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Book part
Publication date: 13 January 2021

Kehinde Olowookere

At the end of this chapter, learners should be able to:

  • Discuss the origin of family-friendly policies.
  • Explain the different types of family-friendly policies.
  • Explain the…

Abstract

Learning Objectives

At the end of this chapter, learners should be able to:

  • Discuss the origin of family-friendly policies.

  • Explain the different types of family-friendly policies.

  • Explain the importance of family-friendly policies.

  • Explore the financial implications of family-friendly policies.

  • Understand how to calculate leave payment.

  • Explain possible limitations of family-friendly policies.

Discuss the origin of family-friendly policies.

Explain the different types of family-friendly policies.

Explain the importance of family-friendly policies.

Explore the financial implications of family-friendly policies.

Understand how to calculate leave payment.

Explain possible limitations of family-friendly policies.

Details

Financial and Managerial Aspects in Human Resource Management: A Practical Guide
Type: Book
ISBN: 978-1-83909-612-9

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Article
Publication date: 24 February 2012

Leung Lai‐ching and Chan Kam‐wah

The purpose of this paper is to compare the family‐friendly policies developed in Sweden, the UK and Singapore and discuss the implications on family‐friendly policies in…

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2886

Abstract

Purpose

The purpose of this paper is to compare the family‐friendly policies developed in Sweden, the UK and Singapore and discuss the implications on family‐friendly policies in Hong Kong.

Design/methodology/approach

The study draws on policy documents of the three countries, to examine the welfare model, the service provisions and the outcomes of the family‐friendly policies.

Findings

In the study, the paper finds that considerable differences exist among the three countries in their conception of the role and responsibility of government in the reconciliation of family and work conflict. Strategies ranging from a high degree of intervention to minimal intervention are closely related to the social welfare regime of a country. Learning from the international experiences, it is important to link work and family policies in developing family‐friendly policy in Hong Kong because work and family are not two separate worlds.

Originality/value

Numerous studies have documented the effectiveness and impact of family‐friendly policies in their own countries, but little has been done to compare the international experiences. The analysis contributes to offer a clear direction of developing family‐friendly policy in Hong Kong.

Details

International Journal of Sociology and Social Policy, vol. 32 no. 1/2
Type: Research Article
ISSN: 0144-333X

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Book part
Publication date: 8 July 2008

Peng Wang, John J. Lawler, Kan Shi, Fred Walumbwa and Ming Piao

With higher female labor force participation and the greater prevalence of dual-career families, family responsibilities ever more overlap work responsibilities. Companies…

Abstract

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.

Details

The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits
Type: Book
ISBN: 978-0-7623-1401-0

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Article
Publication date: 30 March 2020

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…

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.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 7/8
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 1 March 2002

Daniel Vloeberghs

States that there is a need for a practical instrument to measure the present situation of work‐life balance. Describes the development process of the Family and Business…

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2269

Abstract

States that there is a need for a practical instrument to measure the present situation of work‐life balance. Describes the development process of the Family and Business Audit within the Flemish context. Details the setting up and aims of the system before outlining its application in some detail and other existing instruments also emploiyed. Provides a number of short case studies to demonstrate its effectiveness.

Details

Equal Opportunities International, vol. 21 no. 2
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 1 June 1998

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…

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6583

Abstract

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.

Details

International Journal of Manpower, vol. 19 no. 4
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 February 2003

Sue Bond and Sarah Wise

Using evidence drawn from case studies in four companies in the Scottish financial sector, this paper examines how both statutory and company family leave policies are…

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2707

Abstract

Using evidence drawn from case studies in four companies in the Scottish financial sector, this paper examines how both statutory and company family leave policies are operated by line managers. This paper considers the extent of line managers’ knowledge of statutory and company family leave policies and finds that their knowledge, particularly of statutory measures, is often wanting. In exploring the reasons for this situation, training on statutory and company family leave policies was found to be extremely limited and although support from human resource professionals was provided, line managers only referred to them in exceptional circumstances. This situation has clear implications both for consistency of operation of these policies and for the role of human resource professionals in ensuring that statutory and company provisions are effectively put into practice.

