents whilst performing legislative and over- mandated by an act of Parliament to conduct sight functions in Parliament. Political office presidential, parliamentary and local elec- is immensely hard work that intrudes upon tions in Malawi every five years. Currently, family life, is unconfined to any normal hours there are five political parties and of those of work, requires working in more than one elected as MPs, 32 (17 per cent) are women. locality and more than one area and entails It is recognised that the nature of parlia- continual shuttling between the constituency mentary work and constituents’ expectations and Parliament (Roberts, 2017). of MPs present potential sources of stress, Quantitative studies in the United which can impact on their overall perfor- Kingdom have revealed that national mance of their duties as well as their health. politicians are no different from other Reports in the past of sudden deaths of MPs occupational groups who continue to were believed to be linked to stress induced be confronted with increasing political cardiovascular problems and this contrib- demands and work overload (Weinberg, uted to the desire to conduct this study. 2012). While occupational stress and mental For example, the sudden death of a former health in various segments of the working Speaker of the Malawi Parliament, who population (students, nurses, military and died while presiding over a parliamentary business personnel) appear to be heavily session is one such typical example. Unless researched, it is surprising that so little empir- the occupational stress related problems are ical research has been conducted among explored and addressed among these privi- privileged occupational groups like elected leged occupational groups, the MPs will still national politicians, given the influence of be psychologically confronted with effects their roles. Clearly much more research on of occupational stress and thereby suffer

10 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The work-life balance of an MP in MalawiTitle in silence. By association, the promotion hold true in other developing countries with of mental health is critical in the healthy a stable democracy, this scenario can be functioning of organisations across Malawi different in Malawi when considering socio- as it can help to increase productivity and economic factors and the political landscape foster psychological health and wellbeing. which are stressors in themselves. Legal Within the country, it can be claimed that rulings were required prior to the announce- occupational stress is not being given the ment of close-run presidential elections in attention it deserves and there is great scope May this year (i.e. 2019) and in January for understanding the role of occupational Cyclone Idai caused widespread devastation stress within organisations, including among in the south of the country as well as neigh- MPs. bouring Mozambique and also Zimbabwe. There is no any other empirical research Work-life balance comes with many compli- conducted in Malawi that centrally inves- cations in such a context. tigates or explores occupational stress among national politicians and to the best Research with Malawi’s MPs of the researcher’s knowledge, this is the first The study adopted a mixed-methods empirical study in Malawi focusing on the approach, involving interviews with two psychological wellbeing of MPs. senior parliamentary employees, as well as a survey distributed to a random sample Perceptions of stress of 75 sitting MPs. It should be noted that It is well known that during the process the researcher’s background as a member of coping we reappraise ongoing situations, of parliamentary staff may have influenced which can reduce or increase the experi- his approach to the research, however this ence of stress and, as a result psycholog- also facilitated increased access to MPs in ical wellbeing (Lazarus, 1999). In this way order to conduct the study. The research was our cognitive appraisals mean the same approved by permission of the Speaker of situation may cause stress for one person the Parliament of Malawi through the Clerk at a given time, but not for another. For of the Parliament, who granted an approval example, shuttling from their constituencies to conduct the study with MPs and the Parlia- far away from Parliament can be a potential mentary Secretariat. stressor for some MPs, however, not every Among the measures, the General MP who is exposed to this potential stressor Health Questionnaire (GHQ-12; Goldberg will perceive travelling long distances as & Williams, 1988) was used to assess MPs’ stressful. Similarly while one MP might assess mental health, alongside bespoke measures continued demands from their constituents designed for use in evaluating the impact of to provide financial support to tackle prob- work-life balance of politicians (Weinberg, lems in the constituency as a threat to him/ 2015). Out of 75 surveys distributed, 41 (55 her tenure of office and thereby experience per cent) MPs from across all five political related stress, another member might assess parties responded to the survey including this same situation as a welcome opportunity eight women (20 per cent). MPs’ reported to enhance the welfare of his/her constitu- length of experience in the job was evenly ency and will therefore not experience stress. divided between those who had served for The role of perceptions also relates to less or more than five years. the situation in which national politicians Fifty-six per cent of respondents reported have more job demands with greater control, a moderate to severe negative impact of their which in theory should reduce their overall working hours on family relationships; in risks of job-related stress compared to a job contrast ten per cent reported no such nega- strain scenario with low control (Karasek & tive impact. MPs in the 31 to 40-year-old Theorell, 1990). However whilst that might age group were more likely to report the

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 11 AuthorMacjellings name Mulenga negative impact of long working hours on underpin further support for the availability family relationships. The recurring theme of psychological services in Parliament. A key emerging from both quantitative and quali- challenge to work-life balance which stood tative findings was the pressure emanating out for MPs in this sample was that posed by from constituency work. Forty-two per cent meeting the expectations of the electorate, of MPs completing the survey reported expe- which for almost half of respondents led to riencing conflict between home life and conflicting demands when returning to their constituency demands, while pressures from home in the constituency. The role of long constituents, particularly in relation to their working hours in impeding work-life balance monetary and other needs, could put MPs in was particularly salient. a very awkward position. In endeavouring to In practical research terms, some diffi- avoid disappointing constituents, MPs may culties were encountered such as MPs not try as hard as possible to get extra resources returning the survey and the administration and this in turn creates pressure. This idea of of the questionnaires was carried out during generating high expectations despite limited the busy period of the 2017–2018 national resources to deliver on them, resonates with budget session, which curtailed response a taxonomy of political stressors proposed by rates within an already reduced sample. Flinders et al. (2019). Therefore the small sample size should be In relation to their mental health, the noted as a limitation of the study. However GHQ scoring method highlighted that the research succeeded in establishing some 42.5 per cent of respondents scored on or baseline understanding of occupational above a caseness threshold of 4 out of 12 stress among MPs in an African cultural (indicating presence of psychological ill context, particularly in Malawi. health), which broadly compares with high It is hoped that the study will contribute levels of stress reported by 40 per cent of to the design of parliamentary training a sample of UK MPs following the expenses programmes to allow the inclusion of crisis of 2009 (Weinberg, 2015). mental health awareness training for MPs. It was instructive that 78 per cent of the This is an important step as traditionally, survey sample disagreed with the statement, such programmes have only considered ‘the job of MP is manageable and does not basic parliamentary procedures and prac- require psychological support services’. tices without attending to the psycholog- Accordingly 95 per cent of respondents ical health and wellbeing of Members of agreed with the necessity to introduce coun- Parliament. Furthermore the potential to selling and psychological services for MPs. raise awareness of mental health at work In addition, a number of MPs suggested the more generally is considerable and suggests need for a recreation centre and medical exciting developments in the future. clinic within Parliament, as well as access to sporting activities, in order to help them Author manage occupational stress. Macjellings Mulenga [email protected] Implications of this research Senior Assistant Parliamentary Security The study met with considerable support Officer from MPs and this was reflected in the partic- Parliament of Malawi ipation rate. The prevalence of symptoms of Malawi poor psychological health matched those of UK MPs when in a crisis situation, which may

12 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The work-life balance of an MP in Malawi

References Flinders, M., Weinberg, A., Weinberg, J., Geddes, Roberts, J. (2017). Losing political office. Basingstoke: M. & Kwiatkowski, R. (2019) Governing under Palgrave Macmillan. pressure? The mental wellbeing of politicians. Weinberg, A. (2015). A longitudinal study of the Parliamentary Affairs, gsy046. doi.org/10.1093/ impact of changes in the job and the expenses pa/gsy046 scandal on UK national politicians’ experiences Goldberg, D. & Williams, D.P. (1988) A user’s guide to of work, stress and the home-work interface. the General Health Questionnaire. Windsor: NFER- Parliamentary Affairs, 68(2), 248–271. Nelson. Weinberg, A. (2012). (Ed.) The psychology of politicians. Karasek, R.A. & Theorell, T. (1990) Healthy work: Cambridge: Cambridge University Press. Stress, productivity and the reconstruction of working life. New York: Basic Books. Lazarus, R.S. (1999). Stress and emotion: A new synthesis. New York: Springer.

