Family Responsibilities and Career Outcomes

2016 ◽  
Author(s):  
Lisa Leslie ◽  
Patricia Dahm ◽  
Colleen Flaherty Manchester
Keyword(s):  
Integrative Model ◽  
Parental Status ◽  
Career Outcomes ◽  
Family Responsibility ◽  
Family Responsibilities ◽  
Family Friendly ◽  
The Family ◽  
The Impact

This chapter advances the understanding of the impact of family responsibilities on career outcomes (e.g., hiring, promotion, and pay) by proposing an integrative model, spanning theories from economics, psychology, and sociology, that includes multiple mechanisms through which family responsibilities may affect career outcomes. The model serves as a guide for reviewing the literature on the effect of family responsibilities—including marital and breadwinner status, parental status, pregnancy, and use of family-friendly policies—on career outcomes. The chapter concludes that family responsibilities affect career outcomes, net of any productivity differences between employees with and without family responsibilities, suggesting discriminatory treatment. The effect is not uniformly negative; employees with family responsibilities have either less favorable or more favorable career outcomes than employees without. We find that whether family responsibilities positively or negatively affect career outcomes, and the mechanisms driving the effect, depends on the family responsibility type and, at times, employee gender.

Work-Family Challenges and Their Impact on Career Decisions: A Study of Indian Women Professionals

2009 ◽  
Vol 34 (1) ◽  
pp. 31-46 ◽  
Author(s):  
Sanghamitra Buddhapriya
Keyword(s):  
Women Professionals ◽  
Career Advancement ◽  
Career Decisions ◽  
Work Life ◽  
Middle Level ◽  
Full Potential ◽  
Family Responsibility ◽  
Family Responsibilities ◽  
The Family ◽  
The Impact

A broad review of existing literature on barriers to women's career advancement suggests that one of the most important reasons inhibiting women's rise to the top positions in management is the work-life conflict that women professionals experience because of their strong commitment to family responsibilities. The primary objective of this study is to understand the impact of family responsibilities on the career decisions of women professionals and also to find out the type of work-life support they would require from their employers to balance their work and life in a better manner. The study is conducted with 121 women professionals working in government services, public sector, private sector, and in NGOs across different levels. The perception of women professionals regarding the barriers against their career advancement is studied. The impact of demographic factors like managerial level, marital status, and family structure on all the above-mentioned issues are also analysed. Following are some of the major findings of the study: Apart from other factors, ‘commitment to family responsibility’ and ‘lack of gendersensitive policies by the employer’ are considered as important barriers which affect the career advancement of women professionals to senior positions. Senior and middle level professionals believe more strongly than the junior level women professionals that commitment to family responsibility hinders women professionals' advancement. Family responsibility considerably affects the career decisions of women professionals. It is generally expected that the female spouse should take care of the family responsibility. Women professionals agree that children's responsibility hinders their ability to advance. They think that they are not able to utilize their full potential and at times they have to make career trade-offs because of the family responsibilities. They also believe that putting career ahead of family leads to social disapproval and rejection and at the middle level of their career, the pressure for conforming to the societal norms could be more. The research reveals the expectations of the women professionals in terms of the support that organizations can provide to help them in achieving better work-life balance and advance in their career. A significant percentage of respondents have shown their strong preference for provisions like flexible working hours, childcare facilitates and emergency care for children and elders, support for non-work commitment, wellness, and personal development programmes. Half of the women professionals agree that “flexibility in work location” (working from home⁄telecommuting) can be taken up as an additional support provision. The requirement for all these work-life provisions are felt more at the middle and junior level rather than at the senior level.

Should children become key stakeholders in designing family-friendly workplaces?

2020 ◽  
Vol 40 (9/10) ◽  
pp. 1125-1139
Author(s):  
Nataša Krstić ◽  
Jelena Sladojević Matić
Keyword(s):  
Work And Family ◽  
Children And Youth ◽  
Business Practices ◽  
Human Resource Managers ◽  
Content Type ◽  
Family Friendly ◽  
The Family ◽  
Workplace Practices ◽  
Nationally Representative ◽  
The Impact

PurposeThe purpose is to determine whether there is a gap between what children and youth expect from their parents' workplaces and the family-friendly business practices that employers apply, as well as whether COVID-19 has accelerated the introduction of these practices or contributed to any paradigm change.Design/methodology/approachDescriptive methodological research was done through electronic surveys with two target groups. The first group of respondents consisted of 1,279 children and youth who expressed their opinion on the impact of the parental workplace on them and what needs to be done to make companies more family oriented. The second survey involved 64 employers, who shared their views on achieving a balance between work and family and provided insight into the pre-pandemic and pandemic family-friendly workplace practices.FindingsAn apparent gap was identified between the family-friendly workplace practices offered by employers and the needs that children have regarding their parents' workplace. Although employers confirm that COVID-19 provides an opportunity to encourage FFW practices, during the outbreak of the virus, they demonstrated responsibility towards employees but neglected their family members.Research limitations/implicationsThe findings cannot be generalised to the entire business sector as the survey is not nationally representative. Also, the surveyed children do not come from the surveyed employers' work collectives, so it was not possible to intersect the findings.Practical implicationsThe research is vital for human resource managers as creators and implementers of family-friendly workplaces, as it indicates the need to involve the important but overlooked stakeholders in this process – the children of employees.Originality/valueThe research gap in the family-friendly workplace paradigm is addressed by comparing the attitudes of children with the employers' practices, before and during the COVID-19 outbreak.

