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.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

The Gendered Discourse of Work-Family Balance in the Oil and Gas Industry

2017 ◽  
Vol 5 (2) ◽  
pp. 120-139 ◽  
Author(s):  
Christine L. Williams
Keyword(s):  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Early Career ◽  
Work Family Conflict ◽  
Family Policies ◽  
Family Balance ◽  
Family Friendly ◽  
Work Family Balance ◽  
Gendered Discourse ◽  
Work Family

U.S. corporations have been slow to adopt family-friendly workplace accommodations, despite decades of research demonstrating their value. Some hope that the millennial generation will spur corporate change because, compared with older generations of workers, young people purportedly strive for more balanced lifestyles and gender equality in their relationships. This study examines the experiences of early career scientists and engineers employed by a major oil and gas corporation that has not implemented family-friendly accommodations, asking whether these highly trained workers seek work-family balance and whether they parlay these desires into requests for accommodation from their employer. Interviews reveal a gendered discourse of work-family balance at this firm: mothers and prospective mothers describe intense work-family conflict, but they blame themselves and not their employer. A number of men, in contrast, express satisfaction with their work-family balance, yet their narratives reveal that their achievement of balance depends on a traditional gender division of labor in the home. Some men and women seek alternative forms of balance that do not involve family; if thwarted from pursuing this goal, they are inclined to exit the company. These discourses of balance reflect neoliberal assumptions, reproduce gender inequality, and suggest the need for an alternative to the voluntary approach to promoting work-family policies.

scholarly journals Understanding the causes and consequences of work-family conflict

2016 ◽  
Vol 38 (5) ◽  
pp. 770-788 ◽  
Author(s):  
Toyin Ajibade Adisa ◽  
Ellis L.C. Osabutey ◽  
Gbolahan Gbadamosi
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Structured Interviews ◽  
Work Family Conflict ◽  
Family Policies ◽  
Content Type ◽  
Work Pressure ◽  
Family Balance ◽  
Work Family ◽  
University Lecturers

Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.

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.

When Everyone Works Harder for Fewer Rewards, Is It Fair? Implications of “Organization-Wide Hardship” for Managing and Studying Organizational Fairness

2019 ◽  
Vol 44 (2) ◽  
pp. 396-424
Author(s):  
Ariel Levi ◽  
Debra L. Shapiro ◽  
Yitzhak Fried ◽  
Livia Markoczy ◽  
Farzaneh Noghani
Keyword(s):  
Working Hours ◽  
Perceived Fairness ◽  
Organizational Fairness ◽  
Family Balance ◽  
Paradoxical Effects ◽  
Challenging Environment ◽  
Potential Contributor ◽  
Work Family ◽  
Pay Cuts ◽  
Actual Turnover

As organizations compete in an increasingly global and challenging environment, “working” often requires working harder for fewer rewards. In this article, we introduce the concept of “organization-wide hardship,” which refers to workforce-shared hardship that results from an organization’s pursuit of a strategy associated with its industry-positioning goals. We propose a model for predicting and explaining employees’ reactions to organization-wide hardship. Our analysis and model make several contributions to the justice literature. First, we highlight the importance of organization-wide hardship (associated with pay freezes or pay cuts, increased working hours, or reduced work–family balance) as a potential contributor to the experience of low fairness for all employees in the organization. Second, we argue that research on the effects of management accounts (explanations) for their decisions should be extended by considering the effects of accounts from nonmanagement sources. Third, we highlight the potentially paradoxical effects of providing external (rather than internal) accounts to employees as these likely heighten the hardship’s perceived fairness yet also heighten employees’ concern for their organization’s future and hence their intended or actual turnover. Fourth, our article’s theorizing adds a temporal (future-oriented) perspective to the largely past-oriented perspective of organizational justice–related theorizing and research. We discuss the implications of our model for organizations and leaders and scholars who aim to study employees’ reactions to organization-wide hardship.

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.

