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1 – 10 of 820Rosy Musumeci and Arianna Santero
The objective of this chapter is twofold: (1) to analyse meanings and practices regarding the work-family balance of fathers from different social and cultural backgrounds and (2…
Abstract
The objective of this chapter is twofold: (1) to analyse meanings and practices regarding the work-family balance of fathers from different social and cultural backgrounds and (2) to explore how infancy experts and workplace cultures can influence the paid work and childcare reconciliation practices of native and immigrant fathers in Italy, in particular, from the point of view of fathers making the transition to parenthood. Little attention is paid to the role of infancy experts and workplace cultures in shaping fathers’ reconciliation perspectives. Moreover, little research has been dedicated to parenting practices among immigrant families from the fathers’ point of view. We investigate how parenthood is perceived and experienced by native and immigrant fathers, focussing on cultural differences with regard to beliefs about gender roles, children’s needs and childbearing. Our work is based on a qualitative analysis of 61 qualitative interviews with fathers, born in Italy, Romania, Peru and Morocco living in (the north of) Italy, carried out between 2010 and 2015. The results show how both infancy experts and workplace cultures tend to reinforce the widespread hegemonic ideals on ‘good father as provider’ both for natives and for immigrant fathers, despite their different socio-cultural backgrounds.
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Allison S. Gabriel, David F. Arena, Charles Calderwood, Joanna Tochman Campbell, Nitya Chawla, Emily S. Corwin, Maira E. Ezerins, Kristen P. Jones, Anthony C. Klotz, Jeffrey D. Larson, Angelica Leigh, Rebecca L. MacGowan, Christina M. Moran, Devalina Nag, Kristie M. Rogers, Christopher C. Rosen, Katina B. Sawyer, Kristen M. Shockley, Lauren S. Simon and Kate P. Zipay
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being…
Abstract
Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.
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This chapter focuses on exploring challenges encountered by the neglected group of employees who live alone and do not have children, particularly in relation to work-life balance (WLB). We first question the conventional WLB discourse – predominately surrounded by addressing work-family conflicts. We next discuss how this formulates debates about the equality and fairness of HR policies affecting various groups of employees, with solo-living individuals being excluded. In addition to previously documented work-life issues, we articulate difficulties related to the pursuit of independence, freedom, balancing, and healthy work-life experiences for and specific to solo-living women academics. We conclude that our insights on “vulnerability” may lead to feminist approach being incorporated into work-life policy development in order to better engage underrepresented groups of employees, accommodate the needs of “others” and promote collective flourishing.
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Arnlaug Leira and Chiara Saraceno
Children – their number, their welfare, their property (whom they belong to), their education – have long been a matter of public concern. What a “proper” childhood should be is…
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Children – their number, their welfare, their property (whom they belong to), their education – have long been a matter of public concern. What a “proper” childhood should be is always a highly politicized issue never left entirely in private hands. Modern societies in particular have rendered explicit and institutionalized the existence of a public interest in children and in childhood as constituted within, but also outside, families. In this volume, we use the expression “politicizing of childhood” in a broad sense in reference to the ways in which childhood is conceptualized not only as a primary family or parental responsibility, but, in addition, as a matter of public importance and concern, something for (welfare) state intervention. “Politicizing of childhood” encompasses the public motivation and mobilization for childhood change; the political processes in which policies are formulated, legislated and enacted; the response to policy interventions that may in turn feed back into public and political discourse, policy formulation and so on (see Ellingsæter & Leira, 2006, p. 4). The contributions in this volume illustrate one or more of these processes.
In what follows, I first unpack the context of East Asia where fast economic growth, demographic transition, shifting public policies, and historical legacies as well as emerging…
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In what follows, I first unpack the context of East Asia where fast economic growth, demographic transition, shifting public policies, and historical legacies as well as emerging trends of family norms and practices jointly influence children's and youths' everyday lives and well-being. I show that albeit intraregional and intrasociety heterogeneities, childhood is part and parcel of the modernization project in this part of the world, which has attracted concerted efforts of intense investment from the state and the family, shaping a trajectory of childhood that is increasingly scholarized. I then sketch the landscape of childhood and youth studies in this region, calling for the intervention of childhood sociology as an approach to bring young people's own perspectives, voices, subjectivities, and actions to the fore. This is followed by an introduction to four compelling contributions that offer rich and nuanced insights into the pains and gains, pressures and perseverance of the growing up experiences of the young in rapidly changing East Asian societies.
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Abbie L. Daly and Dimitri Yatsenko
Firms use Relative Performance Information (RPI) to improve employee performance; however, differences in employees’ remote work environments call into question whether RPI…
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Firms use Relative Performance Information (RPI) to improve employee performance; however, differences in employees’ remote work environments call into question whether RPI improves performance in remote work arrangements. By manipulating RPI provision across sections, the authors examine whether RPI improves performance in remote work arrangements using a field experiment in introductory accounting courses taught during the COVID-19 pandemic. The authors found that RPI improves performance in a remote work setting, as students receiving RPI achieved higher exam scores and increased their exam scores to a greater extent than students who did not receive RPI. The authors also found that lower performers improved performance more than higher performers in response to RPI, and the effect of RPI was more pronounced in those closest to meaningful thresholds. These results inform practice on the expected benefits of implementing RPI in a remote work setting.
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