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Article
Publication date: 20 June 2016

Lorena Ronda, Andrea Ollo-López and Salomé Goñi-Legaz

This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the…

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3143

Abstract

Purpose

This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship

Design/methodology/approach

We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis.

Findings

The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive.

Research limitations/implications

The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction.

Practical implications

Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours.

Originality/value

The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.

Details

Management Research: The Journal of the Iberoamerican Academy of Management, vol. 14 no. 1
Type: Research Article
ISSN: 1536-5433

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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: 13 July 2007

Jeff Hyman and Juliette Summers

The purpose of this article is to assess the influence of different forms of organisational representation on the provision of work‐life balance employment policies.

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8118

Abstract

Purpose

The purpose of this article is to assess the influence of different forms of organisational representation on the provision of work‐life balance employment policies.

Design/methodology/approach

The article uses on‐site semi‐structured interviews with employees, HR and line managers and trade union representatives in four case studies as well as survey responses from a total of 17 institutions in the financial services sector.

Findings

Employees do influence work‐life balance issues in the financial services sector, and work‐life balance initiatives had greater breadth, codification and quality where independent unions were recognised. In all cases however, the extent of departure from minimal statutory levels of provision was not great.

Research limitations/implications

The nature of the study and its focus on Scotland may limit the generalisability of the findings into other sectors or regions.

Practical implications

In light of the evolving work‐life balance legislative framework, this article should be of practical interest to trade unions, practitioners and academics. It demonstrates that organisations and unions need to retain and develop a focus on work‐life balance applications.

Originality/value

The article indicates the prevalence of management control of the work‐life balance agenda and management's discretion in the operation of work‐life issues. Employees and their representatives accepted this control, and their private individualised responsibility for balancing work and life, without challenge. These results inform current understanding of how work‐life balance legislation, based on a voluntarist agenda, translates into practice.

Details

Employee Relations, vol. 29 no. 4
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 25 February 2008

Terry O'Brien and Helen Hayden

The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in…

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7185

Abstract

Purpose

The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation to work life balance, family friendly work arrangements, leave entitlements and diverse modes of flexible work in Ireland. Focuses in particular on the Library and Information sector.

Design/methodology/approach

Introduces the concept of flexible working, followed by a review of relevant literature. Outlines what flexible work practices are, giving details of various types of flexible working, both statutory and non‐statutory (in Ireland). Then, discusses why flexible work practices have emerged and details background legislation and the issues that the introduction of flexible working raises. Draws conclusions about best practice in relation to the management of flexible work practices.

Findings

It is argued that commitment to work life balance is now firmly in the mainstream and is part of the political agenda in Ireland and the rest of the developed world. Flexibility in work practice is becoming an integral part of employment, particularly in public sector organisations, which are in effect, leading the way on this issue. Flexible work practices have many advantages for both employees and employers. They also create challenges, especially in terms of management. It is important to balance the requirements of the organisation with those of the employees. Key factors in the successful implementation of flexible working are training and communication.

Originality/value

The article provides a firm basis for further investigation and discussion.

Details

Library Management, vol. 29 no. 3
Type: Research Article
ISSN: 0143-5124

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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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2923

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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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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1647

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

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Article
Publication date: 4 July 2016

Margarita Mayo, Luis Gomez-Mejia, Shainaz Firfiray, Pascual Berrone and Veronica H Villena

The purpose of this paper is to investigate the role of top leaders beliefs in the importance of work-family balance as a key determinant in explaining the adoption of…

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1838

Abstract

Purpose

The purpose of this paper is to investigate the role of top leaders beliefs in the importance of work-family balance as a key determinant in explaining the adoption of social practices oriented toward internal stakeholders, focussing on home telework as one of these practices.

Design/methodology/approach

A sample of 2,388 top executive officers reported the senior leaders belief favoring work-family balance by completing a new scale developed for this purpose asking how much key decision makers were convinced of the value to employees of supportive family-friendly HR practices, modeled how to balance work and family life, and felt a personal commitment to implement family-friendly practices. They also reported the firm’s provision of telework and organizational characteristics such as industry, multinational status, and firm size.

Findings

Regression analyses revealed that firm’s provision of telework is more pervasive when its top leaders believe in the importance of work-family balance, even after controlling for firm context (industry, geographical dispersion, and size). More importantly, the authors also find that managerial beliefs augment the positive effect of instrumental factors on the provision of home telework.