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 13 Featured article Juggling three life spheres in local politics in Belgium Laura Emery, Petra Meier & Dimitri Mortelmans

Laura Emery

N THE FIELD of work-life balance, most permeability and flexibility, ‘blending’ can research focuses on the reconciliation of occur as the area around the border is no Irole-related expectations deriving from longer exclusive to one sphere. Borderlands work and family spheres. This article aims can be places of conflict if the spheres differ to identify coping strategies that reconcile considerably. Nippert-Eng (1996) coined the life spheres in situations that go beyond this term ‘boundary work’ to describe how indi- classic two-sphere framework by analysing viduals engage in the effort of constructing, coping behaviours of individuals who juggle dismantling and maintaining the work-home three life spheres: local politicians. border (Kreiner et al., 2009). While political work takes up a huge In this article, our focus is on coping strat- amount of their time, most local politicians egies, classically defined as efforts to manage are not paid a salary and also work for a living. and overcome demands and critical events Moreover, a local political mandate converts that pose a challenge, threat, harm, loss or their life from a two-sphere reality into three benefit to a person (Lazarus, 1991). However spheres when they also have a family or in the case of local politicians, we feel there other dependents. We wanted to understand is a need to extend the basic theoretical how this group deals with the accumulation framework to include a third sphere which of demands to avoid conflict between the we relate to the concept of ‘community’. spheres in the first place. In doing so, we According to Voydanoff (2005), community assumed our participants were consciously participation includes time spent in formal managing the time demands of their various volunteering in the broader community, social roles. To discover these strategies, we informal helping and contact with friends looked at the borders of these spheres and and neighbours within informal networks. probed the degree of permeability and flex- This description relates closely to the activi- ibility between them. ties local politicians undertake, most of Work-family-border theory explains how which is voluntary and in order to construct individuals manage and negotiate the inter- their social network they invest effort in faces between each in order to attain or building community ties. This can provide maintain a balance. These borders can be resources such as access to instrumental and physical, temporal or psychological, and emotional social support, companionship, they display specific characteristics. Firstly, value consensus, role models, identity main- borders can be evaluated on their perme- tenance and the rewards of helping others. ability: the degree to which elements from However time demands, excessive obliga- other spheres may enter (Beach, 1989). tions and lack of reciprocity can negatively Secondly, flexibility indicates the extent to affect work and family spheres. which a border may contract or expand, Community demands and resources depending on demands (Hall & Richter, differ from work demands and resources 1988). When a border has high degrees of in that they originate outside the work and

14 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Juggling three life spheres in local politics in BelgiumTitle family spheres. The extent to which they having an important duty to their fellow citi- influence inter-role conflict depends on the zens, which requires an appropriate level of permeability and flexibility of the bounda- engagement with the community. In wanting ries among the three spheres (Voydanoff, to be open to people, they attend events in 2004). In this study, we investigated the the hope of making themselves visible and coping strategies used by local politicians approachable. However this generates pres- to reconcile their work, family and political sure because local politicians cannot attend spheres and how they avoid conflict between everything, despite feeling obliged to do so. the three life spheres. As a result, they consider their political work is never done, and duly sacrifice time and Method energy they would otherwise spend in other As no large-scale study providing valid data spheres in an attempt to be as involved as on individuals facing three life spheres was possible. undertaken, we used a qualitative approach It is unsurprising that this leads to to study the presence of a third life sphere, time-based conflict:‘Time is a scarce item, but interviewing a sample of Flemish local for a politician it is even scarcer than for others’; politicians. Students trained in qualitative ‘Honestly, I don’t have much of a private life. methods from the Faculty of Social Sciences I have almost made a second profession out of my at the University of Antwerp conducted political function’. in-depth interviews with local politicians Interviewees also reported strain-based lasting approximately one hour. Most had conflict, when difficult political decisions or another professional occupation in addition arguments are often still on their minds to their political role. We selected politi- while at work or at home, and this influences cians whose youngest child was under 10 their mood and ability to work productively years old and therefore more likely to expe- or participate in family moments: ‘They stay rience demands from the family sphere and on my mind when I am at the table eating dinner a higher risk of inter-role conflict. with my family… So, in addition to being physi- Sixty-four interviews were analysed cally absent a lot of the time, when I am at home including 11 mayors, 24 alderman and 29 I can also be mentally somewhere else.’ councillors, representing six political parties. The final sample featured 22 women and 42 Coping strategies men and reflects the proportion of women Based on our analysis, we derived five coping in local politics in Flanders (Meier, 2007). strategies used by local politicians to recon- Semi-structured interviews were based cile their three life spheres. The political on questions about managing the demands sphere can be considered as the strongest, of three life spheres: politicians were asked the least flexible and with the most imper- to elaborate on their political function and meable borders. This leads to multiple incur- what it entailed; to describe their work and sions of this sphere into the other two. family situations; as well as experiences 1. Communication with family was the of conflict and handling expectations in first strategy and the most important for combining politics, family and work. The avoiding conflict between the different interviews were conducted in Dutch and life spheres. Discussing the impact of the a thematic analysis was undertaken (Braun political function on their private lives and & Clarke, 2006). the organisation of the household led to better choices and more realistic expecta- Detecting the presence of a third sphere tions about the time available. Formulating Our interviews found that taking on a the ‘time-puzzle’ together avoids forgetting political function turns individuals into public important issues or unclear time manage- figures. Local politicians see themselves as ment and is crucial for maintaining the poli-

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 15 AuthorLaura Emery,name Petra Meier & Dimitri Mortelmans tician’s partner’s support. In this way we downsizing could imply delegating domestic can consider the partner as a border keeper tasks and care duties. Our data identify for the family sphere: ‘Her support means clear gender differences with respect to this a lot to me, you can’t do this without support, strategy. Male politicians often reported that’s impossible’. that their partner performed most of the 2. Recognising priorities within the domestic tasks: ‘I have one advantage, she political sphere helps to tackle the intrusive works part-time. […] We often asked ourselves nature of the political sphere and distinguish what would have happened if she would have between what is important for political ambi- worked full-time’. Furthermore, we found that tions and the pressures from other sphere female politicians are – in many cases – members. This helps to prevent one thing the managers of the household as well. If automatically leading to the other: ‘Yes, it is their political involvement prevents them actually kind of a snowball effect’; ‘for almost half from doing the domestic tasks and caring of the stuff I am being asked for, I refuse and that for the children, they tend to be responsible is really the case’. in arranging outsourcing within a supportive 3. Consciously creating time for family network of helpers. For this reason, female moments counterbalances the amount of politicians can never really take their minds time invested in work and politics, often off the family sphere, as many of their male by planning quality private time, such as colleagues do. Together with the political going out for dinner or spending weekends culture late weekday meetings, weekend together. This scheduling ensures the family events and other non-family friendly char- sphere becomes less flexible and its borders acteristics this may discourage some women stronger: ‘What I try is to block one evening from being active in local politics. every week, …that I really stay at home without 5. Segmentation between the different anywhere to go to. That is for my family’. life spheres meant that most of the partici- A frequently quoted example of such pants reported they try not to talk about ‘sacred moments’ is eating together – politics outside of this sphere. This can a significant way of keeping in touch and be described as a psychological boundary: sharing experiences and concerns. More- ‘When I am with family, we seldom talk about over, the participants with children often politics. I try to avoid that. It is not the moment to reported that showing an interest in their do so. I see my family so little.’ children’s hobbies and accompanying them Complete segmentation is not always to various events are also valuable. These realistic, however a recurrent example is high-quality moments compensate for the politicians often return home from work to fact that the greater part of the day is spent have dinner with the family, and then deal on work and politics. with political activities after their children 4. Downsizing the spheres. This strategy have gone to bed. Here, we can speak of could be applied to the three different a temporal boundary. spheres. In relation to the political sphere, However blending this sphere with the this would mean withdrawing partially or family sphere is often not seen as an effective altogether, thus limiting political ambitions. solution. When politicians take their partner However many participants, especially politi- or children to a social event, the latter often cians with an executive position, reported complain because the politician is a public that they had reduced their involvement in person at the event and unable to divide work to part-time: ‘I really need that time for my his/her attention between the political and political activities… I keep my job, because after family spheres. this mandate you never know if you will be elected Borderlands can enhance conflict when again’. the spheres are very different. In this case, When applied to the family sphere, the borderland is a place where individuals

