Employee benefits and high-tech fatherhood

2015 ◽  
Vol 30 (5) ◽  
pp. 535-549 ◽  
Author(s):  
Orna Blumen
Keyword(s):  
Business Strategy ◽  
Gender Segregation ◽  
Work And Family ◽  
Employee Benefits ◽  
High Tech ◽  
Structured Interviews ◽  
Family Responsibilities ◽  
Content Type ◽  
The Social ◽  
Work Family

Purpose – This study, inspired by the theory of the separate spheres, considers the social circumstances of employee benefits, examining the needs of fathers in dual-earner families to cope with work and family responsibilities. The purpose of this paper is to explore how high-tech managers view the work-family interface of R & D engineers and analyzes the typical package of discretionary, non-financial, work-family employee benefits. Design/methodology/approach – Relying on the phenomenological approach, in-depth, semi-structured interviews with 22 private-sector managers disclosed their shared perception and experience, revealing the informal level at which underlying social principles becomes business strategy, often intuitively. Findings – Values of gender are assimilated into the informal environment and reflected in the selection of benefits which have been effective in attracting labor in demand. Recently these values have been challenged by new ideas of more involved fatherhood, and these are inadequately addressed by the package of benefits. Research limitations/implications – Larger samples from various socio-cultural settings are needed. Practical implications – Managers are advised not to be blinded by the financial worth of discretionary employee benefits and consider how these meet the actual, as opposed to stereotypical, needs of employees and their family members. Observing social dynamics and considering non-financial consequences of employee benefits are essential for business-society continuity. Also, organizations of relatively low-social diversity should not alienate themselves from their multicultural environment. Social implications – The study unveils the reciprocity between organizations and people. Traditional fatherhood is being contested and negotiated at the work-family interface, as embedded to ongoing changes in the social meaning of gender. That employee benefits help to maintain the masculinity of high-tech, reflects also on gender segregation in the workplace. Originality/value – The study illustrates how businesses apply social values and describes how such values are processed and reinstated in society as employee benefits.

The impact of different supports on work-family conflict

2018 ◽  
Vol 40 (5) ◽  
pp. 903-920 ◽  
Author(s):  
Laura Maria Ferri ◽  
Matteo Pedrini ◽  
Egidio Riva
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Hierarchical Regression ◽  
Human Resource Managers ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Effective Work ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to explore whether and how the actual use of supports available from the state, organisations and families helps workers reduce perceived work–family conflict (WFC), explored from both works interfering with family (WIF) and family interfering with work (FIW) perspectives. Design/methodology/approach The study is based on a survey of 2,029 employees at six large Italian firms. To test hypotheses, a hierarchical regression analysis was performed. Findings WFC should be explored considering its bi-directionality, as supports have different impacts on WIF and FIW. Workplace instrumental support elicits mixed effects on WFC, whereas workplace emotional support and familiar support reduce both FIW and WIF. Research limitations/implications The study is limited to the Italian national context, and data were collected in a single moment of time, which did not allow for observing changes in employees’ lives. Practical implications Human resource managers, as well as policy makers, will find this study’s results useful in designing effective work–life balance policies and supports, in which attention is devoted mainly to promoting workplace emotional supports and facilitating familiar support. Social implications The study highlights that by reducing pressures from work and family responsibilities that generate WFC conditions, organisational and familiar supports elicit different effects, which should be considered carefully when defining policies and interventions. Originality/value This study is one of the few that compare the role of supports provided by actors in different sectors on FIW and WIF, thereby allowing for an understanding of whether the bi-directionality of the conflicts is a relevant perspective.

Perceived organizational support and employee well-being

2018 ◽  
Vol 12 (2) ◽  
pp. 469-484 ◽  
Author(s):  
Mashal Ahmed Wattoo ◽  
Shuming Zhao ◽  
Meng Xi
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Work And Family ◽  
Equation Modeling ◽  
Family Responsibilities ◽  
Content Type ◽  
Work Family ◽  
The Impact

Purpose Considering work and family responsibility has become an important issue due to changes in the lives of people, understanding work and family responsibilities is essential for organizations in assisting employees to increase their well-being. Therefore, the purpose of this paper is to find the impact of perceived organizational support (POS) on work–family facilitation (WFF) and work–family conflict (WFC) and eventually on employee well-being. Design/methodology/approach A survey questionnaire is administered to 1,340 employees of Chinese enterprises. Structural equation modeling is used to test the model fit. Findings Results of this study indicate a significant positive relationship between POS and WFF and significant negative relation between POS and WFC. Results of this paper also indicate that WFF and WFC partially mediate the relationship between POS and employee well-being. Originality/value Over the past two decades, the extent of research on work–family literature has been increased. Most of the work–family research works have been conducted in the Western countries. Very little is known about whether these results are applicable to Eastern societies. This study is extended to focus on work–family literature by drawing a sample from different regions of China. The findings of this study may provide a good understanding of WFC and WFF for Chinese employees. This study stresses the importance of providing organizational support to increase the well-being of employees.