Practical implications

For practitioners, the most important message is that, while contextual and organizational features are important in the choice of corporate social responsibility (CSR) practices for employees, the conviction of senior leaders is absolutely essential.

Originality/value

This study contributes to the leadership and CSR literature by suggesting that top leaders play a catalyst role in contexts where telework is instrumentally valued. If we conceive CSR for employees as not driven solely by utilitarian logic, it requires a different paradigm that includes leadership motives.

Details

Leadership & Organization Development Journal, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 30 April 2021

Grazia Garlatti Costa, Darija Aleksić and Guido Bortoluzzi

The purpose of this paper is to investigate the inverted U-shaped relationship that exists between exploitative leadership styles and innovation implementation. In…

Abstract

Purpose

The purpose of this paper is to investigate the inverted U-shaped relationship that exists between exploitative leadership styles and innovation implementation. In addition, drawing on the social cognitive theory, the paper explores the effect of the three-way interaction between exploitative leadership style (ELS), work–family balance (WFB) and family-friendly workplace practices (FFWPs) on innovation implementation.

Design/methodology/approach

A quantitative study of 440 employees from 38 medium and large companies based in Italy and Croatia was conducted, using an online survey. The proposed hypotheses were tested using hierarchical regression analysis.

Findings

The results show that there is an inverted U-shaped curvilinear relationship between ELS and innovation implementation. Furthermore, the findings support the existence of the three-way interaction suggesting that the combination of high-level WFB and high-level FFWPs strengthens the relationship between ELS² and innovation implementation.

Originality/value

This is the first contribution that examines a curvilinear relationship between ELS and innovation implementation. Additionally, it contributes to the work–family literature by providing the first empirical examination of the joint impact of WFB and FFWPs in enhancing innovation implementation. Our results suggest that individuals who perceive a high level of WFB and who work in an organization with family-friendly practices are more accepting of an exploitative leader, and that the positive feelings from the family domain encourage the implementation of innovation. These results may change the attitudes of managers, encouraging them to consider WFB and FFWPs as important for the implementation of innovation.

Details

European Journal of Innovation Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1460-1060

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Article
Publication date: 1 March 2004

Mohamed Branine

This paper starts with the assumption that local authorities, under the new public management, may use job sharing as part of an equal opportunities policy in order to…

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2418

Abstract

This paper starts with the assumption that local authorities, under the new public management, may use job sharing as part of an equal opportunities policy in order to attract and retain experienced and professional employees. Data collected from 32 councils in England and Scotland have shown that although most of the female employees would possibly prefer to work flexibly through job sharing, there was little or no established policies for the implementation of job sharing as a means of providing equal opportunities. With the consolidation of the new public management in local authorities in the late 1990s, the approach to the use of job sharing and flexible working in general has changed from emphasising equality to meeting business objectives. The promotion of job sharing is very limited and its implementation often restricted. Job sharing is undermined by a culture of full‐time work and determined by economic motives.

Details

International Journal of Public Sector Management, vol. 17 no. 2
Type: Research Article
ISSN: 0951-3558

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Article
Publication date: 19 June 2007

Caroline Straub

The objectives of this study are: to identify and compare companies' involvement with work‐life balance practices and policies in 14 European countries, and to test…

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6049

Abstract

Purpose

The objectives of this study are: to identify and compare companies' involvement with work‐life balance practices and policies in 14 European countries, and to test whether these practices actually enhance the career advancement of women to senior management positions.

Design/methodology/approach

A comparative descriptive analysis shows differences in work‐life balance practices and policies and women's participation in the workforce between countries. In order to test whether work‐life balance practices and policies enhance the career advancement of women to senior management positions a multiple regression analysis is performed.

Findings

There are certain differences in the provision of work‐life balance practices and women's participation in the labour force among European companies. A positive influence of work‐life balance policies and practices on women's career advancement into senior management positions was confirmed in only one case – the payment of an additional amount for maternity leave. All other practices were shown to have no significant impact or a significant negative relationship.

Originality/value

An interesting issue is whether work‐life balance practices and policies help remove the glass ceiling. There has been little research on the impact of work‐life balance practices and policies on women's career advancement. This study attempts to redress this dearth by examining the role of work‐life balance practices and policies on women's career advancement.

Details

Women in Management Review, vol. 22 no. 4
Type: Research Article
ISSN: 0964-9425

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