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Article
Publication date: 27 February 2020

Tanuja Agarwala, Amaia Arizkuren, Elsa Del Castillo and Marta Muñiz

To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with…

Abstract

Purpose

To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.

Design/methodology/approach

Questionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.

Findings

The three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.

Research limitations/implications

The study has limitations of generalizability and common method variance.

Practical implications

Human resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.

Originality/value

The study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

Details

Personnel Review, vol. 49 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 27 November 2009

Maria Peeters, Cobi Wattez, Evangelia Demerouti and Wietske de Regt

The purpose of this paper is to examine whether work‐family (WF) interference functions as an explaining mechanism in the link between work‐family culture and well‐being, hereby…

2922

Abstract

Purpose

The purpose of this paper is to examine whether work‐family (WF) interference functions as an explaining mechanism in the link between work‐family culture and well‐being, hereby distinguishing between a negative and a positive process. The negative, energy depleting process initiates from a hindrance work‐family culture and ends up to burnout through the experience of work‐family conflict. The positive, motivation generating process initiates from a supportive work‐family culture and ends up to work engagement through work‐family enrichment.

Design/methodology/approach

The paper employs a quantitative study among employees from three different organizations (n=516).

Findings

Work‐family conflict fully mediates the relationship between a hindrance WF‐culture and the exhaustion dimension of burnout and partially mediates the relationship between a hindrance WF‐culture and the cynicism dimension of burnout. With regard to the mediational role of work‐family enrichment the results also confirm the paper's hypothesis. Work‐family enrichment partially mediates the relationship between a supportive WF‐culture and work engagement. Interestingly, analyses of some alternative mediational paths reveal some additional findings. Specifically, a supportive work‐family culture relates to work engagement through the perception of less work‐family conflict. Moreover, a supportive culture is also related to less feelings of burnout through work‐family enrichment.

Originality/value

The study shows that it pays off to invest in a supportive work‐family culture because such a culture contributes to work engagement and in the same time helps to prevent burnout.

Details

Career Development International, vol. 14 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

Book part
Publication date: 29 October 2018

Anja-Kristin Abendroth and Mareike Reimann

The aim of this chapter is to investigate the context dependence of the implications of telework for work–family conflict. It examines whether and how the implications of telework…

Abstract

The aim of this chapter is to investigate the context dependence of the implications of telework for work–family conflict. It examines whether and how the implications of telework for strain-based and time-based work–family conflict depend on work–family-supportive and high-demand workplace cultures. Based on a sample of 4,898 employees derived from a unique linked employer–employee study involving large organizations in different industries in Germany, multilevel fixed-effects regressions were estimated.

The results show that telework is associated with perceived higher levels of both time-based and strain-based work–family conflict, and that this is partly related to overtime work involved in telework. However, teleworkers experience higher levels of work–family conflict if they perceive their workplace culture to be highly demanding, and lower levels if supervisor work–family support is readily available.

Future research is required to investigate how the conclusions from this research vary between heterogonous employees and how work–family-supportive and high-demand workplace cultures interrelate in their implications on the use of telework for work–family conflict.

The findings show how important it is to implement telework in a way that not only accommodates employers’ interest in flexibilization, but that it also makes it possible to reconcile work with a family life that involves high levels of responsibility.

This is the first study which examines whether telework is either a resource that reduces or a demand that promotes work–family conflict by focusing on whether this depends on perceived workplace culture.

Details

The Work-Family Interface: Spillover, Complications, and Challenges
Type: Book
ISBN: 978-1-78769-112-4

Keywords

Article
Publication date: 25 November 2020

Salomé Goñi, Pilar Corredor and Consuelo León

This research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to…

Abstract

Purpose

This research addresses how companies develop a process of transformation to a more family responsible behaviour and the role that women play in this process. This paper aims to propose a model in which a female workforce is seen as contributing to the development of the family responsible firm. The model includes two paths for transformation, the supportive work–family culture and the managerial strategy for work–family using a mediation model. The analysis was performed in a sample of 1,048 Spanish firms.