16 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Juggling three life spheres in local politics in BelgiumTitle find it difficult to juggle conflicting demands. strain on individuals. While these findings We can conclude that the borders of the may not be generalisable to all Flemish local political sphere are not flexible and imper- politicians, let alone all individuals managing meable. They can be described as strong a third sphere, we hope the description of borders. By comparison, our data show that these coping mechanisms could be helpful the degree of integration between work and in comprehending the lives of individuals political spheres is perceived to be fairly trying to cope with demands from different balanced, due to the availability of flexibility life spheres. for local politicians. Authors Conclusion Ms Laura Emery Our study revealed that the political sphere [email protected] can be considered quite ‘greedy’ (Coser, The Vrije Universiteit Brussel 1974). Politicians were well aware of this Brussels and actively implemented the strategies Professor Petra Meier mentioned above to manage expectations. [email protected] While their strategies are not essentially Faculty of Political Sciences different from strategies and boundary-work University of Antwer tactics used by people with other life-sphere Antwerp constellations, local politicians implemented Belgium these in order to be able to pursue their Professor Dimitri Mortelmans political function. They are also very aware [email protected] of the family time they sacrifice: if family University of Antwerp time is not actively planned in the schedule Antwerp it does not happen. The common feeling is Belgium that it never stops, and this places the most

References Beach, B. (1989). Integrating work and family life. New Meier, P. (2007). Een vergelijkend perspectief op York: State University of New York Press. de positie van mannen en vrouwen in de lokale Braun, V. & Clarke, V. (2006). Using thematic analysis politiek. Res Publika, 49(1), 46–64. in psychology. Qualitative Research in Psychology, Nippert-Eng, C.E. (1996). Home and work: Negoti- 3(2), 77–101. doi:10.1191/1478088706qp063oa ating boundaries through everyday life. Chicago, IL: Coser, L. (1974). Greedy institutions: Patterns of undi- University of Chicago Press. vided commitment. New York: Free Press. Voydanoff, P. (2005). The effects of community Hall, D.T. & Richter, J. (1988). Balancing work life demands, resources, and strategies on the nature and home life: What can organizations do to help? and consequences of the work-family interface: Academy of Management Executive, 2(3), 213–223. An agenda for future research. Family Relations, https://doi.org/10.5465/ame.1988.4277258 54(5), 583–95. https://doi.org/10.1111/j.1741- Kreiner, G.E., Hollensbe, E.C. & Sheep, M.L. (2009). 3729.2005.00343.x Balancing borders and bridges: Negotiating the Voydanoff, P. (2004). Demands and resources on the work-home interface via boundary work tactics. effects of work conflict and facilitation. ournalJ of Academy of Management Journal, 52(4), 704–730. Marriage and Family, 66(1), 398–12. https://doi. Lazarus, R.S. (1991). Emotion and adaptation. New org/10.1111/j.1741-3737.2004.00028.x York: Oxford University Press.

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 17 Featured article UK MPs at the home-work interface Ashley Weinberg

HE BREXIT debates may well live long can be an interesting phenomenon for poli- in the memory, but for the people of the ticians as well as the rest of us, it seems. TUnited Kingdom (UK), it is likely our It is important to bear in mind that the emotions activated by both sets of campaigns demands of Parliament, political party and will have more visceral connotations. Since media presence account for only half of the Spring of 2017, it has not been hard to the job carried out by an MP; the other turn a polite exchange about the weather half involves managing and endeavouring to into a conversational free-for-all – whichever handle the concerns of constituents and the side of the Referendum one voted, changed impact of policy and events on the area within one’s mind about, felt duped by or simply their constituency. Much of this work resem- learned to resent. As we know, emotions are bles casework in which an MP seeks to assist not easily switched off and for those whose individual constituents facing sometimes job is to take major political decisions, their overwhelming and often complex circum- lives inside and outside of work have compo- stances. Usually the MP will see constitu- nents of a non-stop roller-coaster ride. The ents at a ‘surgery’ and has entitlement to job is not a 9–5 phenomenon: ‘Being an MP financial support through legitimate parlia- is a way of life’ one Member of Parliament mentary expenses to fund a constituency told me. This is as true now as ever before. office which can field enquiries and provide The day before the European elections support whilst seeking solutions to individ- this May, Leader of the House Andrea uals’ problems through the week. However Leadsom closed the front door to her the weekends can still be overtaken by house and was immediately confronted addressing local meetings, attending events with reporters asking her view on the Prime and meeting constituents as part of the need Minister’s final proposal for a Brexit deal. to remain ‘visible’ as an MP. One eye has to Having answered the question with a simple be kept on re-election and the accusation, statement that she was going to consider it, ‘We only see you when you want our vote’ is she turned to the man waiting by her side never far away. and kissed him on the lips, before getting into a waiting vehicle. This interesting The case for reform cameo featured on the day’s BBC lunchtime In 1992 when I first started researching news. What it suggested to some was that the mental health of national politi- the Leader of the House had one eye on an cians, I was struck by the evidence given impending leadership election and wanted to a parliamentary committee examining to deliberately position herself as a human the timings of debates in the UK House of being first to the watching public; after all Commons. Since Victorian times, debates had controversy over the issue of family life had begun at 2pm and late night sittings lasting scuppered her previous leadership contest into the early hours remained commonplace, with Theresa May. Sure enough, within an whilst matters for discussion were often not hour or so, Andrea Leadsom had resigned disclosed in advance by the ruling party her cabinet post and followed this up with until the last practical moment – one way of a renewed leadership bid. Work-life balance gaining political advantage. The impact on

18 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 UK MPs at the home-work interfaceTitle work-life balance was predictable, but was of no sittings of the House on a Friday, excused as part of the way politics worked. early starts for debates on other days, plus Evidence given to the committee by govern- the use of Parliament’s Westminster Hall as ment ministers highlighted the disastrous a parallel chamber for discussion ensured toll for MPs. Conservative MP Edwina Currie a more workable solution, at least for some. spoken of ‘a trail of broken marriages’, while Forty-nine per cent of a cohort of 64 MPs Labour MP Jack Cunningham pointed to agreed they had more time to spend at ‘exhausted irrationality’ in making key deci- home and for MPs with constituencies within sions at all hours about the running of the a 150-mile radius of London, their work-life country. Some minor reforms were adopted, balance improved. However colleagues with including recognition that advance notice constituencies further afield felt ‘marooned’ of debates was useful and that the weight and socially isolated as they were left behind of constituency work should be reflected in on weekday evenings and were unable to increased funding for offices as well as having commute home (Weinberg, 2015). Despite ten Fridays in the year without debates, in the changes, 41 per cent reported working theory allowing MPs the time to attend to more than 70 hours per week, highlighting local matters without this consuming entire the continuing overall demands of the job weekends. The surveys I carried out to eval- (Weinberg, 2012). uate these reforms unsurprisingly found no impact on levels of psychological strain Out of control among the 124 participating MPs, although The opportunity to participate in changes 79 per cent believed the changes had made to one’s working patterns makes good sense the job at least a little easier (Weinberg et al., to occupational psychologists (e.g. Karasek, 1999). Three-quarters of the sample reported 1990), and the role of perceived control they did not spend enough time with their in this cannot be underestimated. However partners or children and the majority did MPs are a surprisingly unusual group as not have sufficient time for hobbies; such their perceptions of control are lower than pressures were reflected in that over 80 comparable occupational groups (Weinberg per cent found it hard to mentally ‘switch et al., 1999). The nature of being ‘on-call’ off’ from work when at home and almost at all hours and more often responding three-quarters found that work stress caused to events than creating them, places the or exacerbated arguments at home (Wein- onus on resilience, self-belief and support berg et al., 1999). networks to deal with whatever transpires. Ten years later, a new determina- The expenses crisis of 2009 represented tion to reform debating hours was shown a scenario of ‘no control’ as a national media by the Modernisation Committee and the campaign released details of MPs’ parliamen- then Leader of the House Robin Cook tary expenses to momentous effect. Whether battled with his opponent Eric Forth to an MP had committed an unforgivable act bring in greater change. Having recruited or not, each was tarred with the same brush a representative cohort of MPs willing to and the expenses procedures of the House take part in survey research into wellbeing, of Commons which had fostered bad prac- I was able to evaluate the psychological tices were found wanting. Among my modest impact of the trials of new working hours cohort sample of 64, rates of poor psycho- introduced. The results seemed to show that logical health doubled when compared with you really cannot please all members of one the previous averages, which had tended occupational group and the vote to bring to match the general population. Their in the changes was close and brought with own faith in the job and in the House of it amendments (just like Brexit!). Neverthe- Commons dwindled and the impact on MPs’ less compromise was reached and a pattern families was palpable for almost half of my

