The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses.,In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method.,The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services.,The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns.,This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

中文翻译：

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情境化工作与生活平衡：以英国非洲裔妇女为例

工作场所现有的性别差距影响着妇女的工作满意度和职业发展，因此有必要进一步了解性别差距现象的原因和影响。尽管有许多挑战会影响女性的工作满意度和工作场所的晋升，但本文旨在通过多种理论视角来研究工作与生活的平衡。总共，对来自尼日利亚和加纳的女性进行了15次半结构化访谈。在英国，她们是采用有目的的抽样方法进行选拔的。研究结果表明，有四个主要因素解释了这些女性在工作家庭中所做出的选择。这些是文化敏感性，家庭和工作生活的当前阶段，性格类型和其他影响，例如政策和财务承诺。结果还显示了这些妇女如何通过网络和服务来做出家庭工作选择。论文提出组织需要注意这些妇女的文化和养育，这表明他们在观察其文化习性，价值观，知识和身份了解它们如何整合，吸收并防止分离和边缘化。此外，利用（内部和外部）网络作为这些妇女的支持系统可以为非正式学习创造机会。最后，组织应创建支持工作场所学习的结构，并应包括诸如决策，沟通，职业发展计划和灵活的工作模式之类的活动。这项研究有助于运用多种理论（工作家庭，