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.

Global mobility and the career of the stay-at-home partner

2019 ◽  
Vol 7 (1) ◽  
pp. 88-102 ◽  
Author(s):  
Joanne Mutter ◽  
Kaye Thorn
Keyword(s):  
Qualitative Methodology ◽  
Work And Family ◽  
Structured Interviews ◽  
Family Responsibilities ◽  
Content Type ◽  
Left Behind ◽  
Global Mobility ◽  
Flexible Working ◽  
Family Demands ◽  
At Home

Purpose Contemporary global mobility and dual careers are two key features of working life today. Little is known, however, about where they intersect, where one partner travels for their career, while the other partner is left behind, caring for the family and attempting to manage their own career. The purpose of this paper is to explore how the partner’s career is impacted by the traveller’s absence, and the strategies employed to enable their continued career development. Design/methodology/approach The paper employs a qualitative methodology, drawing on semi-structured interviews with the partners of international yachtsmen. Findings The findings highlight the prioritisation of the traveller’s career, for reasons of finance and their passion for their career. The implications of this could be detrimental to the partner’s career. Personalised, flexible working arrangements are essential in order for the partner to achieve a sustainable career of their own. Research limitations/implications The gendered nature of the sample provides an opportunity for further research examining the implications of the female being the traveller and the male the stay at home partner. Practical implications The paper examines a range of alternative strategies for maintaining or developing the career when also faced with additional family responsibilities. Originality/value This paper gives consideration to the career of the stay at home partner. A new dual-career strategy is identified – the entrepreneurial secondary career strategy, which has the potential to deliver the flexibility required to manage both work and family demands, and allow partners to enact their authentic career.

Managing the work-family interface: experience of construction project managers

2016 ◽  
Vol 9 (2) ◽  
pp. 243-258 ◽  
Author(s):  
Michelle Turner ◽  
Anthony Mariani
Keyword(s):  
Leisure Activities ◽  
Construction Project ◽  
Working Hours ◽  
Well Being ◽  
Work And Family ◽  
Project Managers ◽  
Investment Model ◽  
Structured Interviews ◽  
Content Type ◽  
Work Family

Purpose – The purpose of this paper is to explore the work-family experience of projects managers working in the construction industry, and identify how they manage their work-family interface. Design/methodology/approach – Structured interviews were conducted with nine construction project managers working in the commercial sector, and data were subject to thematic analysis. Findings – Role conditions were found to impact on participants’ work-family interface, identified as working hours, accountability, and the stress arising from accountability. Participants identified four key strategies used to manage their work-family interface: managing work-based stress, having a supportive partner, prioritising non-work time for family, and trading off activities. Despite having to limit time with family and trade off social and leisure activities, participants did not report negative work-to-family spillover. All participants shared a passion for their work. Findings can be explained using the heavy worker investment model, which proposes that job devotion is linked to psychological well-being, decreases in work-family conflict (WFC), and work satisfaction. Originality/value – Contrary to previous research, findings suggest that construction project managers did not experience inter-role conflict between their work and family domains. It is recommended that further research explore these findings using the heavy work investment (HWI) framework which considers how internal and external predictors shape workers’ behaviour, and whether HWI typologies moderate the experience of WFC.

Gender culture and Malawian women’s reconciliation of work and family responsibilities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tiyesere Mercy Chikapa
Keyword(s):  
Work And Family ◽  
Structured Interviews ◽  
Family Responsibilities ◽  
Content Type ◽  
The Public ◽  
Insurance Sector ◽  
Gender Culture ◽  
Cultural Systems ◽  
Formal Employment ◽  
Practical Implications

Purpose This paper aims to examine how cultural systems shape spousal attitudes and the expectations placed upon women. This is based on the assumption that cultural systems shaping spousal attitudes and expectations on women makes their reconciliation of work and family responsibilities difficult despite sorting out childcare challenges and support with domestic work. Design/methodology/approach This paper is based on 55 semi-structured interviews with Malawian women working in formal employment. From the 55 women interviewed, 31 worked in the public education sector and the remainder in the private sector’s financial and insurance sector. However, for comparison, 24 men from the same sectors were also engaged in the interviews. These were drawn from education and finance and insurance industries. Findings Analysis reveals that contrary to extant literature, childcare is not all or even always the main focus of family responsibilities potentially affecting Malawian women’s work life. Their experiences with reconciling work and family responsibilities were influenced by gender culture, which shapes spousal attitudes and community expectations. Research limitations/implications This study has not generated results suitable for statistical generalisation, but it may still allow for theoretical generalisation to similar contexts. Practical implications Managers need to recognise that women may be coming from homes and communities that place demanding expectations on them. Social implications There is need for promotion of gender equal social norms that enable women, just as men, to focus on their careers. Originality/value This paper contributes to limited literature about women’s experiences with reconciliation of work and family responsibilities in the contexts of a developing country where women have access to relatively affordable childcare support.