Design/methodology/approach

The hypotheses are tested using Baron and Kenny’s (1986) mediated regression technique, the Sobel’s test (1982) and a bootstrap re-sampling with 5,000 and 10,000 iterations to determine the significance of the mediation.

Findings

The results confirm the impact of the proportion of women in the workforce on organizational culture and managerial strategy, factors that lead to a real increase in the accessibility of work–family policies. The mediation effect is total.

Research limitations/implications

Limitations stemming from the survey used and from the cross-sectional data.

Practical implications

The role of women, the culture and managers in promoting work–family policies appears clear. The need for the active reinforcement of the supportive work–family culture in companies and managerial strategy, diffusion, planning and involvement are all key factors in the development of work–family policies.

Social implications

Governments and society as a whole should urge firms to use all means at their disposal to guarantee the formal adoption of work–family policies.

Originality/value

Research that analyses the way in which work–family culture and the managerial strategy for work–family generate change does not usually incorporate the female component of the labour force as an explanatory element.

Details

Gender in Management: An International Journal , vol. 36 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 18 July 2008

Jean‐Marie See and Elizabeth H. Kummerow

An important aim of this paper is to ascertain the extent to which students held realistic expectations about the work cultures they were soon to enter. The paper also aims to…

1013

Abstract

Purpose

An important aim of this paper is to ascertain the extent to which students held realistic expectations about the work cultures they were soon to enter. The paper also aims to investigate the link between value congruence (in relation to both work and work‐family values) and “expected” job satisfaction and organisational commitment, in the case of the students, and “actual” job satisfaction and organisational commitment, in the case of the professionals.

Design/methodology/approach

A questionnaire was used to survey a sample of final year BCom students from the University of Adelaide (n=52) and accounting professionals from the same city (n=50).

Findings

Significant person‐culture fit discrepancies, in relation to both work and work‐family values, were observed for both groups. For accountants, these were negatively associated with job satisfaction and organisational commitment. Students also expected to enter organisational cultures that supported work values that were significantly more supportive of these values than were the actual organisational cultures described by the accountants. For work‐family values, students' expectations, surprisingly, fell significantly short of what the accountants' actual experience suggested they would be likely to encounter.

Originality/value

A life stage interpretation of the findings for work‐family values is offered and consideration is given to their implications for a broadening of traditional conceptualisations of reality shock.

Details

Pacific Accounting Review, vol. 20 no. 2
Type: Research Article
ISSN: 0114-0582

Keywords

Article
Publication date: 14 July 2023

Chan Kyun Park, Sunyoung Park and Sung Jun Jo

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Abstract

Purpose

This study aimed to examine the relationships among discriminary culture against women, hierarchical culture, sexual harassment and work–family conflict in the workplace.

Design/methodology/approach

Data were collected from female employees in South Korea. Structural equation modeling was employed to analyze 202 responses obtained through a self-report survey.

Findings

The findings indicate that (a) discriminatory culture against women and a hierarchical culture were positively related to sexual harassment, and (b) sexual harassment positively affected work–family conflict. Additionally, both a discriminatory culture against women and a hierarchical culture had indirect effects on work–family conflict, which were mediated by sexual harassment.

Originality/value

This study can help researchers better understand the relationship between organizational culture and the work experience of female employees by examining the mechanisms that influence their work–family conflict.

Details

Baltic Journal of Management, vol. 18 no. 5
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 1 October 2005

Monica Forret and Suzanne de Janasz

This study sets out to examine whether protégés have more favorable perceptions of an organization's culture for balancing work and family than non‐protégés.

3704

Abstract

Purpose

This study sets out to examine whether protégés have more favorable perceptions of an organization's culture for balancing work and family than non‐protégés.

Design/methodology/approach

Data were obtained from 418 employees of a major public accounting firm who completed a survey on mentoring and work‐family issues. Correlation analyses, t‐tests, and regressions were performed to test the hypotheses.

