scholarly journals Conceptualizing National Family Policies: A Capabilities Approach

2020 ◽  
pp. 141-167
Author(s):  
Jana Javornik ◽  
Mara A. Yerkes
Keyword(s):  
Conceptual Framework ◽  
Family Policy ◽  
Policy Research ◽  
Capabilities Approach ◽  
Family Policies ◽  
Policy Area ◽  
Theoretical Understanding ◽  
National Family ◽  
Similarities And Differences ◽  
Work Family

AbstractComparative family policy research has advanced significantly in recent years. The growing availability of more and better data have improved our understanding of cross-national similarities and differences in family policies, as well as how they shape the lives of different families. Despite these advancements, comparative family policy research continues to face difficulties. The multifaceted nature of family policies makes cross-country comparisons complex. Conceptualizing our theoretical understanding of which policy aspects matter and why as well as operationalizing them into measurable indicators, often remains problematic for comparative analyses. Using examples of British and Swedish policies on childcare, a policy area particularly prone to conceptual challenges, we discuss the difficulties involved in conceptualizing family policies in comparative research. We argue that taking a capabilities approach provides a useful way forward in the field and show how such a conceptual framework allows us to more meaningfully analyze both work-family policies and their outcomes.

scholarly journals Conclusion: The Next Decade of Family Policy Research

2020 ◽  
pp. 683-706
Author(s):  
Wim Van Lancker ◽  
Rense Nieuwenhuis
Keyword(s):  
Policy Implementation ◽  
Family Policy ◽  
Family Relations ◽  
Economic Inequality ◽  
Policy Research ◽  
Welfare States ◽  
Family Policies ◽  
Future Outlook ◽  
Societal Challenges ◽  
Multilevel Perspective

AbstractBased on the multilevel perspective on family policy research brought together in this handbook, this chapter highlights five major societal challenges for the future outlook and outcomes of family policies, and reflects on what the handbook teaches us about how to effectively address these challenges, as well as what there is yet to learn. The challenges pertain to the (1) levels of policy implementation, and in particular globalization and decentralization, (2) austerity and marketization, (3) economic inequality, (4) changing family relations, and (5) welfare states adapting to women’s empowered roles. The chapter concludes by examining what lessons were learned, and are yet to learn, regarding the capacity of family policies to cope with shocks of various kinds and to support families during extraordinary times.

Impediments to women accountants' career progression in Malaysia

2006 ◽  
Vol 3 (2) ◽  
pp. 57
Author(s):  
Zubaidah Zainal Abidin ◽  
Frances Penafort Ponnu ◽  
Marzlin Marzuki
Keyword(s):  
Job Stress ◽  
Gender Discrimination ◽  
Family Policy ◽  
Career Progression ◽  
Career Barriers ◽  
Family Responsibility ◽  
Family Policies ◽  
Corporate Policies ◽  
Job Demand ◽  
Work Family

This study examines women in the accounting profession, their perceptions of their own career barriers in their organization, and identifies possible reasons why they leave their organizations and ways to retain them. Seven measurable constructs were established: exclusionary environment;family responsibility; workplace benefit; job jlexibility; corporate policies; job stress; and job demand. A multiple regression analysis is used to explain the effects ofwomen accountant s perception of impediments on career progression. Except for elements ofjob stress, where they appear significant in isolation with career progression, most of the findings disclosed no correlations with career advancement ofwomen accountant. Incidentally, marital status is significantly positively related to career progression. The reasons for leaving the organization indicated by the women accountants' are job demand, work family policy, gender discrimination and etc. Work-family policies such as child care and flexi-time are the most consistent benefits quotedby respondents that will enhance retention of employees.

For Better or For Work: Dual Discourses in a Workplace Wellness Program

2017 ◽  
Vol 32 (4) ◽  
pp. 612-626 ◽  
Author(s):  
Stephanie L. Dailey ◽  
Tricia J. Burke ◽  
Emmalene G. Carberry
Keyword(s):  
Family Policy ◽  
Workplace Health Promotion ◽  
Policy Research ◽  
Workplace Wellness ◽  
Workplace Health ◽  
Wellness Program ◽  
Health Initiatives ◽  
Workplace Wellness Programs ◽  
Work Family ◽  
A Site

Despite the ubiquity of workplace health promotion (WHP) programs, research has yet to address how employees make sense of the various meanings surrounding free wellness time at work. Through interviews with 30 participants of a workplace wellness program, this study uncovered organizational and employee discourses surrounding health at work. In sharing their health narratives, employees drew on dual discourses, expressing multiple meanings in the program’s rationale, workers’ participation, and the results of workplace health initiatives. Our findings contribute to WHP literature by proposing workplace wellness programs as a site of struggle, drawing attention to the role of agency in WHP participation, extending managerialism in WHP outside the corporate setting, and connecting workplace wellness scholarship to the meaning of work and work–family policy research.