Details

Personnel Review, vol. 32 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 October 2006

Tracy L. Tuten and Rachel A. August

Among the most consistent predictors of work‐family conflict for working parents are the number of hours worked, job role autonomy, and degree of support managers offer…

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1841

Abstract

Purpose

Among the most consistent predictors of work‐family conflict for working parents are the number of hours worked, job role autonomy, and degree of support managers offer parents. Yet, little is known about the unique work experiences of lesbian women in terms of work‐family conflict. This paper seeks to identify correlates of work‐family conflict, specifically work interference with family (WIF), among lesbian mothers and identifies the role that being “out” at work plays in their experience of WIF.

Design/methodology/approach

A survey of 58 working lesbian mothers engaged in long‐term, same‐sex relationships that they categorized as a family was used to collect data on constructs related to work‐family conflict and related variables. The vast majority of the sample were managers or professionals.

Findings

Analyses indicate that increased job role autonomy, fewer hours worked, and increased managerial support are associated with less overall WIF. Additionally, the extent to which participants are “out” at work is associated with reduced WIF, and explains variance beyond the other constructs examined.

Practical implications

Managers can play an essential role in helping reduce WIF among lesbian women via formal steps including offering written support for non‐discrimination policies and benefits for domestic partners. Managers can also take more informal steps such as role modeling acceptance. Finally, managers can modify features of the work environment and jobs themselves.

Originality/value

Being “out” at work can be advantageous for lesbian workers as a strategy for ameliorating WIF. Managers are in a position to make this kind of disclosure possible.

Details

Women in Management Review, vol. 21 no. 7
Type: Research Article
ISSN: 0964-9425

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Article
Publication date: 6 July 2015

Katharine Ridgway O'Brien, Larry R. Martinez, Enrica N. Ruggs, Jan Rinehart and Michelle R Hebl

This paper aims to highlight interventions that promote female (and male) faculty’s ability to balance work-family issues at a specific academic institution, in response…

Abstract

Purpose

This paper aims to highlight interventions that promote female (and male) faculty’s ability to balance work-family issues at a specific academic institution, in response to a demand in the literature that examines the intersection between research and implementation of organizational policies within a university setting.

Design/methodology/approach

Using a case study framework, the researchers present qualitative experiences and quantitative data to evaluate the successful application of a work-family balance and organizational climate improvement initiative within an academic setting.

Findings

By highlighting specific examples of work-family and climate initiatives at the individual, organization, and community levels, this case study presents several ways in which academic institutions specifically, and organizations generally, can implement policies that make a difference.

Practical implications

Successful implementation of work-family balance and family-friendly organizational policies can positively impact employees.

Originality/value

Our goal is to highlight and provide data showing a specific example of how female (and male) faculty members’ experiences can be (and have been) improved in a prototype institution.

Details

Gender in Management: An International Journal, vol. 30 no. 5
Type: Research Article
ISSN: 1754-2413

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Article
Publication date: 16 February 2010

Maria D'Agostino and Helisse Levine

The purpose of this paper is to empirically examine the impact of the utilization of organizational practices on the career progression of women to executive positions in…

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1626

Abstract

Purpose

The purpose of this paper is to empirically examine the impact of the utilization of organizational practices on the career progression of women to executive positions in state‐level government organizations in the USA.

Design/methodology/approach

The design included an online survey instrument sent to a purposive sample of 600 female administrative agency executives in 50 states. A standard multilinear regression model tests the predictive power of three composite explanatory utilization variables on the dependent variable, career progression of women to upper level management. The composite predictor variables are: utilization of work/family practices; utilization of diversity practices; and utilization of promotional practices.

Findings

Contrary to expectations, the relationship between career progression of women and family‐friendly utilization does not appear to be statistically significant. However, the time it takes respondents who utilized family‐friendly practices in their organizations to reach upper‐level management decreased by 0.037 years. And contrary to expectations, women who utilize promotion practices are more likely to achieve executive‐level status, even though it does not necessarily take them less time to do so.

Originality/value

This research is distinct from previous studies in that it considers the relationship between the utilization of practices and women's attainment of executive‐level positions.

Details

Gender in Management: An International Journal, vol. 25 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

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