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 19 AuthorAshley Weinbergname cohort who had children. One fifth of the logical and physical wellbeing of our politi- MPs reported deteriorations in their health cians is not therefore a ‘luxury’ topic with as a result of the whole episode (Weinberg, a select number of well-paid beneficiaries 2015). One can imagine how individuals and (Flinders et al., 2019). Key decisions are their families are currently coping with the made (or not made) by this occupational unrelenting nature of Brexit-related social group and supporting optimal functioning media campaigns. in this role is a necessity which can benefit the whole electorate. Parliament is set for The future of work-life balance for UK a lengthy relocation to permit refurbish- MPs? ment of its crumbling Westminster home This article aims not only to give an insight and while experiences of Brexit bring with into the work-life balance of national politi- them political and other changes too, the cians, but also into the challenges faced by view of how we ‘do’ democracy remains as their families, whether in times of ‘business important as ever. Occupational psychology as usual’ or not. The idea of parliamentary has a contribution to make and in so doing, procedures as ‘fascinating’ may not win any can continue to highlight the vital role of more plaudits than suggesting MPs’ mental work-life balance in mental health among health is important in the scale of things. MPs as well as the rest of us. However by attempting to understand the impact of working practices in an institu- Author tion operating as a foundation of the demo- Dr Ashley Weinberg cratic process of the nation, it is hoped that [email protected] this highlights challenges facing meaningful University of Salford representation of the people. 70,000 constit- Salford, United Kingdom uents rely on one MP and their employees to ensure this happens. The role of the psycho-

References Flinders, M., Weinberg, A., Weinberg, J., Geddes, Weinberg, A. (2015). A longitudinal study of the M. & Kwiatkowski, R. (2019) Governing under impact of changes in the job and the expenses pressure? The mental wellbeing of politicians. scandal on UK national politicians’ experiences Parliamentary Affairs. doi:10.1093/pa/gsy046 of work, stress and the home-work interface. Karasek, R. (1990). Lower health risk with increased Parliamentary Affairs, 68(2), 248–271. https://doi. job control among white collar workers. Journal org/10.1093/pa/gst013 of Organizational Behavior, 11(3), 171–185. Weinberg, A. (2012). (Ed.) The psychology of politicians. doi:10.1002/job.4030110302 Cambridge: Cambridge University Press. Weinberg, A., Cooper, C. & Weinberg, A. (1999). Workload, stress and family life in British Members of Parliament and the psychological impact of reforms to their working hours. Stress Medicine, 15(2), 79–87. doi:10.1057/9781137310651_20

20 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The WLBWG asks The challenges of interviewing a politician Ashley Weinberg

‘ SHLEY, there are five secret servicemen larly good at this, his wife Cherie was the best he outside our door’, my wife called out. had seen. It put me in mind of the significance A‘OK, I’ll be there in a minute’ was the and success of political couples and whether it best reply I could muster in the circumstances was a coincidence that men and women poli- – I busied myself accordingly. I must confess ticians often seemed to work together – often that ever since my journey in the hotel lift as one another’s personal assistant or aide – a short while before, I had been wondering or appear regularly together in public. When about the seemingly distracted man oppo- I first starting asking politicians about their site, who occasionally spoke into his sleeve work-life balance, I was politely informed that and then apologised curiously for any incon- ‘the job of MP is a way of life’. This suggested venience ‘our presence’ was causing. Should that working so closely was a deliberate you be faced with a detachment of such choice which made having and maintaining personnel, there is little advice I can give, a relationship more possible. This made some but armed with a pen and a scribbled piece sense given the job split between constituency of paper I cut a disarmingly eccentric figure and parliamentary duties, limiting visits home and proffered my note, requesting an inter- to weekends and holidays. Of course some view with the politician we’d been tipped off MPs try to combat the physical dislocation by they were protecting. It was no surprise this maintaining a London address so their family came to nought, but what was astounding can be close by. I remembered my MP where was that Bill Clinton emerged from the room I grew up in North Wales often appeared at next door. He had been speaking in the public functions alongside his wife who was conference room downstairs and raising clearly his emotional rock – they were both funds for Hillary’s upcoming campaign. We lovely to me and always remembered to ask were not permitted to travel in the same important and relevant questions, ‘How is lift, so my wife and I took the stairs to the your violin playing coming along? Are you expansive reception area in time to see the looking forward to starting sixth-form?’ This former US President ‘working the room’. very human and individualised touch was He smiled and waved, shook hands and the product of a tremendous partnership appeared genuinely pleased to be speaking matched by a formidable political ability too with everyone present, who I noticed were – when Sir Anthony Meyer became the first very happy to reciprocate. This man seemed Conservative MP to stand up to Margaret to have palpable charisma and I don’t know Thatcher, some smiled at the thought of this if it was the proximity to power or celebrity, mild-mannered a back-bencher taking on one or simply his considerable capacity to charm, of the most powerful politicians in the world. but there and then, it seemed to work. I had Within a year, the Prime Minister was gone. a long line to wait in if I was going to get that Despite the local constituency party’s efforts interview. to deselect him after his leadership challenge, When researching his book The Political he took them to court and won back his seat, Animal, Jeremy Paxman told me that watching with Barbadee Meyer at his side. a politician ‘work a room’ was something to The prospect of losing the job one has behold, and that while Tony Blair was particu- fought so long and hard to win is daunting

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 21 Ashley Weinberg in any career, but the reality has led to publi- same minister went on to tell me how leisure cation of the book Losing political office by Dr pursuits outside of politics were essential Jane Roberts, who is a psychiatrist and former and MPs I have spoken to have vouchsafed council leader in London. Her research has a variety of enthusiasms for motorcycling, analysed the particular psychological impact cinema-going or simply spending time with of job loss on politicians. Former Canadian friends as a way of keeping in touch with politician, Michael Ignatieff wrote, ‘there is life outside. The workplace that is Parlia- nothing so ex, as an ex-politician’, but with ment also boasts its own musical ensembles, determination and party support a political chess and sports teams and even its own comeback is possible. ‘Imagine the scene’, dog show. That I felt the need to ask about one political high-flyer told me, ‘I was losing hobbies was prompted by something we have my seat in one constituency and I could see all witnessed: that politics does not sleep. on the television that my partner was losing This raises the possibility of potential too in another… it was devastating’. After addiction to the job. Coupled with a keen taking stock, the individual was successful in sense of public responsibility and a vicious bouncing back at the next election. However cycle of commitments, pressure can exact the given the combination of loss and the less ultimate price. I recall waiting to interview than rosy public perception of MPs, it is not Labour leader John Smith after he had given surprising those who take control of their an address one evening to a packed hall at destiny and choose to stand down, report Manchester University. A local reporter and fewer symptoms of poor psychological health I were given leave to wait as he sipped water than those who are ousted. and answered questions individually from Of course, there are challenges to solid anyone in the audience who came forward relationships in politics, as elsewhere. to talk to him. Mr Smith’s aide turned to me Well-publicised scandals have long popu- and enquired again, ‘What was it you said you lated the media, yet unsurprisingly these wanted to ask him about?’ I told him about my are tricky to explore in research interviews. research into stress and politicians. His tone However I learned that a far greater threat stiffened, ‘Look at him – I mean you can talk to relationships and political careers has to him if you like, but look at him… he’s out on been the tolerance of alcohol use and its his feet’. I had driven for an hour and waited widespread availability in Parliament – sold for another, and whether this statement was at one time from 23 bars throughout the designed to appeal to my better instincts Palace of Westminster and much to the or not, I knew he was right. I nodded and chagrin of one occupational physician I met. walked away. Six months later John Smith Whilst striding towards the Houses of Parlia- died of a heart attack. There was consensus ment, I struck up a casual conversation with he had given everything to the fight. a former party leadership contender and The importance of finding an indi- raised the topic. He replied by referring vidualised equilibrium in a work-life equa- to the temptations of alcohol use, acknowl- tion which features parenthood has been edging that an accompanying unhealthy suggested as one way of guaranteeing we are lifestyle had the potential to take its toll reminded of the advantages and disadvan- in politics as in any other job: ‘Everyone tages of our choices. Of course for MPs this tends to find their level’, he told me with can mean being away from home too much a knowing look. When I questioned another and missing important milestones. However government minister about the death of an with this often comes the need to compen- MP who had succumbed to alcohol addic- sate in some way or as we have seen in more tion after losing office, I was told, ‘I have recent times, determination to push back the feeling that we could have done more against the time demands of the job. Talking [to support the individual in question]’. The with an MP in his constituency office one