Linking demands to work-family conflict through boundary strength

2016 ◽  
Vol 31 (8) ◽  
pp. 1327-1342 ◽  
Author(s):  
Liliane Furtado ◽  
Filipe Sobral ◽  
Alketa Peci
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Active Management ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Content Type ◽  
Role Based ◽  
Work Family ◽  
Role Demands ◽  
Boundary Strength

Purpose The purpose of this paper is to propose and test a model to examine how the active management of work-family boundary strength acts as behavioral mechanism through which role-based factors – role demands and role identity – influence the conflict experienced by individuals. Design/methodology/approach Three studies were conducted to examine the proposed model. Studies 1 and 2 used an experimental design to test the causal effects of role demands on the strength of work and family boundaries, whereas Study 3 surveyed 389 working professionals to test the interactional and mediating effects of the model variables on inter-role conflict. Findings Results suggest that increasing demands in one domain weaken the boundary strength around the cross-domain to make resource drain possible, which, in turn, increases the conflict experienced in that domain; moreover, results show that work identity reinforces the weakening of the boundary strength at home caused by increasing work demands. Research limitations/implications The study of boundary management decisions as an underlying mechanism through which individuals’ role-based factors affect work-family conflict (WFC) can offer new insights into how to manage increasing work-family responsibilities. Practical implications This study findings can help individuals to cope with role demands and organizations to promote a culture that supports work-family balance. Originality/value This paper advances WFC research by examining alternative mechanisms through which role demands influence WFC. Methodologically, the research improves on past studies by bringing together experimental and correlational designs.

Gender gap in innovation: an institutionalist explanation

2014 ◽  
Vol 52 (2) ◽  
pp. 410-424 ◽  
Author(s):  
Inmaculada Carrasco
Keyword(s):  
Gender Gap ◽  
Institutional Environment ◽  
Gender Segregation ◽  
Structural Equations ◽  
Family Responsibilities ◽  
Gender Perspective ◽  
Content Type ◽  
Innovation Activities ◽  
Innovative Behaviour ◽  
And Gender

Purpose – The aim of this paper is to contribute to knowledge on innovation from a gender perspective, and to investigate how environment affects the process of innovation by women. Design/methodology/approach – The empirical study uses a Structural Equations Model of a Partial Least Squared (PLS) technique. Data of 40 countries from around the world were collected from 2008. Findings – Institutional environment matters for innovative activity by women. An innovative thinking is required for integrating the gender perspective in innovative milieus in order to enrich, diversify and promote stronger innovation activities, mobilising unexploited opportunities for managers in the business sector, and for policy makers in the public one. Research limitations/implications – A new sex-disaggregated dataset will allow us to enlarge and improve upon this study. A longitudinal study would be extremely useful, but for the moment, there are no available data of this kind. Practical implications – Policies designed to reduce the gap for women in innovation activities have to fight against gender segregation in the job market and gender differences in education and training. They must increase flexibility in the workplace, provide more help to conciliate family and working lives, and reduce the gap in family responsibilities taken on by women. Originality/value – This paper contributes to the cross-over of knowledge between innovation and gender, and reduces the lack of information on how external factors may impact innovative behaviour by gender.

Is this mine? Psychological ownership and the social media follower

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Caroline S.L. Tan
Keyword(s):  
Social Media ◽  
Design Methodology ◽  
Vital Role ◽  
Psychological Ownership ◽  
Structured Interviews ◽  
Content Type ◽  
Face To Face ◽  
The Social ◽  
Social Currency ◽  
Different Levels

Purpose The purpose of this study is to examine psychological ownership (PO) experienced by followers of social media influencers toward both influencer and the product. Design/methodology/approach Data were collected using face-to-face semi-structured interviews that were conducted with 30 respondents and analyzed using thematic analysis. Findings The study demonstrated that the PO experienced by the follower changes under different conditions resulting from perceived value, social currency and follower activity. Social currency plays a vital role in determining the target of PO, often affecting the narrative by the follower. Originality/value To the best of the author’s knowledge, this is the first paper to examine the transference of PO between product and influencer as experienced by the follower. It provides an understanding on PO that is experienced in different levels of intensity and changes depending on the motive of the follower; hence, transference of PO occurs and it is not a static.

Technostress and the entitled employee: impacts on work and family

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kenneth J. Harris ◽  
Ranida B. Harris ◽  
Matthew Valle ◽  
John Carlson ◽  
Dawn S. Carlson ◽  
...  
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Negative Outcomes ◽  
Work Family Conflict ◽  
Personality Variable ◽  
Content Type ◽  
Employee Entitlement ◽  
Work Family ◽  
Moderating Role

PurposeThe purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.Design/methodology/approachUsing a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.FindingsThe results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.Practical implicationsThese findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.Originality/valueDue to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.

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