The adoption of family‐friendly HRM policies: Competing for scarce resources in the labour market

Abstract

Several authors have tried to explain the variation across firms in the implementation of work‐family programmes in terms of the employment strategy of these firms and institutional pressures. But most of these studies have been done in the US context. This study replicates these studies in Spain, which has a very different legal, cultural, and labour market context and where the diffusion of work‐family programmes has only recently started. Using data from a sample of 131 Spanish, mostly private firms, tests five hypotheses that may explain the adoption of family‐friendly human resources management policies. Finds that even in this particular context both the employment strategy and some institutional pressures play an important role. The size of the firm, the percentage of female employees, the presence of a high‐commitment work system and the tightness of the labour market are associated with the implementation of a work/family programme. With the increasing participation of female workers and the ageing of the population expects that work/family programmes will continue to diffuse in Spain.

Citation

Poelmans, S.A.Y., Chinchilla, N. and Cardona, P. (2003), "The adoption of family‐friendly HRM policies: Competing for scarce resources in the labour market", International Journal of Manpower, Vol. 24 No. 2, pp. 128-147. https://doi.org/10.1108/01437720310475394