22 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 The challenges of interviewing a politicianTitle

Saturday morning, seemed a poignant time may conclude that this is how it should be. to ask about spending time with his young After all, the job of an elected representative family. He told me with a smile how his chil- is demanding, hopefully the outcomes are dren were proving a great leveller against valuable and politicians are human beings any sense of self-importance he might have (thankfully!). When a shadow minister been in danger of developing. ‘I took my son stopped by at the recent Psychology of to Westminster and showed him the Palace, with Democracy event organised by the Political all its great history, you know… and he did seem Psychology section, she told me, ‘I can only to take notice. However what made his day was stay for a few minutes as I have to get back to meeting my colleague who as an actor had starred my constituency office for a meeting about in a film he had seen – he couldn’t wait to tell his food banks’. Who can argue with that? friends about my colleague and nothing else about my job seemed to matter’. Author Keen to know how a Prime Minister Dr Ashley Weinberg might cope with the work-life challenges of [email protected] having a baby while running the country, University of Salford I did ask Jacinda Ardern for an interview for Salford, United Kingdom this column – she is the second leader of a nation to give birth while holding office. I will continue to wait for a reply, but we

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 23 Work-life balance: A global perspective How balanced is work-life in China? Understanding the issues and developing a research agenda Fang Lee Cooke Fang Lee Cooke

Introduction tion, we need to first of all look at who are OMPARED with other human resource working, and under what employment mode management (HRM)/organisational and working conditions. Cbehaviour (OB) topics, interest in China has the largest national industrial work-life balance (WLB) as a field of research workforce in the world.1 In 2017, there were and as part of HRM practices remains relatively 176 million persons employed in urban units low in the Chinese context. This is evidenced (i.e. employing organisations), 30 per cent of in that few organisations have a formal WLB whom is female (National Bureau of Statistics policy in place, flexi-time working mode is of China (NBSC), 2018).2 In addition, there largely absent, and only a handful of arti- were nearly 287 million rural migrant workers cles have been found published in English in China, 137 million of whom were working academic journals on the topic, in contrast in urban areas in 2017 (NBSC, 2018). The to more popular research topics such as overwhelming majority of the rural migrant leadership. In comparison, work-life conflict workers are in non-standard employment in (WLC) and work-family conflict (WFC) have the state, private, and informal sector; over received more research attention. This is 43 per cent of the rural migrant workers perhaps not surprising, given the trend of were hired without a formal employment work intensification in China. In this article, contract as of 2013 (Qiao, 2014). Due to I first outline key aspects of work-life conflict the household registration (known as hukou) issues and attitudes towards WLB in the regulation adopted in 1958 (though now Chinese context. I then summarise existing somewhat relaxed but far from being abol- research related to WLB, WLC and WFC. ished), the Chinese population is classified The article concludes with suggestions for into urban and rural residents tied to where future research in this field. they were born (e.g. Wang & Liu, 2018). Constrained by limited access to state welfare What are the key issues of WLB? provision such as public schooling which is Does the concept of work-life balance exist linked to hukou, many migrant workers have in China? The answer is ‘no’ for the majority to leave their dependent children in their of its labour force in industrial employment, rural home to be cared for, while they work at least not in the way the concept is under- long hours intensively in the urban area. As stood in developed countries. What are the of 2017, an estimated 69 million dependent WLB issues in China? To address this ques- children were left behind at their rural home

1 All employment figures are in full-time employment. 2 By law, women have to retire five years earlier than men of the same occupational group as a protection for historical reasons (e.g. manufacturing-based economy, child/elderly care responsibility and physiological conditions).

24 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 How balanced is work-life in China? Understanding the issues and developing a research agenda

(known as left-behind children) by their employment pressure for the former and parents who have migrated to urban areas market competition for the latter. Despite the for industrial employment for the prospect enactment of Labour Contract Law in 2008 of improving the livelihood of their family and other labour laws to advance the labour (UNICEF, 2017). For these rural migrant rights of workers, it was not until 2012 that workers, WLB means working fewer hours job quality featured in a high level govern- and more rest time. Despite the pressure ment policy statement in the ‘Employment from international pressure groups and sanc- Promotion Plan (2011–2015)’ announced by tions from foreign client firms to improve the State Council. By contrast, the renewed labour standards in Chinese firms, including promotion of ‘labour is glorious’ by the state, reduced overtime, it is the Chinese workers for example in the celebration of Labour who demand more overtime in order to earn Day, legitimises and reinforces the culture of higher wages, especially for migrant workers work intensification and overtime. who do not have a family to go to after work. Non-standard forms of employment Work intensification associated with long have been growing in China in the last two hours and intensive work pace is not confined decades as the state sector continues to to rural migrant workers, it is also occurring shrink and the private firms have become with professional and managerial workers in more aggressive in their staffing strategy to the fast growing industries such as telecom- contain cost. Non-standard employment is munication, Information Technology (IT), not confined to jobs with lower level skills, consultancy, finance and real estate indus- but also extends to professional workers. One tries. Existing studies show that many workers of the key characteristics of non-standard in China work overtime voluntarily and employment is the working-time flexibility, involuntarily, often at short notice and unre- often with the workers having no choice. munerated or under remunerated. Amongst Work-life boundary is unclear in China, the professional workers, overtime is worked many workers are on call from their company regularly, often on a daily basis. This has 24/7 unofficially. In spite of the growth led to health problems and retention issues. of non-standard employment, part-time Some firms are now beginning to address employment is not the norm in China, and these problems by organising after-work companies generally do not have a work-life social life for their employees, hiring profes- or flexible working time policy, with the sionals to provide counselling services and exception of some foreign companies (e.g. introducing some forms of employee assis- De Cieri & Bardoel, 2009). Instead, organisa- tance programmes (EAPs). While organising tions tend to favour adopting WLB practices social life for employees (and their families) in an ad hoc manner on an individual basis has long been a workplace welfare provision (e.g. Xiao & Cooke, 2012). in state-owned enterprises, and to a lesser extent in private firms as part of the Chinese What has been researched related to paternalistic culture, EAPs are relatively new WLB? and are mainly provided to professional As mentioned earlier, there is limited and managerial employees. These examples research on WLB in the Chinese context. suggest that WLC in China derives from What has been examined has tended to a range of sources that may differ from those focus mainly on the gender aspect of WLB, manifested in western societies and require for example, giving more time for women different HRM initiatives and social policy to accommodate their domestic responsi- interventions in the Chinese context. bilities, organisational practices, individual However, improving the nation’s WLB coping strategy and implication for social may not be one of the top priorities of the policy (e.g. Cogin et al., 2018; De Cieri & government or employers, in part due to Bardoel, 2009; Xiao & Cooke, 2012).