Organisational Justice and Work-Family Policies

2005 ◽  
Vol 16 ◽  
pp. 30-39 ◽  
Author(s):  
Jarrod Haar ◽  
Chester S. Spell ◽  
Michael P. O'Driscoll
Keyword(s):  
New Zealand ◽  
Family Policy ◽  
Future Research ◽  
Perceived Fairness ◽  
Family Policies ◽  
Organisational Justice ◽  
Family Balance ◽  
Self Interest ◽  
Government Organisation ◽  
Work Family

AbstractBased in a local government organisation in New Zealand, this paper links the literature on work-family balance to the literature on organisational justice, by examining the predictors of perceived fairness in work-family polices. The study also expands an earlier study in Grover (1991), by considering work-family policy sets, rather than single policies only. Perceptions of the fairness in work-family policies were partly predicted, positively, by a combination of management seniority, perceived benefits in work-family policies, and own usage of those policies. These findings suggest the influence of both group values and self-interest. In terms of organisational justice, the findings raise a question for future research, namely how fairness attitudes relate to the sustainability of work-family initiatives.

Policy Generosity, Employer Heterogeneity, and Women’s Employment Opportunities: The Welfare State Paradox Reexamined

2018 ◽  
Vol 83 (3) ◽  
pp. 508-535 ◽  
Author(s):  
Eunmi Mun ◽  
Jiwook Jung
Keyword(s):  
Welfare State ◽  
Family Policy ◽  
Policy Research ◽  
Policy Reforms ◽  
Policy Changes ◽  
Family Policies ◽  
Before And After ◽  
Government Mandates ◽  
Quasi Experimental ◽  
The Welfare State

Scholars of comparative family policy research have raised concerns about potential negative outcomes of generous family policies, an issue known as the “welfare state paradox.” They suspect that such policies will make employers reluctant to hire or promote women into high-authority jobs, because women are more likely than men to use those policies and take time off. Few studies, however, have directly tested this employer-side mechanism. In this article, we argue that due to employer heterogeneity, as well as different modes of policy intervention such as mandate-based and incentive-based approaches, generous family policies may not always lead to employer discrimination. Adopting a quasi-experimental research design that classifies employers based on their differential receptivity to family policy changes, we compare their hiring and promotion of women before and after two major family policy reforms in Japan, one in 1992 and another in 2005. Our analysis using panel data of large Japanese firms finds little evidence of policy-induced discrimination against women. Instead, we find that employers who voluntarily provided generous leave benefits prior to government mandates or incentives actually hired and promoted more women after the legal changes, and employers who provided generous benefits in response to government incentives also increased opportunities for women.

National Family Policies in EC Countries in 1990

1993 ◽  
Vol 47 (2) ◽  
pp. 365-366
Author(s):  
Heather Joshi
Keyword(s):  
Family Policies ◽  
National Family

scholarly journals Job satisfaction and work–family policies through work-family enrichment

2018 ◽  
Vol 33 (4/5) ◽  
pp. 386-402 ◽  
Author(s):  
Angel Martinez-Sanchez ◽  
Manuela Perez-Perez ◽  
Maria-Jose Vela-Jimenez ◽  
Silvia Abella-Garces
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Work And Family ◽  
Management Tool ◽  
Family Policies ◽  
Content Type ◽  
Different Dimensions ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to analyze the effect of a bundle of work–family policies on employee’s job satisfaction and (affective) organizational commitment, by using work–family enrichment and conflict as explanatory.Design/methodology/approachEmpirical study is conducted with a sample of 322 employees from 30 Spanish firms that have been granted with the “Flexible Firm Award” or have been certified as “Family Responsible Firms.” Structural equation modeling is used to test hypotheses.FindingsThe results show that the higher the use of work–family policies the more positive effects on work–family enrichment and conflict, and that job satisfaction is positively related to (effective) organizational commitment.Research limitations/implicationsThis is a cross-sectional study which may limit the establishment of causal relationships.Practical implicationsWork–family policies may constitute a relevant management tool to balance work and family life by making employees more interested in their jobs, enhancing their well-being and reducing the conflicts between work and family domains. The positive role of work–family enrichment contributes to enhance employees’ job satisfaction and, at the same time, to increase their organizational commitment. Managers should pay attention at how work–family policies are justified because they may influence differently on their outcomes on satisfaction and commitment.Originality/valueThere are two main original contributions of the paper. First, the authors study the joint effect of work–family policies on different dimensions of enrichment and conflict. Second, the authors analyze the relationship between different dimensions of enrichment and conflict on job satisfaction and organizational commitment.

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