Perceived organizational support in public and nonprofit organizations: Systematic review and directions for future research

2021 ◽  
pp. 002085232110338
Author(s):  
Palina Prysmakova ◽  
Nicole Lallatin
Keyword(s):  
Nonprofit Organizations ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Meta Analysis ◽  
Well Being ◽  
Individual Growth ◽  
Future Research ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family

A qualitative meta-analysis of 57 studies (1987–2018) on perceived organizational support in public and nonprofit administrative contexts in various parts of the world revealed 70 related variables within 16 categories. While most reviewed studies sampled employees of the US, the UK, and Iran, in terms of geography, research on the perceived organizational support of public and nonprofit services has been constantly spreading and has been revealing similar findings across countries. While the article questions the generalizability of some findings due to the overreliance on small convenience samples from educational, health, and social work facilities, it supports the generalizability of many found associations even though they happen in various international, organizational, and institutional settings. In particular, in public-serving contexts, perceived organizational support exhibits stable and positive relationships with commitment, intent to stay, motivation, satisfaction derived from job and tasks, well-being, empowerment, reduced stress, work–family balance, and individual growth. Meanwhile, the positive perceptions of support link negatively to unionization and reveal no consistent patterns regarding demographics. The article invites scholars to explore public and nonprofit contexts further, and to test previously overlooked associations like those with leadership type, reward expectancy, public service motivation, and withdrawal activities. Points for practitioners Perceived organizational support should be cultivated in public and nonprofit contexts, as it improves employees’ commitment, motivation, satisfaction, and well-being, and reduces stress. Perceived organizational support might matter for retention more than the content of a job. Employees who feel supported demonstrate better work–family balance and positively perceive many aspects of their organizations. Promoting perceived organizational support helps when intensive workloads and high levels of stress are inadequately compensated. Perceived organizational support can mitigate employees’ burnout caused by the emotional labor of service provision.

scholarly journals Going Regional: Local Childcare Provision and Parental Work–Care Choices in Germany

2020 ◽  
pp. 485-509
Author(s):  
Pia S. Schober
Keyword(s):  
Maternal Employment ◽  
Family Policy ◽  
Social Inequalities ◽  
Well Being ◽  
Policy Reforms ◽  
Family Balance ◽  
Theoretical Perspectives ◽  
Education And Care ◽  
Parental Work ◽  
Work Family

AbstractThis chapter argues that analyzing regional and local institutional variations has great potential for generating new insights on the drivers of family policy reforms as well as on mechanisms how policies affect families’ choices and well-being. Drawing on the case of Germany and focusing on early childhood education and care (ECEC) services, this chapter first describes regional variations in ECEC provision and take-up. It then reviews theoretical perspectives and empirical evidence on drivers of regional policy variations. Next, the chapter proposes a framework for investigating socially stratified work–care choices of parents at subnational levels by connecting a macro–micro rational choice perspective with the capability approach and the accommodation model of childcare choices. After reviewing the evidence on the effects of regional ECEC variations on social inequalities in take-up, maternal employment, and work–family balance, the chapter concludes by pointing to research gaps and new frontiers of regional family policy analysis.

Mothers of Invention?

2011 ◽  
Vol 38 (3) ◽  
pp. 417-456 ◽  
Author(s):  
Kjersten Bunker Whittington
Keyword(s):  
Future Research ◽  
Academic Productivity ◽  
Motherhood Penalty ◽  
Childless Women ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Professional Workplace ◽  
Industrial Science

Gender and motherhood dynamics feature prominently in research that examines professional workplace inequities. The rise of patenting as an available form of academic productivity presents a fruitful site to revisit these in the science profession and to compare academic and industrial science contexts. I predict patenting involvement across disciplines, sectors, and time. Contrary to findings regarding publishing, academic mothers suffer a motherhood penalty not experienced by childless women or mothers in industry. Controls for past involvement remove the disparity, and a sex gap in industry. Work/family balance, sector-level incentives, and status expectations may explain these results, providing implications for future research on gender, motherhood, and work.

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