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 25 AuthorFang Lee name Cooke

In comparison, considerably more enable women with care responsibility to research attention has been attracted participate in the labour market more effec- to WLC and WFC in the recent decade. tively. This is an area that may yield consid- A systematic search of journal databases on erable effect given the skill shortage on the WLC in the Chinese context showed up one hand, and the worsening employer some 30 relevant articles, the majority of discrimination against female university which were published since 2010. The bulk graduates following the implementation of of this emerging body of research has been the two-child policy on the other (Cooke, conducted from an organisational behaviour 2017). A more challenging policy interven- (OB)/psychological perspective. This body tion would be to create more equitable of research is covering an increasingly exten- rights to work and life for the rural migrant sive range of topics straddling the work-life workers. In light of the large proportion of domain, including for example, the role of workers in non-standard employment, policy WLB practices and supervisory support on intervention is also necessary to improve job WLC and wellbeing outcomes (e.g. Chang et quality. This is in part because the problem al., 2017; Hsu et al., 2010; Lin et al., 2010); associated with poor job quality is unlikely to WLC and turnover intentions (Chen, Ayoun, be resolved by WLB policy at the workplace & Eyoun, 2018); and the crossover effects of level. In many cases, employers create poor WFC (Lu et al., 2015). quality jobs by taking advantage of the regu- Empirical studies have also examined the latory loopholes and labour market condi- role of organisational support, for instance, tions in order to contain cost. This reflects in the form of work-life support practices or a global trend in that employment growth organisational climate, on employee behav- has not been matched by improvements in iour such as innovative behaviour (e.g. Chen the quality of work (ILO, 2019). & Huang, 2016; Chen, Jiang, Tang, & Cooke, In terms of research, quantitative 2018), and organisational performance method has been the primary methodolog- outcomes such as customer satisfaction (e.g. ical approach in extant research on WLB, Cogin et al., 2018). Research design has WLC/WFC, with managerial employees become increasingly sophisticated in exam- as a main group of research targets. ining the cross-domain as well as within Ling and Poweli (2001) argued that the domain (mediating and moderating) effects American-based WLC research models offer of WLB and WFC on psychological, behav- limited explanatory power in understanding ioural and organisational outcomes (e.g. the distinct work and life context of China. Zhang et al., 2018). For instance, Drum- In particular, interference of work in family mond et al.’s (2017) study examined the life is often not perceived as an issue because relationship of social support with wellbeing of the Chinese work ethics and the para- outcomes via WFC; and Xia et al.’s (2018) mount economic necessity to work (De study investigated the cross-domain nega- Cieri & Bardoel, 2009). It is clear that the tive effect of work-family conflict on project work-life/work-family situation in China is citizenship behaviour of Chinese project significantly different from that in western managers. countries in terms of mode of employ- ment, social policy and welfare provisions, Policy and research implications employer attitudes and policy, and cultural There is vast scope for policy intervention norms towards work and family life. Future and research to improve work-life balance research may adopt a phenomenon-theory- and employee wellbeing in China. On the phenomenon approach instead of policy front, social policy may be designed a hypotheses-investigation-theory approach and implemented to provide better welfare in order to yield more nuanced findings provision, particularly childcare support to on issues facing different segments of the

26 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 How balanced is work-life in China? Understanding the issues and developing a research agenda workforce. Issues for fruitful investigation outcomes? How do we conceptualise this include: employer staffing strategy and job overtime phenomenon in China? And more quality; the role of social media, for instance, broadly, how do we conceptualise work-life the use of WeChat3, in exacerbating WLC. in the Chinese context as work has increas- Relatedly, forced overtime in disguise is an ingly become part of people’s life? area that deserves more research attention, in view of the endemic overtime phenom- Author enon. Research in this area may consider the Professor Fang Lee Cooke following questions: What are the societal, [email protected] organisational and individual reasons? What Monash Business School may be the psychological impact on the Monash University workers and individual and organisational Melbourne, Australia

References Chang, X., Zhou, Y., Wang, C. & de Pablos Heredero, De Cieri, H. & Bardoel, E. A. (2009). What does C. (2017). How do work-family balance prac- ‘work–life management’ mean in China tices affect work-family conflict? The differential and Southeast Asia for MNCs? Community roles of work stress. Frontiers of Business Research Work & Family, 12(2), 179–196. https:// in China, 11(2), 1–22. https://doi.org/10.1186/ doi.10.1080/13668800902778959 s11782-017-0008-4 Drummond, S., O’driscoll, M.P., Brough, P. et al. Chen, H., Ayoun, B. & Eyoun, K. (2018). Work- (2017). The relationship of social support with family conflict and turnover intentions: A study well-being outcomes via work-family conflict: comparing China and U.S. hotel employees. Moderating effects of gender, dependants and Journal of Human Resources in Hospitality & nationality. Human Relations, 70(5), 544–565. Tourism, 17(2), 247–269. https://doi.org/10.10 https://doi.org/10.1177/0018726716662696 80/15332845.2017.1406272 Hsu, B.F., Chen, W.Y., Wang, M.L. & Lin, Y.Y. (2010). Chen, Y.S. & Huang, S.Y.J. (2016). A conservation of Explaining supervisory support to work-family resources view of personal engagement in the conflict: The perspectives of IT guanxi/IT, LMX, development of innovative behavior and work- and emotional intelligence. Journal of Technology family conflict.Journal of Organizational Change Management in China, 5(1), 40–54. http://dx.doi. Management, 29(6), 1030–1040. http://dx.doi. org/10.1108/17468771011032787 org/10.1108/JOCM-11-2015-0213 International Labour Organization (2019) World Chen, Y., Jiang, Y.J., Tang, G. & Cooke, F.L. (2018). Employment and Social Outlook: Trends 2019 Report, High-commitment work systems and middle Geneva: International Labour Office. https://www. managers’ innovative behavior in the Chinese ilo.org/wcmsp5/groups/public/---dgreports/- context: The moderating role of work-life --dcomm/---publ/documents/publication/ conflicts and work climate.Human Resource wcms_615594.pdf Management, 57(5), 1317–1334. https://doi. Lin, Y.Y., Chen, W.Y., Hsu, B.F., Wang, M.L. & Daim, org/10.1002/hrm.21922 T. (2010). Explaining supervisory support to Cogin, J.A., Sanders, K. & Williamson, I.O. (2018). work-family conflict.Journal of Technology Manage- Work-life support practices and customer satis- ment in China, 5(1), 40–54. http://dx.doi. faction: The role of TMT composition and org/10.1108/17468771011032787 country culture. Human Resource Management, Ling, Y. & Poweli, G.N. (2001). Work-family conflict 57(1), 279–291. https://doi.10.1002/hrm.21833 in contemporary China beyond an American- Cooke, F.L. (2017). The two-child policy in China: based model. International Journal of Cross Cultural A bless or a curse for the employment of female Management, 1(3), 357–373. http://ccm.sagepub. university graduates? In D. Grimshaw, C. Fagan, com/cgi/content/abstract/1/3/357 G. Hebson & I. Tavora (Eds.) Making work more Lu, C., Lu, J.J., Du, D. & Brough, P. (2015). Crossover equal: A new labour segmentation approach (pp.227– effects of work-family conflict among Chinese 245). Manchester: Manchester University Press. couples. Journal of Managerial Psychology, 31(1), 235–250. https://doi.org/10.1108/JMP-01-2016- 0011

3 WeChat is a multi-function messaging, social media and mobile payment application, and has become one of the key means for communication at work and in social life.

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National Bureau of Statistics of China (2018). Xia, N., Zhong, R., Wang, X. & Tiong, R. (2018). 2017 National Rural Migrant Workers Moni- Cross-domain negative effect of work-family toring Report. Retrieved 13 February 2019 from conflict on project citizenship behavior: Study on http://www.stats.gov.cn/tjsj/zxfb/201804/ Chinese project managers. International Journal of t20180427_1596389.html Project Management, 36(3), 512–524. https://doi. Qiao, J. (2014). 2014: China labour relations in org/10.1016/j.ijproman.2017.11.005 the economic structure adjustment. In P.L. Li, Xiao, Y. & Cooke, F.L. (2012). Work–life balance in G.J. Chen & Y. Zhang (Eds.) 2015 Blue book of China? Social policy, employer strategy and indi- China’s society: Society of China analysis and forecast vidual coping mechanisms. Asia Pacific Journal (pp.252–271). Beijing: Social Science Academy of Human Resources, 50(1), 6–22. https://doi. Press. org/10.1111/j.1744-7941.2011.00005.x UNICEF Annual Report 2017, ‘China.’ Retrieved Zhang, M., Foley, S., Li, H. & Zhu, J. (2018). Social 13 February 2019 from https://www.unicef.org/ support, work-family balance and satisfac- about/annualreport/files/China_2017_COAR. tion among Chinese middle- and upper-level pdf managers: testing cross-domain and within- Wang, F.L. & Liu, Y.G. (2018). Interpreting Chinese domain effects. The International Journal of Human Hukou System from a Foucauldian Perspec- Resource Management, 1–23. doi:10.1080/0958519 tive. Urban Policy and Research, 36(2), 153–167. 2.2018.1464490. https://doi.10.1080/08111146.2016.1159190

