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Strategies for Increasing Informatio...

Seymour, Kimberly D.

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Strategies for Increasing Information Technology Employee Work-Life Balance.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Strategies for Increasing Information Technology Employee Work-Life Balance./
Author:	Seymour, Kimberly D.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
Description:	195 p.
Notes:	Source: Dissertations Abstracts International, Volume: 83-01, Section: B.
Contained By:	Dissertations Abstracts International83-01B.
Subject:	Business administration. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28652692
ISBN:	9798535532172

Strategies for Increasing Information Technology Employee Work-Life Balance.
Seymour, Kimberly D.

Strategies for Increasing Information Technology Employee Work-Life Balance. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 195 p.

Source: Dissertations Abstracts International, Volume: 83-01, Section: B.

Thesis (D.B.A.)--Walden University, 2021.

This item must not be sold to any third party vendors.

Small to medium enterprise (SME) information technology (IT) managers' lack of strategic planning initiatives in creating a work life balance environment has created personal and financial concerns for some employees in the United States. Managers must develop and implement strategies that increase profits and productivity as well as create work life balance. Grounded in Herzberg's motivation-hygiene theory, the purpose of this qualitative multiple case study was to explore strategies SME IT business managers used to develop and implement an employee work-life balance environment. The participants were three IT managers and two human resources business managers. Data were collected from semistructured interviews, publicly available company documentation, and business review documentation provided by three IT managers and two human resources business managers. Yin's five-step thematic analysis process was used to analyze data. Four themes emerged: (a) work-life balance, (b) communication, (c) flexibility, and (d) job satisfaction. Recommendations for business managers include implementing: (a) open forum discussions, (b) flex work/personal time, and (3) healthcare incentives. The implications for social change include the opportunity for those in the economy to experience increased hiring opportunities, less turnover, and fewer unemployment claims. Implementation of the strategies identified could lead to increased revenues that benefit the community and improve work-life balance. Reducing stress in employees' personal lives could also promote clearer communication and job satisfaction. .

ISBN: 9798535532172Subjects--Topical Terms:

3168311
Business administration.
Subjects--Index Terms:

Communication

Strategies for Increasing Information Technology Employee Work-Life Balance.
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500 $a Source: Dissertations Abstracts International, Volume: 83-01, Section: B.
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502 $a Thesis (D.B.A.)--Walden University, 2021.
506 $a This item must not be sold to any third party vendors.
520 $a Small to medium enterprise (SME) information technology (IT) managers' lack of strategic planning initiatives in creating a work life balance environment has created personal and financial concerns for some employees in the United States. Managers must develop and implement strategies that increase profits and productivity as well as create work life balance. Grounded in Herzberg's motivation-hygiene theory, the purpose of this qualitative multiple case study was to explore strategies SME IT business managers used to develop and implement an employee work-life balance environment. The participants were three IT managers and two human resources business managers. Data were collected from semistructured interviews, publicly available company documentation, and business review documentation provided by three IT managers and two human resources business managers. Yin's five-step thematic analysis process was used to analyze data. Four themes emerged: (a) work-life balance, (b) communication, (c) flexibility, and (d) job satisfaction. Recommendations for business managers include implementing: (a) open forum discussions, (b) flex work/personal time, and (3) healthcare incentives. The implications for social change include the opportunity for those in the economy to experience increased hiring opportunities, less turnover, and fewer unemployment claims. Implementation of the strategies identified could lead to increased revenues that benefit the community and improve work-life balance. Reducing stress in employees' personal lives could also promote clearer communication and job satisfaction. .
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