With higher female labor force participation and the greater prevalence of dual-career families, family responsibilities ever more overlap work responsibilities. Companies have begun to respond to the changing nature of the workforce by offering family-friendly policies that are intended to help employees manage family responsibilities while remaining productive workers. Examples of family-friendly policies include child and dependent care, flexible leave polices, and time off for family emergencies (Daley, 1998; Folsom & Botsch, 1993; Greenfield, 1997; Ezra & Deckman, 1996). Some benefits frequently offered by employers are not considered family-friendly policies because they are not primarily directed toward the management of family responsibilities. Examples of those benefits are educational assistance for the employee, mortgage assistance, holidays, and employee wellness programs.
Wang, P., Lawler, J.J., Shi, K., Walumbwa, F. and Piao, M. (2008), "Family-friendly employment practices: Importance and effects in India, Kenya, and China", Lawler, J.J. and Hundley, G. (Ed.) The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits (Advances in International Management, Vol. 21), Emerald Group Publishing Limited, Bingley, pp. 235-265. https://doi.org/10.1016/S1571-5027(08)00010-7
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