28 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 New and emerging research Personality and working in the gig economy John Hackston

John Hackston

IG AND freelance workers form guidelines; it is also (full disclaimer) published a significant part of the workforce and by the organisation for which I work. The Gare essential to many organisations model measures four dimensions, Extraver- (Hipple & Hammond, 2016; Office for sion – Introversion (where we get our energy National Statistics, 2018). It has been argued from), Sensing – Intuition (what information that the gig economy shifts the burden of we prefer), Thinking – Feeling (what process economic risk onto workers while at the we use to make decisions) and Judging – same time removing employee benefits from Perceiving (whether we prefer living in them (Friedman, 2014). Spreitzer et al. a more structured or more open way). (2017) suggest that there are two ‘images’ of gig work, one of highly skilled workers who Method choose these alternative arrangements and Data were collected via an online survey the other of low-skill workers who struggle between October 2017 and January 2018, to make a living and have poorer work-life from participants who had previously balance. Though some studies have looked completed the MBTI questionnaire and had at the characteristics of gig workers (e.g. feedback to help them decide their true or Lepanjuuri et al., 2018), there has been little ‘best-fit’ personality type. Participants also systematic research into how an individual completed biographical information and worker’s personality relates to their motiva- rated themselves and their jobs on character- tions and stressors, or how they can thrive istics that previous research suggests relate to at work. gig work (Posch et al., 2017; Teodoro et al., This study investigated how personality 2014; Van Den Born & Van Witteloostuijn, and other factors relate to: differences 2013). They were asked about details of their between gig and ‘regular’ jobs, reasons for gig job, regular job, or both, and also what becoming a gig worker, types of gig work they saw as the best and worst thing about done and views on gig work. It was hoped working both in the gig economy and in that the findings could help individuals be a regular job. Gig workers were in addition aware of their likely strengths and possible asked about the number, type and dura- blind spots as gig workers, and help them tion of their gig jobs, the extent to which decide whether this is an environment in different reasons for becoming a gig worker which they could thrive. For organisations, applied to them, and about using websites or the results could facilitate better manage- apps to find or organise gig work. ment of gig workers. The sample comprised 1308 people, of The Myers-Briggs Type Indicator (MBTI) whom 36 per cent had a gig job, largely in model of personality (Myers et al., 1998) was professional or other ‘white collar’ roles; utilised for the research. This questionnaire although much debate has concerned less is widely used by organisations and individ- skilled gig jobs, evidence suggests that skilled uals (Furnham, 2017) and therefore provides workers make up a larger proportion of the a useful starting point for personality-based gig economy (Burke & Cowling, 2015).

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 29 AuthorJohn Hackston name

Results being one’s own boss had the highest average The study generated a wide range of findings. ratings (see Figure 1 below). Those most relevant to work-life balance are Three factors accounted for much of summarised here. Full results are available the variance: positive reasons, temporary in a detailed report that can be downloaded or contingent reasons, and income-related from https://eu.themyersbriggs.com/down- reasons. Those who became a gig worker load/item/6a41bb1901ab48d3aa98a6d2dfe for positive reasons were more likely to find 899b0. the job enjoyable, motivating and flexible. Individuals with an Intuitive personality Contingent reasons (not something that preference were somewhat more likely than was planned, doing until something better those with a Sensing preference to have comes along, having been made redundant) a gig job; amongst gig workers those with correlated negatively with finding the job a Perceiving preference saw their jobs as enjoyable, flexibility, and degree of empow- more enjoyable and motivating than those erment, and positively with perceived higher with a Judging preference. Overall, gig job demands and stress. In short, those who workers saw their job as more enjoyable, become a gig worker for positive reasons will flexible, and financially rewarding than did tend to enjoy the role while those who are regular workers, but less empowered and forced into it or who otherwise did not make with fewer additional benefits. a positive choice typically will not. Those Gig workers were asked to rate several in professional or business consultancy reasons as to why they had taken up this roles were particularly likely to rate positive role, using a scale from 0 (does not apply at reasons highly; those in healthcare or other all) to 3 (applies to a great extent). Having care roles least likely to do so. freedom and flexibility, working in an area Sixty-seven per cent of gig workers the respondent was passionate about, and thought that having autonomy and flexibility

Figure 1: Reasons for working in the gig economy

30 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Personality and working in the gig economyTitle

Figure 2: Comparing best aspects of gig versus regular jobs

was the best thing about working in the gig preferences mentioned different features as economy. In contrast, those in regular jobs the best and worst things about gig work and saw regular or guaranteed salary and finan- these data were used to develop guidelines cial security, and consistency and stability, as (https://eu.themyersbriggs.com/-/media/ the best things about their jobs. These views Files/PDFs/Research-items/Type-tips- of gig and regular jobs were in many ways for-gig-workers.pdf?la=en) for people of mirror images of each other. each personality type. For example, those Only those aspects showing a difference with personality preferences for Intuition between gig and regular workers are shown. (in particular ENTP) were especially likely Note that gig workers were more likely to to mention having autonomy as an advan- mention work-life balance as the best thing tage of gig work. There were no significant about their job. personality differences between those who The characteristics that gig and regular did or did not mention work-life balance workers saw as the worst things about their as the best thing about their job, or poor job were also mirror images. Gig workers work-life balance as the worst thing. were slightly less likely to mention poor work-life balance as the worst thing about Discussion and conclusions their role. As many gig workers have highly skilled, Those gig workers who felt that having an difficult to replace jobs, it makes sense for irregular income, or having few benefits, was organisations to try to keep them on board. the worst thing about their role reported the For example, as almost 70 per cent in our highest levels of job-related stress. sample nominated the opportunity for flex- Men were more likely than women to ibility and autonomy as the best thing about mention a good work-life balance as the best gig work, organisations should consider how thing about being a gig worker; women were they can provide this, as opposed to acting in more likely than men to mention avoiding an unnecessarily controlling way. office politics and, in terms of the worst Although people with an Intuitive prefer- thing about gig work, were more likely to ence are more likely to have gig jobs, there mention being lonely and isolated. are gig workers of every personality type; People with different personality type understanding their personality can help

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 31 John Hackston

Figure 3: Comparing worst aspects of gig versus regular jobs

them understand why they enjoy certain the two images of gig work vision of Spreitzer aspects of gig work and dislike others. The et al. (2017) and it would therefore be useful research has informed personality type-based to carry out further research with low-skilled advice. workers. Overall, gig workers in this study saw their jobs as more enjoyable, flexible, and finan- Author cially rewarding than did regular workers, Mr John Hackston though less empowered and with fewer addi- [email protected] tional benefits. They were especially likely to Head of Thought Leadership be positive if they had become a gig worker The Myers-Briggs Company for positive reasons. Gig workers were also Oxford more likely to mention good work-life Twitter: @John Hackston balance as the best thing about their job. These findings do provide some support for

References Burke, A. & Cowling, A. (2015). The use and value of Hipple, S.F. & Hammond, L.A. (2016, March). freelancers: The perspective of managers. In A. Self-employment in the United States. Retrieved Burke (Ed.) The handbook of research on freelancing from https://www.bls.gov/spotlight/2016/ and self-employment (pp.1–14). Dublin: Senate self-employment-in-the-united-states/pdf/self- Hall Publishing. employment-in-the-united-states.pdf. Friedman, G. (2014). Workers without employers: Furnham, A. (2017). Myers-Briggs Type Indicator Shadow corporations and the rise of the gig (MBTI). In V. Zeigler-Hill & T.K. Shackelford economy. Review of Keynesian Economics, (Eds.) The SAGE handbook of personality and indi- 2(2), 171–188. https://doi.org/10.4337/ vidual differences. New York: Sage. roke.2014.02.03 Lepanjuuri, K., Wishart, R. & Cornick, P. (2018). The characteristics of those in the gig economy. London: Department for Business, Energy & Industrial Strategy.