A Study on the Impact of Family-friendly Certification on Financial Performance of SMEs: Focusing on the Manufacturing Industry

2019 ◽  
Vol 118 (8) ◽  
pp. 331-339
Author(s):  
Ok-Hee Park ◽  
Kwan-sik Na ◽  
Seok-Kee Lee
Keyword(s):  
Financial Performance ◽  
Family Life ◽  
Manufacturing Industry ◽  
Manufacturing Sector ◽  
Work And Family ◽  
Public Institutions ◽  
Family Friendly ◽  
The Family ◽  
The Impact ◽  
Paired T Test

The purpose of the paper is to examine how family-friendly certificates introduced to pursue the compatibility of work and family life affect the financial performance of small and medium-sized manufacturers, and to provide useful information to companies considering the introduction of this system in the future. Methods/Statistical analysis: Since launching the family-friendly certification business, a total of 312 companies havereceived family-friendly certification in 2015, 38 of which are large companies, 99 public institutions and 175 small and medium-sized enterprises. Among 175 small and medium-sized companies that received family-friendly certification, 91 companies in the manufacturing sector were investigated for financial data from 2014 to 2017 and analyzed through the paired t-test using SPSS.

scholarly journals The “Family 500+” programme and female labour force participation in Poland. Demographic and economic determinants

2020 ◽  
Vol 63 (3) ◽  
pp. 24-43
Author(s):  
Krzysztof Bartosik ◽  
Keyword(s):  
Business Cycle ◽  
Labour Supply ◽  
Labour Force ◽  
Labour Force Participation ◽  
Female Labour Supply ◽  
Family Responsibilities ◽  
Female Labour ◽  
The Family ◽  
The Business Cycle ◽  
The Impact

The paper investigates the effect of child cash benefit “Family 500+” on the female labour supply in Poland, taking into account demographic and cyclical determinants. The study is based on the Labour Force Survey (LFS) and Polish Central Statistical Office quarterly data. The analyses cover the period of 2016–2018. The Labour Force Participation Rate (LFPR) is the measure of labour supply. The analysis uses a counterfactual method to determine the impact of demographic and behavioural changes on female labour supply. To identify the causes of the economic inactivity of women (adopted by LFS), decomposition of the growth rate of economically inactive women is applied. The effect of the business cycle on female labour supply is analysed using OLS recursive regression. The study found that the LFPR of women aged 25–44 decreased after 2015. This was related to the cash transfers under the “Family 500+” programme and the increasing number of economically inactive women by reason of “family and household responsibilities”. At the same time, changes in the demographic structure contributed positively to the LFPR of women aged 25–44, while the business cycle did not have a significant impact on it. OLS recursive regression showed that in the 25–44 age group, the introduction of “Family 500+” coincided with changes in the relationships between the LFPR, the percentage of the “discouraged”, economically inactive women by reason of “family responsibilities” and the unemployment rate.

scholarly journals PENGARUH KEPRIBADIAN PROAKTIF, COMMUNICATION SKILLS, FAMILY RESPONSIBILITIES TERHADAP KESUKSESAN KARIR

2021 ◽  
Vol 18 (1) ◽  
Author(s):  
Nurdian Susilowati ◽  
Amir Mahmud ◽  
Satsya Yoga Baswara ◽  
Husnul Khuluq
Keyword(s):  
Communication Skills ◽  
Career Success ◽  
Proactive Personality ◽  
Accounting Education ◽  
Family Responsibility ◽  
Family Responsibilities ◽  
Change Communication ◽  
The Family ◽  
Data Collection Technique

Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh kepribadian proaktif, keterampilan komunikasi, tanggung jawab keluarga terhadap keberhasilan karir. Sampel penelitian 158 lulusan pendidikan akuntansi. Teknik pengumpulan data menggunakan kuesioner. Data yang sudah terkumpul kemudian dianalisis menggunakan regresi berganda. Hasil penelitian menunjukkan bahwa kepribadian proaktif, keterampilan komunikasi, dan tanggung jawab keluarga berpengaruh signifikan terhadap keberhasilan karir. Individu yang memiliki kepribadian proaktif mampu memindai peluang, menunjukan inisiatif, mengambil tindakan, dan bertahan sampai mereka mencapai akhir dengan membawa perubahan Komunikasiyang dilakukan dalam aktivitas keseharian merupakan modal dan kunci sukses dalam pergaulan serta jenjang karier, karena melalui komunikasi suatu hubungan baik dapat dibangun dan dibina. Tanggung jawab dalam sebuah keluarga dapat berpengaruh pada kesuksesan karir seseorang. Untuk mencapai kesuksesan tersebut, peran keluarga dalam memberikan dukungan sangat dibutuhkan.Abstract: This study aims to determine the effect of proactive personality, communication skills, and family responsibility on career success. The research sample was 158 accounting education graduates. The data collection technique used a questionnaire. Data were collected and analyzed using multiple regression. The results showed that proactive personality, communication skills, and family responsibilities significantly affected career success. Individuals who have a bold personality can scan for opportunities, show initiative, take action, and survive until they reach the end by bringing about change. Communication in daily activities is an asset and the key to success in relationships and the career ladder because through communication; a good relationship can be built and fostered. Responsibilities in a family can affect a person's career success. To achieve this success, the role of the family in providing support is needed.

