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1 – 10 of over 1000Chantal Remery, Anneke van Doorne‐Huiskes and Joop Schippers
The article reports on research among Dutch employers concerning the arrangements they provide for employees to help them with the reconciliation of work and family life. The…
Abstract
The article reports on research among Dutch employers concerning the arrangements they provide for employees to help them with the reconciliation of work and family life. The research not only answers the question of to what extent different employers offer arrangements like childcare facilities, flexible working hours or leave schemes, but it also tries to explain employers’ policies. The explanatory analysis includes organisational characteristics and employers’ opinions with respect to costs and benefits of different arrangements. The empirical analysis is based on a survey among 871 organisations in the profit sector and the non‐profit sector. One major conclusion is that family‐friendly arrangements have become rather common among organisations; employers are aware of the fact that the reconciliation of work and care has become an issue for an increasing number of workers.
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Shalini Garg and Punam Agrawal
The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the…
Abstract
Purpose
The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.
Design/methodology/approach
The study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.
Findings
The author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.
Originality/value
The study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.
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Glenda Strachan and John Burgess
The closer integration of work and family responsibilities has become an important element in the promotion of the decentralisation of the Australian industrial relations system…
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The closer integration of work and family responsibilities has become an important element in the promotion of the decentralisation of the Australian industrial relations system. This article outlines the origins of the work and family agenda and discusses how it has come to be incorporated into the industrial relations reform agenda. A work and family typology is developed. Examples of family friendly workplace arrangements are outlined and discussed, and the extent to which these are incorporated into enterprise agreements is then outlined. There must be doubts as to how far family friendly workplace arrangements can be extended in an economy with high rates of casualisation, falling trade union densities and considerable differences in bargaining power. Indeed, many of the current family friendly arrangements are distinctly family unfriendly. Finally, there are important gender issues to consider in relation to the family friendly industrial relations agenda.
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Ian Roper, Ian Cunningham and Phil James
This article examines how human resource (HR) practitioners are responding to the current UK Government's “business case” approach to promoting family‐friendly policies. The…
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This article examines how human resource (HR) practitioners are responding to the current UK Government's “business case” approach to promoting family‐friendly policies. The ethical basis of the Government's approach to work‐life balance is examined and the results of a survey of HR practitioners’ views on this issue are presented. Findings indicate that, when examining the interdependent factors that determine the ethical basis of support and opposition to such policies, respondents are more likely to reject the Government's rationale on equal and opposite terms to which they are being promoted.
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Reagan Baughman, Daniela DiNardi and Douglas Holtz‐Eakin
Family‐supportive employment benefits have become increasingly popular in recent years as an employer response to the increasing labor force participation of women, and the…
Abstract
Family‐supportive employment benefits have become increasingly popular in recent years as an employer response to the increasing labor force participation of women, and the consequent need to balance work and family life. Economic theory predicts that these types of fringe benefits could at least partially pay for themselves through a combination of increased productivity and lower wages. A survey of 120 employers in an upstate New York county provides data on benefits packages and outcome measures that are used to test this hypothesis. We find that employers who offer flexible sick leave and child care assistance experience measurable reductions in turnover. Employers who offer benefits like flexible scheduling policies and child care also appear to offset part of the cost of these benefits by paying lower entry‐level wages than do their competitors.
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Drawing on existing literature and ongoing research in large corporations, examines the impact of employer work‐family policies on the career development of women. A summary of…
Abstract
Drawing on existing literature and ongoing research in large corporations, examines the impact of employer work‐family policies on the career development of women. A summary of evaluation research of work‐family policies and programmes, focusing on work‐related outcomes, reveals that relatively few studies have been conducted. Further, the primary focus of existing research has been to examine such outcomes as recruitment, turnover, absenteeism, morale and job satisfaction; few studies have examined the impact of use of family‐friendly policies on career advancement. Existing data indicate there is widespread belief that use of certain work‐family policies, particularly non‐traditional work arrangements, is detrimental to career advancement. Summarizes findings regarding the validity of this belief and deems them inconclusive. Discusses the influence of supervisors and corporate culture on the work‐family interface, and presents recommendations for further research.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
This research paper explores the impact of employee benefit reductions during Greece's 2012-2015 recession, which a third of survey respondents experienced. Recession-driven employee benefit cuts negatively affected women more than men, as women value benefits like childcare allowances the most highly. This introduces a diversity and inclusion dimension to recessionary impacts. A way of attracting and retaining female talent building and maintaining a self-managed rewards system with enough flexibility to suit employees' life priorities, regardless of their gender. Overall, private insurance like health insurance was the most valued benefit, followed by family friendly benefits.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Eleni Stavrou and Christiana Ierodiakonou
The purpose of this paper is to use a competency‐based model to explore empirically the factors that influence the suitability of different flexible work arrangements (FWAs) in…
Abstract
Purpose
The purpose of this paper is to use a competency‐based model to explore empirically the factors that influence the suitability of different flexible work arrangements (FWAs) in organizations and investigate whether these FWAs match the preferences of unemployed women, whom the authors conceptualize as competitive resources.
Design/methodology/approach
Given the novelty of this model in FWA‐research, the authors conducted an in‐depth exploratory case study in a southern European country, Cyprus. Data were collected from both unemployed women and managers in organizations, using group interviews and questionnaires.
Findings
Overall, it was found that the FWAs that managers perceive as suitable for their organizations differ from those preferred by unemployed women. Nonetheless, specific organizational competencies affect positively the suitability of women‐friendly FWAs for organizations.
Research limitations/implications
The results raise implications for policy makers and managers who want to enhance female employability and organizational competitiveness, respectively. The paper provides a blueprint for testing the concept of unemployed women viewed as strategic resources and emphasises the need to take measures to improve the perceived suitability of women‐friendly FWAs for organizations. Nonetheless, this study was limited to the Cypriot context, to private sector organizations, and to managerial intentions. Future research may build on this study to address these limitations.
Originality/value
This paper employs a competency‐based model to conceptualize unemployed women, who are neglected in extant research, as organizational resources. Further, it uses two different research samples to address its purposes and argues that FWAs differ in their ability to satisfy organizational and individual needs.
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