32 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Personality and working in the gig economy

Myers, I.B., McCaulley, M.H., Quenk, N.L. & Teodoro, R., Ozturk, P., Naaman, M., Mason, W. & Hammer, A.L. (1998). MBTI Manual: A guide Lindqvist, J. (2014). The motivations and experi- to the development and use of the Myers-Briggs Type ences of the on-demand mobile workforce. CSCW14: Indicator (3rd edn). Palo Alto, CA: Consulting Proceedings of the 17th ACM conference on computer Psychologists Press, Inc. supported cooperative work & social computing Office for National Statistics. (2018, February 7). (pp.236–247). Baltimore: ACM. https://doi. Trends in self-employment in the UK. Retrieved org/10.1145/2531602.2531680 from https://www.ons.gov.uk/employmentand- Van Den Born, A. & Van Witteloostuijn, A. (2013). labourmarket/peopleinwork/employmentan- Drivers of freelance career success. Journal demployeetypes/articles/trendsinselfemployme of Organizational Behavior, 34(1), 24–46. ntintheuk/2018-02-07#the-characteristics-and-in- doi:10.1002/job.1786 come-of-the-self-employed Posch, L., Bleier, A. & Strohmaier, M. (2017). Meas- uring motivations of crowdworkers: The Multidimen- sional Crowdworker Motivation Scale. Retrieved from https://arxiv.org/pdf/1702.01661.pdf. Spreitzer, G.M., Cameron, L. & Garrett, L. (2017). Alternative work arrangements: Two images of the new world of work. Annual Review of Organ- izational Psychology and Organizational Behavior, 4, 473–499. https://doi.org/10.1146/annurev- orgpsych-032516-113332

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 33 Interesting snippets

Creating a work-life balance for women in politics This e-discussion seeks views on how women who enter politics work to balance their career as well as their family responsibilities. It is telling in itself that men tend not to be asked the same question. The e-discussion poses several questions to get insight into those good practices that improve the work/life balance for women and men MPs, and as well the parliamentary staff who can also work the same long hours as MPs and who frequently travel with MPs in support of committee meetings. Some of the questions include: What measures have MPs personally put in place to balance work and family responsibilities? Is work/life balance a consideration for both men and women when deciding to embark on a political career? Why or why not?

Read the article: Creating a work-life balance for women in politics. iKNOW Politics [Online]. Available at http://iknowpolitics.org/en/discuss/e-discussions/creating-work- life-balance-women-politics

Work-life balance? Not in politics (Ayako Mie) This article explores how women politicians in Japan are able (or not) to attain work-life balance. One politician, Tamayo Marukawa, is of the opinion that ‘There is no environment in Japanese politics where politicians can have a work-life balance’. The article raises the lack of diversity among politicians in Japan.

Read the article: Mie, A. (2013, 03 July). Work-life balance? Not in politics. The Japan Times [Online]. Available at https://www.japantimes.co.jp/news/2013/07/03/national/work-life- balance-not-in-politics/#.W8sMJ2hKg2w

Politicians wrestle with work-life balance in the public eye (Sam Clemence) Sam Clemence looks at American politicians and how they cope with managing their work-life balance. One of the stark outcomes from a 2013 survey is that 86 per cent of United States congressional representatives felt that they spent too little time with their families. According to one of the politicians interviewed for the article, he stated that his wife became a single parent during the week while he was away for work and travelling also. The article presents actions that politicians can do to ensure that they do not become detached from their families.

Read the article: Clemence, S. (2014, 02 March). Politicians wrestle with work-life balance in the public. Deseret News Publishing Company [Online]. Available at https://www.deseretnews.com/ article/865597616/Politicians-wrestle-with-work-life-balance-in-the-public-eye.html

Gender roles, work-life balance, and running for office (Rachel Silbermann) Rachel Silbermann’s research article focuses on the reasons why few women run for political office. One of these, she notes, is the amount of travel involved in the role, which impacts nega- tively on care child. As various other research has shown, caring responsibilities on the whole tends to remain with women still, regardless of their work role. She suggests that in order for equal representation of women to occur in government would be for men and women to start sharing household responsibility equally.

Read the article: Silbermann, R. (2015). Gender roles, work-life balance, and running for office. Quarterly Journal of Political Science, 10(2), 123–153. http://dx.doi.org/10.1561/100.00014087

34 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Interesting snippets

MP Tim Hammond’s resignation for family reasons shines a mirror on work-life balance (Jessica Strutt) This article focus on work-life balance issues among politicians in Australia. It focuses on Tim Hammond, a Member of Parliament (MP) for Perth, who resigned as he felt that his work role was having too much of a negative impact on his family life. Tim’s young family, three chil- dren under six, was not a home situation that benefitted from his long commuting time and long working hours. While this article looked at a male politician, the reality is that the poor work-life balance that exists within the political sphere is one of the reasons for many women not choosing to become politicians. The author queried if the political system can be made more family friendly.

Read the article: Strutt, R. (2018, 04 May). MP Tim Hammond’s resignation for family reasons shines a mirror on work-life balance. ABC News [Online]. Available at https://www.abc.net.au/ news/2018-05-05/tim-hammond-resignation-family-reasons-shines-mirror-on-society/9727494

The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 35 Conference announcements

WFRN 2020 Conference – 5th biennial conference of the WFRN Work & Family Researchers Network ‘Advancing Equality at Work and Home: Strengthening Science and Collaboration’ 24–27 June 2020 New York Hilton in New York City Further information at: https://wfrn.org/conference-2020/

DOP Annual Conference

Crowne Plaza Stratford-upon-Avon 8–10 January 2020

The conference theme is ‘The practice of science: Occupational psychologists at work’.

CALL FOR SUBMISSIONS Topics include: Leadership, engagement and motivation; Psychological assessment at work; and Work design, organisational change and development.

CPD WORKSHOP PROPOSALS Could you deliver a practical skills workshop offering CPD value to delegates? A limited number of slots are available to form a series of parallel workshops.

Closing date and submissions deadline is 6 August 2019, view the website for details.

www.bps.org.uk/dop2020 #dopconf PRACTICE OF SCIENCE

36 The Work-Life Balance Bulletin: A DOP Publication, Volume 3, No. 1, Summer 2019 Information for contributors

Author guidelines The bulletin editor is keen to encourage concise and focused articles for the bulletin. All submissions should be in Microsoft Word format, and could be submitted under the following broad categories: • Theory, method and research: Peer-reviewed articles and brief reports • Articles dealing with theoretical, methodological and/or empirical matters are particularly welcomed, as are literature reviews. • Longer articles dealing with substantive issues should be between 2000 and 4000 words in length. • Brief articles or comments (up to 2000 words) are also encouraged. Graphics The preferred file formats for figures and graphics are EPS, TIFF and PDF.

Events The WLB Working Group’s bulletin provides a platform for publicising and reviewing events. Submissions of this kind should be no longer than 2000 words, and if possible should be substantially shorter than this. Book reviews These should not exceed 2000 words. In all cases, the bulletin editor reserves the right to reduce the word limits where appropriate, and to edit manuscripts if necessary. Manuscript preparation Manuscripts should be prepared according to the Society’s Style Guide (see www.bps.org.uk/ news-and-policy/bps-style-guide-authors-and-editors). Authors are requested to pay particular attention to these guidelines when preparing references lists. All submissions should be in English. Manuscripts should be double-spaced throughout, and should incorporate page numbers. The title page should include the full title of the manuscript, author name(s), institutional affiliations and contact details. We are happy to do some minor copy editing, but we would be grateful if you could ensure that submissions have been proof read and are print ready. Manuscript submission All contributions should be submitted by e-mail to the bulletin editor: Roxane L. Gervais ([email protected]). Contents

Message from the Co-chairs...... 1 The WLBWG asks Almuth McDowall & Gail Kinman The challenges of interviewing Message from the Editor...... 3 a politician...... 21 Roxane L. Gervais Ashley Weinberg

Welcome to this issue (Guest Editor)...... 4 Work-life balance: A global perspective Ashley Weinberg How balanced is work-life in China? Understanding the issues and developing Featured articles a research agenda...... 24 The politics of work-life balance – for Fang Lee Cooke politicians...... 6 Ashley Weinberg New and emerging research The work-life balance of an MP Personality and working in the gig in Malawi...... 10 economy...... 29 Macjellings Mulenga John Hackston Juggling three life spheres in local politics Interesting snippets...... 34 in Belgium...... 14 Conference announcements...... 36 Laura Emery, Petra Meier & Dimitri Mortelmans UK MPs at the home-work interface...... 18 Ashley Weinberg

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