Impact of Employee Demography, Family Responsibility and Perceived Family Support on Workplace Resilience

2019 ◽  
Vol 21 (5) ◽  
pp. 1249-1262
Author(s):  
Sujata Bose ◽  
Durba Pal
Keyword(s):  
Marital Status ◽  
Family Support ◽  
Significant Role ◽  
Interaction Effect ◽  
Demographic Variables ◽  
Family Responsibility ◽  
Family Responsibilities ◽  
Work Factors ◽  
Main Effect ◽  
The Impact

Resilience at workplace has been identified as an essential attribute of employees which enables them to cope with challenges associated with the changing nature of modern businesses. Among the work and non-work factors that add up to these challenges for employees, family responsibility features as a very crucial factor that also plays a significant role in an employee’s career-related choices and outcomes. This study examines the impact of family responsibilities and perceived family support on an employee’s workplace resilience, probing further into their interaction effect. It also examines the effect of three demographic variables, namely employee’s age, gender and marital status on workplace resilience. Data were collected from more than 200 professionals from one of the major metropolises in India. The results show that the employee’s age has a significant main effect on workplace resilience. Multiple regression with interaction effect reveals that while family responsibility and perceived family support have a significant main effect, their interaction effect is insignificant.

Challenges of the contemporary Ukrainian family

2020 ◽  
Vol 595 (10) ◽  
pp. 3-14
Author(s):  
Olena Bocharova
Keyword(s):  
Parental Involvement ◽  
Statistical Data ◽  
Working Women ◽  
Social Institution ◽  
Family Responsibilities ◽  
Raising Children ◽  
The Family ◽  
The Impact ◽  
Transformation Processes ◽  
Ukrainian Society

At the end of the 1980s and at the beginning of the 21st century, significant changes took place in the Ukrainian family, as a result of the transformation of Ukrainian society and the globalization challenges. The model of family life has changed, the number of working women has increased, the level of parental involvement in the process of raising children has changed, the number of single parents has changed. The number of non-formalised relationships and extramarital births has also increased. The purpose of this work is to present the impact of transformation processes in the Ukrainian society on the structure and functioning of families. The article provides information about the family as a social institution, as well as the problems faced by the contemporary Ukrainian family. The most important of these problems are: material difficulties, lack of support for young families, difficulties in combining professional and family responsibilities. Based on statistical data, contemporary trends in the transformation of the Ukrainian family and its function have been analysed. Particular attention was paid to the educational function of the family.

Work–Family Arrangements and Parenting: Are “Family-Friendly” Arrangements Related to Mothers' Involvement in Children's Lives?

2005 ◽  
Vol 48 (3) ◽  
pp. 293-317 ◽  
Author(s):  
Sarah Beth Estes
Keyword(s):  
Multivariate Analysis ◽  
Family Life ◽  
Qualitative Data ◽  
Related Family ◽  
Family Friendly ◽  
The Family ◽  
Employed Mothers ◽  
Quantitative Analyses ◽  
Work Family ◽  
The Impact

Previous research has examined the impact of work—family incompatibility and policies designed to address this incompatibility on both organizational and employee outcomes, including productivity and distress; yet no research has systematically related “family-responsive” arrangements to parenting to assess how these arrangements may be “friendly” to the family. In this article, data is used from a regional sample of employed mothers to investigate this question. Mothers almost uniformly reported that work—family arrangements facilitated their parenting abilities, yet results from a multivariate analysis show that associations between work—family arrangements and parenting are neither large nor widespread. Quantitative findings are augmented by qualitative data on mothers' perceptions of how arrangements affect various aspects of family life. An analysis of mothers' responses to open-ended questions indicates why quantitative analyses might fail at locating relationships between work—family arrangements and standard parenting measures and illuminates aspects of parenting that are facilitated by work—family arrangements.

Reassessing the 'Family-Friendly Workplace': Trends and Influences in Britain, 1998-2004

2007 ◽  
Author(s):  
Gillian Whitehouse ◽  
Michele Haynes ◽  
Fiona MacDonald ◽  
Dionne Arts
Keyword(s):  
Family Friendly ◽  
The Family
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