ABSTRACT
In recent years various terms have been coined to describe the interface between work and family, including the ‘work-family challenge’ (Lewis and Lewis 1996), the ‘reconciliation’ of work and family (Children in Scotland 1998; Deven et al. 1997; Moss 1996), the ‘work-family balance’ and the ‘work-life equilibrium’ (Industrial Society 2000). Commentators suggest that this recent interest in work-family issues is the result of rapid social change and particularly new trends in work and family structures (Hyman et al. 2001; Institute of Directors 2001; National Work-Life Forum 1999). Historically work-family issues have become prominent during similar periods of flux, such as the absence of fathers from home through war, imprisonment and long working shifts/rotations (McKee 1985; Chandler 1989; Isay 1968; Lewis et al. 1988). More recent changes which have contributed to a growing interest in the work-family interface include: entry of large numbers of women (and especially mothers) into the workforce; changing family composition and structure; transformation of male employment; increase in single working parents; intensification of working hours; ageing population and the growing number of ‘cared for’ groups (Moss 1996); and the growth of equal opportunities (Brannen et al. 1994, 1997). Current debates about the future of work and its changing character (e.g. the trend towards contract and short-term employment (Lewis and Cooper 1996), flexible working (Rainnie 1998), downsizing, the ‘feminization’ of the labour market and the spread of tele-mediated businesses) also highlight the relevance of home-work issues.