Findings

The results strongly support the view that protégés had more favorable perceptions than non‐protégés of the organization's work‐family culture – the degree to which integration of employees' work and family lives is supported. Having a mentor was significantly related to each component of work‐family culture (managerial support, time demands, and career consequences) in the predicted direction.

Research limitations/implications

By focusing on respondents in a single firm, it is impossible to determine whether the findings generalize to individuals in other industries or companies.

Practical implications

To attract and retain employees, organizations have become increasingly concerned about their cultures for balancing work and family. By encouraging mentoring, organizations can transmit the message to their employees of resources and support available to help achieve balance.

Originality/value

Despite strong interest in the fields of mentoring and work‐family balance, few research studies have attempted to link these two domains. This research integrates these areas and demonstrates the important role mentors play in developing perceptions of an organization's culture for work‐family balance.

Details

Career Development International, vol. 10 no. 6/7
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 7 January 2019

Pavitra Mishra and Jyotsna Bhatnagar

This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of…

Abstract

Purpose

This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.

Design/methodology/approach

Data were collected on a questionnaire scale from 487 employees.

Findings

It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.

Practical implications

The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.

Originality/value

The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.

Details

Journal of Asia Business Studies, vol. 13 no. 1
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 22 August 2008

Gina Gaio Santos and Carlos Cabral‐Cardoso

The paper looks at the tensions and conflict between work and family life that arise from work intensification in higher education, in the particular context of Portuguese…

3997

Abstract

Purpose

The paper looks at the tensions and conflict between work and family life that arise from work intensification in higher education, in the particular context of Portuguese academe. Drawing on the concept of work‐family culture, the paper aims to discuss its influence on the level of work‐family conflict and the effectiveness of work‐family policies.

Design/methodology/approach

The study was conducted in a Portuguese university. Data were collected from 32 in‐depth interviews with faculty members from different backgrounds and affiliations.

Findings

The preservation of traditional gender roles in the family as well as a work‐family culture that is largely family‐unfriendly helps to understand the tensions and conflict between academic work and family life. These tensions are mainly felt by women particularly mothers of dependent children. The data also suggest that work‐family policies are fruitless unless they are supported by a positive work‐family culture.

Research limitations/implications

Study limited to a single university.

Originality/value

The paper provides evidence of the cumulative effect of the traditional division of gender roles in the family and a negative work‐family culture in the organization in contributing to increasing levels of work‐family conflict, particularly in a context of work intensification.

Details

Gender in Management: An International Journal, vol. 23 no. 6
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 30 March 2010

Rupashree Baral and Shivganesh Bhargava

This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life…

15604

Abstract

Purpose

This paper aims to examine the role of work‐family enrichment in the relationships between organizational interventions for work‐life balance (job characteristics, work‐life benefits and policies, supervisor support and work‐family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work‐life balance will be positively related to job outcomes and work‐to‐family enrichment will mediate these relationships.

Design/methodology/approach

Data were collected from 216 managerial employees through a structured questionnaire from four organizations in India representing manufacturing and information technology (IT) sectors. Analysis was done using multiple regressions.

Findings

Job characteristics were positively related to all the measures of job outcomes. Supervisor support and work‐family culture were positively related to job satisfaction and affective commitment. No significant association was found between work‐life benefits and policies (WLBPs) and any of the job outcome measures. Job characteristics and supervisor support were positively related to work‐to‐family enrichment. Work‐to‐family enrichment mediated the relationships between job characteristics and all job outcomes and between supervisor support and affective commitment.

Research limitations/implications

The correlational design prevents conclusions about causality.

Practical implications

The findings have implications for designing jobs, developing supportive work‐family culture and managing employee work‐family interface for maximizing individual and organizational outcomes.

Originality/value

The study reflected on the work‐family domain relationships in a novel socio‐cultural context and demonstrated the mediating role of work‐family enrichment in the relationships between organizational interventions for work‐life balance and job outcomes.

Details

Journal of Managerial Psychology, vol. 25 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

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