The Problem The ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure. The Solution Human resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended. The Stakeholders Academic faculty, higher education administrators, HRD scholars, and practitioners.

中文翻译：

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迈向家庭友好的学院：人力资源开发在创造健康工作中的作用-生活文化变革干预

问题该学院的理想工作者将一生的大部分时间都花在学术上，这给家人留下了很少的时间。这个问题导致工作与生活的冲突，这对于寻求晋升和任期的教职员工尤为关注。对于工作和生活方面的冲突，对学业母亲而言，挑战最大。他们除了工作和生活方面的冲突外，还面临着职业生涯的挑战。严格的组织政策和非支持性文化使问题长期存在，特别是当教职人员是寻求晋升和任期的学术母亲时。解决方案在个人，部门和机构级别（例如，培训发展，绩效管理和职业发展计划）实施的人力资源开发（HRD）干预措施已被证明可以减少工作与生活的冲突，改善整体福祉，并创造一个更加家庭友善的环境。建议进行组织发展（OD）文化变革干预措施，以使学院变得更加以家庭为中心并支持职业灵活性。利益相关者学术教师，高等教育管理者，HRD学者和从业者。